Talent management covers abroad range of interventions based around the employee life cycle. These include brand management, attraction, recruitment, onboarding, appraisal and career conversations, talent review,succession planning and retention. The resources in this part of the Toolkit are designed to enable more effective conversations, improved calibration of talent information and robust approaches to succession planning. These are supported by additional guidance from both NHS Employers and NHS Improvement on values-based recruitment and retention.
Brand, attraction and recruitment
Organisations need to balance their focus on attracting prospective employees with managing talented individuals and teams effectively once they part of the workforce. Ensuring that messages about brand and values throughout your recruitment processes align with your staff experience is critical. Strengthening your proposition and implementing a values-based approach to recruitment can support an effective approach.
You can find further information about this on the NHS Employers website.
Review and career conversations
Measures of performance, potential, aspirations and readiness, along with an indication of the support and/or development individuals require to sustain or enhance their performance are key to effective talent conversations and succession planning. It is also essential that all leaders and managers who are responsible for carrying out talent conversations are trained and developed to do so and that they are focused on maximising the potential of all staff.
View the resources and templates below for more information.
This template combines appraisal, career conversation, a review of health and well-being and personal development planning into a joined-up conversation and provides a structure for individuals and managers to explore talent management fundamentals.
This guidance is aimed at managers and sets out the steps involved in implementing the review and career conversation framework, preparation, reviewing objectives and behaviour, measuring potential, discussing aspirations, readiness and development.
This guidance is aimed at individuals and sets out the steps involved in preparing for review and career conversations through reflecting on their well-being, performance, potential, career aspirations and readiness (if appropriate) and development needs.
This template provides an outline of a session for briefing staff on what they should expect from their review and career/talent conversation, how their information will be used and their responsibility for preparing and taking ownership of any actions.
This slide deck provides the content for the session for briefing staff. This should be used in conjunction with the facilitator guide below to guide staff through the organisation’s approach.
This workbook supplements the briefing slides for staff and the review and career/talent conversation document. It is designed to further support preparation and self-reflection to enable individuals to get the most out of their conversations.
These facilitator notes are designed to accompany the briefing agenda and slides and cover the key points to relay to ensure that staff are fully prepared for their review and career/talent conversations.
The Academy has also previously developed tools to support talent conversations. These can be found here: https://www.leadershipacademy.nhs.uk/resources/talent-management-hub/conversation/
Talent review boards
Talent Review Boards comprise a group of managers who come together to calibrate and evaluate the performance, potential, aspirations and readiness of the individuals they manage. A collective review enables a greater level of rigor, fairness and objectivity in decision making in relation to access to support and development and provides an effective forum for robust succession planning. View there sources and templates below for more information:
This guidance provides an overview of the talent review/calibration process, the steps and stakeholders involved and the key considerations for setting up and facilitating a review effectively.
This template provides an outline of a session for briefing those on the Talent Review Board. A briefing session is highly recommended to ensure everyone involved is clear about their roles and responsibilities before, during and after the review.
This slide deck provides the content for the session for briefing those who will be on the Talent Review Board. This should be used in conjunction with the facilitator notes below to guide reviewers through the process.
These facilitator notes are designed to accompany the briefing slides for reviewers and outline the salient points to relay to ensure that reviewers are fully prepared to participate in the talent review process.
This slide deck provides the content for the session for briefing those who are going to be reviewed by the Board. This should be used in conjunction with the facilitator notes below to guide staff through the process.
These facilitator notes are designed to accompany the briefing slides for staff who are going to be reviewed and outline the salient points to relay to ensure that they are fully prepared to participate in talent conversations that under pin the process.
This template can be used to capture feedback arising from talent review/calibration discussions which can then support individual development plans and an understanding of support requirements for the organisation.
Succession planning is becoming increasing critical for all NHS organisations. It is the process of identifying and developing potential future leaders or senior managers, as well as individuals who could fill other business-critical positions, either in the short or the long term. The aim is for organisations to have greater visibility of individuals who are interested in filling key and/or new roles effectively.
View the resources and templates below for more information.
This guidance provides an overview of succession planning, the different approaches that can be taken, key considerations for those who are involved and a quick guide to implementation.
This template can be used to assess the criticality of different roles within a team based on criteria that are relevant to your organisation so that succession planning activities can be appropriately prioritised.
This template can be used to summarise the performance, potential, aspirations, readiness and development/support requirements at a team level. It can support preparation for succession discussions across teams and/or services.
This template can be used to capture succession planning discussions for different teams, along with any identified risks and/or mitigating actions. It can be used to look at succession pipelines for temporary or substantive and new or existing roles.
Retention of staff is a key issue for the NHS and is a crucial consideration to securing a skilled and sustainable workforce for the future. In addressing the challenge of workforce supply, organisations must focus not only on recruitment but also ensure new and existing staff are supported and encouraged to remain in the NHS.
Practical improvement guides and information about NHS Improvement’s Retention support programme can be found on their website.
You can also find a range of retention resources on the NHS Employers website.