Values based recruitment Ruth Auton & Janine Hackett * Strategic Workforce Development Manager Directorate of Workforce, Education and Quality Health Education East Midlands *Assistant Subject Head Occupational Therapy University of Derby www.derby.ac.uk/health Value Based Recruitment HEE Project: 3 deliverables: 1. 2. 3. VBR for HEE Commissioned Programmes VBR for Trusts Evaluation of projects 1&2 Values based recruitment, teaching & learning Alignment with values of NHS constitution Compassion Respect Collaboration Courage Dignity Commitment Integrity Trust Responsibility Continuous journey rather than 1 off event Supports excellent patient care & experience Aims to inspire passion in NHS www.derby.ac.uk/health Values based recruitment Pre –selection process Attracting the right Students Pre selection process Selection day Values based recruitment Mapping against; Francis recommendations, professional suitability, NHS constitution, COT code of ethics Involvement of clinicians Service user involvement Debrief & ‘Sofa test’ Mapping the process to key documents Francis:- 4 Behaviours of Leaders Francis Recommendations NHS Core Values COT Code of Ethics Domains of Professional Suitability Application Form screened: Screened by Central Admissions to ensure meets qualification criteria Reviewed by Occupational Therapy Admissions Team focussing on personal statement and reference (review of qualifications) Section 6 leadership behaviours Recommendation 185 Intellectual achievements to enable them to acquire through training the necessary technical skills Recommendation 185 Selection of candidates who evidence the possession of appropriate values, attitudes and behaviours Motivation and preparedness to be an OT Commitment to profession Group Interview. Scored on scale of 1-10 based on: Verbal / non-verbal communication and social skills Group participation/cooperation Demonstrates leadership behaviours Demonstrates care / consideration of others Optimism:Recommendation 173 Continual learning when things go wrong Principles of openness, transparency and candour Honest and truthful in dealings with patients/ public Decisiveness:Personal interests never outweigh the duty to be Take responsibility honest, open, truthful Explain why Recommendation 185 Bravery to make decisions Selection of candidates who evidence the Change direction if needed possession of appropriate values, attitudes and behaviours Transparency:Leadership / compassionate care Communication Focus on culture of caring Open to feedback Ability and motivation to put the welfare of others above their own interest Recommendation 5 Will be honest and open regardless of the consequences for themselves Will apply the NHS values Recommendation 191 Recruitment for values and commitment 5 – work in partnership 7– Accountable 4 – Decision making about a patient’s care 6 – Effective and fair use of resources Sections 2-5 (Service user welfare and autonomy, service provision, personal/ professional integrity, professional competence) Teamwork Critical thinking and problem solving Empathy Communication and interpersonal skills Critical thinking and problem solving Ethical / moral reasoning Personal / professional integrity Values based recruitment & education Attracting the right Students Pre –selection Pre selection process process Selection Selection day day Values based teaching/learning environment Values driven behaviours/leadership/culture Questions Are graduates entering practice embodying the required values? What else might HEI’s consider? How are values being incorporated into the selection process in the workplace? How can we challenge those in practice and help them develop ?