6.: Becoming braver and developing confidence Individual Output Team Region Measures Led an HR Good at More able to Developed Now have felt the project on growing hold her own good better data peer agency front line in the relationships from the review and bank HR executive with the agency to process nursing, managers Association on Nye delivering through team, e.g. of Care had a contract confidence pushed on Organisation developed cap on in coaching statutory and courage in agency and mandatory networked spend. training. with NHS and Employers. Sat on a holding a number of people to (OD). different senior account function Enabled the panels and while for the team to appeals, offering bank think in a offering support. team, more confident Her managing disciplined and sound the way and advice. grew agency think around supply outside the the and box to political making it modernise agenda easier for its and she clinical approach. was more staff. prepared to take a lead on issues. Table 6.: Greater awareness of board concerns on risk, assurance and strategy, and insights into sub-committee structure and board climate and culture Individual Output Team Organisation Her presentations With other Nye Bevan Board receives high quality observed and contributions to graduates, there are better information tailored to their board now have a conversations on views of needs. Enhanced meetings sense of purpose to the board and awareness of participant’s reputation. and enhance board tensions across the system. Chief executive reports a effectiveness. more consistent, higher execs level contribution. and
Organisation 6.: Becoming braver and developing confidence Individual Output Team Region Measures felt the peer review process on Nye had developed courage in and holding people to account while offering support. Her grew around the political agenda and she was more prepared to take a lead on issues. Led an HR project on agency and bank nursing, delivering a contract cap on agency spend. a different function for the bank team, managing the agency supply and making it easier for clinical staff. Good at growing front line HR managers through confidence in coaching and (OD). Enabled the team to think in a more disciplined way and think outside the box to modernise its approach. More able to hold her own in the executive team, e.g. pushed on statutory mandatory training. Sat on a number of senior panels and appeals, offering confident and sound advice. Developed good relationships with the Association of Care and networked with NHS Employers. Now have better data from the agency to Table 6.: Greater awareness of board concerns on risk, assurance and strategy, and insights into sub-committee structure and board climate and culture Individual Output Team Organisation observed meetings and execs and Her presentations and contributions to board now have a sense of purpose to enhance board effectiveness. With other Nye Bevan graduates, there are better conversations on views of the board and awareness of tensions across the system. Board receives high quality information tailored to their needs. Enhanced participant’s reputation. Chief executive reports a more consistent, higher level contribution.
business-plan-Nye-Bevan-evaluation.docx