Objective 1
To ensure our Mission, Beliefs and Working Values are
known, understood and upheld by all staff.
Lead: Richard
1.1
1.2
1.3
1.4
1.5
1.6
1.7
1.8
1.9
1.10
1.11
1.12
1.13
Action
Mission, Beliefs and Working Values
focus in:
recruitment
induction
core training
refresher for all staff with Options
more than 5 years
Keep our Mission, Aims, Beliefs and
Working Values at the forefront of our
decision-making
Ensure Mission, Beliefs and Working
Values focus to all Team Action Plans
Recognise teams and individuals who
particularly work to our Beliefs and
Working Values:
Team awards
Individual awards
Thankyous
Supervisions
Address issues of poor work in relation
to Beliefs and Working Values in
supervisions
Complete an internal audit of Options
Beliefs and Working Values
Focus on review and learning in team
meetings
Comprehensive evaluation of the
quality of our services
Two times per year swop of QAA
responsibilities
Review person centred planning
process for 2014 update
Embed co-production in all that we do
Support 8 people to deliver a groundbreaking initiative and publicise this
Establish really clearly what Options is
and isn’t fundamentally about
Co-ordinated By
Completion Date
Personnel
All Presenters
Jess
Jess
Each recruitment
Each Induction
All Training Events
Jan 2014 and
ongoing
Team Leaders (TLs),
Development
Managers (DMs), all
managers and staff
DMs and TLs
Ongoing
May 2011
May 2012
May 2013
May 2014
Richard
Richard and LT
All Managers
All Managers
TLs, DMs
and Chief Executive
As and when
As and when
Monthly
Monthly
Richard
December 2013
TLs and DMs
Monthly
Richard
October 2014
Richard
Feb 2011, 12, 13,
14, and 15
Oct 2011, 12, 13
and 14
Barry and Quality
Lead
March 2014
Sharon S
Sept 2011 and
thereafter
Gemma
October 2014
Richard
November 2013
Ongoing
1.14
Action
Sharing our learning about person
centredness with others.
Co-ordinated By
Completion Date
Richard
Ongoing
Key:
Training and Development Officer
Projects Officer
Personnel Officer
Inclusion Officer
Projects Manager
Development Managers
Finance Director
Chief Executive
Jess
Ali
Sharon W
Angela
Gemma
Ann, Barry, Maria, Marie, Sharon S
Diane
Richard
Strike through
Completed
Italics
New addition
Objective 2
To ensure all aspects of our work focus on supporting
people to achieve the outcomes they want.
Lead: Gemma
2.1
2.2
2.3
2.4
2.5
2.6
2.7
2.8
2.9
2.10
2.11
2.12
2.13
Action
Launch Certificate of Inclusion
Monitor outcomes, inclusion and
independence achieved by people we
support, by teams and organisation.
Move annual reviews to an outcome
focus, clarifying the connection
between PCPs and outcomes.
Celebrate outcomes achieved through:
Team Meetings
News Updates at Leaders Meetings
Opt In
Team Awards
Individual Awards
Presentations at Leaders Meetings
Ensure an outcome focused audit trail
through all our processes
Comprehensive evaluation of our
services
Two times per year swop of QAA
responsibilities
Use Team Meetings,
Leaders Meetings and
One-offs to highlight outcomes in
people’s lives.
Become more thoughtful, and bold in
Best Guessing, where people’s
communication is limited
Pick up patterns and trends in
outcomes desired from Voices R Us
and from outcome focused reviews
Support more get togethers for people
we support
Mystery Shopper
Develop organisational dashboard to
show clearly and rapidly how we are
doing
Co-ordinated By
Gemma
Completion Date
March 2013
Quality Lead
April 2014 and
onwards
Richard
April 2012
Team Leaders
Richard
Ali
Richard
Richard
Richard
Monthly
Bi-monthly
Quarterly
As and when
As and when
Bi-monthly
Gemma
April 2014
Richard
October 2014
Richard
Team Leaders
Richard
Gemma
Feb 12,13,14, 15
Oct 2011,12,13,14
Monthly
Bi-monthly
Quarterly
Team Leaders and
Development
Managers
PCP Updates
Gemma
Quarterly
Angela
Bi-monthly
Richard
Oct 2013 and
quarterly thereafter
Diane
April 2014 and
monthly thereafter
Objective 3
To support people to have inclusive lives – friends,
relationships, jobs, hobbies and interests.
Lead: Barry
3.1
3.2
3.3
3.4
3.5
3.6
3.7
3.8
Action
Cert of Inclusion up and
running
Develop volunteering scheme
Maintain Inclusion Budget
“ Making a difference training”
for all teams
Celebrate inclusion more
specifically in:
Opt In
Website
Leaders Meetings
Team Meetings
Relationship training for
People We Support and their
teams
Make specific invitations to
families around inclusion
training
Write about inclusion in the
Families Newsletter
Support 3 family members to
develop their ability to talk
3.9 about inclusion and the
impact it has had on their
son/daughter/brother/sister
Develop and implement
information sharing system
3.10 with the Leadership Team
regarding inclusion
Complete review of how
many hours of support each
3.11 person needs, and
set targets as appropriate
with Action Plans
Review Inclusion progress at
3.12 every Team Meeting
Deliver Relationships training
3.13 as part of Certificate of
Inclusion
Monthly Shift Record
3.14 Summary to be reviewed
every month and six monthly.
Co-ordinated By
Gemma
Completion Date
March 2013
Ann
Richard
July 2011
Dec 2011, 12, 13, 14
Barry
June 2011
Ali
Angela
Richard/Barry
TLs
Each Magazine
Quarterly
Quarterly
Monthly
Angela
Dec 2013
DMs
For all training
Sharon S
Alternate Newsletters
Sharon S
March 14
Barry
April 14
Quarterly
Leadership Team
Monthly
TLs
December 11 and
monthly thereafter
Angela
Sept 2013
DM’s, Angela
Monthly,
with six monthly Key
Doc reviews
3.15
3.16
3.17
3.18
Action
Develop comprehensive
training programme for
people we support
Implement training
programme from 3.15
Develop two social enterprise
to give work experience to
people we support under
work conditions
Develop two community
projects involving people we
support
Co-ordinated By
Completion Date
Barry, Voices R
Us and Angela
Jan 2012, 13, 14 and
15
Angela and Jess
April 2013, 14 and 15
Gemma
March 2014
March 2015
Barry
December 2013
December 2014
Objective 4
To provide ‘just enough support’ and maximise people’s
skills and hence independence.
Lead: Maria
4.1
4.2
4.3
4.4
4.5
4.6
4.7
4.8
4.9
Action
Training programme for people we
support to maximise their
independence
Independence focus in Team Action
Plans
Write-up night owl model
Trial and implement the Night owl
model in 3 new areas
Challenge no change and risk aversion
in teams at Team Meetings
Review hours provided in Leadership
Team meetings
Bring together think tank group to
explore other models of support
Highlight assistive technology potential
throughout Options at Leaders
meetings
Establish KPI to measure progress on
people’s independence
Co-ordinated By
Completion Date
Jess and Angela
April 2013, 14 and
15
Team Leaders and
DMs
Maria
Maria
May 2011 and
monthly thereafter
June 2011
Dec 2013
July 14
March 15
DMs
Twice a year
Richard
Quarterly (first
Wed of month)
Maria
Quarterly
Peter (C)
Quarterly
Maria
Feb 2014
Objective 5
To work more closely and helpfully with families
Lead: Sharon S
Action
Co-ordinated By
Completion Date
5.1
Personalisation updates to Families in
Families Newsletter
Sharon S
Every newsletter
5.2
Chief Exec and LT visits to Families
Richard
Fortnightly
5.3
Maintain questionnaire feedback loop
with Families (sampling)
Sharon
Monthly
5.4
Operate Mystery Shopper scheme
Richard
March 2014 and
quarterly
thereafter
5.5
Support Families to get more involved
in recruitment and training
Gemma, Sharon and
Jess
June 2013 and
each subsequent
recruitments
5.6
Recruit a families representative to the
Board
Richard
Dec 2011
5.7
Develop Options skills to support
Families through personalisation
process
Gemma
June 2013
5.8
Develop a really Family (and staff)
friendly central office
Gemma
June 2013
5.9
Offer ‘Partnership’ support in our
marketing
Gemma
Dec 2013
5.10
Rota review – starting to delivered
Gemma
Oct 2013 and
quarterly
thereafter
Objective 6
To develop great relationships with current and future
partners in order to deliver great support.
Lead: Gemma
Action
Co-ordinated By
Completion Date
6.1
Maintain Voices R Us and ensure we
liaise fully with them over our
development.
Richard
Ongoing
6.2
Identify key stakeholders and build
relationships with them
Gemma
Launch October
2013
Monthly LT Followup
6.3
In producing Opt In design in
stakeholder elements
Gemma and Ali
Each edition
6.4
Seek more inclusive working in
moving things forward by considering
partners for all major activities
Richard
LT and TLs
Ongoing
Ongoing
6.5
Meet with 3 RSLs to develop
partnership in provision of Night Owl
housing
Richard and Maria
June 2013
6.6
Work with National Market
Development Forum, Making It Real
and local partnership groups to further
co-operation
Richard
December 2012
6.7
Develop strategic relationship with
three RSLs
Richard
December 2013
6.8
Co-produce initiatives aimed at
increasing community engagement
and cohesiveness, which include
people with disabilities
December 2013
Barry
December 2014
Objective 8
To develop and maintain a stunning staff team
Lead: Richard
Action
8.1
Recognise and thank teams and
individuals who particularly work to
our values:
Team awards
Individual awards
Thankyous
Supervisions
8.2
Develop the Emotional Intelligence
of all managers
8.3
Ensure the probationary period
reviews at 3 and 6 months are
completed well.
8.4
Analyse our retention over the last 6
years by organisation and team and
action plan accordingly
8.5
Sharpen TL skills in supervising and
disciplinaries
8.6
Challenge potential staff to buy into
the aims of Options
8.7
Refresher course focus for staff with
us over 5 years
8.8
Maximise clear and open
communication with staff through:
- Staff Updates
- Staff Consultation
Meetings/SKIP meetings
8.9
Range of socials
8.10 Rotas rec’d by 18th month to all
rota’d staff
8.11 Review and update TL Development
Programme
Implement accordingly
N8.12 Review and update DM/LT
Development Programme
Implement accordingly
8.13 Investigate ways to ensure a staff
team responsive to shorter and more
varied shift patterns and implement
accordingly
8.14 More attentive induction process for
new starters (to Options and/or role)
8.15 Carry out a staff survey every month
and action findings accordingly
8.16 Implement Apprenticeship Scheme
Co-ordinated By
Completion Date
Richard
Richard
DMs
All Supervisors
As and when
As and when
Monthly
Monthly
Richard
December 2011
DMs
June 2011
Gemma
Richard
Sept 2011
6 monthly thereafter
Barry
Dec 2011
Richard
Jess
July 2013 and
ongoing
June 2013 and
ongoing
Richard
Richard
Monthly
Quarterly
Sharon N
Quarterly
Supervisors
Monthly
Richard
Jess
Jan 2011 and
annually thereafter
April of each year
Jan 2011 and
annually thereafter
April of each year
Richard
November 2013
Richard
November 2013
Jess
Richard
Personnel
Personnel
Dec 2013 and every
month thereafter
January 2014
8.17
8.18
8.19
8.20
8.21
8.22
8.23
8.24
8.25
8.26
8.27
8.28
Action
Develop analysis of recruitment and
staffing to identify successes and
weaknesses
Agree and report each month on a
range of Personnel KPIs
Gain IIP accreditation
Develop and implement a
comprehensive performance
management scheme
Buddying Teams Dev’t Process
Identify, promote and support
strategies for stress prevention and
management
Recruit a further DM
Develop LT to maximise internal
ability and external focus, and to be
more strategic
Comprehensive updated appraisal
with developmental focus:
 for all managers
 for all staff
Savour and celebrate our 20th and
21st birthdays with a year of
celebrations
Shorten timescale for recruitment
process and set-up of new services
Ensure Options runs at 100% of
contracted support hours
Co-ordinated By
Completion Date
Gemma
Dec 2013 and 2014
Richard
Sharon W
Richard
Aug 2013 stats and
monthly thereafter
December 2013
Richard
Aug 2013
Richard
December 2013 and
onwards
Richard
March 2014
Richard
Sept 2013
Richard
March 2014
Richard
Gemma
October 2013
May 2014
Sharon N
Oct 2013
Oct 2014
Gemma
October 2013
Gemma
January 2014
Objective 9
To develop a culture which is united, purposeful and fit
for the challenge.
Lead: Richard
Action
9.1
9.2
9.3
9.4
9.5
9.6
9.7
9.8
9.9
9.10
Increase understanding that change is
inevitable
Increase level of personal responsibility
– co-ownership
Create a sense of urgency by highlighting the
challenges we all face, the new world in which
we are working and our strategy to manage
this through staff updates, and SCM.
Emphasis on ‘teams’ not ‘individuals’ in
overcoming the challenges
Challenge poor attitudes in supervisions and
celebrate right attitudes
SUMO training for all staff
Working Group on Motivation and on
Communication led by SWs
Team Building sessions for all buddying
teams
Develop a focus on increasing independence
amongst all staff
Sharpen our pro-activeness and
responsiveness around customer care
Co-ordinated
By
Richard
Completion
Date
June 2011 and
quarterly
thereafter
Richard
June 2012
Richard
June 2011 and
quarterly
thereafter
Barry
June 2011
Team Leaders
DMs
Barry
Dec 2012
Richard
June 2012
Richard
August 2014
Maria
December 2013
Richard
Dec 2013
Monthly