Developing Managers
Band 6 Management development Programme
Participant’s Guidance Notes
About the Programme
The programme has been designed to support the development of employees working within a
Band 6 role within the Royal Berkshire NHS Foundation Trust with a specific focus upon
managerial responsibilities, and recognises three main streams within which these roles will fit:
Management e.g. Ward / Department Manager
Education e.g. Practice Educator, Practice Development Nurse
Specialist Post e.g. Clinical Nurse Specialist.
It is intended to prepare you for progressing into Band 7 roles.
The Programme is not structured in the form of traditional classroom based learning programme.
you, and your manager, will be expected to agree how best to achieve learning needs and
document these within the action plans in a competency booklet.
The competency booklet will provide you with comprehensive guidance in respect to the levels of
competency expected at this level within the organisation. The competency areas have been
divided into 6 key areas which may also be linked back to the wider NHS KSF competency
framework together with the Trust’s Quality agenda, these are;
1) Advanced Communication Skills
2) People Management
3) Health and Safety
4) Service Development
5) Maintaining Quality
6) Managing Resources
Participant’s Guide
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Band 6 Management Development Programme
August 2009
How does it work?
The programme works by enabling you to learn about management through a combination
of:
Self directed study
•
e-learning modules
•
workbooks
Workshops
•
run in-house by internal and external providers
Real experience in the workplace
•
applying what you are learning with help from your manager
You will need to keep in contact with your manager and mentor, and complete your competency
booklet to show your progress.
Some of the learning events will be those you have already completed. In this case you should
detail when you completed the section and what you have done in the meantime to practise the
skills concerned.
The programme does not have a defined time in which you have to complete it, however, it is
envisaged that for an individual to demonstrate all of the competencies identified for a Band 6
manager that it would take a minimum of 6 months and maximum of 2 years for this to be
achieved. The length of time taken to complete the programme will be monitored by the HR team,
Learning and Development Administration team and your manager.
Participant’s Guide
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Band 6 Management Development Programme
August 2009
Recording Progress
As you work through the programme it is important that you keep a note of what you are learning.
This will then be useful when you need to refer back and use ideas in your work.
•
Make notes of key ideas
•
Keep handouts in order
•
Note key pieces of feedback or information
•
Make note of any personal actions you need to remember
Programme Planning
The straightforward part of the plan (including self-development) should be the scheduling!
It is expected that you will provide evidence to support competence, which can be in a variety of
forms from demonstrating competence, attending training events, documenting experiences and
personal development. The plan for your Programme activities needs to include dates and times
for the following:
•
Workshops
•
Other meetings and events
•
Submissions (work that has to be handed in)
•
Meetings with your manager and mentor
•
Time to study the modules
Participant’s Guide
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Band 6 Management Development Programme
August 2009
Learning and Developing
This programme has been designed to help you develop the skills and knowledge required to
manage or supervise a busy ward or department. The structure of the programme suggests
learning and development opportunities, through workshops, group discussions, case studies and
e-learning materials. You will also need to put the skills and knowledge into practice in a work
setting, and gather a portfolio of evidence.
The programme has been designed in this way because learning is more than the acquisition of
knowledge and skills. There needs to be application of knowledge and skills before learning is
complete. Nor is learning simply confined to new things, new facts, new abilities, etc. By relating
what you have already learnt to different situations you can apply old learning to new situations.
By being aware of what you have learnt from experience you learn more about personal strengths
and weaknesses, which in turn can help you develop the former and cope with the latter.
Everyone learns from experience, whether or not that learning is conscious. Learning is an
inherent human attribute. However, learning can be enhanced by positive effort based on
knowledge of the relevant principles.
The principal types of learning are:
Intuitive:
the underlying natural process that takes place without us
necessarily being conscious of it.
Incidental:
the more conscious learning that is triggered by events or incidents
that jolt us into thinking about what has happened.
Retrospective:
a more systematic approach in which we make a habit of thinking
about activities and events, analysing what we have learnt from them.
Prospective:
the most active approach - planning to learn before an experience as
well as reviewing it afterwards.
Clearly learning should not be left to chance. It is best done as a deliberate, conscious activity. To
aid the learning process we suggest you keep a learning diary.
Please refer to the Programme Overview document for information about the programme.
Participant’s Guide
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