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Future Activist Programme – Next Steps
1.
Purpose
1.1
To inform MRDC of 3 projects that have started as part of the RCN’s Future
Activist Programme.
2.
Background
2.1
The RCN Future Activist Programme was launched in 2006. The purpose of
the Programme is to develop a UK wide, competency based, framework that
will facilitate consistency and quality in Activists’ learning and development
across the four countries. It was agreed, when the Programme was launched,
that the initial focus of the work should be on RCN Representatives.
In April 2007 role descriptors were launched for Stewards, Safety
Representatives and Learning Representatives. In April 2008 a mandatory
Learning and Development Programme for RCN Representatives was
launched in England. This Programme will be implemented in Scotland, Wales
and Northern Ireland by 2010. A mentorship framework is currently under
development, to further strengthen the support offered to all representatives in
meeting the requirement to develop and maintain competence in an RCN role.
This programme will also be professionally accredited with a UK provider and a
project has now commenced to begin this quality assurance process. Details
of this project can be found at Appendix 1.
In addition, role descriptors for Branch Committee members have been agreed.
A Branch Development Programme has been designed, agreed at UKCALD,
and is now ready for UK implementation.
One of the RCN’s operational objectives for 2009/10 is to complete and expand
the RCN Future Activist programme UK wide.
The RCN Future Activist Programme is now expanding, and learning and
development programmes are in the design phase for active Forum members
and Equality Representatives. The project plans can be found at Appendix 2
and 3.
2.2
2.3
2.4
2.5
3.
Detail
3.1
The detail of the Professional Accreditation Project, the Forum Activist
Development Programme and the Equality Representatives Development
Programme can be found in Appendices 1, 2 and 3.
4.
Resources, costs and implications
4.1
The design/development activity of UK programmes within the Future Activist
Programme is funded through LD33, in the Learning and Development
Institute. England implementation is also funded through LD33.
Implementation in Scotland, Wales and Northern Ireland is funded through
budgets held at a local level. Any additional resource requirements will be
requested through the RCN’s business planning processes in the usual way.
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5.
Risks
5.1
The RCN Future Activist Programme was created to reduce the risk of activists
receiving an inconsistent learning and development experience across the UK;
no way of assessing the competence of RCN Representatives; a decline in the
number of accredited representatives; with a potential decline in the quality of
services provided to members.
5.2
This risk assessment, and the Future Activist workstreams that have been
established to mitigate these risks, are monitored via the L&D Institute and
Nursing and Service Delivery directorate management structure
6.
Diversity
6.1
Diversity weaves through all aspects of the Future Activist Programme, both in
the design phase and delivery. The RCN’s Diversity Adviser attends UKCALD
to support and challenge the Committee to ensure diversity is an explicit
element within all Programmes and Project Plans. Indeed the RCN Equality
Representative work is an example of the high value placed upon diversity
within the RCN.
7.
UK-wide/Four country perspective
7.1
The Future Activist Programme has 4 Country involvement in all aspects of the
design and Programme ‘sign-off’ at UKCALD. Continued UK involvement will
be crucial to the success of this work.
8.
Strategic plan
8.1
The Future Activist Programme enables the RCN to meet the following
strategic objectives in the RCN’s strategic plan for 2008-2013: 1.3; 2.1; 2.2; 2.3;
2.4; 4.1; 5.1; 5.5; 5.6 and 8.1
9.
Recommendations
9.1
MRDC are asked to note the continued expansion of the RCN Future Activist
Programme and support the 3 Project Plans.
Council Lead: Alan Mawbey
Executive Lead: Janet Davies
Originators: Sue Antrobus
Input from: Lindsey Hayes, Mairead O’Siochru, Ann Jackson
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Appendix 1
Nursing Directorate: Project Plan
Project Title.
RCN's Future Activist Programme: External Professional
Accreditation of Learning and Development Pathways for RCN
representatives (Phase 1)
Project Lead.
Mairead
Project Sponsor. Geraldine Cunningham
O'Siochru
Start date.
01/05/09
Sue Antrobus
Completion
01/04/10
date.
Project Aims and Objectives. The RCN’s Future Activist programme will enable the RCN to
better recruit, support, develop and retain active RCN
members. The L&D pathway programmes have already been
launched in England (April 2008) and will ultimately be
delivered UK-wide to all newly accredited RCN
representatives and activists (by 2010).
In order to ensure the quality and consistency of the
programme the RCN is seeking to gain professional
accreditation from an external accreditation provider.
Outcomes of the programme have already been mapped to
ENTO national occupational standards and work is ongoing to
ensure standardisation of programme delivery.
The accreditation project will have three phases, namely:
Phase 1: Review of the programme infrastructure and
processes to prepare for accreditation
Phase 2: Working towards and attaining professional
accreditation
Phase 3: Maintaining and developing accreditation
This project plan outlines the purpose and terms of reference
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and work streams for Phase 1.
Purpose:
To undertake a review of the current programme – to include
the infrastructure and processes supporting its delivery – to
identify actions that need to be taken internally prior to
seeking external accreditation.
Terms of reference:
1. To scrutinise the current structures and processes involved
in delivering the L&D pathways.
2. To develop a programme manual to include all agreed
structures and processes involved in supporting the delivery of
the L&D pathways
3. To identify gaps in agreed structures and processes and
other challenges to the standardised delivery of the pathway
programmes.
4. To agree an action plan to address identified
gaps/challenges to ensure successful delivery and monitoring
of the L&D pathways.
5. To prepare a specification for external professional
accreditation.
6. To identify potential external partners for external
professional accreditation of the L&D pathway programmes.
Benefits to the RCN.
Benefits to the RCN.
This programme of work will enable the RCN to prepare for
successful professional accreditation of the Future Activist
programme pathways and the creation of a positive partnership
with an external accreditation provider.
1. Agreement and full documentation of structures and
processes required to ensure standardisation of programme
delivery across England.
2. Identification of changes/additions to structures and processes
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required to support delivery of learning and development
programmes to a consistent standard and quality.
3. Identification of challenges to standardisation and action plan
to address these
4. Preparation of a specification to support professional
accreditation
5. Identification of potential external accreditation partners
Major milestones.

Terms of reference 12 (Work Stream A)

May 09 - Oct 09

Terms of reference 34 (Work Stream B)

Oct 09 - Mar 10

Terms of reference 5
(Work Stream C)

Oct 09 - Mar 10

Terms of reference 6
(Work Stream D)

Jan 10 - Mar 10
What are the measurable
The future activist programme is a sustained programme of
success criteria?
development which will in the first stage, over a 5 year period,
be transforming the way in which the RCN delivers learning
and development for TU representatives.
Scrutinising and finalising the structures and processes that
support the L&D programmes will ensure standardised
delivery of high quality programmes to RCN representatives.
The identification and addressing of gaps in current structures
and processes will facilitate a successful move towards
external professional accreditation of the programmes.
Development of an accreditation specification will support
agreement on an external partner for professional
accreditation of the L&D programme pathways.
Identify links & impacts on
The Future Activist programme links with and impacts on all
other
Country and Regional offices and staff, ERD, Resource and
projects/departments.
Information and Knowledge Management teams in the
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Institute, Branches and Boards, MRDC, Diversity and Equality
unit, Nursing Department, UK Representatives committees.
Phase 1 of this project will particularly link with and impact on
work the Mentorship Framework project, the ULF project,
Valuing Reps project, the review of the role of Officers and
Assistant Officers and the review of the Learning Zone (to
include the development of the e-portfolio tool). The
outcomes of this project will inform and support the UK-wide
roll out of the L&D programme pathways for representatives in
Northern Ireland, Scotland and Wales. Links will also be
made with other Future Activist projects to develop learning
pathways for Equality Represnetatives and Forum Activists.
Outline 4-country
This is a UK programme of activity with stakeholder
perspective.
involvement across the UK. However, this activity for Phase 1
will be centred on scrutiny of the L&D programmes across
England as the pathways have already been launched and
are being delivered in the English regions.
The outcomes of Phase 1 of this project will be shared with
the other UK countries to inform and support roll-out of the
L&D programme pathways UK-wide by 2010.
Links to RCN Strategy.
This project links to the following objectives in the RCN's
strategic plan for 2008-2013: 1.1, 1.2, 1.3, 2.1, 2.2, 2.3, 3.6,
4.1, 4.2, 4.3, 8.1 and 9.3.
Links to Directorate Ops
This project links to the following deliverables in the
Plan.
Directorate Operational Plan 2009-2010:
Strategic goal 1. Deliverables, 1, 2 and 4.
Links to RCN KPIs.
Identify training needs.
Is a Budget Estimate
OSCAR training
No
Is a Risk Assessment attached?
No
attached?
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Submitted for approval:
06/04/2009
Agreed by UKCALD
28/04/2009
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Appendix 2
Project Plan – Nursing Directorate
Project Title.
RCN UK Forum Activist Learning and Development Programme
Project Lead
Lindsey Hayes
Project Sponsor.
Tim Curry
Sue Antrobus
Anne Benson
Start date.
November 2008
Completion
1st phase –March
date.
2010
Project Aims and
The aim of the RCN Forum activist programme is to provide
Objectives.
learning and development opportunities to elected RCN forum
activists which will facilitate their recruitment, support and on-going
development. It is expected that through access to high quality
learning and development opportunities, forum activists will ensure
effective RCN representation, lobby to influence UK wide policy
and enhance clinical practice in their given speciality.
Purpose:
To design, deliver and evaluate a forum development programme
that clarifies roles and identifies the knowledge and skills required
to be an effective, influential force for nurses and nursing and that
enables the RCN to meet its strategic objectives.
Objectives:
1. To agree the most appropriate approach to identifying the
components of a development programme
2. To define and agree the roles/responsibilities of a) the
forum chair and b) the forum steering committee
3. To explore and agree the most appropriate standards that
will be used to underpin the role/responsibilities of a) the
forum chair and b) the forum steering committee
4. To develop a L&D programme that reflects the needs of
RCN forum member activists
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5. To develop resource materials that support the delivery of
the programme
Benefits to the RCN.
This programme of work will enable an integrated approach to the
promotion of all RCN activists. Specifically it will support the lifelong
learning and development pathway for the RCN representative
ensuring integration of the representative journey, access to L&D
opportunities, resources and ongoing mentorship/support.
1. Increase in the number of RCN forum activists because
there is greater clarity of their role/responsibility
2. A consistent UK wide programme that attracts a wide range
of forum activists
3. recognition of the range of work that forum activists
undertake on behalf of the RCN
4. potential to increase the role satisfaction of the forum
activist
5. potential for effective succession planning of forum activists
6. RCN can demonstrate the value of the forum activist role in
the workplace
7. RCN is supported in achieving its strategic plan
8. a system that provides an equal opportunity for learning and
development
9. skilled, knowledgeable forum activists who are able to lead
the development of policy and practice within specialist
areas, working with other forums as appropriate
10. potential to raise the profile of the RCN as a professional
trade union
Major milestones.



Engage key
stakeholders through
discussion
Conduct a series of UK
wide member focus
groups
Feedback findings re
role clarification and
Nov ’08 – March ‘09
Jan’09 – July ‘09
May/June ‘09
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


What are the
measurable success
criteria?
proposed programme
outline to governance
committees
To develop role
descriptors for a) forum
chairs and b) forum
steering committee
members
To develop and deliver a
pilot induction
programme for newly
elected a) chairs and b)
steering committee
members
To evaluate the pilot
programme and make
recommendations/imple
ment changes prior to
roll out of programmes
Jan ’09 – July ‘09
August ’09 – December ‘09
November ’09 – March ‘10
The future activist programme is a sustained programme of activity
that will, over a 5 year period, transform the way in which the RCN
delivers training and development and supports the development of
it’s trade union and professional representatives.
An agreed L&D programme that supports the ability of the RCN to
influence strategic professional policy and practice at a country,
regional and local level.
Any investment in forum activists should enable the RCN to focus
on its professional activity and provide an expert resource to
Council as well as ensuring that governance arrangements are
robust.
Identify links & impacts
This programme specifically links to and impacts on:
on other

All country and regional offices and staff
projects/departments.

Resource and Information and Knowledge, Management
and Representing and Influencing teams in the RCN
Institute

Nursing department

UK activist committees

Forum Governance Committee

NDC, MRDC and Council

RCN Forum rationalisation project

RCN Mentorship programme

OU strategic alliance
Outline 4-country
This is a UK programme of activity with stakeholder involvement
perspective.
across the UK
Links to RCN Strategy.
This programme will enable the RCN to meet the following
Strategic Objectives:
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Strategic goal 1. Build a membership organisation which values
both the professional and trades union functions, and whose
power is enhanced by their working together
Strategic goal 2. Engage the full breadth of clinical and
workforce talents, experience, and expertise of members and
staff
Strategic goal 3. Strengthen the RCN as the leading authority
on nursing in health and social care
Strategic goal 5. campaign for nursing, healthcare and patients
Strategic goal 6. Strengthen accountability in our governance
structure
Strategic goal 8. Enabling structures and processes to value
diversity
Strategic goal 9. Build the RCN as a business to enable an
efficient membership organisation
Links to Directorate Ops
Plan.
1.1 Complete and expand the Future Activist programme UKwide – to design, deliver and evaluate a forum development
programme
6.74 Identify, develop and implement a range of agreed
opportunities and resources to support the L&D needs of the
Forums as they implement the rationalisation programme
Links to RCN KPIs.
5.12 restructure and reposition our Campaign work, both
internally through strengthening decision-making processes and
externally by having broader and more planned recognition of
external campaigns
6.14 delivery of the programme to both rationalise the number of
Forums and strengthen their work through greater transparency
in objective setting, operational planning and budgeting
9.21 Continue transition to e-Comms
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Charter objective 2 Reporting on relationships, activities,
alliances, and partnerships with other organisations
Identify training needs.
Staff delivering the programme elements will need to understand
and be able to use a wiki. This requirement is also part of the
RCN knowledge management strategy.
Budget Estimate
no
Is a Risk Assessment attached?
no
attached?
Submitted for approval:
Agreed by Management Team.
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Appendix 3
Project Plan - (RCN Accredited) Equality Representatives
Project Title
Learning & Development of (RCN Accredited) Equality
Representatives Pilot Project
[Revised – version 2] May 2009
Project Number
Project Lead
Ann Jackson
Project Team
Internal/member

L&D Manager –
Representing & Influencing
– Sue Antrobus

L&D Facilitator – Linda
Mcbride

L&D Facilitator –
Accreditation – Mairead
O’Siochru

Membership Development
Facilitator - Janet Maclean

Senior Employment
Relations Advisor – Gerry
O’ Dwyer

Representatives from
Scotland (Ellen Hudson), NI
(TBA) and Wales (TBA)
1. Background
This L&D project is part of a wider RCN project led by the diversity co-ordinator to deliver a new
RCN accredited role of Equality Representative. This has been commissioned by MRDC and
agreed by the Executive team March 09. Within the L&D Institute, this project is part of the
Future Activist Programme and reports into UKALD. The development of the role descriptors,
the L&D pathway, the required resources and mentorship will follow a similar process to that for
other RCN Representatives.
In the last year, support for (accredited) Equality Representatives has grown considerably across
the trade union movement. Unions like Unite, Amicus and the TUC have all secured funding from
the UMF to develop equality representative roles further. There is a unique opportunity for the
RCN to develop an explicit role for Equality Representatives to support members and employing
organisations to deliver on equality & diversity – both in terms of compliance with public sector
duties/forthcoming Equality Bill and to promote and support best practices.
In addition to formal RCN representatives, the RCN has an existing resource in the 1000
Diversity Champions; particularly those who are not ‘active’ in the formal sense would consider
becoming so if the Diversity Champions role could be accredited. Other trade unions have
recognised that the Equality Representatives role creates an opportunity to grow their
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membership and recruit from ‘non-traditional’ backgrounds.
2. Aims and Objectives
Aim
To ensure that L&D resources are available to support the RCN
meet its commitment as stated in Strategic Plan number 8, to enable
structures and processes that support diversity. Further there is a
specific aspiration for the RCN to become a world class champion of
diversity, equality and human rights and the role of the RCN
accredited Equality Representative has the potential to provide a
valuable resource in cases of discrimination for accredited
representatives and at the same time provide expertise to individuals
and organisations to support equality compliance and best practice.
Objectives
1. Agree a defined role for RCN Equality Representatives that
complements the roles of existing accredited activists using
ENTO or other appropriate standard
2. To develop and implement relevant learning pathways and
mentorship for (RCN accredited) Equality Representatives that
meet the learning and support needs of the activists
3. Work in partnership with an employer to pilot the (RCN
accredited) Equality Representatives via Diversity Unit
4. Undertake independent evaluation of the learning and
development provided as well as the outcomes for the employing
organisations
Deliverables


Link to Strategic Plan
Defined role descriptor for Equality Representatives
Defined learning pathway to accredit equality representatives
with necessary resources and quality assurance mechanisms in
place
 Independent evaluation of L&D project
 Mentorship arrangements in place to support continuing L&D
Strategic Aim 8. To be a world-class champion of diversity, equality
and human rights within the health and social care sector
3. Project Plan
3
Start Date
April 2009
4
End Date
March 2011
Milestones
1. Identify internal project group for Role Descriptor
development & consultation
Complete
2. Project Plan agreed by UKALD
28th April 09
3. EQIA screening
4. Role descriptors drafted, consulted and signed off
by UKALD
End May 09
October 09
5. Estimate financial resources and identify budget
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for learning and development resources and pathway
delivery
6. Develop resources and L&D pathway
7. Deliver (pilot) L&D pathway
8. Pilot site identified and necessary agreements
secured for independent evaluation
9. Longer-term evaluation and formal launch of
Equality Representative role
4. Action Plan (Recommendations)
NB: Actions agreed to date
Milestone
Action
1
Project Plan to be agreed or
recommended modifications at
UKALD
Agree additional involvement
for 4 country
Develop communication &
consultation strategy to
support the L&D project
2
3
Undertake Equality Impact
Assessment screening – take
to L&D E&D group for sign-off
in agreement with Sue
Antrobus
Who
Deadline
UKAL
D/L&D
April 09
AJ/L&
D
Date
Achieved
June 09
AJ/L&
D
MO’S/
JM/AJ
June 09
Small project team identified to
develop draft role descriptors
and agree process for wider
consultation
AJ/L&
D/ER
D
April 09
1st meeting
30th April 09
Use congress fringe event to
explore with members issues
to be considered for the role
L&D/D
EC
May 09
Not
achieved
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Milestone
Action
Who
Deadline
Date
Achieved
4
Draft specific role descriptors
L&D &
ERD
May 09
Revised to
July 09
5

Drawing on evidence &
research evaluation

Using ENTO standards

Consultation feedback
Consult (UK-wide) & sign-off
role descriptors
UKAL
D
Agree with L&D Business
Manager estimated costs for
resource and pathway
development
AJ/L&
D
Oct 09
June 09
Oct 09
Agree process for
commissioning material and
resource development
6
Complete resource
development to support
Pathway
L&D
Jan 10
7
Deliver first pilot L&D pathway
for Equality Representatives
L&D/D
EC
Feb 10
8
Independent evaluation in
place with Partner organisation
ERD/
DEC/L
&
May 10
DEC/L
&D/E
RD
Apr/May
11

9
Short-term emergent
findings at Congress
fringe
Congress fringe:
Communication event – formal
launch
Feedback results from
evaluation
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5. Interdependencies
Interdependency
Department
Interdependencies as per the wider project plan to develop (RCN
Accredited) Equality Representatives:
DEC/Governa
nce/ERD/Com
ms



Communications strategy to communicate progress/key
messages to the wider membership
Governance support to structurally embed these roles
Achievement of TULCRA accreditation
Who
6. Assumptions (as per wider project plan)

Funding for this project will be supported by the RCN and by departments by placing these
milestones and associated actions within the scope of the operational planning and budgeting
appropriately as part of the annual operational planning cycle

Support for this project is assumed from the existing corporate diversity and equality
champions

Successful enactment of the Equalities Bill (scheduled for the current parliamentary session)
7. Constraints and risks
Constraints
Legal – currently there is no statutory protection for Equality
Representatives and this constrains our approach with employers and
means that we will have to create a convincing business case in the
light of enhanced anti-discriminatory legislation being passed late in
2009 alongside a renewed emphasis on the provisions of the Human
Rights Act.
Risks
Failure to secure binding agreement with the pilot site and generate an
accredited role will have significant risk to RCN reputation given our
strategic level commitments around equality, diversity and human
rights.
Failure to secure an agreement which affords appropriate protection for
potential equality representatives could place their employment at risk.
In order to mitigate this risk it is essential that we secure consensus
from NHS employers to reduce/eliminate this risk.
Failure to capitalise on the work already done with the RCN Diversity
Champions will place the RCN on an unusual footing across the trade
union sector as support for the equality representatives role is set to
grow and attract new and diverse groups into membership within a
difficult operating environment.
8. Costs
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Resource
Estimated Days
Estimated Cost
Total time
tbc
Member time
tbc
Accommodation
tbc
Travel
tbc
Training and development
tbc
Officer time
tbc
Allocated Budget: £12,000
9. Out of Scope (Future Recommendations)

Campaigning for a change in TULCRA status for equality representatives remains out of
scope for this project as this remains the responsibility of the Parliamentary Unit and may only
be fully realised some years after this pilot project has ended
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