Workforce Plan: Engage Hub - Revision history

Seymour Jacklin at 12:35, 6 May 2025

2025-05-06T12:35:37Z

@@ Line 18: / Line 18: @@
 Staff take part in mandatory training cycle over the course of a year (see Annex 1). Staff’s participation in training is monitored and recorded by their line manager. Any additional training and professional development will be identified and pursued by the registered service manager.
-== Harry Jennings ==
+A current list of our staff with their experience and qualifications is available on request by emailing the Deputy Director  of Operations: Young People.
 = Staff Induction and Core Training =

Seymour Jacklin at 05:29, 28 April 2025

2025-04-28T05:29:28Z

← Older revision		Revision as of 05:29, 28 April 2025
Line 79:		Line 79:
	= Poor Performance =		= Poor Performance =

	Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a Capability Policy ~~(see Annex 3)~~.		Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a [[Capability Policy]].

	= Staff Supervision and Monitoring =		= Staff Supervision and Monitoring =

Seymour Jacklin at 05:23, 28 April 2025

2025-04-28T05:23:01Z

← Older revision		Revision as of 05:23, 28 April 2025
Line 114:		Line 114:
	= Annex 2 - Handcrafted Staff Induction =		= Annex 2 - Handcrafted Staff Induction =

	Pre-induction:		'''Pre-induction:'''

	* Uniform to be arranged.		* Uniform to be arranged.
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	* Schedule to be arranged and emailed in advance (use the induction checklist to help make a schedule).		* Schedule to be arranged and emailed in advance (use the induction checklist to help make a schedule).

	Induction expectations for line managers:		'''Induction expectations for line managers:'''

	* Meet with staff at least once a month during probationary period to review their work/settling in.		* Meet with staff at least once a month during probationary period to review their work/settling in.
Line 129:		Line 129:
	* Everything on induction checklist to be completed within 3 month probationary period.		* Everything on induction checklist to be completed within 3 month probationary period.

	~~Date Completed~~		'''IT - Systems Support Officer'''

	IT ~~– Charlie~~

	* Set-up email account		* Set-up email account
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	* Contact details, photo consent, medical details and next of kin details recorded (Airtable)		* Contact details, photo consent, medical details and next of kin details recorded (Airtable)

	Admin – Line Manager		'''Admin – Line Manager'''

	* Job overview and expectations (and how this role fits into the organisation as a whole)		* Job overview and expectations (and how this role fits into the organisation as a whole)
Line 155:		Line 153:
	* Add to WhatsApp groups		* Add to WhatsApp groups

	DBS/Safeguarding – Designated Safeguarding Lead ~~(Dan)~~		'''DBS/Safeguarding – Designated Safeguarding Lead'''

	* DBS self-certification complete and return to safeguarding lead		* DBS self-certification complete and return to safeguarding lead
Line 161:		Line 159:
	* DBS certificate received		* DBS certificate received

	Record Keeping ~~– Seymour~~		'''Record Keeping - Senior Support Worker'''

	* Record-keeping good practice		* Record-keeping good practice
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	* When to flag a safeguarding concern (and what happens)		* When to flag a safeguarding concern (and what happens)

	Training ~~– Siri~~		'''Training''' '''- Training Manager'''

	* Person-centred approach video		* Person-centred approach video
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	* Suicide prevention (online training)		* Suicide prevention (online training)

	Familiarisation		'''Familiarisation - Line Manager'''

	* Meet team colleagues		* Meet team colleagues

Seymour Jacklin: Created page with " At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community. This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively. This plan will be reviewed as required and at least annually by the group or individual respons..."

2025-04-28T05:20:19Z

Created page with " At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community. This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively. This plan will be reviewed as required and at least annually by the group or individual respons..."

New page

At Handcrafted, we recognise that the development and well-being of our workforce are key to providing excellent services to young people and the wider community.

This workforce plan outlines our approach to staff qualifications, induction, training, supervision, and professional development, ensuring that our team is equipped to support young people safely and effectively.

This plan will be reviewed as required and at least annually by the group or individual responsible for review and authorised by the Trustees as below:

{| class="wikitable"
!Group or individual responsible for review
![[Deputy Director of Operations: Young People|'''Deputy Director of Operations: Young People''']]
|-
|'''Last review and approval'''
|28/11/2024
|}

= Experience and Qualifications of Staff and Managers =

Staff take part in mandatory training cycle over the course of a year (see Annex 1). Staff’s participation in training is monitored and recorded by their line manager. Any additional training and professional development will be identified and pursued by the registered service manager.

== Harry Jennings ==

After graduating from Durham University, Harry joined our Handcrafted team as Business Development Officer in 2019. He went onto manage our Covid-19 emergency response in 2020 and became our Durham Project Manager later that year. Throughout his time at Handcrafted, he has worked closely with Care Leavers and has built up strong relations with Social Services, coordinating multiagency support.

Harry estranged himself from his biological family when he left home to come to the North East, and had to navigate his early twenties independently, with the support of the local community. Harry learnt the value in having stable and predictable friendships himself, and wanted to help foster such a relationship for care leavers who gain independence for the first time.

Since 2020 we have supported increasing numbers of young people with complex needs, especially young Care Leavers. Since then, Harry has developed strong relationships with local authorities and other agencies, we have been able to house and support these young people as they transition into independent adulthood.

In 2022 we entered a new phase of our work with young people, housing Unaccompanied Asylum-Seeking Young People. Harry works with commissioners, Children’s Services and Young People’s Services to identify those who are the most isolated. Harry co-ordinates provision of training and wraparound support to overcome adversity and integrate into society, including organising events and hosting group activities.

== Jimi Hinton ==

Jimi is a trained Thrive practitioner, who has previous experience of working with young people in a support context. He has worked at Handcrafted since March 2023, pioneering our work with Unaccompanied Asylum-Seeking Young People as a support worker. Jimi’s experience with working with young people who speak limited English has been invaluable in creating a welcoming and trauma-informed space for young people.

== Peter Walton ==

Peter has over a decade of experience of working in adult services as a carer or support worker. Peter has worked with neurodiverse young people, overcome language barriers and worked with young people from different cultures. Peter has Level 2 qualifications in Adult and Social Care and Understanding Autism.

== Ian Roberts ==

Ian joined Handcrafted in Sept 2020 after coming to the NE to study for 4 years and working for a local church for 2 years. He has experience of working with a range of marginalized groups. He volunteered in Durham prison and led youth groups as a student. He helped support vulnerable people and families in social groups, befriending and gardening schemes over 2 years working for a local church.

== Hetty Mentzel ==

Hetty joined the team in Sept 2024, following volunteering during her time at university. She first worked with marginalised groups during COVID when she taught English to refugees and asylum seekers and worked as a primary school teaching assistant supporting children with additional needs and English as a second language. Experience of working alongside vulnerable people in Calais as well as the North East continues to grow her skills and desire to support others to thrive.

== Katie Turnbull ==

Before joining Handcrafted, Katie gained valuable experience working closely with marginalized communities. She contributed her time to supporting homeless individuals at drop-in meal programs and clothing banks. During the COVID-19 pandemic, Katie volunteered as a care worker, assisting elderly individuals struggling with daily tasks. These experiences nurtured her deep sense of compassion and equipped her with the skills to provide practical support during times of crisis.

In her role as a student leader within her church, Katie was actively involved in pastoral care and organizing small group activities. Her academic background in Geography provided her with a strong understanding of global issues, such as political violence and women’s experiences in conflict zones, which profoundly shaped her commitment to social justice. These combined experiences have fueled Katie's passion for making a positive impact on people’s lives.

== Matt Robson ==

Matt Robson joined Handcrafted Oct 2024 after volunteering at handcrafted over the summer. He has experience working with different cultures after taking 2 YWAMs around the globe. He has done volunteering; teaching English in schools in Thailand and leading youth groups with students in Albania.

== Shalom Sabu ==

Shalom Joined Handcrafted in November 2024. Before joining Handcrafted, he did his master’s in finance from DU. Shalom grew up deeply rooted in the church, coming from a missionary family that was actively engaged in evangelical ministry. This upbringing instilled in Shalom a strong sense of purpose and a commitment to serving others. Over the years, Shalom has been an integral part of ministry work, including serving as a worship leader and contributing to the spiritual growth of the community.

These experiences have provided Shalom with a unique perspective on compassion, leadership, and the power of faith in action. Shalom’s dedication to making a meaningful impact on people’s lives is a natural extension of this lifelong journey in ministry and service.

== Amy Gatward ==

Amy joined Handcrafted in November 2024. She moved to the NE to study music at Durham University. After graduating Amy worked at a therapeutic children's home learning about the care system and how to support those who have experienced childhood trauma. Amy now uses this experience to empower and support adults who are care experienced.

= Staff Induction and Core Training =

An induction plan is agreed with staff on their first day and completed in the three-month probationary period (See Annex 2). The following must be completed within the first five working days:

* Safeguarding training by the Safeguarding Officer or Deputy Safeguarding Officer.
* Health and safety training.
* Record-keeping training.
* Meeting young people in Handcrafted activities and houses.

= Staff Probation =

For all staff, there is a probationary period of three months. At the end of this period the position will be reviewed and if satisfactory the continuation of employment will be confirmed. Line managers will discuss with staff key milestones that are expected by the end of their probation during their first week at work. This will form the basis for confirming that employment will continue after the three-month period.

= Poor Performance =

Handcrafted is committed to providing high-quality support and housing services to young people in compliance with ACAS (Advisory, Conciliation and Arbitration Service) guidelines. We recognise the importance of maintaining a skilled and motivated workforce to achieve this goal. To address and improve poor staff performance, we have developed a Capability Policy (see Annex 3).

= Staff Supervision and Monitoring =

Staff will meet with their manager weekly to discuss ongoing workflow and individual concerns or challenges.

Staff will have formal supervision quarterly. Supervision will be structured and shaped by individual staff with their manager. Notes and decisions from supervisions will be stored on to refer to in future meetings.

= Review =

The registered person will keep this plan under review, and where appropriate, revise it, and make a copy of the workforce plan available on request to Her Majesty's Chief Inspector of Education, Children's Services and Skills (CIECSS).

The registered person will report to the board of trustees on a quarterly basis to confirm that the plan has been satisfactorily reviewed.

= Annex 1 - Handcrafted Staff Training =

Over the course of a calendar year, Handcrafted staff take part in fortnightly whole staff training on the following topics:

* Strategic plan, including mission and values (empowerment, community, creativity, and empathy)
* Handcrafted Empowerment Matrix (living space, using time, coping strategies, social life, self-confidence)
* Safeguarding, including UK Government Prevent
* Suicide Prevention (including online certification)
* Addictions
* Personality disorders
* Domestic abuse and coercive control
* Hazards of helping, including conditioning and lone working
* Developmental trauma, including trauma informed conversations.
* Solution focused therapy and conversations

In addition, support workers have monthly meetings to discuss best practice and work through case studies with a senior support worker.

Many staff are also trained in first aid and food safety.

= Annex 2 - Handcrafted Staff Induction =

Pre-induction:

* Uniform to be arranged.
* Send over links to DBS.
* Obtain two references.
* Charlie to setup IT.
* Schedule to be arranged and emailed in advance (use the induction checklist to help make a schedule).

Induction expectations for line managers:

* Meet with staff at least once a month during probationary period to review their work/settling in.
* Meet at the end of probationary period to review their work.
* Arrange a ‘shadow’ day with another member of staff who has the same job role.
* Everything on induction checklist to be completed within 3 month probationary period.

Date Completed

IT – Charlie

* Set-up email account
* Access to Google Drive and Calendar
* Access to Airtable/Airtable forms
* Arrange work laptop/phone
* Holiday booking procedure
* Mileage/expenses forms
* Contact details, photo consent, medical details and next of kin details recorded (Airtable)

Admin – Line Manager

* Job overview and expectations (and how this role fits into the organisation as a whole)
* Account details and P46 completed and forwarded to finance
* Sign contract
* Working hours expectations
* Personal mental-health care, stress, and external debriefing
* Initial supervision and personal success plan meeting
* Book in monthly reviews
* Get a set of keys (if appropriate/necessary)
* Uniform
* Book First Aid training
* Add to WhatsApp groups

DBS/Safeguarding – Designated Safeguarding Lead (Dan)

* DBS self-certification complete and return to safeguarding lead
* DBS document check
* DBS certificate received

Record Keeping – Seymour

* Record-keeping good practice
* Airtable notes (and what happens to them)
* When to flag a safeguarding concern (and what happens)

Training – Siri

* Person-centred approach video
* Safeguarding video
* Confidentiality and disclosure video
* Conditioning Awareness video
* Lone Working video
* Risk Assessment video
* Privacy and devices policy
* Prevent (online training)
* Suicide prevention (online training)

Familiarisation

* Meet team colleagues
* Meet Dan
* Meet John
* Strategic plan, mission and values conversation
* Organisational overview
* Durham hub visit
* Gateshead hub visit
* CLS hub visit
* Practical workshop session and induction
* Tour of housing

= Annex 3 - Capability Policy =

This policy applies to all employees of Handcrafted, including full-time, part-time, and temporary staff. The purpose of this Capability Policy is to:

* Identify and address instances of poor staff performance in a fair and supportive manner.
* Promote continuous improvement and professional development among our employees.
* Ensure compliance with ACAS guidelines in managing staff performance.

== Principles ==

=== Early Intervention ===

Poor performance concerns will be addressed promptly through open and supportive communication.

Supervisors and managers will provide regular feedback and coaching to help employees improve their performance.

=== Supportive Approach ===

Handcrafted is committed to supporting employees in their efforts to improve performance.

Employees will be encouraged to participate in training and development programs to enhance their skills.

=== Fair and Objective Assessment ===

Performance issues will be assessed objectively, considering relevant factors such as workload, resources, and personal circumstances.

Employees will have the opportunity to provide input and evidence related to their performance.

=== Training and Development ===

Handcrafted will provide access to training and development opportunities to help employees enhance their skills and address performance gaps.

=== Performance Improvement Plan (PIP) ===

If an employee's performance remains unsatisfactory after initial interventions, a formal Performance Improvement Plan (PIP) may be implemented.

The PIP will outline clear expectations, goals, timelines, and support mechanisms to help the employee improve their performance.

=== Review and Monitoring ===

Progress under the PIP will be reviewed regularly.

Managers and employees will discuss progress and make necessary adjustments to the plan as needed.

=== Dismissal as a Last Resort ===

Dismissal will only be considered as a last resort when all reasonable efforts to support performance improvement have been exhausted.

== Procedure ==

=== Informal Stage ===

The line manager or supervisor will discuss concerns regarding poor performance with the employee.

The employee will be provided with constructive feedback and offered support, including access to training and resources.

=== Formal Stage (Performance Improvement Plan - PIP) ===

If poor performance persists, the employee will be invited to a formal meeting to discuss the implementation of a PIP.

The PIP will be documented in writing and shared with the employee.

The employee will have the opportunity to review and discuss the PIP and provide input.

=== Review Meetings ===

Regular review meetings will be scheduled to monitor progress under the PIP.

Adjustments to the plan may be made if necessary.

=== Consideration of Further Actions ===

If performance does not improve despite the PIP, further actions, including dismissal, may be considered in accordance with Handcrafted HR policies.

=== Confidentiality ===

All information related to staff performance, including discussions, meetings, and PIPs, will be treated confidentially in line with data protection regulations and Handcrafted policies.

=== Appeals ===

Employees have the right to appeal decisions made under this Capability Policy. Appeals should be made in writing to the HR department, and the appeal process will be conducted in accordance with Handcrafted HR policies.