Investors in People South of England is delivered by Grant Thornton UK LLP under License from UKCES

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1 Trainee IIP Specialist Development Programme Information Pack About Us On 1 st April 2014, Grant Thornton won the contract to deliver the Investors in People (IIP) franchise in the South of England for the next three years. Our ambition is to significantly grow the IIP service over that time increasing the volume of clients we work with and retaining those already accredited. Our plans to grow will necessarily mean we need a larger register of contracted specialists to deliver the volume of assessments we are planning. Accordingly, we are now looking to register more specialists, starting as Trainee IIP Specialists, to allow us to achieve our growth plans. The IIP Specialist's Focus Importantly, Trainee IIP Specialists are not employees of Grant Thornton. They are self-employed professionals who register to receive training to deliver IIP Accreditation services. This registration process carries no guarantee of work but, subject to capacity, Trainee IIP Specialists can be allocated to organisations to assist them in the accreditation process. Further, Trainee IIP Specialists will be expected to learn to understand how organisations' current business and people strategies, objectives and practices could be developed and refined in order to achieve their business aspirations and goals as well as potentially achieving Investors in People Accreditation. Targets & Objectives Subject to availability, Trainee IIP Specialists are allocated new leads and existing clients with an aim to support them with new and existing accreditations. As part of this, they agree challenging annual performance measures, which are reviewed regularly. These are included below: Revenue targets based on individual portfolios; Annual growth targets with new and existing clients; Retention levels throughout the client journey; Levels of quality; Customer satisfaction levels on return and levels of achievement; Maintaining accuracy records on our Client Relationship Management (CRM) system; Meet the National Registration criteria; and Continued CPD requirements. Trainee IIP Specialists are contracted with an agreed day rate once they have been approved and signed off for client facing activities linked to carrying out the activities above. IIP Team We have a dedicated IIP team focused on all aspects of our clients journey from marketing, PR, events, celebration opportunities, engagement, administration, client management, Specialists registration, performance management and development. We engage with existing registered IIP Specialists by: Providing on-going support and listening to feedback; Giving regular meaningful communication; Undertaking regular quality assurance in a supportive and constructive way; Guidance and templates for client documentation; and Opportunities for networking with other Trainee, and Registered IIP Specialists. 1

2 Trainee IIP Specialists Trainee IIP Specialists need to have the following: Self-employed Professional Status; Proven track record in consultancy expertise and experience; Broad business background across a range of sectors and size; Good balance of HR, people management, business improvement and organisational development; Knowledge, skills and experience in business management, development and growth; An excellent level of understanding of Investors in People (IIP); Demonstrate the ability to the National IIP Competency Framework and additional criteria during participation in the selection process (see Appendix 2); and Ability to deliver within the South of England. Selection Process Our process will include: Shortlisting potential Trainee IIP Specialists candidates; Discussing activities and development programme with Trainee IIP Specialist candidates; Assessment of suitability of candidates at the IIP South of England Trainee IIP Specialist Assessment Centre (1 day); Provide feedback to all Trainee IIP Specialist candidates from Trainee IIP Specialist Assessment Centre; Performing due diligence and other required Grant Thornton checks; Trainee IIP Specialists agreement signed, including code of conduct, confidentiality etc; Trainee IIP Specialist allocated to coaches; and Development Programme begins. Timescales The timescales relating to the Development Programme are as follows: August Aug / Sept Sept / Oct Oct / Nov November Selection process starts Shortlisting and allocation to assessment centres Assessment centres, selection and feedback Deliver core IIP training workshop (2 days) Trainee IIP Specialists engage with clients directly Self-funded Development Programme Self-funded Development Programme includes the following: Initial IIP core training; Allocation to your Coach and induction; Individual bespoke training; Observing IIP Registered Specialist client activities; Being observed during client facing activities; Completion of your learning log, which is reviewed and approved; Competency based interview; and Coaching, support and guidance throughout. 2

3 See Appendix 1 for an example Development Programme outline. Coaches:- Trainee IIP Specialists will be allocated a Coach as part of the Development Programme to complete the requirements. The Coaches role includes the following: Coaching; Observation; Quality Assurance; Assessment against the core competencies; Learning log support; and Preparation of the IIP Trainee Specialist's competency based interview. Coaches will provide:- On-going support throughout the Development Programme as defined for each IIP Trainee Specialist, which may include several activities within each stage of their development programme; Observation opportunities to enable learning onsite and complimentary development activities, such as practice planning and report writing; Constructive feedback for all interventions and observations, including agreeing actions and considering any changes that may need to take place; and Preparation for assessment activities, such as planning the assessment for the client, including the aim of the assessment, planning discussions, potential objectives, consideration of previous relevant feedback and development and growth opportunities. Observation in the form of:- Planning meetings; Interviews, evidence gathering and other onsite activities; Feedback meetings; and Improvement planning meetings. Quality assurance in the form of: Planning information; Sampling, scoping, selection of interviews and rationale for the overall assessment; Analysis of evidence; Written feedback reports; and IPM feedback documentation. Completion of a learning log in the form of: Guidance provided throughout the Development Programme; Agree future development opportunities; and Highlight good practice to include as examples for their Competency Based Interview. Assistance and preparation of Competence Based Interview: Will be conducted by an appointed interviewer; Feedback will be provided following the interview; Aim is to achieve full Specialists registration. Additional Information Some further information that you will find useful: This is a self-funded development programme with no guarantee of work; To complete the core elements of the Development Programme will be a minimum of 3,, please see attached example on Appendix 1; 3

4 The overall investment is based on the individually agreed Development Programme; this will be discussed further during the recruitment process; Trainee IIP Specialists will be measured against the IIP Specialist National Competency Framework, as at Appendix 2; Following the initial stages of development, including the IIP core training, there will be fee earning opportunities, daily rate as agreed, for each project the Trainee IIP Specialist assists in or leads. Trainee IIP Specialists commitment will be to: Adhere to the Trainee IIP Specialist Agreement; and Complete the Development Programme in the agreed set timeframe. Once achieving registered IIP Specialist status will be required to: Sign up to the IIP Specialist National Registration Agreement, including code of conduct, confidentiality, data protection and Grant Thornton process requirements; Pay annual registration fee (plus VAT) (subject to change); Complete annual PDP requirements, in addition to recording 15 hours CPD per year; and Attend mandatory training as requested by IIP South of England. As Trainee IIP Specialists work as self-employed contractors, they are required to have the following: Professional indemnity insurance cover of at least 1,000,000 Public liability insurance cover of at least 1,000,000 This must be in place at the start the Development Programme. 4

5 Appendix 1 Trainee IIP Specialist Development Programme - Investment Information The overall investment will be based on the Development Programme agreed with the Coach; some of the stages in the table below may need to be repeated, these are marked as (R). Some of the investment is related to mandatory attendance at training workshops, such as the initial core IIP training, and some to the number of days engaged with the Coach. Some of the activities below may include fee earning opportunities, these are marked as (FE). Trainee IIP Specialists will be charged:- a) 500 per day for Coaches time, as outlined below, b) 500 for the initial IIP core training of attending the two day training programme; Trainee Specialists will be paid:- a) 350 per day, once they have been approved and signed off for client facing activities, plus any expenses as agreed with the client, up until they have completed the required activities as detailed below and been signed off through a competency based registration interview to become a registered IIP Specialist; b) per day following successful completion of competency based registration An example minimum investment is outlined in the table below: Time & Activity (on dates to be agreed in the Development Plan) Investment ( ) Initial IIP core training workshop attend 2 days IIP foundation training x 2 ½ day preparation with Coach and initial discussions ½ day initial meeting with Coach and agreement of an individual development programme ½ day review of Trainee IIP Specialist learning from observing your Coach ½ day review of learning from experience of evidence gathering on joint observed IIP projects (R) ½ day review of Trainee IIP Specialist output, such as an independent client feedback report based on evidence gathered and observation of your Coach (R) Minimum of 1 day observation by Coach during observed IIP project (R) (FE) ½ day quality assurance of plans, reports and feedback to Trainee IIP Specialists for IIP project (R) (FE) ½ day review of learning from experience and update learning log (R) ½ day completion of self-assessment and Coaches feedback against the IIP Specialist Competencies, including sign off and recommendation for registration (R) ½ day Competence Based Registration Interview, including preparation time and written feedback (R) Total Investment (example only) 500 3, 5

6 Appendix 2 TRAINEE IIP SPECIALISTS SUPPORT AND DEVELOPMENT FRAMEWORK The foundations of the support and development framework are Specialist competencies also applicable to trainees. These new competencies have been designed around the approach to supporting organisations as well as generating new business. The new competencies are reflective of the Specialist capability framework which was launched in The competency framework consists of three elements: There are a set of core competencies which are generic competencies, appropriate for all IIP Specialists, irrespective of which role they are undertaking; Additional competencies which describe additional skills, knowledge and/or behaviours required by IIP Specialists (including Trainee IIP Specialists) undertaking one of the roles described below; The knowledge topics (as defined with the 2008 Specialist capability framework) OVERVIEW OF THE ROLES: Trainee IIP Specialists are contracted by the IIP Centre to deliver one or more of the defined services. Therefore dependent on their contractual arrangements, Trainee IIP Specialists will work with the appropriate competencies to benchmark their current abilities and support the delivery of highperformance. There are 4 key competencies which are reflective of the Trainee IIP Specialist activities, as described below: Positioning and Tailoring IIP services (SALES) Strategy Evaluation (DELIVERING IIP SERVICES) Specialist Competencies Strategy Development (DELIVERING IIP SERVICES) Strategy Implementation (DELIVERING IIP SERVICES) 6

7 POSITIONING AND TAILORING IIP SERVICES (Sales): In addition to the three roles defined above, a set of competencies have been developed for Trainee IIP Specialists that take an active role in the positioning of IIP. New clients may be introduced to IIP during an initial engagement or sales meeting. This role may be undertaken by an IIP Centre employee or an IIP Specialist or Trainee IIP Specialist. All organisations wishing to work with IIP will have a number of options and services to select from dependent on the need, including: support with developing a people strategy; support with executing the people strategy or; support with evaluating the people strategy. A positive outcome would be an organisation interested in working with IIP, qualified by an active plan detailing how the organisation may work with IIP and the IIP Centre. THE ROLE: To develop new business; To be able to explain the role and benefit of the IIP Centre s services; To maintain organisation relationships and be a strong advocate of IIP and the IIP Centre; To seek network opportunities both within and out with the IIP community; and Understands and demonstrates the IIP Centre s values when working with organisations and the IIP team. IMPORTANT NOTE: One method of creating a robust and tailored plan would be through identifying gaps within the desirable people outcomes relating to the organisation s strategy and priorities (people strategy). This activity is defined within strategy development delivering IIP services below). STRATEGY DEVELOPMENT DELIVERING IIP SERVICES: Organisations may benefit from being supported to understand how their people can support the achievement of their business aspirations through developing a people strategy, which links people outcomes with the business strategy. Trainee IIP Specialists may help an organisation by undertaking activities which support them in positively answering one of more of the following: Do we have a clear vision and set of complementary values? Are we clear about the people outcomes we require to support the achievement of the business objectives? Do we have a clear understanding of the current people outcomes (reflective of the desired goal)? Are we clear about how we will inform change? THE ROLE: To lead on the organisation relationship and ensure organisation s maximise the potential impact of working with Investors in People; To support the creation and design of a tailored and robust people management and development strategy for the organisation; To gather information on an organisation s priorities and objectives; To work with organisations to identify links between priorities and people issues, outcomes and success measures; To identify appropriate organisation-focused solutions and refer suggested activities to the IIP Centre or appropriate delivery partners; Understands and demonstrates the IIP Centre s values when working with organisations and the whole team. 7

8 ADDITIONAL ACTIVITY: Whilst not a formal role within the new delivery model, IIP Centres may wish to maximise the relationship between the Trainee IIP Specialist and the organisation and create relationship leads. These individuals would act as the IIP contact, offering a level of expertise which ensures organisations continue to benefit from using IIP principles to support business practice on a day to day basis. Competencies required for this role have been included in this competency set. Activities will be conducted through a contractual agreement between the organisations and the IIP Centre. Activities may be conducted through 1:1 activities or through facilitating a group. STRATEGY IMPLEMENTATION DELIVERING IIP SERVICES: An organisation may benefit from being supported in implementing a people strategy, irrespective of whether this has been produced with an Trainee IIP Specialist. Trainee IIP Specialists may help an organisation by undertaking activities which support them in positively answering one of more of the following: Do we have the internal capability to manage and implement our desired change? Would we benefit from expert advice and support in implementing some of our plans? Activities will be conducted through a contractual agreement between the organisation and the IIP Centre. Activities may include in-house development activities/programmes or through tailored advisory projects. THE ROLE: To deliver organisation-focused solutions and project manage individual activities as identified within the people management and development strategy; To facilitate group and/or 1:1 discussions to enable organisational change in line with the people strategy; To support organisations in developing their internal teams in leading and managing change; To support organisations in understanding how they can use the IIP framework to complement further iterations of their people strategy; Offer tailored expert advice using current leadership and management principles, theory and research to support organisational improvements and change; and Understands and demonstrates the IIP Centre s values when working with organisations and the whole team STRATEGY EVALUATION DELIVERING IIP SERVICES: Organisations may wish to evaluate the effectiveness of their current people strategy as well as be recognised for demonstrating good practice through IIP accreditation, where appropriate. If this is the case, Trainee IIP Specialists may help an organisation by undertaking activities which support them in positively answering one of more of the following: Have we been subjective when trying to understand how effective our people strategy and practices are? Are we clear about how far we have progressed and as such, are our improvement plans still appropriate? Would external recognition have a positive impact on our company image and reputation? Activities will be conducted through a contractual agreement between the organisation and the IIP Centre. The activity conducted will be an IIP Assessment. 8

9 IMPORTANT NOTE: The organisation does not necessarily have to achieve (or strive for) IIP accreditation following this assessment, if they do not wish. They can use the IIP Assessment as an evaluation tool without gaining IIP accreditation. However the value of external recognition that accreditation could provide should be explained to the organisation. THE ROLE: To work with organisations to identify links between its organisational priorities and people issues and outcomes; To support organisations in understanding how the IIP framework will be used during the IIP Assessment and how it enables challenging feedback to be presented; To produce a clear and tailored plan of the IIP Assessment including the linkages between priorities, people issues and the IIP framework; To gather evidence and research against IIP criteria through facilitated group and/or 1:1 discussions; To identify appropriate organisation-focused solutions and refer suggested activities to the IIP Centre or appropriate delivery partners; and Understands and demonstrates the IIP Centre s values when working with organisations and the whole team. 9

10 SPECIALIST VALUES In addition to the refreshed Specialist competencies, a set of Specialist values have been developed to encapsulate the set of principles which Trainee IIP Specialists can reflect on when engaging with organisations. The values are reflected within the competency framework and have been designed to provide a set of simple statements which provide guidance on the way we interact and support organisations. I act with integrity and show respect I motivate organisations to transform Clients are at the heart of our business I am passionate about transforming the performance of organisations I am a catalyst in transforming the performance of organisations and peers PRINCIPLES VALUES I act with integrity and show respect Client-led Respectful Act with integrity I am passionate about transforming the performance of organisations Informed, Learned and Generous with my knowledge Credible Articulate 10

11 I am a catalyst in transforming the performance of organisations and peers Forward-looking Challenging Free-thinker I motivate organisations to transform Trustworthy Invaluable Inspiring IMPORTANT NOTE: the above values should be used by Trainee IIP Specialists to reflect on their behaviours when undertaking IIP activities, in addition to the Specialist competencies. CORE COMPETENCIES FOR IIP SPECIALISTS Knowledge: Business benefits of investing in people including impact and high return; Clear understanding of how IIP principles could be applied within an individual organisation s setting (including sector); Understands the value of an IIP Assessment in addition to the achievement of accreditation; Clear understanding of key business functions and their linkages (such as financial activities, sales activities etc) and common leadership and management challenges (such as business measurement, leadership/management effectiveness, employee engagement, people management and development etc); Credible understanding of current leadership and management principles, theory and research data; Full understanding and comfort with the principles and execution of Transforming Performance; and Clear understanding of the IIP Centre s services and alternative organisation-focused solutions available within the wider business support community. Skills: Asks contextualised questions which draw out relevant and appropriate information; Listens to the organisation s needs and issues and is able to identify and offer organisationfocused solutions and/or readjusts project plans and activities as required; Is able to confidently challenge organisation s views and beliefs whilst maintaining credibility and trust; Demonstrates innovation, creativity and flexibility when designing organisation-focused proposal plans; Helps organisation to understand that using IIP should be integral to helping the organisation achieve its objectives and not a separate activity ( doing IIP ); Keeps all relevant colleagues informed of activity progress and any key issues and developments (including the use of management information systems and processes); Able to maintain organisation confidence when leading and managing projects that require individual credibility and integrity; Understands and is able to balance the importance of organisation focus, with the strategic and commercial interests of the IIP Centre; and Clearly articulates knowledge and research information in a manner that adds value and is relevant to the needs of the organisation. 11

12 Behaviours: Able to enthuse the organisation s senior management team to embrace and take ownership of the people management and development strategy; Acts with passion, pride and integrity; Maintains organisation s trust by managing confidential information professionally and responsibly; Ensures the organisation s priorities and goals lead the activity, process and outcome Is articulate and professional in their approach to customer service; Demonstrate confidence in own and team s abilities through presenting organisation with realistic costs for planned activities; and Works proactively with colleagues enabling a seamless organisation-experience. 12