Talent Management

CNTW’s approach to Talent Management is how we recruit, attract, retain, develop and engage with our staff to deliver current and future services. This includes supporting practical career pathways to ensure our workforce continually develop their skills and become either ready for their next career move or expand their skills in their current role. 

Talent Management applies to all our workforce and at all levels. This is reflected in our vision for a workforce which is flexible and fully equipped with the appropriate skills, knowledge and resources to deliver highly effective evidence based treatments across our services. Collective leadership and devolution are at the heart of what we do and how we work. We take strategic approach to talent management and involve managers and staff in decision making and the freedom to voice ideas and opportunities to develop their services.

The process for identifying talent for development opportunities is clear, fair, unbiased and transparent. All staff will receive a high quality appraisal to support learning and development in their current role and prepare them for their next role. Talent Management conversations (also referred to as career conversations) can take place during supervision but will formally take place on an annual basis during appraisal and form part of this.

The goals of talent management for the Trust are:

  • Ensure a diverse, capable and evolving leadership population across all levels and professions
  • To have succession planning in place, supported through robust workforce planning approaches
  • Ensure that the organisation has an excellent reputation for career development – whether that be via promotion or side-ways progression.
  • Maximise workforce potential in line with local system principles to deliver new Models of Care.
  • The creation and promotion of an attractive employer under the branding of ‘Great Place to …’, which in turn will attract external talent and build on recruitment processes.
  • Increase the number of roles filled via talent management processes.
  • Provide high quality learning and development opportunities for all staff including stretch roles, placements and secondments.

Equality, Diversity and Inclusion in Talent Management

We know that diversity and inclusion leads to improved health and greater staff and patient experiences in the NHS.  We welcome the challenge of enabling staff from all backgrounds to develop and excel in their roles.  From those just starting out to more senior colleagues our aim is to support all staff to develop their potential and to promote leadership at every level.

Our primary aims in our talent management approach in this area are to:

  • Set high standards around the recruitment, development and retention of staff
  • Ensure that all of our talent management interventions and tools support our aims for inclusion
  • Develop our staff so they are equipped to support our priorities in this area
  • Ensure all staff have access to and are benefitting from talent management interventions
  • Identify areas of inequality and/or under-representation in our practices and take positive action to address this.

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