London Social Partnership Forum 

Background

 Effective partnership working will produce important benefits. These include improved services for patients and users and ensuring high standards of employment practices in the health services in London. London NHS Partnership will ensure that the principles underpinning the Partnership Agreement Framework agreed by the Department of Health, NHS Employers and NHS Trade Unions operate effectively within the London region. The Partnership recognises respective roles and responsibilities, establishes shared values and common purpose and sets some key principles for effective joint working. It provides the basis for a continually improving partnership which will lead to long-term solutions that work both for staff and, more importantly, for users.  

Membership

 Membership of the Partnership will comprise of representatives from:

• representatives of NHS employers in London, from a cross-section of organisations and job roles
• London trade unions party to the Agenda for Change agreement, plus the BMA
• NHS London. 

Aims of the London NHS Partnership

To provide a modern partnership approach to issues affecting the NHS workforce where a London-wide view is needed or would be useful. In particular it will:

• contribute trade union and employer perspectives to the implementation of policy
• provide constructive comments on implementation at a formative stage
• contribute ideas on the workforce implications of the implementation of policy
• promote effective communications between partners
• promote good practice across London
• feed London region views into national groups including Staff Council, the Social Partnership Forum and the Stakeholder Forum
• take forward the engagement strategy set out in NHS London's Workforce Strategic Framework, working with local employers and other stakeholders
• contribute to the delivery of Healthcare for London
• contribute to the strengthening of commissioning within London. 

Roles and Responsibilities

To enable effective operation of these partnership arrangements, the partners agree to recognise and respect each other's roles and functions which are distinct but complementary. The partners recognise that:

• the SHA and NHS organisations have responsibility for implementing national policy
• trade unions have a responsibility to represent and act in the interest of their members
• other stakeholders will have views which will need to be taken into account.  

Shared approach

This partnership agreement is underpinned by shared values and common purpose. In particular, partners:

• have a shared commitment to continuous improvement, including access to high quality services and delivering value for money to the public
• believe the NHS should promote good practice in all areas of staff management, including equality and diversity, staff development and a commitment to security of employment
• agree that the NHS should take a collective approach to support staff who may be affected by service changes
  Principles for effective joint working.

All partners recognise the importance of good formal and informal working relations, built on trust and shared responsibility, while still respecting difference. All partners commit to adopt these principles in their dealings with each other:

• building trust and a mutual respect for each other's roles and responsibilities
• a positive and constructive approach
• early discussion of emerging issues and maintaining dialogue on policy and priorities
• openness, honesty and transparency in communications
• where appropriate, confidentiality and agreed external positions make the best use of resources.

How the London NHS Partnership is approaching QIPP

The London NHS Partnership  is a mature forum which has been working together since 2004.  In September 2009 the forum developed  a Change Management Model Policy which is currently being adopted by Trusts  across London (insert link to policy )

Since the national principles were launched the partnership has agreed to work with  these core principles and have agreed to develop a heads of agreement that brings together London's employers to work together on managing the redeployment of staff displaced by CIP programmes and implementing Healthcare for London.  This plan will need to be underpinned by access to CPD resources that support retraining and movement of staff between parts of the health system.  Also looking at accessing funding streams for re-training e.g. focusing CPD on hard to fill posts

The work is at an early stage but the approach is one the SPF is supportive of.

People Matter in London

January's edition of People Matter People Matter in London
People Matter has a new look for 2011! The newsletter now has shorter articles with links to web content to support the stories. You can view the web-based version below:

This issue includes articles on:

• London NHS Partnership key achievements of 2010
• Outplacement service
• Health Visiting in London: Developing Health Visiting for the Future
• London Deanery Coaching and Mentoring Service

For any queries relating to People Matter, or if you have a suggestion for an article, please email wfl@london.nhs.uk

For any queries regarding the London NHS Partnership please email: partnership@london.nhs.uk