How it works

How will the talent pool work?

The Talent Pool is directly linked to the meeting you have with your line manager when discussing ‘My Career Conversation’, therefore it is essential that you share the responsibiltiy with your manager to ensure this takes place.  Should you consider you are an outstanding employee who meets the criteria for entry into the Talent Pool it is vital that you have given time to prepare for this meeting. As with any career progression this needs to be driven by you.  For information about ‘My Career Conversation,’ please visit our How To section.

In addition to the conventional route into the Talent Pool as described above, the People Analytics & Development Team also open a Self Nomination Application route to theTalent Pool bi-anuually in the Spring and Autumn.  This enables those colleagues who may not have had their Career Conversation , or who did not achieve an ‘exceeding’ rating in the majority of the areas within their Career Conversation and feel they would meet the criteria of entry into the Talent Pool to have an opportunity to apply directly.

Those within the Talent Pool will have exposure to development opportunities such as mentoring, undertaking secondments, acting-up opportunities and supporting key projects.  Those in the pool will also be given the opportunity to attend conferences, corporate events and courses relevant to their learning and development.

Emerging Talent Pool

Our emerging talent pool is designed for staff at bands 1-7. It is designed to identify those who may be at earlier stages of their career journey, who are demonstrating excellence in their work, leading by example and living by the values and behaviours expected by the Trust.

Every member of staff has the opportunity to excel in their role and for those that do, entry to this talent pool will provide access to secondments, training, development and acting-up opportunities.

Our emerging talent pool will be reviewed twice a year on a locality/departmental basis by the relevant Head of Department/Head of Operations, a process which will be supported by the People and Culture directorate.

 

Aspiring Top Talent Pool

Our Aspiring Top Leaders talent pool is designed for staff at band 8a or above. It is designed to support those who have already reached a senior level in the organisation and who are demonstrating excellence in their work, leading by example and living the values and behaviours expected by the Trust.

Those who take a place in our Aspiring Top Leaders talent pool will be provided with developmental opportunities which may involve secondments, supporting projects and attending corporate events, conferences and training courses. Acting-up opportunities will be ring-fenced for this group of staff in the first instance – ensuring the growth of our talent into senior roles within our organisation.

Our Aspiring Top Leaders talent pool will be reviewed twice a year by Executive Directors who will consider what opportunities may be afforded the individuals within and how these individuals may be provided with experience and exposure through involvement in corporate projects and work of strategic importance.