MCH+ - For your HR and creative needs

If you’re looking for efficient, effective and high quality HR, organisational development and marketing services, please get in touch. We promise to provide timely, expert advice and support when you need it.

Who to contact HR helen.cunningham1@nhs.net 01634 334613

For your HR and

MCH Creative medch.creative@nhs.net 01634 334687 / 01634 334652 www.mchcreative.co.uk

creative needs

Lealfet reference: MCH 374-1 MCH+ and MCH plus are trading names of: Medway Community Healthcare CIC Registered office: MCH House, Bailey Drive, Gillingham, Kent ME8 0PZ Tel: 01634 337593 Registered in England and Wales, Company number: 07275637

www.medwaycommunityhealthcare.nhs.uk

Supporting your people and bringing your vision to life

Welcome Medway Community Healthcare (MCH) community interest company, formed in 2011, was one of the first social enterprises in the NHS family. We are a £58 million business with around 1,350 staff working across 30 service areas.

As a competitive, dynamic and fragmented healthcare environment emerges, we are developing a culture of enterprise, innovation and customer service that goes beyond the traditional models of the NHS. We support and encourage clinicians to consider new ways of working so that we will always remain a provider of choice.

We are absolutely committed to growing and strengthening community health services for the people of Medway. However as a social enterprise we have the commercial freedom to broaden our vision, investing in products and services which generate income.

We use 100% of this income to improve the quality of the NHS services we provide. We are an organisation that is owned by our employees. Our staff are actively involved in our business decisions and plans for the future.

Our standards Staff and professional standards We will use all reasonable endeavours to ensure that suitably qualified and experienced staff are available to deliver the provided services.

Where appropriate, staff providing the service are qualified members of the Chartered Institute of Personnel and Development (CIPD) or actively completing CIPD qualifications or a suitable equivalent. Our Marketing and Communications team have over 10 years experience working in various communications related fields.

Performance monitoring Services standards would be jointly agreed with the purchaser and arrangements put in place to monitor the performance of the provided services and enable the production of reports relating to the provided services.

Confidentiality and security All employee data will remain confidential and secure and maintained in accordance with the Data Protection Act. Information will only be released to authorised individuals.

Patient and staff feedback shows that we live our values; we are ‘caring and compassionate’, deliver ‘quality and value’ and ‘work in partnership’ to serve our community. We recruit people who share these values and this contributes to high levels of patient satisfaction; only .01% of patients raise formal complaints and many more contact us to share positive experiences.

Our values are that… …we are caring and compassionate …we deliver quality and value …we work in partnership

2

11

What we can offer We can provide HR, OD, marketing and communications services which:    

10

Are business focussed, providing good value and supporting continuous improvement.

Are reliable, accurate and responsive to the purchaser, and future and past employees.

Support the development and embedding of a culture of innovation, ownership and high performance.

Enable managers to manage their staff effectively and in accordance with their delegated powers and statutory responsibilities.

3

HR services

Other HR and organisational development project work

Recruitment

Advising and implementing cost improvement programmes.

Organisation redesign.

Board members selection and development.

A full recruitment administration service         

Pre-advertisement advice/coaching Placement of advertisements Closing date administration Issue interview selection event information Selection events Issue preferred candidate letter to successful candidate and regret letters to unsuccessful candidates Process pre-employment checks for preferred candidate Monitoring and chasing of pre-employment checks Issue appointment letter and/or contract of employment

New appointments Issuing of appointment letters, contracts and setting up of new starters on ESR or your own HR and payroll system.

Administration Variations to contract, transfers, secondments, changes of hours, salary changes, pension contributions. 



4

All payroll related amendments on ESR (or other system) processed in time for salary to be amended.

Written correspondence relating to these changes to be issued within 5 working days following amendment on ESR or other system.

Marketing services Branding Production and management of; leaflets, brochures, flyers, posters and exhibition equipment.

Brand guidelines.

Examples:  www.medwaycommunityhealthcare.nhs.uk/about-us/leaflets/  Working with us

Film Promotional and information videos.

Film production.

Editing and enhancing.

Examples:  www.youtube.com/medwayhealth

9

HR strategy and workforce planning Development of HR and other people strategies to support the delivery of business objectives and creation of Employer of Choice, including aspects of workforce planning and project support  

PDR/appraisal design and support.

Development of talent/succession planning strategies and processes.

Full administration service. 

Staff engagement



Advice and development of staff engagement strategy and activities.



   

Development and implementation of organisation values through HR processes.

Development of appropriate staff survey mechanisms and implementation of action plans to address shortfall.

Development of staff recognition scheme.

Development and implementation of health and wellbeing strategy.

Learning and development Statutory and mandatory training provision, commissioning and coordination, including development of e-learning.

The team also work with individual trusts on related strategic matters, including learning and development policies and leadership development approaches.  

8

Administration of statutory and occupational sick pay and maternity pay schemes Calculation of half and nil occupational sick pay entitlements via payroll.

Letter issued to staff member informing them of reduction to half or nil occupational sick 1 month before reduction.

Maternity application forms are processed in accordance with statutory and procedural timescales.

Advice and guidance Advice and guidance on the operation and interpretation of pay and conditions of service.

Mortgage and benefit enquires Requests processed and sent to payroll provider for response. 

Processed and sent to payroll for response.

Development of mentoring and coaching tools and policies.

Design and delivery of a range of HR, managementand leadership training and facilitation.

5

HR advice

HR business partner support

Full advice service to managers on all employee relations issues; discipline, grievance, absence management, restructure, TUPE, redundancy etc

Our HRBPs represent an interface between the purchaser and the transactional services teams, to ensure smooth delivery of HR processes and services. Additionally, the teams liaise closely with other key parts of the service, including learning and development, HR administration and occupational health.

  

      

     

A full employee relations service.

Advice and support to managers on staff discipline, grievance and poor performance, matters.

Advice and support to managers on attendance management based on information monitored on and in line with the absence management policy Arranging disciplinary, grievance, performance and dismissal hearings and appeals.

Advising managers in the presentation of cases at formal hearings.

HR support to the manager hearing the case HR advice and support to the manager in respect of an ET claim.

Attend Employment Tribunals and other legal proceedings on behalf of the purchaser.

HR advice dismissals normally by telephone and supported in writing.

Provide advice and guidance in relation to the broader framework of staff consultation eg. JNCC, informal negotiations etc.

Seeking Legal advice on behalf of managers on individual employee relations cases where approved.

Advice and support to managers on organisational change e.g. restructurings etc.

Advice and support to managers on redundancy issues.

Advice and Support on TUPE transfers Updates on new policies/legislation Advise managers on conflict resolution including any preventative measures which could be taken.

Pay and reward Advice and implementation of appropriate reward strategies and implementation of strategies.

Advice on and administration of NHS pension scheme and group personal pension scheme.

Implementation of auto-enrolment.  

Implementation of performance pay mechanisms and processes.

Introduction of new benefits.

Job evaluation Advice and support to managers on pay and banding issues including interpretation of Agenda for Change or locally determined pay structure as required

Policy, practice and procedures Updating of advice and guidance to managers ensuring that policy, practice and procedures reflect legislative requirements and latest thinking. Offer a systematic review of key policies.

Equalities and diversity Professional advice and support on equalities issues including training, diverse workforce and Equality Impact Assessment training 

6

Includes any new pertinent contractual requirements eg; workforce race equality standard

7

HR advice

HR business partner support

Full advice service to managers on all employee relations issues; discipline, grievance, absence management, restructure, TUPE, redundancy etc

Our HRBPs represent an interface between the purchaser and the transactional services teams, to ensure smooth delivery of HR processes and services. Additionally, the teams liaise closely with other key parts of the service, including learning and development, HR administration and occupational health.

  

      

     

A full employee relations service.

Advice and support to managers on staff discipline, grievance and poor performance, matters.

Advice and support to managers on attendance management based on information monitored on and in line with the absence management policy Arranging disciplinary, grievance, performance and dismissal hearings and appeals.

Advising managers in the presentation of cases at formal hearings.

HR support to the manager hearing the case HR advice and support to the manager in respect of an ET claim.

Attend Employment Tribunals and other legal proceedings on behalf of the purchaser.

HR advice dismissals normally by telephone and supported in writing.

Provide advice and guidance in relation to the broader framework of staff consultation eg. JNCC, informal negotiations etc.

Seeking Legal advice on behalf of managers on individual employee relations cases where approved.

Advice and support to managers on organisational change e.g. restructurings etc.

Advice and support to managers on redundancy issues.

Advice and Support on TUPE transfers Updates on new policies/legislation Advise managers on conflict resolution including any preventative measures which could be taken.

Pay and reward Advice and implementation of appropriate reward strategies and implementation of strategies.

Advice on and administration of NHS pension scheme and group personal pension scheme.

Implementation of auto-enrolment.  

Implementation of performance pay mechanisms and processes.

Introduction of new benefits.

Job evaluation Advice and support to managers on pay and banding issues including interpretation of Agenda for Change or locally determined pay structure as required

Policy, practice and procedures Updating of advice and guidance to managers ensuring that policy, practice and procedures reflect legislative requirements and latest thinking. Offer a systematic review of key policies.

Equalities and diversity Professional advice and support on equalities issues including training, diverse workforce and Equality Impact Assessment training 

6

Includes any new pertinent contractual requirements eg; workforce race equality standard

7

HR strategy and workforce planning Development of HR and other people strategies to support the delivery of business objectives and creation of Employer of Choice, including aspects of workforce planning and project support  

PDR/appraisal design and support.

Development of talent/succession planning strategies and processes.

Full administration service. 

Staff engagement



Advice and development of staff engagement strategy and activities.



   

Development and implementation of organisation values through HR processes.

Development of appropriate staff survey mechanisms and implementation of action plans to address shortfall.

Development of staff recognition scheme.

Development and implementation of health and wellbeing strategy.

Learning and development Statutory and mandatory training provision, commissioning and coordination, including development of e-learning.

The team also work with individual trusts on related strategic matters, including learning and development policies and leadership development approaches.  

8

Administration of statutory and occupational sick pay and maternity pay schemes Calculation of half and nil occupational sick pay entitlements via payroll.

Letter issued to staff member informing them of reduction to half or nil occupational sick 1 month before reduction.

Maternity application forms are processed in accordance with statutory and procedural timescales.

Advice and guidance Advice and guidance on the operation and interpretation of pay and conditions of service.

Mortgage and benefit enquires Requests processed and sent to payroll provider for response. 

Processed and sent to payroll for response.

Development of mentoring and coaching tools and policies.

Design and delivery of a range of HR, managementand leadership training and facilitation.

5

HR services

Other HR and organisational development project work

Recruitment

Advising and implementing cost improvement programmes.

Organisation redesign.

Board members selection and development.

A full recruitment administration service         

Pre-advertisement advice/coaching Placement of advertisements Closing date administration Issue interview selection event information Selection events Issue preferred candidate letter to successful candidate and regret letters to unsuccessful candidates Process pre-employment checks for preferred candidate Monitoring and chasing of pre-employment checks Issue appointment letter and/or contract of employment

New appointments Issuing of appointment letters, contracts and setting up of new starters on ESR or your own HR and payroll system.

Administration Variations to contract, transfers, secondments, changes of hours, salary changes, pension contributions. 



4

All payroll related amendments on ESR (or other system) processed in time for salary to be amended.

Written correspondence relating to these changes to be issued within 5 working days following amendment on ESR or other system.

Marketing services Branding Production and management of; leaflets, brochures, flyers, posters and exhibition equipment.

Brand guidelines.

Examples:  www.medwaycommunityhealthcare.nhs.uk/about-us/leaflets/  Working with us

Film Promotional and information videos.

Film production.

Editing and enhancing.

Examples:  www.youtube.com/medwayhealth

9

What we can offer We can provide HR, OD, marketing and communications services which:    

10

Are business focussed, providing good value and supporting continuous improvement.

Are reliable, accurate and responsive to the purchaser, and future and past employees.

Support the development and embedding of a culture of innovation, ownership and high performance.

Enable managers to manage their staff effectively and in accordance with their delegated powers and statutory responsibilities.

3

Welcome Medway Community Healthcare (MCH) community interest company, formed in 2011, was one of the first social enterprises in the NHS family. We are a £58 million business with around 1,350 staff working across 30 service areas.

As a competitive, dynamic and fragmented healthcare environment emerges, we are developing a culture of enterprise, innovation and customer service that goes beyond the traditional models of the NHS. We support and encourage clinicians to consider new ways of working so that we will always remain a provider of choice.

We are absolutely committed to growing and strengthening community health services for the people of Medway. However as a social enterprise we have the commercial freedom to broaden our vision, investing in products and services which generate income.

We use 100% of this income to improve the quality of the NHS services we provide. We are an organisation that is owned by our employees. Our staff are actively involved in our business decisions and plans for the future.

Our standards Staff and professional standards We will use all reasonable endeavours to ensure that suitably qualified and experienced staff are available to deliver the provided services.

Where appropriate, staff providing the service are qualified members of the Chartered Institute of Personnel and Development (CIPD) or actively completing CIPD qualifications or a suitable equivalent. Our Marketing and Communications team have over 10 years experience working in various communications related fields.

Performance monitoring Services standards would be jointly agreed with the purchaser and arrangements put in place to monitor the performance of the provided services and enable the production of reports relating to the provided services.

Confidentiality and security All employee data will remain confidential and secure and maintained in accordance with the Data Protection Act. Information will only be released to authorised individuals.

Patient and staff feedback shows that we live our values; we are ‘caring and compassionate’, deliver ‘quality and value’ and ‘work in partnership’ to serve our community. We recruit people who share these values and this contributes to high levels of patient satisfaction; only .01% of patients raise formal complaints and many more contact us to share positive experiences.

Our values are that… …we are caring and compassionate …we deliver quality and value …we work in partnership

2

11

If you’re looking for efficient, effective and high quality HR, organisational development and marketing services, please get in touch. We promise to provide timely, expert advice and support when you need it.

Who to contact HR helen.cunningham1@nhs.net 01634 334613

For your HR and

MCH Creative medch.creative@nhs.net 01634 334687 / 01634 334652 www.mchcreative.co.uk

creative needs

Lealfet reference: MCH 374-1 MCH+ and MCH plus are trading names of: Medway Community Healthcare CIC Registered office: MCH House, Bailey Drive, Gillingham, Kent ME8 0PZ Tel: 01634 337593 Registered in England and Wales, Company number: 07275637

www.medwaycommunityhealthcare.nhs.uk

Supporting your people and bringing your vision to life