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Contents

1.	Preparation
	1.1	Who should work out the workload points
	1.2	When should it be done
	1.3	What happens if either the Team Manager or Worker is on leave, off sick, etc.?
2.	Using The Workload Management Scheme
	2.1	How are the points worked out?
	2.2	Is there a maximum number of points that a worker should have?
3.	Management Use of the Information
	3.1	Who keeps a record of the agreed points?

1. Preparation

1.1 Who should work out the workload points?

The workload management form can be completed during supervision or prior to supervision by the worker or their manager.  The allocation of points  is agreed by both the manager and the worker.

1.2 When should it be done?

The nature of the work being undertaken by a worker and the worker's capacity to undertake that work and/or take on additional work is an essential supervision topic. For this reason although preparation can be done before supervision, there should also be discussion in supervision.

A workload weighting form should be completed for each worker for each month or four week period.

It is not intended for the completion of the workload weighting forms to take up a lot of time, given that other activities are also expected to take place during supervision. To minimise the administrative time, prior to use in supervision, managers could: Run and print off the caseload report from Frameworki for their worker prior to supervision / allocation meeting, which will give a list of the cases currently allocated to the worker Complete the basic information, such as case number/name, etc. onto the case-related activities section of the worker's measurement sheet (see relevant forms in 'Forms Library) Allocate the points as you are discussing the progress and further work or concerns about the case

1.3 What happens if either the team manager or worker is on leave, off sick, etc.?

As outlined in the supervision policy, if a session is missed, staff and managers should first attempt to schedule a date for the next meeting at the point of cancellation or in the event of sickness, booked when the person has returned to work.  In the event that the leave is unplanned such as sickness for more than two weeks, the supervisee should report to the supervisor's line manager for alternative supervision arrangements, as detailed in the Staff Supervision Guidance for managers and staff April 2008 manual item 1.6.6.

2. Using the Workload Management Scheme

2.1 How are the points worked out?

In order to reflect the complexity of work across the department, and differences between work undertaken in different service areas, some service areas have developed their own bespoke point schemes. The workload management scheme is intended to be used within and between teams in a service, and not for comparison across services.

The attached points scheme has been agreed by Heads of Service to use in First Response, Safeguarding and Support, and the Children in Care Service. There are separate "bespoke" points schemes for:

• The Leaving Care service
• The Fostering and Adoption teams

2.2 Is there a maximum number of points that a worker should have?

Whether or not a worker or team has the capacity to undertake their allocated work will always be a matter for discussion rather than a rule. The workload management scheme provides information to assist that discussion.

It is expected that workers in a team of similar experience and abilities will have similar point scores, and that the average point score of workers in the same service will be the same in different teams. Each service area will develop an understanding of what is fair and manageable. Wide and persistent disparities in point scores, and increases or decreases in scores over time are likely to be indications that work is distributed unfairly or that the overall workload is increasing or decreasing, and will require remedial management action.

3. Management Use of the Information

Managers are expected to complete and return the Team Workload Measurement excel sheet (see relevant forms in 'Forms Library') only to the Performance Team in the first week of each month, keeping a copy for their records.

The Performance Team uses the information to produce reports which will show trends in individual services.

3.1 Who keeps a record of the agreed points?

Both the team manager and worker keep a record of the signed workload measurement sheet.  The team manager will also keep a copy of the team sheet which will outline the total number of points for their team and which is also sent to their senior team manager.

End