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NHS Resolution Annual report and accounts 2021/22 103

Inclusive talent management
and succession planning

Talent and succession planning forms a key part We have maintained our membership of the Health and
of our Emerging People Strategy and will build on Care Leaders Scheme (HCLS) and continued to offer
the work started in our existing workforce and OD and access various external leadership development
strategy. We believe in investing in the development opportunities which include the Ready Now, Stepping
and potential of all staff, to ensure we have effective Up, Leaders 2025 and Nye Bevan programmes.
leadership at all levels. We promote equality, diversity
Throughout 2021/22 the organisation has continued
and inclusion and are taking action to embed an
to promote apprenticeships as a way of learning and
inclusive approach to talent management, supporting
developing our own talent. We have used opportunities
staff to appreciate difference through our staff
such as the National Apprenticeship Week, Lunch & Learn
networks and ensuring we are focused on attracting,
sessions and monthly apprenticeship drop-in sessions
developing and retaining a diverse workforce.
to educate staff on the range of options and approach
For 2022 we have updated our performance appraisal to learning. We currently have 19 staff undertaking
and development review process in order to encourage apprenticeships; this number continues to grow and
a more cyclical approach to performance and talent it is very encouraging to see staff taking advantage of
management, and a prompt to encourage talent this way to improve their skills and career prospects.
conversations. This will help to ensure the talent pipeline
for each directorate is underpinned by individual
career conversations, intentions and aspirations.