We now have a structure in place and we are chomping at the bit to get started with our panel by April, although we have a training package to implement first. This is going to be done in-house, mainly by the Resident Involvement Team.
Our training plan is to have relevant service managers speak to the panel about how their service area works. Once this has happened, we (Resident Involvement, that is) will go through it again, step by step with them and relate it to some regulatory stuff.
This should mean that we'll have a Scrutiny Panel full of knowledge concerning how Derby Homes works (or should work!), but also an understanding of how the Local Offers (which they will be scrutinising) will work.
We want to "keep it real", teach it simple and the panel will do the rest.
I believe that what we are setting up here at Derby Homes will have a powerful effect and will ensure that we continually improve, working closely and transparently with our tenants and leaseholders.
It's basically "co-regulation" (to use a Buzz word), but in a way that isn’t going to be too fancy and over the top.
I’ve been honest with the people who have applied and although we had a good response from those who completed an application form, we didn’t interview them all. Some just didn’t make the grade and I’ve explained this to them.
Being honest and upfront is key. I’ve already told the appointed scrutiny panel members, “this isn’t just a badge for you to wear, we are a team and we need to work together”. What I don’t want is for it to be a chance to drag service managers and staff over a fiery pit of failure coals or to use it to vent any personal dissatisfaction.
I think it’s really important that this message is clear right from the start, seting out the rules so to speak.
Our attitude is, "let’s just see what the first years brings", I’m sure it will be life changing...
