4-Institutional

4-Institutional time banking

Theory
•    A mutual (open) credit system, where credit exists between agency/ organisation and person
•    Time bank is situated within an employment setting, with membership of the time bank open to employees, staff, students, etc
•    Activity may be themed around particular needs of agency leading the time bank or may be more focused on meeting personal needs of staff/ employees
•    Using time banking tool to create learning organisations

Practice
•    To develop a pool of staff who can recognise and develop a wider range of skills than those required directly for their job role
•    The time banking tool is a mechanism for creating ‘learning organisations’ by providing a framework that enables individuals to enhance their professional and personal development and build social and professional networks
•    A broker works with individuals and organisations to identify skills and resources that they have, and those they need access to or wish to develop for themselves

Factors for Success
•    A core group of individuals and organisations interested in becoming involved
•    Everyone involved must have something they need and something they can give

Potential Problems
•    important for staff to recognise and receive personal benefits to ensure the time bank doesn’t become a way to get more out of people
•    wide mix of skills and resources, possibly themed around specific outcomes e.g. personal development, training

Examples from London
Poss: Florence Nightingale School of Nursing and Midwifery ‘Time and talent’ bank: Currently in development this project would use the time banking tool to develop a pool of people who can exchange expertise, extend and enhance the range and flexibility of programmes that the school can offer.