PAPER C
CO-ORDINATING COMMITTEE – 23 JULY 2003
SELECT COMMITTEE TRAINING
REPORT OF THE CHAIRMAN OF THE RESOURCES SELECT COMMITTEE
REASON FOR CONSIDERATION
This report seeks to gain approval from the Co-ordinating Committee for a comprehensive training programme for all Select Committee Members. The programme organised through the Learning Centre, will commission Mr Mark Palmer, of South East Employers, to undertake PDP interviews for all Select Committee Members as well as provide specifically focussed training for Select Committee Members on questioning techniques, managing Workplans and the relationship between Select Committees and the Executive.
ACTION REQUIRED BY THE COMMITTEE
To debate and recommend support for the
training programme.
To recommend that budget provision is made
available to fund the Select Committee training programme.
BACKGROUND
Through the Modernised Agenda, the role of Elected Members has changed significantly. As the role of Select Committee Members develops with overview and scrutiny, performing an increasingly important part of performance management and policy development, the need for continuous personal development has become essential for all councillors. Following discussions with the Chairman of the Resources Select Committee, it was decided that a questionnaire be sent to all Select Committee Members to ascertain the level of support for training. A programme of training, led by Mark Palmer, to incorporate individual PDP interviews for Members, together with specific workshops focussing on questioning and listening skills, public engagement, project planning of Workplans and relationships between the Executive and the Select Committee process, could be commissioned throughout the next year.
The training proposal could be based upon the following schedule and broadly fall into two main categories, the first to include PDP training and the second to feature more targeted training for Select Committee Members.
Schedule 1 – Personal Development Training for Members
The proposal is based on carrying out the following for between 10 and 40 members .
·
Two, half-day
induction sessions on the aims of the project and the benefits to Members of
developing a Personal Development & Individual Development Actions Plans. The
introductory sessions will last between 2-2½ hours and will be interactive
sessions.
·
Undertaking a
Learning Styles Analysis of each member. Providing Members with individual
written and oral feedback on their learning style and what it means with regard
to their preferred learning methods. This analysis can also be used to assist
effective team development and planning approaches.
·
Undertaking a
one-to-one session with each Member to:
Þ
identify their
role
Þ
expectations
Þ
learning
goals/objectives
Þ
skills and new
competencies required for the role
Þ assisting Members to put together an Individual Development Action Plan
(Each session will last 1½ to 2 hours)
· Working with Members to assist them to complete a Leadership Development Audit. Assisting Members to undertake a Peer-to-Peer analysis/assessment of their Leadership Development requirements. The Leadership Development Audit has been designed specifically for Elected Members and based around core competencies for both an Executive/non Executive Member working within the new political management arrangements.
· Additional feedback sessions with Members to assist them in the completion of their Individual Development Plans. This will usually be through telephone or e-mail, but additional meetings with Members can be arranged should they be necessary.
· Final report and Individual Development Plans for all Members.
· Workshop on key findings and recommendations to Members and implementing/taking forward the recommendations.
The training will be a comprehensive review of the Select Committees
focusing on
-
Structures
-
Public
engagement
-
Impact and
outcomes
-
Current
approaches of members to policy development, review and external scrutiny and
options for improvement
-
Effectiveness
of the work programme and evaluating outcomes
-
Skills of
Members including questioning, listening and project management
-
Relationship
with the executive/cabinet
-
Other key
areas
-
Observation of
1 or 2 Select Committees to allow for an initial assessment of style, how they
function and ascertain culture of the meetings
-
Analysis of
Select Committee reviews/ work programme and agendas /reports
-
Circulation
and analysis of a Questionnaire to all Members and Key Officers/stakeholders
and partners
-
Select
Committee Member away day at an agreed Council. To observe an Overview and Scrutiny Committee in action and then
to have a short facilitated workshop to identify good practice and how it can
be amalgamated into the Isle of Wight Select Committees
-
One to one
interviews with a selected group of Members / Officers and partners including
Select Committee Chairs, Leader /Executive members
-
Workshop with
Members and Officers to outline key findings and areas for improvement and an
opportunity to discuss and take forward the key outcomes
-
Development of
an action / improvement plan for the Select Committees including key
development and training outcomes specific to the Select Committees
RELEVANT PLANS,
POLICIES, STRATEGIES AND PERFORMANCE INDICATORS
In its Corporate Plan, the Council states its commitment to delivering
strong political leadership through its agenda for change. To achieve its targets and drive forward a
continuous improvement culture, training for both officers and Members is a
central part of the Corporate Plan, which will effect real change and raise
standards.
CONSULTATION
PROCESS
I have sent out two questionnaires to all Select Committee Members, in
order to gauge the level of Member support.
To date Members have indicated very positive support for these
proposals.
FINANCIAL, LEGAL,
CRIME AND DISORDER IMPLICATIONS
The costs associated with the two training schedules are based upon Member participation rates and can be considered either separately or jointly.
The costs do not include travel and it is not expected that any overnight accommodation will be required.
The costs are based on the following participation:
1. 10 members
2. 20 members
3. 30 members
4. 40 members
· Two half-day induction sessions @ £350 x2 = £700
· Member one-to-one sessions (3 per day to include evening) @ £600 per day:
10 members = £2400 (4 days)
20 members = £4200 (7 days)
30 members = £6000 (10 days)
40 members = £7800 (13 days)
· Two half-day workshop presentations on the Key Findings:
@ £350 x 2 = £700
· Pre-programme preparation, production of final report. Analysis and development of Individual Personal Development Plans, Leadership Development Audit, Learning Styles questionnaire and Belbin profile.
Also to include any further assistance to members that is required:
10 members = £3000 (5 days)
20 members = £4200 (7 days)
30 members = £4800 (8 days)
40 members = £5400 (9 days)
10 members = £6800 + VAT
20 members = £10,800 + VAT
30 members = £12,200 + VAT
40 members = £14,600 + VAT
The costs for
Schedule 2 – Specific Training for Select Committee Members
The costs are based on a daily rate of £650 per day and excludes travel
costs
(Southampton to Newport)
-
Preparation
including design of the questionnaire
(1 day)
-
Observation of
Select Committees and analysis (1 day)
-
Member away
day and workshop (1 day)
-
One to one
interviews (5 per day) (2 days)
-
Analysis of
questionnaire /interviews and workshop development /action plan (2 days)
-
Workshop ( up
to 2 half day workshops ) (1.5
days)
Total 8.5 days @ £650 per
day =
£5,525/VAT
There are no legal
or crime and disorder implications.
APPENDICES
ATTACHED
None.
None.
Contact Point : Mrs
Margaret Lloyd, Chairman of the Resources Select Committee
Tel
: 292386 e-mail :
[email protected]
Alistair R Drain, Head
of Select Committee and Best Value Support,
Tel: 823801 email:
[email protected]
MARGARET LLOYD
Chairman of the Resources Select Committee