REPORT OF THE PORTFOLIO HOLDER FOR RESOURCES

IMPLEMENTATION DATE : 30 June 2003

SUMMARY/PURPOSE

1. The purpose of this report is to provide the opportunity for the Executive to comment on and approve the proposed People Management Strategy. The Strategy has been circulated to members of the Executive and a copy has been placed in the members room.

CONFIDENTIAL/EXEMPT ITEMS

2. This is a public report and not exempt under the Local Government Act.

BACKGROUND

3. The need for the council to adopt a People Management Strategy was identified during the Best Value review of Personnel and Training Services and subsequently highlighted during last years CPA inspection. The development of a People Management Strategy is one of the key tasks on the CPA Improvement Plan.

4. The Council’s employees are the key to improvement, as only they can provide the capacity to meet the increasing needs of the local community. The way that employees are managed and developed, therefore, has a key impact on the Council’s capacity to deliver improvement and provides a pressing focus for integrating people management with the overall corporate strategy.

5. The draft People Management Strategy 2003 – 2006 is attached as appendix 1 to this report. It sets out the overall vision, values and the key people management objectives and priorities for the next three years.

STRATEGIC CONTEXT

6. The People Management Strategy will ensure that all people management and development activities are relevant and consistent with the corporate strategic plan.

7. The strategy is a key component in delivering the objectives set out in the corporate plan, under Section 3 ‘Making It Happen’ – continuous organisational improvement and staff development. As the Island’s largest employer, the strategy will also contribute to the objectives under theme 4 of the Community Strategy – supporting jobs in the local economy.

CONSULTATION

8. There has been consultation with the Strategic Management Team and trade unions and the Young Employees’ Forum have been invited to comment on the strategy.

FINANCIAL/BUDGET IMPLICATIONS

9. There are no immediate financial implications but if any do arise from the intended initiatives actions, these will be separately costed.

LEGAL IMPLICATIONS

10. S112 of the local Government Act 1972 provides for the employment of such staff as are necessary for the discharge of the functions of the local authority and to do so on reasonable terms and conditions. This foundational provision is overlain with a multitude of statutory provisions determining the relationship between employer and employee. The strategy seeks to deliver all of the obligations which fall on a public employer.

OPTIONS

11. 1. Approve the People Management Strategy, as circulated under separate cover, or

2. Refer the Strategy back to the Head of Human Resources and other members of the Strategic Management Team for further consideration.

EVALUATION/RISK MANAGEMENT

12. Although it is unlikely that it would be the single cause of a poor future inspection, a decision not to adopt a People Management Strategy could well have an adverse effect as poor people management leads to poor performance with detrimental consequences for service delivery.

RECOMMENDATIONS

13. Approve option 1.

BACKGROUND PAPERS

14. None

Contact Point : Max Burton. Tel: (01983) 823121 email: [email protected]

M J A FISHER

Strategic Director of Corporate Services

and Chief Executive Officer

R R BARRY

Portfolio Holder for

Resources