APPENDIX 3

 

Directorate:          CORPORATE SERVICES

Service Area:       HUMAN RESOURCES

Produced by:        MAX BURTON

 

5.       TOP PRIORITIES FOR THE ANNUAL ACTION STATEMENT 2005/06

 

Task

Target/Success Factors

Develop a compelling employer brand

Improved attraction and job fill rates

Develop a Workforce Plan

Better use of ‘human capital’.  Less recruitment, improved career management and succession planning

Develop clear career paths for all jobs linked

Skills pathways identified. Fewer employees leaving to achieve career development

Define responsibilities and standards for people management throughout the Council and review of scheme of delegated personnel decisions

Clear guidelines and standards produced for managers and decisions taken at lowest possible managerial level

Carry out criminal record checks of existing employees with access to children and vulnerable people

Checks completed and risk minimised

 

 

7.       HOW WILL YOUR SERVICE CONTRIBUTE TOWARDS ACHIEVEMENT OF THE FOLLOWING CORPORATE PRIORITIES IN 2005/06?

 

a)         E Government :

 

·                     Continue development of ‘e-HR’ through drive to ensure availability of on-line recruitment facility and form filling.

·                     Making workforce data for performance management purposes available through intranet.

 

b)         Diversity :

 

·                     Identification of best people management practice and application of ‘guaranteed interview’ scheme for job applicants from under-represented groups who meet person specification.

·                     Continued training and development in accordance with competency framework to contribute towards elimination of discriminatory behaviours and practices.

 

c)         People Management :

 

·                     All HR staff have annual PDR meeting and staff are encouraged to develop their skills and talents with current and future service needs in mind. HR Officer and Trainee HR Officer recently appointed for medium/long term succession.

·                     HR has greater diversity in terms of women in management positions and people with disabilities than other service areas.

·                     All (100%) HR staff are able to work flexibly and a variety of options are utilised eg flexitime, part-time working, compressed working hours.

·                     Sickness absence averaged 11 days per employee during 2003/2004 due in the main to two long term absentees.  Target is to reduce this by 33% to 7.5 days per employee in 2004/2005 and to 5 days in 2005/2006.

 

10.     BUDGET BIDS FOR 2005/06

 

a)      Revenue Bids

 

Reference Number

Description – max 20 words

Financial Implications

 

 

2005/6

£000

2006/7

£000

20078

£000

1

CRB checking of existing employees who have not had previous checks

£20

£22.50

£25

 

11      RISK MANAGEMENT – DESCRIBE ALL SIGNIFICANT RISKS RELATING TO YOUR SERVICE AND HOW YOU INTEND TO MANAGE THEM

 

Ref

Description of Risk

Risk Score

Corporate or Service

1

Criminal checks on existing employees not previously checked

 

12

Corporate

2

Failure to deliver ICT training service

12

Service