Managing Change in a Public Corporation

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Managing Change in a Public Corporation"

Transcription

1

2 Managing Change in a Public Corporation

3 Shaping Up for Future Challenges Building a Resilient Workforce Building a workforce that can adapt to constant change, respond to business challenges and deliver exceptional customer services Engaging and developing leaders Identifying barriers and driving continuous improvement Empowering managers and developing their capabilities Engaging and developing employee skills

4 Organisational Development Strategy Roadmap The senior team identified the needed to create an OD strategy that delivered programmes of work to prepare the business for future challenges Year 2 Year 3 Establishment of Business Excellence/ Continuous Improvement Culture EFQM Assessment & Subsequent Areas For Improvement The process involved engaging the executive and management team in a series of one to one interviews and focus groups leading to the initiation of a programme roadmap Year 1 Strategic L&D Enabling Projects Emp. Eng. & Comms Perf. Mgmt People & Organisational Development Strategy Leader. & Change

5 Programme Methodology Board Translink Executive Group The programme governance structure involved: Performance Management Leadership & Change Steering Group Programme Manager Strategic Learning & Development Emp Engagement & Internal Comms Executive sponsorship Cross divisional steering group consisting of nine senior managers Programme business leader (two year secondment) Four project teams engaging approx. 30 managers from the business on a part time basis

6 Performance Management What Updated performance management system incorporating o performance improvement, o Leadership and management development and o Identifying and managing behaviours 2012/ / /15 How All appraising managers trained in setting objectives, giving feedback and conducting performance reviews Introduction of new performance rating evaluation system Phased introduction of behavioural assessment as measure of Individual performance

7 Significant Investment in People Development Targeted Development Programmes Team Briefing Training Programme linked to the introduction of Team Talk Excelerator Programme - high impact development programme for service delivery managers and depot engineers Leadership Development Centres Female Leadership Curriculum Leadership Breakfast Seminars Performance Management Targeted strategic development programmes at team leader and supervisory level Partnership with Ulster Business School Attendance management Emerging Agenda: As part of the Group s ongoing people development strategy, the company is seeking to implement: a modular e-learning programme. Coaching for line managers Integration of leadership behavioural competencies into wider HR processes Benefits Enhancing managerial capabilities Developing new knowledge, behaviours and skills Enhancing and improving business planning and decision making Increasing team morale and enthusiasm Contributing to improved organisational performance

8 Employee Wellbeing part of Translink s CSR Strategy Independent Occupational Health Internal welfare service Mediation Programme Carecall support Cycle to work scheme Healthier Choices Road show Charity Partnerships Macmillan Cancer Support/Diabetes UK Translink Community Partnership

9 Engaging the workforce 2013 Employee Engagement Survey High Level Results of the Your Translink Your Voice 2013 Survey 53% group-wide response rate (2077 employees responded) 62% Engagement Score (MPT 81%, non-mpt 61%) 73% satisfaction levels 68% employer advocacy Female staff were, on average, 6% more engaged and satisfied

10 Making Measurable People Improvements 2011 Results vs Results 2011 vs. 2013

11 Business Impact CIPD 2013 Change Programme of the Year EFQM Northern Ireland Four Star award IIP Gold standard 78.5 million passenger journeys were made, beating Government targets of 77 million and reflecting a wide range of business developments from investment in new buses and trains to providing great value tickets and promotions Strong financial performance Fares remain low compared to GB and RoI Technological advancements such as free on-board Wi-Fi, mobile ticketing and better passenger information Highest customer satisfaction levels ever Official industry recognition including top accolades at the UK Rail Business and UK Coach Tourism Awards

2014 Staff Survey Action Plan (as at 20 May 2014)

2014 Staff Survey Action Plan (as at 20 May 2014) Staff Survey Action Plan (as at 20 May ) These are actions to address areas where the Trust scored in the worst 20% of MHTs or service lines or staff groups scored in the worst 20% of MHT scores. Competent

More information

PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND

PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN IRELAND DRAFT JULY 2011 PEOPLE AND ORGANISATION DEVELOPMENT STRATEGIC FRAMEWORK FOR LOCAL GOVERNMENT IN NORTHERN

More information

An example of best practice HR strategy

An example of best practice HR strategy An example of best practice HR strategy Summary The Big Lottery Fund wanted to implement a new organisational structure with the aims of developing management capability and streamlining the business structure

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

The role of Head of HR

The role of Head of HR The role of Head of HR Brook is looking to appoint its first permanent Head of Human Resources as part of the final stages of merging into single, unified organisation. This role will develop an ongoing

More information

WWL People Strategy 2015/16 2018/19. Page 1 of 7. Version 0.3 (March 2015)

WWL People Strategy 2015/16 2018/19. Page 1 of 7. Version 0.3 (March 2015) WWL People Strategy 2015/16 2018/19 Version 0.3 (March 2015) Page 1 of 7 Contents Page 1.0 Mission Statement 3 2.0 Strategic Goals 3 3.0 Themes 3 3.1 Attract, Retain & Develop talented staff who embody

More information

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE

REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE Report to Personnel Committee 26 September 2012 Agenda Item: 6 REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE INVESTORS IN PEOPLE RE-ACCREDITATION Purpose of the Report 1. The purpose

More information

Involvement in the future development of the business. A healthy and safe working environment.

Involvement in the future development of the business. A healthy and safe working environment. 1. Introduction Throughout this Charter, the words Translink Company and/or the Group refer to all corporate entities under the ownership of the Northern Ireland Transport Holding Company (NITHC). This

More information

Develop a customer-focused organisation

Develop a customer-focused organisation Overview What this Unit is about This Unit is about ensuring that your organisation puts customers first. The organisation s vision, values, processes and systems, for example, should all be clearly driven

More information

HR Trends & Priorities for 2012. McLean & Company 1

HR Trends & Priorities for 2012. McLean & Company 1 HR Trends & Priorities for 2012 McLean & Company 1 Executive Summary McLean & Company fielded its 2012 HR Priorities Survey with both HR and business respondents. Of the seven main areas in HR, Leadership

More information

UCDHR. HR Strategy Implementation & Quality Improvement Plan: 2012-2015

UCDHR. HR Strategy Implementation & Quality Improvement Plan: 2012-2015 UCDHR HR Strategy Implementation & Quality Improvement Plan: 2012-2015 HR Strategy Implementation Plan and Quality Improvement Plan Introduction This Action Plan is a combination of the HR Strategy Implementation

More information

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland Who We Are Established in 2003, we are one of Ireland s best-known and respected providers

More information

Northern Ireland Environment Agency Corporate Social Responsibility

Northern Ireland Environment Agency Corporate Social Responsibility Northern Ireland Environment Agency Corporate Social Responsibility September 2011 Introduction This document has been prepared by the Northern Ireland Environment Agency (NIEA) in line with general NICS

More information

Job description People and Organisational Development Business Partner (Operations)

Job description People and Organisational Development Business Partner (Operations) Job description People and Organisational Development Business Partner (Operations) Main purpose of job The purpose of the People and Organisational Development (POD) directorate is to ensure the Society

More information

CRAFT NORTHERN IRELAND STRATEGIC PLAN 2014 2017

CRAFT NORTHERN IRELAND STRATEGIC PLAN 2014 2017 CRAFT NORTHERN IRELAND STRATEGIC PLAN 2014 2017 Innovative Craft 2014-17 March 2014 STRATEGY 1 Context o 1.1 Craft Northern Ireland history o 1.2 Evaluation o 1.3 Other considerations in developing a new

More information

Provision of Public Services Schedules 10-12 DATED 1 JUNE 2012

Provision of Public Services Schedules 10-12 DATED 1 JUNE 2012 E X E DATED 1 JUNE 2012 C U T E D (1) the Scottish Ministers - and - (2) Serco Ltd C O N T VOLUME 2 CONTRACT SCHEDULES 2-17 relating to NORTHERN ISLES FERRY SERVICE PROVISION OF SERVICES PART 4 SCH 10-12

More information

Introduction. Chris Harrop, Chief Executive

Introduction. Chris Harrop, Chief Executive Page 1 of 10 Introduction I am proud to be the Chief Executive of the Walton Centre NHS Foundation Trust with its reputation for excellent patient care, quality services and sustainability. Over the last

More information

Stress has serious and profound implications for individual and organisational performance.

Stress has serious and profound implications for individual and organisational performance. Workplace Stress Stress has serious and profound implications for individual and organisational performance. Stressed staff will invariably take more sickness leave and as well as this effecting services,

More information

Introductory Level Management Training Programme

Introductory Level Management Training Programme Introductory Level Management Training 2016 Foreword January 2016 Managers and supervisors across the career development sector, be this in the context of career education, career guidance/development,

More information

INVESTORS IN PEOPLE REPORT

INVESTORS IN PEOPLE REPORT INVESTORS IN PEOPLE REPORT Guy's & St Thomas NHS Foundation Trust Presented by Kate Baker Investors in People Practitioner On behalf of Investors in People South of England November 2015 (14-04922) Introduction

More information

LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014)

LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) JOB DESCRIPTION: Human Resources Manager LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) RESPONSIBLE TO: Director of Human Resources and Organisational Development

More information

Case study: developing an internal communications and engagement strategy

Case study: developing an internal communications and engagement strategy Case study: developing an internal communications and engagement strategy Writing an internal communications and engagement strategy that works isn t easy, but essential if you re going to focus on achieving

More information

customer experiences Delivering exceptional Customer Service Excellence

customer experiences Delivering exceptional Customer Service Excellence Delivering exceptional customer experiences Customer Service QA can work with you to create customer experiences that consistently reflect the aims, values and aspirations of your organisation. Every organisation

More information

firmus energy Des Brown Head of Marketing and Customer Operations

firmus energy Des Brown Head of Marketing and Customer Operations firmus energy Des Brown Head of Marketing and Customer Operations firmus energy An emotionally intelligent company firmus energy page 2 Des Brown Head of Marketing & Customer Operations firmus energy page

More information

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay)

Embedding our Values. Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Embedding our Values Claire London, Head of Workforce Development Jeremy Over, Head of Workforce (Medical & Pay) Making a Difference Together Here at UCLH we are clinically excellent, consistently in the

More information

First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce

First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce First Group First ScotRail Reducing Sickness Absence and promoting a healthy workforce Introduction First ScotRail is the largest regional train operating company in the UK covering the widest geographical

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

Human Resources Report 2014

Human Resources Report 2014 Item 7 Item # Council CounciRemunerationl 3 February Date19 2015 March 2013 Human Resources Report 2014 Purpose of paper Action Public/Private Corporate Strategy 2013-15 Decision Trail Recommendations

More information

Board of Directors Meeting in Public: 15 May 2014

Board of Directors Meeting in Public: 15 May 2014 Item No: 15 Board of Directors Meeting in Public: 15 May 2014 Report Title: Talent Management Executive/NED Lead: Director of HR and OD Report author(s) Sarah Shirtcliff and Rachel Jackson Approval Discussion

More information

CORPORATE DIRECTOR (CORPORATE SERVICES)

CORPORATE DIRECTOR (CORPORATE SERVICES) REPORT TO: THE MORAY COUNCIL - 28 th SEPTEMBER 2011 SUBJECT: EMPLOYEE OPINION SURVEY 2011 BY: CORPORATE DIRECTOR (CORPORATE SERVICES) 1. REASON FOR REPORT 1.1 To update the Council on the results of the

More information

Big data, big opportunities. Your digital guide to people analytics. www.thomasinternational.net

Big data, big opportunities. Your digital guide to people analytics. www.thomasinternational.net Big data, big opportunities Your digital guide to people analytics www.thomasinternational.net Although big data has become one of the most used buzzwords in the business world today, it is still a new

More information

Health and Wellbeing at BT. Steve Exall Health and Wellbeing Lead BT Group plc 22nd September 2015

Health and Wellbeing at BT. Steve Exall Health and Wellbeing Lead BT Group plc 22nd September 2015 Health and Wellbeing at BT Steve Exall Health and Wellbeing Lead BT Group plc 22nd September 2015 Agenda About BT Wellbeing strategy Wellbeing and Mental Health Framework - Primary - Secondary - Tertiary

More information

Talent Management: Benchmarks, Trends, & Best Practices

Talent Management: Benchmarks, Trends, & Best Practices Talent Management: Benchmarks, Trends, & Best Practices Karen O Leonard Principal Analyst June, 2010 Copyright 2010 Bersin & Associates. All rights reserved. About Us Who We Are Premier research and advisory

More information

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager)

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager) Case study Dealing with staff turnover a case study on getting and keeping the right people This case study looks at the experience of a high tech organisation that aimed to improve its staff retention..

More information

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee

NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff

More information

Appointment of Executive Director, Services and Support

Appointment of Executive Director, Services and Support Appointment of Executive Director, Services and Support 1 Executive summary More than 100,000 people live with multiple sclerosis (MS) in the UK. Every one of them shares the uncertainty of life with MS.

More information

Investors In People Early Assessment Follow Up Action Plan. May 2010. Executive Summary

Investors In People Early Assessment Follow Up Action Plan. May 2010. Executive Summary Investors In People Early Assessment Follow Up Action Plan May 2010 Executive Summary - SPSO commissioned IIP Scotland in March 2010 to conduct an IIP, early assessment; - The intention was to use the

More information

Job information pack Senior HR Manager

Job information pack Senior HR Manager Job information pack Senior HR Manager THANK YOU FOR YOUR INTEREST IN PANCREATIC CANCER UK It is a pleasure to know that you are interested in working with us. Please find enclosed further information

More information

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited

Investors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number

More information

UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE

UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE UNIVERSITY OF CUMBRIA LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY HUMAN RESOURCES SERVICE NB. This strategy is available on the University of Cumbria website and it should be noted that any printed

More information

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager

ROLE PROFILE & PERSON SPECIFICATION. Organisational Development Manager Page 1 of 6 ROLE PROFILE & PERSON SPECIFICATION Organisational Development Manager 1. RESPONSIBLE TO: Associate Director of Learning & Organisational Development 2. RESPONSIBLE FOR : The Workforce Development

More information

Strategy & Planning Manager Executive Office Location: London Closing date: 27 September 2015

Strategy & Planning Manager Executive Office Location: London Closing date: 27 September 2015 Job title: Strategy & Planning Manager Executive Office Location: London Closing date: 27 September 2015 Contract type: Permanent About Teach First How much you achieve in life should not be determined

More information

Investors in People 2013 - Communications Plan. Introduction What is IiP?

Investors in People 2013 - Communications Plan. Introduction What is IiP? Investors in People 2013 - Communications Plan Introduction What is IiP? Investors in People specialises in transforming business performance through our employees. It is designed to help the Council achieve

More information

Job description HR Advisor

Job description HR Advisor Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and

More information

BUSINESS OCR LEVEL 2 CAMBRIDGE TECHNICAL. Cambridge TECHNICALS TRAINING AND EMPLOYMENT IN BUSINESS CERTIFICATE/DIPLOMA IN H/502/5315 LEVEL 2 UNIT 8

BUSINESS OCR LEVEL 2 CAMBRIDGE TECHNICAL. Cambridge TECHNICALS TRAINING AND EMPLOYMENT IN BUSINESS CERTIFICATE/DIPLOMA IN H/502/5315 LEVEL 2 UNIT 8 Cambridge TECHNICALS OCR LEVEL 2 CAMBRIDGE TECHNICAL CERTIFICATE/DIPLOMA IN BUSINESS TRAINING AND EMPLOYMENT IN BUSINESS H/502/5315 LEVEL 2 UNIT 8 GUIDED LEARNING HOURS: 30 UNIT CREDIT VALUE: 5 TRAINING

More information

JOB DESCRIPTION. Director of Workforce and Organisational Development. Director of HR and Organisational Development

JOB DESCRIPTION. Director of Workforce and Organisational Development. Director of HR and Organisational Development JOB DESCRIPTION Director of Workforce and Organisational Development Post: Director of HR and Organisational Development Band: VSM Division: Trust HQ Department: Human Resources and Organisational Development

More information

People & Organisational Improvement Strategy

People & Organisational Improvement Strategy People & Organisational Improvement Strategy One Community, One Council - Working Together Contents Page Foreword by the Chief Executive..............................................................................

More information

RTU Staff College. Business Plan 2008-2009

RTU Staff College. Business Plan 2008-2009 RTU Staff College Business Plan -2009 The Regional Training Unit provides leadership, coordination and direction in the planning and delivery of training at regional level. The direction and policies of

More information

HR Professionals Building Human Capital

HR Professionals Building Human Capital Human Resource WSQ 1 Marina Boulevard #16-01 One Marina Boulevard Singapore 018989 Tel: 6883 5885 Fax: 6512 1111 Email: http://portal.wda.gov.sg/feedback Website: www.wda.gov.sg Printed in Feb 2015 HR

More information

Human Resources Strategic Objectives and Action Plan 2012-2016 Appendix 1

Human Resources Strategic Objectives and Action Plan 2012-2016 Appendix 1 Human Resources Strategic Objectives and 2012-2016 Appendix 1 Strategic Recruitment & Selection The key to the success of any business is building the right team at the right time, but the process of finding,

More information

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 POSITION TITLE Position Title: Manager HR Consulting Position Number: 3520 Faculty/Division: Division of Services and Resources

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT

DEPARTMENT OF HUMAN RESOURCE MANAGEMENT DEPARTMENT OF HUMAN RESOURCE MANAGEMENT Second Year Classes: 41 203 HUMAN RESOURCE MANAGEMENT 2 41 255 HUMAN RESOURCE DEVELOPMENT 41 256 PEOPLE RESOURCING Third Year Classes: 41 314 HUMAN RESOURCE MANAGEMENT

More information

DRAFT National Medical Card Unit Strategic Plan

DRAFT National Medical Card Unit Strategic Plan DRAFT National Medical Card Unit Strategic Plan 2016-2018 1 Contents Acknowledgement 3 Foreword 4 1. Introduction and Background 5 2. Strategic Context 6 3. Vision and Mission 9 4. Goals and Strategic

More information

Foundation Degree (Arts) International Hospitality Management

Foundation Degree (Arts) International Hospitality Management Foundation Degree (Arts) International Programme Specification Programme Code: 2C44 Programme valid from September 2014 Valid for delivery at: University of Derby Derby College (from September 2015) CONTENTS

More information

Leadership & People Management WSQ

Leadership & People Management WSQ Our frontline leaders in SIA are empowered to lead our service teams to achieve the highest levels of service excellence. They are trained in core functional skills as well as given the opportunity to

More information

Job Title: Customer Contact Manager. Location: Hampton Wick, KT1

Job Title: Customer Contact Manager. Location: Hampton Wick, KT1 Job Title: Customer Contact Manager Location: Hampton Wick, KT1 Application forms for this vacancy to be returned by midday on Monday 17 th September 2012 About Hastoe Formed nearly fifty years ago, Hastoe

More information

JOB DESCRIPTION: Senior Manager HR & Talent Management

JOB DESCRIPTION: Senior Manager HR & Talent Management JOB DESCRIPTION: Senior Manager HR & Talent Management RESPONSIBLE TO: RESPONSIBLE FOR: Group Director The overall management and development of all aspects of HR and Talent Management for the company,

More information

INVESTORS IN PEOPLE REVIEW REPORT

INVESTORS IN PEOPLE REVIEW REPORT INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment

More information

Human Capital Development FY15

Human Capital Development FY15 1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed

More information

Organisational Development Strategy

Organisational Development Strategy Organisational Development Strategy 20 August 2013 Version 6.0 1 River Clyde Homes Vision Our vision is to provide quality, affordable homes, in neighbourhoods we can be proud of and to deliver excellent

More information

National NHS Staff Survey 2009 Results from Surrey & Sussex Healthcare NHS Trust

National NHS Staff Survey 2009 Results from Surrey & Sussex Healthcare NHS Trust Trust Board Public 27 th May 2010 Agenda item: 6.1 National NHS Staff Survey 2009 Results from Surrey & Sussex Healthcare NHS Trust For: Note for information and discussion. Summary: Full Results and summary

More information

You will need to have the ability to get the right message to the right audience in the right way at just the right time.

You will need to have the ability to get the right message to the right audience in the right way at just the right time. February 2014 South Staffordshire College is a college like no other, we think differently, work smarter, love what we do and have fun doing it. We believe that a creative flair is a must no matter what

More information

Curriculum Manager Motor Vehicles Job Description

Curriculum Manager Motor Vehicles Job Description Curriculum Manager Motor Vehicles Job Description Responsible To: Responsible For: Campus: Head of Department Curriculum Staff Southgate Campus Context The curriculum at Barnet and Southgate College is

More information

Workforce Strategy 2015-2020

Workforce Strategy 2015-2020 Workforce Strategy 2015-2020 Introduction 1. The aim of this workforce strategy is to support delivery of the sustained transformation necessary to achieve faster, fitter, more flexible, citizen and customer

More information

Work Matters. The College of Occupational Therapists Vocational Rehabilitation Strategy College of Occupational Therapists

Work Matters. The College of Occupational Therapists Vocational Rehabilitation Strategy College of Occupational Therapists Work Matters The College of Occupational Therapists Vocational Rehabilitation Strategy College of Occupational Therapists About the publisher The College of Occupational Therapists is a wholly owned subsidiary

More information

Cascading Six Sigma Deployment for higher ROI. Six Sigma - 24 Training Programme 2006/07 Prof. Dr. Elena Averboukh, Fellow Master Black Belt

Cascading Six Sigma Deployment for higher ROI. Six Sigma - 24 Training Programme 2006/07 Prof. Dr. Elena Averboukh, Fellow Master Black Belt Cascading Six Sigma Deployment for higher ROI Six Sigma - 24 Training Programme 2006/07 Prof. Dr. Elena Averboukh, Fellow Master Black Belt www.sixsigma-24.de 1. Cascading Training Deployment more Efficient

More information

Our people. In this section. GSK Romania - Corporate Responsibility Report 2013 35

Our people. In this section. GSK Romania - Corporate Responsibility Report 2013 35 GSK Romania - Corporate Responsibility Report 2013 35 Our people Our people are essential to our success. We focus on building their individual capabilities and aim to support and empower them to be the

More information

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Human Resource Management

JOB DESCRIPTION. 1. JOB TITLE: Lecturer in Human Resource Management JOB DESCRIPTION 1. JOB TITLE: Lecturer in Human Resource Management 2. REFERENCE NUMBER: HRMS/13161 3. ROLE CODE: FINLEC 4. DEPARTMENT: Marketing, Human Resource Management, Tourism and Events Management

More information

University of York Coaching Scheme

University of York Coaching Scheme University of York Coaching Scheme Guidelines July 2014 Learning and Development Contents Introduction to Coaching... 2 What is the difference between Coaching, Mentoring, Counselling and Mediation?...

More information

Report of Corporate Management Team Don McLure, Corporate Director, Resources Councillor Alan Napier, Cabinet Portfolio for Resources

Report of Corporate Management Team Don McLure, Corporate Director, Resources Councillor Alan Napier, Cabinet Portfolio for Resources Cabinet 13 July 2011 Investors in People Assessment Report and Action Plan Report of Corporate Management Team Don McLure, Corporate Director, Resources Councillor Alan Napier, Cabinet Portfolio for Resources

More information

Investors in People (IiP)

Investors in People (IiP) Investors in People (IiP) The Investors in People standard is a business improvement tool designed to advance an organisation s performance through the management and development of its people. believe

More information

Institute of Leadership & Management. Creating a coaching culture

Institute of Leadership & Management. Creating a coaching culture Institute of Leadership & Management Creating a coaching culture Contents Introduction 01 Executive summary 02 Research findings 03 Conclusion 07 Methodology 08 Introduction The world of work is complex

More information

Impact of coaching on employee well-being, engagement and job satisfaction

Impact of coaching on employee well-being, engagement and job satisfaction Impact of coaching on employee well-being, engagement and job satisfaction Research Summary Hicks B, Carter A, Sinclair A Summary of Findings The research is an exploratory study into whether employees

More information

HR Officer Application Pack

HR Officer Application Pack Closing date: Friday 08 April 2016 at 5pm HR Officer 29,462-33,586 (inc LW) London What our staff say about Girlguiding Girlguiding participates in the Charity Pulse Staff Satisfaction Survey conducted

More information

Test your talent How does your approach to talent strategy measure up?

Test your talent How does your approach to talent strategy measure up? 1 Test your talent How does your approach to talent strategy measure up? Talent strategy or struggle? Each year at Head Heart + Brain we carry out research projects to help understand best practice in

More information

Achieving efficiencies in public transport delivery: The role of Local Integrated Transport Services (LITS)

Achieving efficiencies in public transport delivery: The role of Local Integrated Transport Services (LITS) Research and Information Service Paper 80/12 27 Apr 2012 NIAR 250-12 Des McKibbin Achieving efficiencies in public transport delivery: The role of Local Integrated Transport Services (LITS) 1 Overview

More information

To plan and facilitate transformational change in the way that people are managed within the Trust.

To plan and facilitate transformational change in the way that people are managed within the Trust. JOB TITLE: BAND: BASE: RESPONSIBLE TO: ACCOUNTABLE TO: Assistant Director of Organisational Development TBA XX Deputy Director of HR and OD Deputy Director of HR and OD JOB SUMMARY To lead, develop and

More information

Employee Wellness and Engagement

Employee Wellness and Engagement Employee Wellness and Engagement HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back

More information

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013

QUALITY ASSESSMENT & IMPROVEMENT. Workforce ACUTE HOSPITAL SERVICES. Supporting services to deliver quality healthcare JUNE 2013 QUALITY ASSESSMENT & IMPROVEMENT ACUTE HOSPITAL SERVICES JUNE 2013 Workforce Supporting services to deliver quality healthcare Effective Care and Support Safe Care and Support Person Centred Care and

More information

service inspired by you Transdev Customer Experience Strategy 2013-2015 Transdev Customer Service Strategy

service inspired by you Transdev Customer Experience Strategy 2013-2015 Transdev Customer Service Strategy service inspired by you Transdev Customer Experience Strategy 2013-2015 Transdev Customer Service Strategy 1 Introduction Transdev Australasia s Customer Experience Strategy sets out our aims and ambitions,

More information

Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce

Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce January 2015 Fluctuating conditions, fluctuating support: Improving organisational resilience to fluctuating conditions in the workforce An executive summary of the second white paper of the Health at

More information

HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN. Devised: September 2004 Review: September HR Strategy Implementation Plan 1

HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN. Devised: September 2004 Review: September HR Strategy Implementation Plan 1 HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN Devised: September Review: September 2005 HR Strategy Implementation Plan 1 PEOPLE OBJECTIVE ACTIONS ACHIEVEMENT Create a work life balance culture within

More information

Helvetia Group. Human resources policy

Helvetia Group. Human resources policy Helvetia Group Human resources policy Dear colleagues Our human resources policy is based on our mission statement To excel in growth, profitability and customer loyalty and is lived and implemented throughout

More information

April 2011. Human Resources Strategy 2011-15 1

April 2011. Human Resources Strategy 2011-15 1 Human Resources Strategy 2011-15 April 2011 Human Resources Strategy 2011-15 1 Message from the Human Resources Manager In order to be successful, Ruapehu District Council (RDC) has to develop its human

More information

City College Plymouth Finance & Resources Directorate Human Resources

City College Plymouth Finance & Resources Directorate Human Resources City College Plymouth Finance & Resources Directorate Human Resources JOB DESCRIPTION POST TITLE : Director of Human Resources DATE : March 2010 REPORTS TO : Deputy Principal Finance & Resources Job Purpose

More information

Internal Communication and Engagement Manager (part-time)

Internal Communication and Engagement Manager (part-time) Internal Communication and Engagement Manager (part-time) Main purpose of job To develop and manage internal communication and engagement programmes to support Alzheimer s Society projects, activities

More information

Learning and Development Manager

Learning and Development Manager Learning and Development Manager About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect the public. To do

More information

CATEGORY INFORMATION AND GUIDANCE ON ENTERING

CATEGORY INFORMATION AND GUIDANCE ON ENTERING CATEGORY INFORMATION AND GUIDANCE ON ENTERING This year marks the ninth annual TJ Awards and our purpose is to encourage and recognise best practice in organisational learning and development. We are delighted

More information

JOINT DIRECTOR OF PUBLIC HEALTH JOB DESCRIPTION

JOINT DIRECTOR OF PUBLIC HEALTH JOB DESCRIPTION JOINT DIRECTOR OF PUBLIC HEALTH JOB DESCRIPTION Employing organisation: London Borough Waltham Forest Grade/Salary: 88-98,000 (permanent). Interim Daily Rate 910. Responsible to: Deputy Chief Executive

More information

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1

City and County of Swansea. Human Resources & Workforce Strategy 2013-2017. Ambition is Critical 1 City and County of Swansea Human Resources & Workforce Strategy 2013-2017 Ambition is Critical 1 Delivering quality services for a safer, greener, smarter, fairer, healthier, richer Swansea Executive Summary

More information

Certificate in Training Practice

Certificate in Training Practice Certificate in Training Practice Purpose The Certificate in Training Practice (CTP) is a foundation-level Standard, at an equivalent level to NVQ/SVQ Level 3 in Learning and Development. The Certificate

More information

National NHS Staff Survey. 2011 Action Plan & Actions to date

National NHS Staff Survey. 2011 Action Plan & Actions to date National NHS Staff Survey 2011 Action Plan & Actions to date Health Warning 13% of workforce (842) receive the survey directly from Capita. 52% (438) of those sampled returned their questionnaires. These

More information

Job Description Payroll Service Specialist Band 7

Job Description Payroll Service Specialist Band 7 Job Description Payroll Service Specialist Band 7 Post: Payroll Shared Service Specialist Band: 7 Location: College Street, Belfast Reports to: Head of Payroll Service Responsible to: Assistant Director

More information

MEETING OF TRUST BOARD EXECUTIVE SUMMARY AGENDA ITEM 4.2

MEETING OF TRUST BOARD EXECUTIVE SUMMARY AGENDA ITEM 4.2 MEETING OF TRUST BOARD EXECUTIVE SUMMARY TITLE & DATE: AGENDA ITEM 4.2 National NHS Staff Survey and Trust Staff Satisfaction Survey 2013 Action Plan 27 February 2014 This paper is for: Approval x Decision

More information

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY

GUIDE PASSION FOR PEOPLE. www.investingintalent.co.uk ENTRY ENTRY GUIDE Early Bird entry deadline: 22 April Final entry deadline: 1 June THE RECRUITMENT AWARDS THAT PUT TALENT FIRST It s great when a hardworking, dedicated team is recognised by an external organisation.

More information

Corporate Plan 2013/2014

Corporate Plan 2013/2014 Corporate Plan 2013/2014 Contents; 1. Introduction 2. National and Local Context 3. 2013/14 Priority Areas Appendix 1 Corporate Objectives 2013/14 Appendix 2 Plan on a Page Appendix 3 CCG Outcomes indicator

More information

Human Resources & Organisational Development. Stratford with regular travel to Cardiff, and visits across England & Wales

Human Resources & Organisational Development. Stratford with regular travel to Cardiff, and visits across England & Wales Job Description Job title Reporting to (post) Responsible for line managing (posts) Grade Overall size of team Department/section Hours of work Located at Type of contract Budgetary responsibility and

More information

CORPORATE SOCIAL RESPONSIBILITY STRATEGY

CORPORATE SOCIAL RESPONSIBILITY STRATEGY CORPORATE SOCIAL RESPONSIBILITY STRATEGY 2013-2018 1 Contents Introduction...3 Our CSR Vision...5 Our CSR Objectives...7 Challenges and barriers...10 Implementation Framework...11 Communication Framework...13

More information

Academic 4 (SL&TF) Role Profile

Academic 4 (SL&TF) Role Profile Academic 4 (SL&TF) Role Profile (Profile builds on the SL Profile which relates to the substantive role undertaken in addition to the Fellowship) Communication Disseminate conceptual and complex ideas

More information