Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year
|
|
- Roberta Wright
- 7 years ago
- Views:
Transcription
1 Objective 1 Customer Services Review Appendix A Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year Published HR1 (legal form required by Secretary of State for advance notice of collective redundancies sent to Insolvency Service) Developed and prepared consultation communications, process and documentation including dealing with feedback Engaged staff side leads in the steering group Launched consultation process to directly affected staff Launched consultation process to indirectly affected staff and the winder workforce Agreed media briefings with Communications Completed staff Equality Impact Assessment Joint HR & Comms Working Group for managers established Bands 4, 5 and 6 briefings established Staff FAQs published and maintained Complete business continuity planning for the project Planned, resourced and initiate individual staff consultations and associated data collection Set up NHS Jobs account for at risk staff MARS process agreed and launched Ongoing consultations with Trade Unions to meet milestones Voluntary redundancy process agreed Develop selection processes, criteria and resources (contingent on detailed design) Support redeployment and mitigation planning Develop eroster for booking and patient pathways (contingent on detailed design) Implement new structures 1 Full year savings now expected to be 3.5m Consultation concerns 433 staff in booking and medical secretarial roles Expected job losses 142, of which a maximum of 107 wte could be redundancies
2 Objective 2 Strategy Develop and publish the People Strategy Develop draft Engagement Plan and ongoing consultation with staff and managers Produce TEC and Board paper Trust Board Study Session Publish on Staff Net Agree with Trust Board engagement Plan Continue with consultation People Strategy agreed June
3 Objective 3 Workforce Planning Develop a workforce plan that is consistent with Operating Plans Develop benchmarking and workforce plans in partnership with services Project manage Consultant Job Planning to achieve 85% 5-year workforce plans for key staff groups Develop a workforce plan that is consistent with Operating Plans Completed Q1 Develop a workforce plan that is consistent with Operating Plans Continue monthly monitoring of workforce plan Draft I of Divisional Workforce Plan Reduce by 321 wte 50% by 1 st September 75% by 31 st Dec 85% by 1 st Feb Draft plan 31 st Dec Develop benchmarking and workforce plans in partnership with services Training for Senior Workforce Analyst in Dr Foster benchmarking tool Workshop for Care Groups on workforce planning for onwards 5-year workforce plans for key staff groups Work with R Chable on nursing work streams Present at SUHT Modernising Scientific Careers (MSC) conference 26 Sept 1:1 meetings with CGCLs on Medical Workforce Plans Develop benchmarking and workforce plans in partnership with services Continue joint working on initiatives to support delivery of reduction in medical posts Contribute to productivity packs Project manage Consultant Job Planning to achieve 85% 47% job plans signed off at 1 st Sept 2011 (but a few are from previous round) Monitor and follow up with CGCLs 5-year workforce plans for key staff groups Draft I of the Strategic Workforce Plan 3
4 Objective 4 erostering Embed erostering as the preferred way of rostering, identifying avoidable costs Continue the roll out of the erostering system enabling safe staffing, payroll interface, employee online and savings of 1.19m erostering consolidation exercise aimed at offering additional support to 60 units now live to embedding the product, increasing user knowledge SUHT erostering Project featured at Allocate National User Group Conference in July 2011 SUHT erostering Project shortlisted for HSJ Workforce Efficiency Awards Report to Audit & Assurance Committee on erostering system December 2012 NHSP Bank Pilot phase interface to be completed Develop Plan for 2012/ staff paid via erostering Potential cost to be avoided = 247,116 (April Sept) Figures to be validated by Care Groups in the next Quarter Units live on payroll = 54 4
5 Objective 5 Appraisals Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Performance management of appraisal target through HR Business Partners Raise profile of use of correct documentation and managers standard objectives Ensure corporate objectives are rolled out to embed quality approach. Increase appraisal levels to 90% and audit and feedback implementation to drive up the quality of appraisals Continue with performance management of appraisal target through HR Business Partners Continue to raise profile of use of correct documentation and managers standard objectives Continue to ensure corporate objectives are rolled out to embed quality approach. Current performance (as at 7 th Sept) of individuals appraised during the last 12 months: Div A: 81% Div B: 77% Div C: 72% Div D: 78% THQ : 58% Trust Total = 74% Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Visits to Bristol and East Kent trust Exploratory talks and demo s with different eappraisal products Evaluate e-appraisal systems to determine whether a cost effective system can be procured that links to Medical Revalidation and learning and development Continue to visit Reference sites for potential e- Appraisal products Evaluate whether AT Performance is effective tool for appraisal and medical revalidation (This product is linked to eksf and will not require normal procurement processes) 5
6 Objective 6 Equality & Diversity Develop a BME Action Plan Lead the establishment of the Trust Equality Delivery System (EDS) Develop a BME Action Plan Implement BME Action Plan e.g. video recording; catering; presentation and IT BME TEC / consultation / engagement BRAP (Birmingham Race Action Partnership), discussions with BME network Develop a BME Action Plan Draft EDS TEC Paper and implement recommendations 200 staff to attend BME conference in September Lead the establishment of the Trust Equality Delivery System (EDS) Trust Board sign-off for EDS Establish Steering Group and project plan agreed Lead the establishment of the Trust Equality Delivery System (EDS) Plan Equality and Diversity Training with IDEAL Establish operational plans for EDS Add more members to EDS Steering Group as per TEC recommendations paper Increase Equality & Diversity training 6
7 Objective 7 Employee Relations Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Develop line managers confidence and competence in disciplinaries, grievances and performance management Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Rise in ER cases from Q in particular short term sickness case workload Increase in number of divisional consultations to reduce posts, change hours and working practices Develop line managers confidence and competence in disciplinaries, grievances and performance management Increase in number of individuals hitting short term sickness absence trigger points and requiring management intervention. Trigger point is now 3 in 12 months 3 legal training sessions to improve manager confidence and competence with: o Conducting investigations o Conduct disciplinary hearings Report on significant ER cases, trends and outcomes to the Trust Board on a quarterly basis using 2010 baseline Analysis of ET cases and high profile cases to be completed Develop line managers confidence and competence in disciplinaries, grievances and performance management Legal sessions organised for November for Senior Clinical Managers to build capability and confidence around procedures for handling Medical conduct and capability cases Scope training for grievance resolution and mediation training to solve disputes at early stages Current cases as at 1 July 2011: Conduct 13 Capability 11 Short term sickness 544 ** Long term sickness 106 Grievances 13 Organisational 16 changes Appeals 4 Total 707 Baseline Sept 2010 figures: Conduct 16 Capability 12 Short term sickness 175 Long term sickness 89 Grievances 11 Organisational 10 changes Appeals 3 Total 316 Live employment tribunal claims 7 claims live at present ** Increase due to tougher trigger points 7
8 Please note part of this section has been removed as it contains commercial in confidence information Objective 8 Occupational Health Review clinical outcome data for Return 2 Health Provide flu immunisation to 50% of Trust staff Review clinical outcome data for Return 2 Health Work started in analysis with comparison site Review clinical outcome data for Return 2 Health Continue analysis to end of year Provide flu immunisation to 50% of Trust staff Raise awareness of flu prior to immunisation next quarter (Oct Dec) Provide flu immunisation to 50% of Trust staff Provide immunisation as per TEC paper TEC paper completed on Flu Immunisation July
9 Objective 9 Recruitment Reviews Review Non-Executive Directors appraisal and recruitment process as part of FT Review Consultant recruitment processes in partnership with Medical Director Review Non-Executive Directors appraisal and recruitment process as part of FT Review NED appraisal and recruitment processes in mature FT Meetings with Chair/CEO Review Non-Executive Directors appraisal and recruitment process as part of FT Tec/Board paper on Consultant/Senior Appointments Governor Remuneration papers prepared for Chair New Appraisal/Recruitment process agreed ready for FT status Trust Board to agree recommendations for Consultant/Senior Recruitment Review Consultant recruitment processes in partnership with Medical Director Meeting with MD on consultant recruitment Draft paper on recommendations for Consultant recruitment/senior appointments Review Consultant recruitment processes in partnership with Medical Director TEC paper recommending changes in recruitment processes 9
10 Objective 10 Pay & Benefits Expansion of salary sacrifice for car parking.1m Develop salary sacrifice for cars.1m Review options for recruitment and retention premiums.9m pa Negotiate new On-Call Harmonisation Expansion of salary sacrifice for car parking.1m Salary sacrifice for car parking Car parking appeals heard Expansion of salary sacrifice for car parking.1m Complete car parking appeals Salary sacrifice processed on time Develop salary sacrifice for cars.1m Reviewed car salary sacrifice NHS scheme in preparation for formal proposal Develop salary sacrifice for cars.1m Salary sacrifice proposal for car scheme to Director of Organisational Development and Finance Director Business case agreed for R & R saving Review options for recruitment and retention premiums.9m No work completed this quarter Review options for recruitment and retention premiums.9m Establish R & R approach Negotiate new On Call Harmonisation Compile analysis on On Call rosters including costs Continue Trade Union engagement Negotiate new On Call Harmonisation Develop options for On Call reward consultation Agree financial implications for options for On Call Continue TU Engagement and negotiate for On Call Business case agreed for On Call harmonisation 10
11 Objective 11 HR Deliver structural changes and technology in HR Continued implementation of Recruitment and Transactions team formed from May 2010 Continued implementation of e-recruitment system (TRAC), improving quality and efficiency implemented for new roles from 1 July Appointment of HR Practice Unit Manager post Continue to focus on quality for recruitment and transactions team following high volumes in summer on clearing backlog Continue to explore ecrb solution Initiate procurement of web portal and case management system Create the new HR Practice Advisory Unit, centralising HR basic to medium complexity line management support into one team Year 1 target savings of 47k 11
12 Objective 12 Staff Attitude Survey Address key findings of 2010 Staff Attitude Survey by developing and monitoring an Action Plan with appropriate KPIs Invite key nurses to Steering Group to discuss approach and action plan to hand hygiene findings Commission SAS for 2011/12 Steering Group to monitor Divisional and Corporate progress Continue to mitigate impact of CSIP (Customer Service Improvement Project) on SAS 2011/12 SAS staff engagement above average on 2011/12 Hand hygiene not in bottom 20% 12
13 Objective 13 Absence Work towards an overall sickness absence level of 3.35% HR Advisors continue to work closely with line managers to keep sickness low Increase in individuals hitting short term absence triggers Wellbeing objectives included in standard appraisal documentation. Continue to monitor appraisal quality through audit process Continue to work through HR teams and OH to keep absence levels low Continue to maximise use of R2H Update Strategic wellbeing plan Current 12 month rolling average 3.38% Target 3.5% 13
14 Objective 14 Agency Workers Regulations Develop an Action Plan and system to minimise the impact of the Agency Workers Directive (AWD) Review options on how to manage Agency Workers Directive Meetings held with Finance Meetings with NHSP for alternative option Decide on approach and develop and implement plan Finalise Meetings with Finance, decide on approach, communicate plan and implement policy. By October 2011 arrangements and plan in place for the management & communications of Agency Workers Directive (AWD) 14
Workforce report September 2015
Workforce report September 2015 Trust Board Meeting Item: 10 25 th November 2015 Enclosure: F Purpose of the Report: This report provides an update in respect of performance against agreed workforce targets
More informationHuman 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 informationBusiness Plan for Strategic Human Resources - March 2012 to 30 September 2013
Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 1. Introduction 1.1 The Service s key responsibilities are to: 1.2 Context Design & deliver people and organisational development
More informationHR Advice and Development (Academies)
HR Advice and Development (Academies) Service Level Agreement 2016/17 Introduction from Service Lead Dear Headteacher, Chair of Governors and School Business Manager Welcome to the Service Schedule for
More informationReport to: Trust Board Agenda item: 13 Date of Meeting: 25 April 2012
Report to: Trust Board Agenda item: 13 Date of Meeting: 25 April 2012 Title of Report: Status: Board Sponsor: Author: Appendices HR Quarterly Report For information Lynn Vaughan, Director of Human Resources
More informationTo respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.
Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the
More informationHR Enabling Strategy 2012-2017
This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x
More informationHuman Resources & Facilities Services. Service Delivery Plan 2014/15. Overview of the Human Resources Service
Human Resources & Facilities Services Service Delivery Plan 2014/15 Overview of the Human Resources Service The role of the HR Service is to support the Council in achieving its corporate objectives, priorities
More informationHR 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 informationStratford on Avon District Council. The Human Resources Strategy
Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource
More informationUCDHR. 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 informationHuman Resources Structure and Strategy. PRESENTATION TO AIG PIR GROUP 7 May 2013
Human Resources Structure and Strategy PRESENTATION TO AIG PIR GROUP 7 May 2013 1 About Spotless Our Services Food Services Cleaning Services Facility Management Services Commercial Laundry and Linen Services
More informationEquality and Diversity Steering Group. Annual Report 2013/14
Item 12 Equality and Diversity Steering Group Annual Report 2013/14 Produced by: Equality, Diversity & Inclusion Steering Group Board of Directors Meeting 27 th May 2014 Action for Board: For information
More informationCity 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 informationHuman Resources Strategy. 2.1 be a great place to work with employees committed to University objectives and valued for their contribution
Human Resources Strategy 1. Introduction and Background 2. Human Resources Objectives and Strategy 2.1 be a great place to work with employees committed to University objectives and valued for their contribution
More informationJOB DESCRIPTION. Tatchbury Mount base and other Southern Health Sites as required
JOB DESCRIPTION Job Title: Band: Hours: Location: Accountable to: Lead Manager for Workforce Planning & Resourcing 8a 37.5 per week Tatchbury Mount base and other Southern Health Sites as required Deputy
More informationRecruitment Team and HRP. OneSource Build Team, Recruitment Team, HRP. OneSource Build Team, Employment Services Centre, Recruitment Team
HR OPERATIONAL PLAN SEPTEMBER 05 AUGUST 06 Aim : Recruitment and retention of the World s best talent GOAL ACTION TEAM LEAD & OTHERS INVOLVED TARGET COMPLETION DATE STRATEGIC GOAL* a. Establish modern
More informationSHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE
SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE TRUST HEALTHCARE GOVERNANCE COMMITTEE I TO BE HELD ON MONDAY 26 NOVEMBER 2012 Subject: Supporting Director: Author: Status
More informationAppendix 2e. DIRECTORATE OF AUDIT, FF RISK AND ASSURANCE Internal Audit Service to the GLA. Follow up Review of Sickness Monitoring and Control
Appendix 2e DIRECTORATE OF AUDIT, FF RISK AND ASSURANCE Internal Audit Service to the GLA Follow up Review of Sickness Monitoring and Control EXECUTIVE SUMMARY 1. Background 1.1 This audit follows up the
More informationREVIEW OF CORPORATE SERVICES HR BUSINESS CASE
REVIEW OF CORPORATE SERVICES HR BUSINESS CASE 1. The Strategic Case for Integration The alignment with Council strategies 1.1 The Lewes Change Management Programme (CMP) outlines the need to redesign the
More informationTAUHEEDUL EDUCATION TRUST
TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc 54-59 Staff Responsibility for: As
More informationScotland s public sector workforce. Good practice guide
Scotland s public sector workforce Good practice guide Prepared by Audit Scotland March 2014 Contents Introduction... 4 Purpose of the guide... 4 What s in the guide?... 4 Part 1. Good practice in workforce
More informationRecruitment and Selection Services Centre Team Leader
Job Description Recruitment and Selection Team Leader Band 5 Job Title: Band: Reports to: Recruitment and Selection Services Centre Team Leader 5 ( 21,388-27,901 per annum) Service Delivery Manager Accountable
More informationHuman Resource Change Management Plan
Structural Reform in Western Australian Local Governments Human Resource Change Management Plan A resource for the progression of your workforce through the structural reform process Contents Human Resource
More informationSustaining Progress Fourth Progress Report
Sustaining Progress Fourth Progress Report Name of Institution DUBLIN CITY UNIVERSITY I confirm that I have assessed and verified the extent of progress and co-operation which has been achieved to date
More informationPEOPLE 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 informationGary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development
By: Gary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development To: Personnel Committee Date: 4 November 2015 Subject: Classification:
More informationEstablish staff satisfaction action group including majority staff representatives Establish resource planning group
Staff Satisfaction Survey 2013 Action Plan Overall Influence N/A Identify priority teams Priority teams identified End Feb Programme Management Clarity Identify successful Teams identified End Feb Work
More informationWiltshire Council Human Resources. Improving Work Performance Policy and Procedure
Wiltshire Council Human Resources Improving Work Performance Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationLead Provider Framework Draft Scope. NHS England / 13/12/13 Gateway Ref: 00897
Lead Provider Framework Draft Scope NHS England / 13/12/13 Gateway Ref: 00897 1 Introduction The commissioning support lead provider framework is being developed in response to requests from CCGs for a
More informationBusiness Plan-Human Resource Component
RiskID Phone 0403369295 Fax 08 94466487 hemsm@riskid.com.au ABN 256 145 86627 Business Plan-Human Resource Component Mid West Group of Councils August 2010 1.1 People Current State The four Shires are
More informationAPPENDIX A Human Resources (HR) - Service Delivery Plan 2015-2016
APPENDIX A Human Resources (HR) - Service Delivery Plan 2015-2016 Overview of HR Service The HR team comprises 1 HR Manager and 1 HR Support Officer. The HR Manager is currently part time, for 30 hours
More informationNOT PROTECTIVELY MARKED. Date: 30 JULY 2015 DIANE VINCENT, DIRECTOR OF PEOPLE AND ORGANISATIONAL DEVELOPMENT
Agenda Item: 13 Report To: Report No: SCOTTISH FIRE AND RESCUE SERVICE BOARD B/POD/07-15 Date: 30 JULY 2015 Report By: DIANE VINCENT, DIRECTOR OF PEOPLE AND ORGANISATIONAL DEVELOPMENT Subject: SCOTTISH
More informationAction Plan to Improve 2015/16 Staff Survey Results
TB 076/15 Meeting title Report title Trust Board Action Plan to Improve 2015/16 Staff Survey Results Meeting date 26 June 2015 Lead director Report author FOI status Report summary Purpose Recommendation
More informationAnnexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS
Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PAGE 1 MAIN FUNCTION LEVEL
More informationJOB PROFILE POSITION INFORMATION. Senior Human Resources Manager. CEO / Executive Director: Human Resources
JOB PROFILE POSITION INFORMATION Position Title Department Senior Human Resources Manager Human Resources Peromnes Grade Grade 6 Reports To CEO / Executive Director: Human Resources Number of Direct Reports
More informationHR Service Level Agreement 2013 / 14
HR Service Level Agreement 2013 / 14 Why use City of York Council HR Service There are a number of reasons why you should choose to work with the York HR Service: HR understands education and can apply
More informationOffice of Human Resources. (a Directorate of the Cabinet Office) Operational Plan 2015 16
Office of Human Resources (a Directorate of the Cabinet Office) Operational Plan 2015 16 October 2015 About Us The Office of Human Resources was established with effect from 1 st April, 2014, as an integral
More informationPeople & Organisational Development Strategy
2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global
More informationGLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST
GLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST MAIN BOARD FEBRUARY 2015 2014 STAFF SURVEY RESULTS 1. Aim 1.1 To present to the Trust Board the key findings from the 2014 staff survey results and to outline
More informationTitle: Sickness Absence Management Policy and Procedure. CONTENT SECTION DESCRIPTION PAGE. 1 Introduction 2. 2 Policy statement 2.
Title: Sickness Absence Management Policy and Procedure. Date Approved: 17 June 2014 Approved by: JSPF Date of review: June 2016 Policy Ref: Issue: 1 Division/Department: Human Resources Author (post-holder):
More informationTUPE CONSULTATION DOCUMENT
Annex B Proposed Acquisition of Trafford Healthcare NHS Trust by Central Manchester University Hospitals NHS Foundation Trust Transfer of Undertakings (Protection of Employment) Regulations 2006 (TUPE)
More informationJob Application Pack. Senior HR Adviser. August 2015
Job Application Pack Senior HR Adviser August 2015 Dear Applicant August 2015 Senior HR Adviser We are currently seeking to appoint a Senior HR Adviser, who will be contracted to work from home and the
More informationREWARDING AND DEVELOPING PEOPLE AT OXFORD UNIVERSITY OF OXFORD HUMAN RESOURCES STRATEGY
1. Introduction REWARDING AND DEVELOPING PEOPLE AT OXFORD UNIVERSITY OF OXFORD HUMAN RESOURCES STRATEGY 1.1 Oxford s Human Resources (HR) Strategy relates, except where otherwise stated, to all those employed
More informationThe 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 informationHR and Payroll Service Appendix A
HR and Payroll Service Appendix A Recruitment Administration Vacancy placement: Process requests to place adverts in publications as specified by the school School Responsibilities Promptly furnish Capita
More informationAppendix 1 Action Plan and Progress Against Current Status of Peer Review and Ofsted Fostering Report Recommendations
Appendix 1 Action Plan and Progress Against Current Status of Peer Review and Ofsted Fostering Report Recommendations Peer Review Recommendations Recommendation Timescale Lead officer Actions Evidence/Impact
More informationJob 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 informationReview of the Management of Sickness Absence Conwy County Borough Council
Audit 2004/2005 Date: December 2005 Authors: Ros Adams and George Jones Ref: 1072A2005 Review of the Management of Sickness Absence Conwy County Borough Council Contents Summary Report Introduction 3 Background
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Page 1 Grievance Policy and Procedure Policy ref no: HR012-14 Author (inc job Judith Champion, Senior HR Business Partner title) Date Approved May 2014 Approved by Quality
More informationHuman Resources Strategy 2012-2016. Excellent People
Human Resources Strategy 2012-2016 Excellent People SPONSOR: Sandra Le Blanc Director of Human Resources Signature: AUTHORS: Sandra Le Blanc Director of Human Resources Keith Warrior Associate Director
More informationNHS BLOOD AND TRANSPLANT MARCH 2009 RESPONDING EFFECTIVELY TO BLOOD DONOR FEEDBACK
09/26 NHS BLOOD AND TRANSPLANT MARCH 2009 RESPONDING EFFECTIVELY TO BLOOD DONOR FEEDBACK EXECUTIVE SUMMARY From April 2009 an NHS wide common approach to complaint handling comes in to effect. This provides
More informationWorkforce Performance Management Policy and Procedure
Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Page: Page 1 of 19 Recommended by Approved by Executive Management Team Workforce Committee Approval
More informationSELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA
SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to
More informationJOB DESCRIPTION. HRPTS Payroll Implementation Manager (Temporary/Secondment Opportunity until 31 August 2014)
Ref No: 73214007 JOB DESCRIPTION JOB TITLE BAND DIRECTORATE INITIAL LOCATION REPORTS TO ACCOUNTABLE TO HRPTS Payroll Implementation Manager (Temporary/Secondment Opportunity until 31 August 2014) 8a Finance
More informationARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011
ARGYLL AND BUTE COUNCIL SUPPORT SERVICES REVIEW HR & PAYROLL EXECUTIVE SUMMARY- 2 NOVEMBER 2011 1 Introduction 1.1 The Heads of Customer & Support Services, Improvement & HR and the workstream leads for
More informationCAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDES: PERFORMANCE MANAGEMENT
CAREY OLSEN STARTING POINT EMPLOYMENT LAW GUIDES: PERFORMANCE MANAGEMENT MARCH 2014 EMPLOYMENT, PENSIONS & INCENTIVES W W W.C A R E YO L S E N.C O M B R I T I S H V I RG I N I S L A N D S C AY M A N I
More informationGovernment of Trinidad and Tobago
Ref #: A007 Government of Trinidad and Tobago JOB DESCRIPTION CONTRACTUAL POSITION JOB TITLE: HEAD HUMAN RESOURCE JOB SUMMARY: The incumbent is required to provide overall management and coordination of
More information2014 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 informationRestructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
More informationCorporate Governance Service Business Plan 2011-2016. Modernising Services
Corporate Governance Service Business Plan 2011-2016 Modernising Services Index 1. Executive Summary 3 2. Vision and Strategy 4 3. Service Overview 3.1 What Services do we and Will we Deliver? 5 3.2 How
More informationChildren s Services Improvement and Business Support. Service Review 2013/14
Children s Services Improvement and Business Support Service Review 2013/14 Service Name: Children s Services Improvement and Business Support Service Contact: Richard Williams Date of review: 2013/14
More informationABERDEEN CITY COUNCIL. Finance Policy and Resources Committee. Sickness Absence Update and Revised Maximising Attendance Policy
ABERDEEN CITY COUNCIL COMMITTEE Finance Policy and Resources Committee DATE 6 May 2014 DIRECTOR TITLE OF REPORT REPORT NUMBER: CHECKLIST RECEIVED: Angela Scott Sickness Absence Update and Revised Maximising
More informationThe Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached.
Council, 25 March 2015 Human Resources Department Work Plan 2015-2016 Executive summary and recommendations Introduction The Human Resources Department Work Plan for the period 1 April 2015 to 31 March
More informationJOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ
A JOB DESCRIPTION Job Title: Regional Human Resources Manager (RHRM) Division: Human Resources Department/Region/Section: Human Resources Location: Based at North Region, Leeds RHQ Reports to: Head of
More informationHUMAN RESOURCES DIVISION: Records Retention Schedule (RRS)
HUMAN RESOURCES DIVISION: Records Retention Schedule (RRS) Author: Diane Whalen Date: January 2013 This document defines the records retention schedule for records held and owned by the HR Office, and
More informationVale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011
Vale of Glamorgan Overview Report: Review of HR and Workforce Planning November 2011 Content 1 Introduction 1 2. Review Findings 3 3. The Way Forward 17 2012 Grant Thornton UK LLP. All rights reserved.
More informationBusiness Plan 2013-14
Commission for Local Administration in England Business Plan 2013-14 All Business Plan activity is linked to our four Strategic Objectives LGO Business Plan 2013-2014 v web Page 1 1. Provide a complaints
More informationRight: People Roles Recognition - Culture
Our HR Strategy sion Vi Our ambitious new strategy requires a workforce which can demonstrate speed and agility; to achieve this we need to recruit, develop and retain people with the right skills, knowledge
More informationInvestors 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 informationChristchurch City Council. Human Resources. Activity Management Plan. Long Term Plan 2015 2025. 15 December 2014. Human Resources
Human Resources Activity Management Plan Long Term Plan 2015 2025 15 December 2014 Human Resources Quality Assurance Statement Christchurch City Council Civic Offices 53 Hereford Street PO Box 73015 Christchurch
More informationClinical Governance and Workforce Committee Summary Report
Committee: Trust Board Meeting Date: 25 June 2015 This paper is for: Assurance and Information Title: Clinical Governance and Workforce Committee Summary Report Purpose: The purpose of this report is to
More informationWWL 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 informationEaling Council HR Service to Schools 2013 / 14
Ealing Council HR Service to Schools 2013 / 14 Human Resources & Organisational Development Welcome The Ealing Schools HR Consultancy Team has been supporting Ealing Schools on all aspects of human resources
More informationDate of Trust Board 29 th January 2014. Title of Report Performance Management Strategy - 2013-2016
ENCLOSURE: P Date of Trust Board 29 th January 2014 Title of Report Performance Management Strategy - 2013-2016 Purpose of Report Abstract To set out the Performance Management Strategy of the Trust in
More informationNASUWT/NUT MODEL SCHOOL PAY POLICY
NASUWT/NUT MODEL SCHOOL PAY POLICY PURPOSE OF THE MODEL PAY POLICY The NUT and the NASUWT believe that a fair, transparent and consistent pay policy which recognises and rewards teachers as highly skilled
More informationPM Governance. Executive Team ADCA ADCA
Item 6.5a Action Plan against the Recommendations Made in the Review of Risk Management Arrangements by PM Governance, November 2014 Key: PM Governance Paul Moore, Risk Consultant ADCA Associate Director
More informationThurrock Council. Managing Sickness Absence Policy
Thurrock Council Managing Sickness Absence Policy Contents Page 1. Introduction 5 2 Purpose 5 3. Scope 6 4. Key Responsibilities 6 Employees Managers Human Resources 5. Reporting Sickness Absence 7 Reporting
More informationThe NHS Knowledge and Skills Framework (NHS KSF) and the Development Review Process
The NHS Knowledge and Skills Framework (NHS KSF) and the Development Review Process [This is the final draft of the NHS KSF Handbook that will be used for national roll-out if implementation of Agenda
More informationSTAFF SURVEY REPORT AND ACTION PLAN
Affiliated Teaching Hospital BOARD OF DIRECTORS: 27 TH MAY 2016 AGENDA ITEM: 10.2 SUBJECT: STAFF SURVEY REPORT AND ACTION PLAN RESPONSIBLE DIRECTOR: Director of Human Resources & Organisational Development
More informationAdvantages and Disadvantages of Staffing Models
Advantages and Disadvantages of Staffing Models The following table sets out a comparison of the advantages and disadvantages of a model and a secondment model (following a opt out by the staff affected).
More informationJOB DESCRIPTION. Job Title: Division: Department: Contract: Reporting to: Head of HR. Background. Purpose of job
JOB DESCRIPTION Job Title: Senior HR Manager (Employee Relations) Division: Finance & Resources Department: HR and Organisation Development Contract: Permanent, Full Time Reporting to: Head of HR Background
More informationHR Metamorphosis at City University - Summary of Changes Since 2009
For UHR website An HR Metamorphosis at City University London Summary Since 2009, a challenging, rolling programme of parallel and integrated HR initiatives has transformed the efficiency and effectiveness
More informationSKILLED, ENGAGED & MOTIVATED STAFF
Leadership and Management Capability Flexibility of Staff SKILLED, ENGAGED & MOTIVATED STAFF Skills Assurance Reward and Recognition Scottish Court Service People Strategy 2012 2015 1 Why have a People
More informationAttendance Management Policy Statement
Attendance Management Policy Statement 1 Attendance Management Policy Statement The Principles of this Managing Staff Attendance Policy..is committed to maintaining the health, safety and welfare of its
More informationABOUT LOUGHBOROUGH UNIVERSITY DEPARTMENT OF HUMAN RESOURCES ASSISTANT DIRECTOR (HUMAN RESOURCES) REQ15652 SEPTEMBER 2015
ABOUT LOUGHBOROUGH UNIVERSITY DEPARTMENT OF HUMAN RESOURCES ASSISTANT DIRECTOR (HUMAN RESOURCES) REQ15652 SEPTEMBER 2015 As part of the University s ongoing commitment to redeployment, please note that
More informationBest Practice. Change Management. Guidelines
Best Practice Change Management Guidelines 1 Created by: Denise Phelan, Demand Management lead, (LPP) Reviewed by: Jonathan Porter, HR Workstream Lead, St George s Healthcare NHS Trust Approved by: Mick
More informationManaging Performance Policy
.1 Managing Performance Policy Reference Number: 123 Author & Title: Gayle Williams, HR Manager Responsible Directorate: Human Resources Review Date: 11 March 2016 Ratified by (committee): Lynn Vaughan
More informationBarnet Partnership Consultation Proposal Pensions
Partnership Consultation Proposal 1. Service Commencement The contract with Capita commenced on 1 September 2013, and 413 London Borough of employees TUPE transferred to Capita. 2. Background Since January
More informationOXFORD CITY COUNCIL. Chief Executive Executive Director: Peter Sloman. Human Resources. FURTHER PARTICULARS FOR THE POST OF Human Resources Manager:
OXFORD CITY COUNCIL Chief Executive Executive Director: Peter Sloman Human Resources FURTHER PARTICULARS FOR THE POST OF Human Resources Manager: The specific details of the post are as follows:- GRADE:
More informationCOMMITTEE: HUMAN RESOURCES REF NO: HR/13/47 DATE: 12 MARCH 2014 ORGANISATIONAL CHANGE MANAGEMENT AND REDEPLOYMENT POLICY
10 COMMITTEE: HUMAN RESOURCES REF NO: HR/13/47 DATE: 12 MARCH 2014 SUBJECT: PORTFOLIO HOLDER: HEAD OF SERVICE: ORGANISATIONAL CHANGE MANAGEMENT AND REDEPLOYMENT POLICY CLLR MARTIN COOK DAVID FIELD Short
More informationOccupational Profile and Curriculum Summary
Occupational Profile and Curriculum Summary Presented for Comment OFO code 143905 Related Occupation Contact Centre Manager Table of Content Occupational Profile and Curriculum Summary... 1 Presented for
More informationPROCUREMENT MANAGER Support Services. Salary range 30,843 to 33,315 (Subject to Job Evaluation)
PROCUREMENT MANAGER Support Services Salary range 30,843 to 33,315 (Subject to Job Evaluation) We are looking to appoint an innovative Procurement Manager to advise and support client departments and identify
More information6 Development of feedback to QAA reviewers and providing coaching to QAA staff.
QAA Board of Directors Human Resources and Organisational Development (HROD) annual report BD 10 12 12 Item 24 BD/2012/93 Topic 1 This paper reports on Human Resources and Organisational Development achievements
More informationSouth Tees Hospitals NHS Foundation Trust. Management of Sickness Absence. Trust Board: 26 th June 2012
Agenda Item: 11.1 South Tees Hospitals NHS Foundation Trust Management of Sickness Absence Trust Board: 26 th June 2012 1. Introduction The management of sickness absence remains an important priority
More informationHead of Human Resources Change Director 31,777-35,958 36 hours net 11 months fixed term contract (Maternity Cover)
JOB DESCRIPTION Job Title Department Reports to Director of Division Salary Range Hours Term Human Resources Advisor Human Resources Head of Human Resources Change Director 31,777-35,958 36 hours net 11
More informationHealth Business Services. Operational Plan 2015
Health Business Services Operational Plan 2015 2014 1. Health Business Services Priorities for 2015 System Wide Priorities Improve quality and patient safety with a focus on: - Service user experience
More informationJob Description Payments Service Centre Specialist Band 7
Job Description Payments Service Centre Specialist Band 7 Post: Payments Service Centre Specialist Band: 7 Location: Braid Valley Hospital Site, Ballymena (although this may initially be based in Belfast)
More informationCENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Agenda Item 9.1 Report of: Executive Director of Human & Corporate Resources Margot Johnson Paper prepared by: Head of Operational HR - Gill
More information2015 EDUCATION PAYROLL LIMITED STATEMENT OF INTENT
2015 EDUCATION PAYROLL LIMITED STATEMENT OF INTENT Published in August 2015 Education Payroll Limited 2015 EDUCATION PAYROLL LIMITED STATEMENT OF INTENT CONTENTS Foreword 3 Who We Are 4 What We Do 5 How
More information