Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Provide effective and timely HR guidance and support in customer services review by minimising redundancy and delivering.4m savings in a full year"

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 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 information

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013

Business 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 information

Report 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 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 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

HR Enabling Strategy 2012-2017

HR 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 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

HR Advice and Development (Academies)

HR 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 information

SHEFFIELD 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 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 information

Recruitment Team and HRP. OneSource Build Team, Recruitment Team, HRP. OneSource Build Team, Employment Services Centre, Recruitment Team

Recruitment 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 information

Equality and Diversity Steering Group. Annual Report 2013/14

Equality 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 information

REVIEW OF CORPORATE SERVICES HR BUSINESS CASE

REVIEW 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 information

To respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.

To 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 information

Stratford on Avon District Council. The Human Resources Strategy

Stratford 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 information

Human 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 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 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

Establish staff satisfaction action group including majority staff representatives Establish resource planning group

Establish 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 information

Appendix 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 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 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

Lead 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 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 information

CORPORATION BOARD & COMMITTEES GENERIC ANNUAL WORK CYCLE

CORPORATION BOARD & COMMITTEES GENERIC ANNUAL WORK CYCLE Document Rationale: This is an internal planning document which provides baseline agendas for Board meetings throughout the year. Various items (the list is not exhaustive) have been included for illustrative

More information

Human 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 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 information

GLOUCESTERSHIRE HOSPITALS NHS FOUNDATION TRUST

GLOUCESTERSHIRE 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 information

Grievance Policy and Procedure

Grievance 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 information

Appendix 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 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 information

Human Resources Strategy. 2.1 be a great place to work with employees committed to University objectives and valued for their contribution

Human 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 information

Human Resource Change Management Plan

Human 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 information

Action Plan to Improve 2015/16 Staff Survey Results

Action 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 information

NCHA. Human Resources Strategy

NCHA. Human Resources Strategy NCHA Human Resources Strategy 2015/2019 Promoting Positive Working Lives 1 Human Resources Strategy Responsibility of: Responsible Officer: Chief Executive Head of Human Resources Last Update: January

More information

Children s Services Improvement and Business Support. Service Review 2013/14

Children 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 information

EQUALITY ACTION PLAN

EQUALITY ACTION PLAN EQUALITY ACTION PLAN 2012-13 Equality Action Plan 2012-13 Aberdeen College is committed to promoting and embedding equality and diversity and preventing discrimination in all areas of its work. Through

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

Clinical Governance and Workforce Committee Summary Report

Clinical 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 information

Sustaining Progress Fourth Progress Report

Sustaining 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 information

JOB DESCRIPTION. Tatchbury Mount base and other Southern Health Sites as required

JOB 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 information

Gary Cooke Cabinet Member for Corporate & Democratic Services Amanda Beer Corporate Director Engagement, Organisation Design & Development

Gary 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 information

Recruitment and Selection Services Centre Team Leader

Recruitment 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 information

Corporate Governance Service Business Plan 2011-2016. Modernising Services

Corporate 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 information

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 & Organisational Development Strategy

People & 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 information

Human Resources Strategy 2012-2016. Excellent People

Human 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 information

Scotland s public sector workforce. Good practice guide

Scotland 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 information

TAUHEEDUL EDUCATION TRUST

TAUHEEDUL 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 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

Date of Trust Board 29 th January 2014. Title of Report Performance Management Strategy - 2013-2016

Date 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 information

Delivering our Vision 5 Year Programme A Performance Management Framework Tier 1: Strategic goals and objectives RIGHT CARE, RIGHT PLACE, RIGHT TIME

Delivering our Vision 5 Year Programme A Performance Management Framework Tier 1: Strategic goals and objectives RIGHT CARE, RIGHT PLACE, RIGHT TIME Delivering our Vision 5 Year Programme A Performance Management Framework Tier 1: Strategic goals and objectives RIGHT CARE, RIGHT PLACE, RIGHT TIME To lead in the provision of emergency care; offering

More information

ARGYLL 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 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 information

The 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 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 information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF 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 information

South Tees Hospitals NHS Foundation Trust. Management of Sickness Absence. Trust Board: 26 th June 2012

South 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 information

BOARD OF DIRECTORS PAPER PART 1 COVER SHEET. Meeting Date: 30 May 2012. National NHS Staff Survey report and action plan.

BOARD OF DIRECTORS PAPER PART 1 COVER SHEET. Meeting Date: 30 May 2012. National NHS Staff Survey report and action plan. BOARD OF DIRECTORS PAPER PART 1 COVER SHEET Meeting Date: 30 May 2012 Agenda Item: 1.11 Paper No: F Title: National NHS Staff Survey report and action plan. Purpose: To advise of the main findings of the

More information

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal

HRODE Alyson Sargeant 01785 257888 ext 8103. Name of service/policy/strategy/guidance/project proposal Directorate Name and contact details of the people involved EQUALITY AND HUMAN RIGHTS FULL IMPACT ASSESSMENT TEMPLATE HRODE Alyson Sargeant 01785 257888 ext 8103 Date started 3 rd June 2013 Date completed

More information

Northamptonshire Healthcare NHS Trust

Northamptonshire Healthcare NHS Trust H Northamptonshire Healthcare NHS Trust 1. SUMMARY TRUST BOARD 25 FEBRUARY 2009 ORGANISATIONAL DEVELOPMENT STRATEGY The paper contains an Organisational Development (OD) Strategy, which sets the framework

More information

Trust Board (Part 1) Date: 24 June 2015

Trust Board (Part 1) Date: 24 June 2015 Trust Board (Part 1) Date: 24 June 2015 Agenda item Title Executive Director lead and presenter Report author BD/15/075.1 Quarterly Human Resources Report Sue Hall, Director of Resources Jenny Turton,

More information

Agenda for Change and nurses employed outside of the NHS

Agenda for Change and nurses employed outside of the NHS Agenda for Change and nurses employed outside of the NHS Foreword Agenda for Change (AfC) is the new pay and careers modernisation package covering the million plus employees who work for the National

More information

Title: Sickness Absence Management Policy and Procedure. CONTENT SECTION DESCRIPTION PAGE. 1 Introduction 2. 2 Policy statement 2.

Title: 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 information

Job Application Pack. Senior HR Adviser. August 2015

Job 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 information

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached.

The 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 information

Business Plan-Human Resource Component

Business 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 information

NOT PROTECTIVELY MARKED. Date: 30 JULY 2015 DIANE VINCENT, DIRECTOR OF PEOPLE AND ORGANISATIONAL DEVELOPMENT

NOT 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 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

Board of Directors 22 nd May 2015

Board of Directors 22 nd May 2015 AGENDA ITEM: Item 14 Board of Directors 22 nd May 2015 PRESENTED BY: PREPARED BY: Jan Bloomfield, Executive Director of Workforce and Communications Denise Needle, Deputy Director of workforce (Development)

More information

PM Governance. Executive Team ADCA ADCA

PM 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 information

TUPE CONSULTATION DOCUMENT

TUPE 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 information

Office 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 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 information

Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS

Annexure 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 information

APPENDIX A Human Resources (HR) - Service Delivery Plan 2015-2016

APPENDIX 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 information

Locality Manager of Mental Health Services for Older People.

Locality Manager of Mental Health Services for Older People. Job Description Post Locality Manager of Mental Health Services for Older People. A continual change under reform and modernisation will impact on this job description Grade Band 8a HPSS (Agenda for Change)

More information

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed?

Recruitment and retention strategy Safeguarding and Social Care Division. What is the recruitment and retention strategy? 2. How was it developed? Contents What is the recruitment and retention strategy? 2 How was it developed? 2 Newcastle story where were we? 2 Newcastle story where are we now? 3 Grow your own scheme 4 Progression 4 NQSW support

More information

Review of the Management of Sickness Absence Conwy County Borough Council

Review 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 information

Equality Objectives & Action Plan 2012-2016

Equality Objectives & Action Plan 2012-2016 Equality Objectives & Action Plan 2012-2016 Following publication of the College s Equality & Diversity Annual Report 2012, an internal consultation with relevant stakeholder led to the identification

More information

JOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ

JOB 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 information

STAFF SURVEY REPORT AND ACTION PLAN

STAFF 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 information

Business Plan 2013-14

Business 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 information

Vale 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 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 information

JOB DESCRIPTION. HRPTS Payroll Implementation Manager (Temporary/Secondment Opportunity until 31 August 2014)

JOB 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 information

Wiltshire Council Human Resources. Improving Work Performance Policy and Procedure

Wiltshire 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 information

NHS BLOOD AND TRANSPLANT MARCH 2009 RESPONDING EFFECTIVELY TO BLOOD DONOR FEEDBACK

NHS 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 information

Restructure, Redeployment and Redundancy

Restructure, 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 information

Workforce Performance Management Policy and Procedure

Workforce 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 information

Human Resources Department Workplan. Contents. Page. Introduction 3. Summary 3. Human Resources Activities in

Human Resources Department Workplan. Contents. Page. Introduction 3. Summary 3. Human Resources Activities in Human Resources Department 2016-2017 Workplan Contents Introduction 3 Summary 3 Page Human Resources Activities in 2016 2017 4 Human Resources Objectives in 2016-2017 Employees 5 Partners 7 2017 2018 9

More information

University Hospital Birmingham NHS Foundation Trust

University Hospital Birmingham NHS Foundation Trust University Hospital Birmingham NHS Foundation Trust Board of Directors Executive Appointments and Remuneration Committee Terms of Reference (Approved by the Board of Directors 25022010 v2.0/02 2010) Reference

More information

OXFORD 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: 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 information

Bath and North East Somerset Council - Resources Directorate Plan 2016/17 to 2019/20

Bath and North East Somerset Council - Resources Directorate Plan 2016/17 to 2019/20 Bath and North East Somerset Council - Resources Directorate Plan 2016/17 to 2019/20 Introduction This plan sets out the future direction of the Resources Directorate over the next 3 years. Legal & Democratic

More information

Best Practice. Change Management. Guidelines

Best 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 information

HUMAN RESOURCES ANALYST 3 1322

HUMAN RESOURCES ANALYST 3 1322 HUMAN RESOURCES ANALYST 3 1322 GENERAL DESCRIPTION OF CLASS Human Resource Analysts do strategic and operational management activities related to the performance of Human Resource in State agencies. Human

More information

Occupational Profile and Curriculum Summary

Occupational 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 information

HR Strategy Action Plan

HR Strategy Action Plan Priority 1: Organisational effectiveness and strong performance management to ensure an excellent service is provided to customers and residents Ensure Brent council has a new HR Strategy in place that

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

REPORT TO THE TRUST BOARD 20 DECEMBER Update Report on Consultant Appraisal and Revalidation

REPORT TO THE TRUST BOARD 20 DECEMBER Update Report on Consultant Appraisal and Revalidation REPORT TO THE TRUST BOARD 20 DECEMBER 2012 J Title Update Report on Consultant Appraisal and Revalidation Executive summary This paper is an update report, following the annual report to the Trust Board

More information

ABERDEEN CITY COUNCIL. Finance Policy and Resources Committee. Sickness Absence Update and Revised Maximising Attendance Policy

ABERDEEN 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 information

WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK

WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK WORKING DIFFERENTLY WORKING TOGETHER A WORKFORCE AND ORGANISATIONAL DEVELOPMENT FRAMEWORK 1 Printed on recycled paper Print ISBN 978 0 7504 7415 3 Digital ISBN 978 0 7504 7416 0 Crown copyright 2012 WG

More information

REWARDING AND DEVELOPING PEOPLE AT OXFORD UNIVERSITY OF OXFORD HUMAN RESOURCES STRATEGY

REWARDING 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 information

JOB DESCRIPTION. Job Title: Division: Department: Contract: Reporting to: Head of HR. Background. Purpose of job

JOB 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 information

As a result, HR is a key player in delivering City s new Vision under the leadership of the Vice-Chancellor, Professor Paul Curran.

As a result, HR is a key player in delivering City s new Vision under the leadership of the Vice-Chancellor, Professor Paul Curran. 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 information

Christchurch City Council. Human Resources. Activity Management Plan. Long Term Plan 2015 2025. 15 December 2014. Human Resources

Christchurch 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 information

SKILLED, ENGAGED & MOTIVATED STAFF

SKILLED, 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 information

Thurrock Council. Managing Sickness Absence Policy

Thurrock 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 information

Northumberland, Tyne and Wear NHS Foundation Trust. Council of Governors Meeting. Paper for Debate, Decision or Information: For information

Northumberland, Tyne and Wear NHS Foundation Trust. Council of Governors Meeting. Paper for Debate, Decision or Information: For information Agenda item 7) Northumberland, Tyne and Wear NHS Foundation Trust Council of Governors Meeting Meeting Date: Thursday 12 November 2015 Title and Author of Paper: Chief Executive s Report John Lawlor, Chief

More information

Date of meeting: 26 March 2013 36/13

Date of meeting: 26 March 2013 36/13 NHS Sussex Board Item Number: Date of meeting: 26 March 2013 36/13 Title of report: NHS Sussex Transition and Closedown Report Recommendation: The Board is asked to discuss and approve the Transition and

More information

Lancashire County Council internal audit plan 2016/17: progress as at 9 September 2016

Lancashire County Council internal audit plan 2016/17: progress as at 9 September 2016 Appendix B Governance and democratic oversight Corporate governance framework Business effectiveness Risk management Financial governance Performance monitoring Documentation of the council's governance

More information