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

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1 HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN Devised: September Review: September 2005 HR Strategy Implementation Plan 1

2 PEOPLE OBJECTIVE ACTIONS ACHIEVEMENT Create a work life balance culture within the organisation that supports an environment in which people are our most important asset. Conduct a pressure profile audit and action plan Conduct a compliance audit with the Working Time Directive Complete assessment / evaluation of dependents (through staff survey) and action plan November April 2005 December 2005 Head of Employment Practice Assess the need for Flexible Roster options 2007 Obtain Investors in People Award to benchmark NHS 24 as a people orientated employer. Establish infrastructure to support IIP Standards Executive approval of going forward for IIP Award During 2005 December 2005 Head of Learning and Development Complete self audit against the IIP standards January 2006 IIP Assessment April 2006 HR Strategy Implementation Plan 2

3 PEOPLE (continued) Achieve Learning Together Standard of fully utilising SVQ s and National Occupational Standards as a key development opportunity within NHS 24. Promote Vocational learning for Contact Centre Standards and management development opportunity Achieve national approval to become a branded NHS 24 SQA approved centre Head of Learning and Development All employees to participate in Individual Performance Management Planning. Agree & create a robust Exec and Staff IPM & PDP process that directly links to organisation objectives Training on IPM process for people managers generated and delivered. Creation of NHS 24 National and Local Learning Plans from PDP information October December February 2005 and yearly thereafter Head of Learning and Development A consistent national approach to Individual Performance Management with clear linkage to directorate KPI s, at all levels of staff, will provide people with a vision of how they are directly involved in organisation performance. Due to service resource issues. Non release to attend may impact performance and have an influence on 2005 staff survey input. Demonstrable commitment to ensuring the well being of our people by promoting staff health initiatives. Obtain bronze standard SHAW award Confidential Contacts for Dignity at Work in place across NHS 24 December December Head of Employment Practice Head of EP, Employee Director & Head of L&D Appointment of Health and Safety Manager Implement H&S Management System HR Strategy Implementation Plan 3 December April 2005 Health and Safety Manager

4 POLICY OBJECTIVES ACTIONS ACHIEVEMENT Ensure NHS 24 s responsibilities under Staff Governance are actioned Develop Staff Governance Action Plan and Portfolio ongoing Director of HR Integrate Equality and Diversity policy across NHS24. Develop Equality & Diversity Steering Group November Development of Project Plan and monitoring arrangements February 2005 Development of Fair for All Project Plan and monitoring arrangements January 2005 Incorporate Equal Opportunities and Diversity into Induction programme October Head of Learning Introduction of Manager and Staff Training Programme and Awareness raising sessions January 2005 Head of Learning HR Strategy Implementation Plan 4

5 POLICY (continued) Develop a robust process to write, approve and disseminate Policy and Procedures Creation of 1 year HR policy and procedure roll out and training plan Create a 5 year horizon policy and procedure roll out, review and training plan November November Head of Employment Practice Develop a multidisciplinary Learning Strategy for NHS 24 Development of Strategy Sign off and approval of Strategy October November Head of Learning HR Strategy Implementation Plan 5

6 RESOURCES OBJECTIVES ACTIONS ACHIEVEMENT Proactive and robust approach to recruitment and retention within NHS 24. Review of recruitment within NHS 24. Development and approval of recruitment and retention Strategy and Action Plan December Recruitment Manager This will include the review of recruitment tender, assessment centres, advertising arrangements, exit interview approach and information usage. It will also review joint working arrangements with other NHS partners and the possibility of recruiting other specialist nursing staff. Innovative solutions to recruitment. Develop on-line recruitment capability December 2005 Recruitment Manager A co-ordinated and robust approach to workforce development and planning. A Workforce Development Strategy for NHS 24 April 2005 Head of Employment Practice Links the areas of planning, role design, recruitment & retention and competency. Production of yearly workforce plans. Review of information systems. HR Strategy Implementation Plan 6

7 PARTNERSHIP OBJECTIVE ACTIONS ACHIEVEMENT To have a robust, clear and understood approach to Partnership within NHS 24 Conduct a review of the effectiveness of Partnership working Review of employee involvement within NHS 24, in particular participation of HQ staff. Report on discussions and findings to Area Partnership Forum and People Governance Committee. January 2005 November HQ HR Adviser & Employee Director This will include a review of the Facilities and Recognition Agreements, arrangements for nomination of Stewards Roll out of Partnership Working Awareness sessions across NHS 24 Commence January 2005 and Employee Director To include roles, responsibilities, structure and how staff can raise concerns HR Strategy Implementation Plan 7

8 LEADERSHIP OBJECTIVES ACTIONS ACHIEVEMENT To ensure that all staff within NHS 24 have the opportunity to develop and display Leadership capability. All people managers have the skills to effectively manage and develop their teams Production of Leadership Development Strategy and Training Plan Development of Management Development Module for all People Managers February 2005 December Head of Learning Head of Learning Identifies opportunities for development at all levels across NHS 24 and is aligned to national direction for developing leadership potential Includes succession planning arrangements Tailored to levels of seniority but includes key HR management policies, employment legislation and skills development in coaching and mentoring HR Strategy Implementation Plan 8

9 PAY MODERNISATION ACTION TASKS / MILESTONES ACHIEVEMENT Directive readiness for Implementation to NHS 24 Identify Project Team and production of Project Plan and monitoring arrangements for the implementation of Agenda for Change September Director of HR This will include the appointment of a, establishment of steering group, governance arrangements, workstream leads and project plans Implement requirements for compliance with Terms & Conditions requirements Implement requirements for Job Evaluation Implement Knowledge & Skills Framework April 2005 April 2005 April 2006 Implementation date determined by shadow staff council Implementation date determined by shadow staff council Implementation date determined by shadow staff council HR Strategy Implementation Plan 9

10 PAY MODERNISATION (continued) Implement Executive Managers Pay Arrangements Establish communication links with the Scottish Executive Lead Officers August Executive Sponsor Monitor and take appropriate action on External Communications relating to the New Deal Implementation Ongoing Update new NHS 24 Stakeholders Ongoing Clarify and Communicate Executive Individual Performance Management arrangements December Create new Consultant Contracts for NHS 24 Identify and set up meeting arrangements with Stakeholders in NHS 24 and the Scottish Executive August Executive Sponsor H Identify options for Medium Managers Remuneration Generate the detail for the New Contract and establish Eligibility to the New Contract Implement the appropriate Remuneration Package September October January 2005 & HR Strategy Implementation Plan 10

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