RESOURCES STAFF SURVEY ACTION PLAN

Transcription

1 RESOURCES STAFF SURVEY ACTION PLAN ANNEX A ISSUES ACTIONS (IN PRIORITY ORDER) RESPONSIBILITY DEADLINE Appraisals Priority Area Latest monitoring (end Oct 2004) shows that only 42% of performance appraisals have been carried out in Resources. Several questions in the staff survey related to appraisals and there are clear indications that appraisals are not valued by staff. 1. Targets for completing Performance Appraisals to be set by RMT and communicated clearly to managers. Achievement against this target to be monitored by RMT on a quarterly basis. Corrective action to be taken by Asst Directors on the basis of the monitoring. complete and ongoing in 2004/5. Statistics now monitored by RMT. Lower Priority Development (Priority Area) 17% do not feel their manager is a good listener, who acts on issues raised. 22% do not feel their manager is equal in treatment of staff 20% do not feel that managers take time to help them do a job well. 50% do not feel they have the resources to do the job properly 43% feel they need to work more than contractual hours. 2. Organise internal focus groups of managers to review the effectiveness of appraisals across the directorate and make recommendations to RMT. 3. Re-launch and potentially re-badge the appraisal scheme in Resources, taking close account of the results of research above. 4. Ensure all managers who appraise staff receive training. Review to take place of all training (see action 12) 5. Performance Development Plans to be collated for the whole of Resources and key themes communicated to HR to inform the Corporate Training Programme (CTP). Aim is to ensure that CTP more readily meets the needs of Resources. 6. Director to issue and communicate the framework document which sets out what is expected of Managers in Resources in relation to managing people, performance, finance and customers. Debated in focus groups at first Resources Seminar held in October Arrange half day seminars (4 per year ) for all line managers that work in Resources. Aims include contributing to the learning & development of managers, promoting unity and common understanding, clarity of what is expected from managers. AD /RMT AD /RMT Mangagement Group Director AD /RMT Complete 4 times per year (1 st already held) 1

2 Lower Priority Training & Development 20% of staff feel they do not have opportunities for Training & Development 25% do not feel that they have the opportunity for Personal Development 20% do not feel that the Council encourages them to learn and develop. 23% say that when they do learn it is not planned. 27% say that when they do training, it is not evaluated. 8. Sickness absence management improve the provision of management information (especially with regard to trigger points and to trends) Ensure all managers receive training Provide a support & information point for managers Reward system undertake research and review Set targets as a % not as days 9. Resource management develop financial management skills & understanding how to utilise financial resourcing to best effect 10. Develop management competencies for our top managers based on the Managing in Resources framework and us these as the basis for staff development plan as part of the appraisal process focus on listening skills, performance monitoring, motivation and management of change. Ensure any work fits in with Yorkshire Region project on competencies, which is funded by Building Capacity Fund. 11. Review and improve induction procedures for new staff, ensuring that all new staff are advised about appraisal and development processes. Review documentation provided and ensure key areas of working for York are covered. 12. Specific review/questionnaire to staff on what training has been received throughout 2004/5, where possible compared to Personal Development Plans. Results to be evaluated and considered by Resources Team. 13. Review adequacy of training budgets across the Directorate and explore alternative ways of funding training and development directorate wide. Team Team (Central Accountancy) AD Mangement Partial completion in 2004/5. Further devpt on workplan for Ongoing - set goals to finalise in workplan. 2

3 Lower Priority Lower Priority Bullying & Harassment (Priority Area) 13 people in Resources felt they were being bullied, 11 by other members of staff or managers, 2 by members of the public. Communications (Priority Area) 20% do not feel they have a say and are involved. 24% do not feel that managers welcome and act on new ideas from staff. 18% did not feel well informed about the Resources restructure and 20% do not feel it improved work in their area. 19% do not feel that managers tell them when a job has been done well. 23% do not believe that any action will be taken on this staff survey. 14. Review and audit job guidelines throughout the department, ensuring that they are up to date and complete, providing staff with clarity. Initially focus on Benefits, Benefits Fraud, Corporate Accountancy teams. 15. Review and evaluate the potential for work shadowing scheme in Resources, where individuals can expand knowledge and skills by observing others. 16. Re-advertise the CYC mentoring scheme and encourage staff to participate. Directorate wide targets to be set for. 17. Re-resource the First Contacts group (seek recruits/volunteers in all divisions). Circulate the existing leaflets which explain exactly what bullying and harassment is and where to get help. 18. Work with corporate HR to improve the Bullying & Harassment Procedure & Policy aiming at ensuring there is informal mediation prior to full investigation and confrontation. 19. Ensure that procedures to update and communicate the Staff Warning Register (detailing potentially violent customers) are working properly. 20. Ensure training is up to date on dealing with difficult customers 21. Commitment to all staff receiving a team brief at least monthly, which, as a minimum will include work plan and workload, issues and give staff space and opportunity to air ideas and make suggestions. The frequency to increase during any period of restructure or other time of change. Procedures for monitoring these and reporting to RMT to be introduced in. AD As part of training review at action 12 above. Potential subject for debate as to how to make this happen at a Managers Seminar in. AD to arrange. End March 2005 Early. 3

4 22. Commitment to regular Director s briefing to all staff 23. Circulate RMT minutes to managers group (the 42 managers in Resources who attend the Managers Seminar) 24. Develop and roll-out QPR to communicate with staff about performance and generate feedback 25. Scheduled senior management (Director) walkabout / attendance at occasional team briefings 26. Develop a Trade Union Joint Consultative Framework for Resources and timetable meetings (forward agenda to include timing of key change issues) 27. Continue to develop Resources Intranet site as a key form of directorate wide communication. 28. Develop & circulate a Guide to Resources to describe what each team does and provide contact numbers 29. Specify Resources Key Documents, ensure they are readily available and reviewed when necessary 30. Arrange quarterly Managers Seminars to share information and ideas Director & PA Director s PA Director/PA AD Support Support Support Monthly ASAP Deadline: March 2005 For start of Arrangements to be in place for start of. Ongoing in Circulated to all Resources staff, all Members and key officers throughout the Council Complete Partial Completion 2 further workshops arranged for next year. 4

5 LEADERSHIP PROMOTION 31. Communicate key HR policies and organisational information through the Resources managers network (via an group?) 32. Clear Service Plans for each of the 6 Divisions which have clear outcomes and PI s linked to Council priorities Work Plans that link into the Service Plan objectives and deliverables and clearly identify resources and priorities 34. Develop a clear system of work plan monitoring which involves teams, AD s and RMT 35. Develop a clear system of performance management, spelling out how QPR is to be used and when and who teams report to. 36. Clear communication of the Council s procedures for filling vacancies (both external & internal), regradings, temporary responsibility allowances, secondments and redeployment 37. Ensure all those involved have received recruitment training / and refresher training where necessary 38. Communicate the newly developed HR of Change policies to the managers AD to meet regularly with HR and ensure this happens. All Assistant Directors Meetings set up for next year. Jan 05 All Work Teams March 05 RMT AD AD As part of action 12 above (review of training) AD Jan March 05 Before March 05 Before March 05 5