Organisational Development Strategy
|
|
- Elmer Allen
- 7 years ago
- Views:
Transcription
1 Organisational Development Strategy 20 August 2013 Version 6.0 1
2 River Clyde Homes Vision Our vision is to provide quality, affordable homes, in neighbourhoods we can be proud of and to deliver excellent services that make a real difference for our customers. River Clyde Homes Values CARES Customer first, performance driven Acting with integrity, being professional Respect for each other, our partners and our environment Embrace innovation, challenge expectations Spend our money wisely River Clyde Homes Objectives To provide an excellent customer experience To provide sustainable homes and places Improved energy efficiency and reduced fuel poverty To become an efficient company To become a growing company Safer and better supported customers Diverse, committed & empowered workforce 2
3 Version Control Author Version Date Changes made / Comments Susan Gillan Draft July 2013 FK comments Susan Gillan Draft July 2013 FK/SG comments Fanchea Kelly Draft July 2013 FK changes Susan Gillan Draft July 2013 SG changes Susan Gillan Version August 2013 KS comments and SG revision Susan Gillan Version August 2013 LP comments Susan Gillan Version August 2013 KS comments Susan Gillan Version August 2013 Agreed by the Board 3
4 Contents 1. Introduction Background to Strategy Context Plan and Priority of Strategy Implementation Appendix 1 Action Plan
5 1 Introduction Purpose of this strategy The implementation of an effective Organisational Development (OD) Strategy is critical to the success of River Clyde Homes (RCH). The strategy will play a significant part in constructing a new customer focused and performance driven organisational culture that will begin to address long standing poor operational performance, improve current levels of customer and partner confidence in the company, and challenge poor staff morale and disempowerment. It will support the Steps to Excellence change programme already approved by the Board, and contribute to substantial organisational improvements over the next 12 to 18 months. Ultimately it will play a key role in helping to achieve our emerging vision, values and wider Business Plan outcomes and objectives. It will also help to redress the need by the Scottish Housing Regulator for high engagement with the company. The Board has recognised the need for fundamental change and this strategy is one of a suite of strategies which supports the corporate plan approved in March The strategy sets out seven organisational development outcomes which will support the new Business Plan and Steps to Excellence change programme. It will promote the customer focused culture signed up to by all staff in our new River Clyde Way customer charter; support the principle of designing, developing and improving services in co-operation with customers through the Count Me In initiative; and compliment the new performance management framework through refreshed staff appraisal arrangements, staff development and competency assessment. The OD strategy contains our essential commitment to investing in and developing the company s most important resource our staff. Through the proposed new River Clyde Homes Academy, we will seek to improve the overall skills, knowledge and competencies of the workforce, strengthen leadership and managerial capacity and capabilities, and develop recognised and sector wide innovation and best practice. We also recognise in the strategy that our current office accommodation and facilities need to be greatly improved. Customers and staff need to know that we value them; that we provide a modern, professional working environment that can incorporate better ways of working, as well as excellent facilities for the delivery of our customer facing services. The strategy includes a commitment to identifying new and improved accommodation. Each of the seven strategic outcomes will be delivered through a series of specific actions set out in section 4; these are measurable and will be monitored as part of the performance management framework. A detailed Strategy Action Plan is attached as an Appendix. The actions include: 5
6 Completion of the current Right Person, Right Place, Right Time organisational restructure so that RCH is making best use of its staffing resource to deliver customer priorities, improved services, better performance and a more empowered workforce; Strengthened leadership and management of the company through the RCH Academy Leadership Development Programme ; Improved staff communication and feedback through the annual Staff Survey; Ask the Chief facility; Team River Clyde Homes Staff Briefings; the River Clyde Way ; improved management arrangements; relevant staff focus and working groups; Completion of Job Evaluation and the establishment of a new, fair and transparent pay line; New rewards and recognition for high performance, consistent attendance and going the extra mile for customers and colleagues; Establishment of the Winning in Neighbourhoods (WIN) initiative, supporting staff to commit voluntary time and effort as part of the company s wider corporate social responsibility commitments; Review of the Managing People Through Change policy to ensure better transparency, simplicity and affordability in managing organisational change; Achieving Investors in People accreditation; Achieving Investors in Diversity accreditation. External recognition and accreditation in particular will help us to build evidence of successful outcome delivery over the next 12 to 18 months and with it help to confirm an effective OD Strategy. 6
7 Action Plan Impact of strategy This strategy will contribute to the Board s vision, values and Business Plan outcomes by developing a committed, motivated and skilled workforce. This will help to enhance our reputation as a high performing and innovative registered social landlord and as an employer of choice; it will place us to deliver consistently excellent services and quality homes in coming years. Organisational development activities should have a very clear and positive impact on all our customers, partners, and staff. The strategy has an initial focus on some of our poorer performing functions and services including key customer facing services such as customer contact, neighbourhood and tenancy management. Given the level of customer dissatisfaction with these functions we will seek to win their hearts and minds and improve overall customer confidence through: Greatly improved service offerings over the next two years; An embedded organisational culture which puts the customer first; A skilled and committed workforce with improved knowledge, attitudes and behaviours that will drive our services forward, in the most efficient way possible. A new OD team will be established to lead the delivery of the strategy and action plan. Costs in delivering the strategy will be contained within current budgets; any new and additional costs, including the costs for the new Academy, will be considered alongside the development of the Business Plan with the Board over the coming months. Links to organisational Vision, Values and Business Plan objectives This strategy will contribute towards the delivery of our vision and Business Plan objectives including: To provide an excellent customer experience; To become an efficient company; To become a growing company; Safer and better supported customers; Diverse, committed and empowered workforce. The strategy will also support or directly lead a number of the 15 steps contained in the Steps to Excellence including: Introduce customer led scrutiny (3); 7
8 Embed Performance Management Framework (6); Establish new Organisational Structure (8); Establish River Clyde Academy (9); Open New Customer Hubs (10); Improve Value for Money of Services (14); External Recognition and Accreditation (15). 8
9 2 Background Current Approach River Clyde Homes performance across a number of key performance indicators is acknowledged to be poor and the Board wishes to see greatly improved and consistent upper quartile levels of customer satisfaction. The Board also wish to reduce the need for the current high level engagement of the Scottish Housing Regulator. It is recognised that if we are to achieve the significant step change improvements needed, the organisation as a whole needs to be developed and improved. There needs to be: A clear vision and plan for the company; Effective leadership and management; An embedded culture of aspiration, performance and customer commitment; Involved and empowered staff and customers; Investment in learning and development. Since the beginning of 2013 much progress has been made in building a firm foundation for the step change needed. This has been evidenced in a number of ways including: The Board has developed a new vision, values and strategic outcomes for the company; The Steps to Excellence Staff Conference held in March 2013, confirmed the vision, values and plan to become an excellent housing provider; All staff signed up to the new River Clyde Way at the conference, confirming each employee s commitment to excellent customer care; The Meet the Teams sessions led by the Chief Executive during February and March 3013 enabled all staff to communicate directly their current challenges and thoughts on how the company can improve; A baseline staff survey concluded in March 2013 further confirmed staff priorities for change and improvement. It also confirmed overall staff satisfaction at 77.98%; 9
10 The Right Person, Right Place, Right Time organisational restructure commenced in June 2013, following consultation with staff and customers. The restructure will ensure more effective use of staffing resources, a stronger focus on customer service priorities, reduced tiers of management to enable staff to have more ownership of decisions, and clearer managerial accountability; The Count Me In initiative launched in April 2013 has begun develop new ways of involving customers in the design, delivery and monitoring of services. This has led to Scottish Government recognition for River Clyde Homes and our inclusion on the Early Adopter programme for customer led scrutiny and coregulation; New management arrangements have been introduced for the company and more effective communication realised through regular team meetings, the staff newsletter River Clyde Matters, whole staff Team River Clyde Homes Briefings, the launch of the staff web zone and Ask the Chief facility; A new competency framework has been adopted for all staff and role profiles rewritten to make them fit for purpose and relevant; A new Performance Management Framework has been established and all managers to attend a 2 day Managing Performance awareness raising and development event in August 2013; A Job Evaluation company (Northgate) has been identified in partnership with trades unions to enable a full evaluation of all job roles following completion of the restructure; Procurement of a learning and development partner to support the establishment of the River Clyde Academy commenced August Achievements Some of the examples above confirm the steps we are taking in putting our new approach into place. However it is readily acknowledged that we are at a very early stage and even initial positive changes are understandably still fragile. Part of the purpose of this new Organisational Development strategy is to strengthen the steps we are taking to improve and grow as an organisation, ensure a positive direction of travel for the company and ultimately embed the step change required. Measurement of the effectiveness of the strategy will be undertaken over the next 12 to 18 months in a number of ways including staff surveys and focus groups; 10
11 feedback from customer and partners; improved performance indicators, external assessment and accreditation and through evaluation and review of activities undertaken. 3 Context National and Local Drivers National Drivers: The challenges of Welfare Reform and reduced public funding generally is bringing change for every housing provider, and means that we need to get closer still to our customers and use our staffing resources more effectively and in different ways. The Scottish Housing Regulator has set specific requirements in our Regulation Plan for us to improve our performance and this strategy is one strand of evidence of our determination to do so. The Social Housing Charter will have its first public report for Parliament during 2014 and as it moves forward we want RCH to demonstrate a growing reputation for improved customer engagement and service. Local Drivers: Customer feedback, such as from the Count Me In event held in March 2013, reinforce the need for change. Customers confirmed their dissatisfaction with a number of services including anti social behaviour and tenancy management, lettings and communication. Customers also confirmed the need for better access to services which will be addressed through the creation of our new customer hubs located in Central Greenock and Port Glasgow. The resourcing of these customer facing service points will require comprehensive training and support for staff and the commitment from the business to support the new premises. In addition there are a number of other local drivers which will impact upon the organisational development strategy. River Clyde Homes works in close partnership with Inverclyde Council, Police Scotland, Fire and Rescue Scotland, NHS Argyll and Clyde, SAMH and with many key local partners within the Inverclyde Alliance. Providing effective leadership and support within these partnerships so that they are able to achieve the wider strategic objectives of the Inverclyde Alliance will be part of our development programme for leaders and managers. 11
12 4 Plan and Priority This strategy sets seven Organisational Development outcomes that we will aim to achieve over the next 18 to 24 months as its contribution to our Business Plan vision and strategic outcomes. The seven outcomes are shown below with their specific projects and tasks which we propose to implement to ensure the outcomes are met. The action plan attached in the Appendix provides more measurable detail, and it is this action plan which will be monitored and reported upon as part of our performance management framework. The seven outcomes are; 1. Have a customer focused, performance driven culture Complete the Right person, Right place, Right time restructure and continuously review the establishment to ensure it is fit for purpose ; Refresh and communicate all role profiles, the competency framework and performance appraisal system; Support the establishment of the new performance management framework and ensure its clear linkage to individual appraisal and performance management; Train and develop staff and teams in co-regulation and customer led scrutiny of services; Promote our River Clyde Way Customer Charter so that it is real for all staff as their operational culture; Ensure our new values are visible and live; Agree and implement our Managing People through Change review; Develop our Corporate and Social Responsibility approach including the introduction of the Winning in Neighbourhoods (WIN) initiative; Introduce new staff rewards and recognition including an annual staff celebration event ; Benchmark and share good practice with other organisations. 2. Become known as an employer committed to promoting equality and diversity Review, update and publicise our Human Resources (HR) policies and recruitment practice with staff; Introduce an Impact Assessment (EIA s) framework for the company and assess HR policies and practice accordingly; Continue to be a Double Tick Positive about Disabled People employer, to ensure we appreciate each person s contribution which demonstrates our commitment to good practice in employing disabled people. We have worked in partnership with Job Centre Plus to achieve this, and make 5 commitments as contained within the Action Plan at Appendix 1; 12
13 Engage a PATH (Scotland) trainee to help redress the under-representation of black and minority ethnic communities in employment in the Scottish housing sector; Achieve Investors in Diversity accreditation; Complete Job Evaluation which will assign a rank order of jobs, measuring the relative size to determine a fair pay and grading structure; Plan a programme of recruiting apprentices, providing opportunities for hiring fresh talent and for future development, in both blue and white collar functions. 3. Achieve a developed, empowered and committed workforce Establish the River Clyde Academy as an innovative and exciting way of learning aiming to support customer excellence, best practice and a well developed and committed to learning workforce;. Develop a bespoke leadership and managerial development programme to improve leadership skills including effective communication, coaching and mentoring, strategic thinking and planning; Promote different role experience opportunities for staff through secondments, job swaps and work shadowing; Gain external recognition and accreditation which will validate development, through Investors in People, Healthy Working Lives and Investors in Diversity; Develop a structured Succession Plan and ensure future staffing requirements are identified in advance of recruitment; Establish tailored programmes for staff, leading to relevant qualifications where appropriate. For example, Maintenance operatives, Cleaners, Caretakers, Housing Support / Wardens. 4. Achieve open, transparent communication Carry out an annual staff survey, to provide feedback and a measure of staff satisfaction with the company; Embed the new management arrangements including monthly team meetings and bi-monthly Team River Clyde Homes whole staff briefing; Ensure regular means of celebrating success through a programme of recognising individual and team achievement including introduction of an annual staff celebration event; Develop a staff intranet; Maintain the Ask the Chief facility and evaluate its use regularly, ensuring feedback to staff. 5. Improved opportunities for better health and wellbeing among the workforce Achieve and maintain the Healthy Working Lives Award; 13
14 Proactively manage attendance on a systematic basis; Identify and provide a comprehensive employee assistance programme which provides access to a range of health benefits including counselling services, physiotherapy, MRI scans; Continue to ensure flexible working is a win-win for employees and the company, helping achieve a good work life balance. 6. A valued rewards and recognition package Continue to be a socially responsible Living Wage employer; Develop and introduce a new Rewards and Recognition policy which will introduce measures such as an Employee of the Month scheme which will recognise excellence and staff going the extra mile ; Develop an annual staff celebration event, in consultation with staff. 7. Better facilities and office accommodation for staff and customers Deliver our new customer hubs and staff facilities within them, provide staff with the right infrastructure to deliver an excellent service for customers; Identify options for a new, modern and fit for purpose central office bringing together all teams and mangers under one roof ; Develop the Academy with a key partner, and ensure it has the right facilities to provide effective learning and development; Establish and implement a programme for office accommodation/estate review and upgrading, alongside our ICT strategy. 5 Implementation The new Organisational Development team will have responsibility for implementation and delivery of the Action Plan. Monitoring the delivery of the strategy will be undertaken as part of the Performance Management Framework with progress reported to the Senior Management Team on a monthly basis, and to Board bi-monthly. The strategy will be refreshed as a part of the annual business planning process. This will ensure that customer, staff, and partner feedback is captured and used to keep the strategy and action plan current and relevant, and that the resources necessary to deliver the strategy are identified and planned for. 14
15 Action Plan Appendix 1 Action Plan Outcome - To provide an excellent customer experience Business Plan priority Strategy Actions Lead Date by Links with other strategies Have a customer focussed, performance driven culture Refresh and communicate Role Profiles, and Core Competency Levels Ensure all role profiles and CCF levels are known OD Manager OD Senior Officer Management Team end September 2013 and ongoing Customer Access & Feedback Communicate and provide support for Performance Appraisal as a key part of the wider Performance Management Framework OD team to provide coaching and mentoring as required so that performance appraisals are meaningful, result in tangible training and development needs which are then prioritised and delivered as appropriate to support organisational development and future growth and learning OD Team, Management Team OD Team September 2013 and ongoing Customer Access & Feedback Monitor appraisal scheme use Achieve a developed, empowered and Launch of the River Clyde Academy Consider tender applications OD Team, Procurement Mid Sept 2013 Communication 15
16 committed workforce Appoint a provider End Sept 2013 Customer access and feedback Work in partnership with external providers to develop and deliver a bespoke leadership programme which is aligned to the core competency framework of River Clyde Homes OD Manager OD Senior Officer External Provider September 2013 for 12 months Communication Develop Customer Focus Training Work in partnership with external provider to deliver training which expands on core competences and role profiles, detailing the required behaviours and attitudes and demonstrates customer excellence OD Team External provider Management team October 2013 and ongoing Customer access and feedback Improve customer profile Communications Introduce the WIN initiative Determine topics of particular need within the community and prioritise resources to undertake activities for community benefit OD Manager Management Team September 2013 and ongoing Customer Access & Feedback Benchmarking through an HR network Benchmarking and sharing good practice regarding absence statistics, turnover, HR practices OD Manager Team August 2013 and ongoing Communications 16
17 Outcome Diverse, committed and empowered workforce Business plan priority Strategy Actions Lead Date by Link with other strategies Become known as an employer committed to promoting Equality and Diversity Review HR policies Comprehensive review of policies including equality impact assessment OD Team Management Team Employees By August 2014 Communication Maintain Double Tick Positive about disabled people commitments To interview all disabled applicants who meet the minimum criteria of a job OD Team, Management Team July 2014 and ongoing To discuss at least annually with disabled employees what both parties can do to develop and use their abilities To make every effort to keep a disabled person in a job To take action to ensure all employees develop disability awareness Annual review and inform employees and Job Centre Plus about progress made and future plans Recruit a PATH Trainee Work in Partnership with PATH Scotland in order to hire a trainee who will work with River Clyde Homes over the following 3 years, gaining valuable and varied work experience OD Team Management Team October 2013 start 17
18 Achieve accreditation from Investors in Diversity, SHEF alternative Work through each of the levels contained within the framework, demonstrating that we will OD Team / Management Team Stage 1 understand our current position in relation to equality, diversity and inclusion Stage 1 April 2014 Stage 2 Focus on the cultural change needed to develop our approach Stage 2 April 2015 Stage 3 Demonstrate excellence in equality, diversity and inclusion practice as well as improving our internal leadership and supporting us to become ambassadors within the community and within the housing sector Stage 3 April 2016 Undertake Job Evaluation Create a method off determining on a systematic basis through the use of Northgate Arinso product the relevant importance of the various jobs. All employees Throughout 2013, job rankings to be established late 2013 Communications Equality Develop apprenticeship programme Create opportunities to provide apprenticeships OD Team, Trade Union partners, Management Team July 2014 A valued rewards and recognition package Develop and introduce a new Rewards and Recognition policy including Employee of the Month etc. Support participation in new staff awards scheme via RCH Matters staff magazine, OD Manager / Communications Manager October 2013 Communications 18
19 team briefings and the intranet Support and promote annual staff awards event to promote performance, customer care, going the extra mile and best practice. OD Manager / SMT / Communications Manager December 2013 Customer access and feedback Become known as an employer committed to promoting equality and diversity Maintain Living Wage accreditation and confirm that we are a Living Wage employer evidencing our commitment to fair pay and rewards. OD Manager, EMT, SMT April 2014 Encourage flexibility in line with business operational needs and employee work life balance. OD Team, Management Team August 2014 and ongoing Better facilities and office accommodation for staff and customers Identify and provide better customer facilities. Relocate relevant staff to the new customer hubs; ensure staff needs and requirements are provided for and that staff can provide an excellent service for customers. SMT, Management Team, OD Team Earliest opportunity in 2013 Customer access and feedback Communication Identify options for a new central office and the River Clyde Academy Undertake options appraisal; seek to bring all staff and teams under one roof; facilities able to host the River Clyde Academy SMT, OD team Dec 2013 Customer access and feedback Review estate and office provision alongside Business Transformation strategy requirements. Undertake review OD team, Business Transformation Jan 2014 Communications 19
20 of furniture and equipment etc. Identify need for renewal or upgrade, plan replacements and budget accordingly. team, Specialist Services team To become an efficient company Business plan priority Strategy Actions Lead Date by Link with other strategies Achieve a developed, empowered and committed workforce Using training needs and skills analyses, identify those who would like to undertake wider role experience and support through secondments, work shadowing etc OD Team Management Team End December 2013 and ongoing Work with IIP colleagues towards gaining improved employee satisfaction leading to better communication, culminating in achieving external recognition OD Manager OD Senior, OD Team Management Team Level 1 by April 2014 Communications Through the identification of required skills / qualifications required for job roles such as cleaner, maintenance operative, caretaker, provide access to learning which results in gained relevant qualifications OD Team Management Team Trade Union partners Employees End December 2013 and ongoing Outcome To become a growing company Achieve recognised, open transparent communication Encourage employee participation tand development through a range of feedback methods OD Team EMT, OD Manager January 2014 August 2013 and ongoing Communications 20
21 Annual employee survey Regular Team River Clyde Homes whole staff briefings, every 2 months initially, thereafter quarterly Management Team Line manager, employee Team meetings to be held monthly 1-1 with line manager to be held monthly Develop a management framework for regular meetings in line with IIP standards OD Team, Management Team October 2013 and ongoing Communication Work collaboratively with Investors in People to achieve a planning, do, review cycle of continuous improvement A valued rewards and recognition package Staff celebration event Hold an annual recognition event where excellence is recognised and rewarded All December 2013 Communication Achieve recognised, open transparent communication Review Ask the Chief topics Evaluate the topics raised quarterly and consider whether workshops or other information sharing method is needed for any emerging shared issues OD Senior Management Team September 2013 and ongoing Communication Contribute to the Introduction of a Staff Intranet Plan, populate and launch new staff intranet OD Team, Business Transformation Project Manager Management Team November 2013 March 2014 Communication 21
Communications Strategy
Communications Communications July 2013 Version 1.1 1 Communications River Clyde Homes Vision Our vision is to provide quality, affordable homes, in neighbourhoods we can be proud of and to deliver excellent
More informationPeople Strategy 2013/17
D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised
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 informationHousing Association Regulatory Assessment
Welsh Government Housing Directorate - Regulation Housing Association Regulatory Assessment Melin Homes Limited Registration number: L110 Date of publication: 20 December 2013 Welsh Government Housing
More informationReport of Corporate Management Team Don McLure, Corporate Director, Resources Councillor Alan Napier, Cabinet Portfolio for Resources
Cabinet 13 July 2011 Investors in People Assessment Report and Action Plan Report of Corporate Management Team Don McLure, Corporate Director, Resources Councillor Alan Napier, Cabinet Portfolio for Resources
More informationIntroduction. Page 2 of 11
Page 1 of 11 Introduction It has been a year since The Walton Centre brought its recruitment function in-house and it was critical that the organisation took this step. This is a specialist organisation
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 informationPROPOSAL TO DEVELOP AN EMPLOYEE ENGAGEMENT PROGRAMME
PROPOSAL TO DEVELOP AN EMPLOYEE ENGAGEMENT PROGRAMME DEFINITIONS OF ENGAGEMENT The concept of employee engagement has received growing interest recently, with a range of research into what engagement is
More informationCOMMUNICATION AND ENGAGEMENT STRATEGY 2013-2015
COMMUNICATION AND ENGAGEMENT STRATEGY 2013-2015 NWAS Communication and Engagement Strategy 2013-2015 Page: 1 Of 16 Recommended by Executive Management Team Communities Committee Approved by Board of Directors
More informationInvestors in People Assessment Report. Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited
Investors in People Assessment Report for Bradstow School Presented by Alli Gibbons Investors in People Specialist On behalf of Inspiring Business Performance Limited 30 August 2013 Project Reference Number
More informationJob Description. To lead and effectively manage the Empty Homes team which is responsible for:
Job Description Post Title Post Number Service Area / Department SDU Accountable to (Line Manager) Responsible for (Direct Reports Post Title) Empty Homes Manager RT01008 Leasehold and Lettings Housing
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 informationRecruitment 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 informationINVESTORS IN PEOPLE REVIEW REPORT
INVESTORS IN PEOPLE REVIEW REPORT Kenard Engineering (Dartford) Company Ltd Presented by Samantha Kitney Assessor - Investors in People On behalf of Inspiring Business Performance Limited 17 th February
More informationREPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE
Report to Personnel Committee 26 September 2012 Agenda Item: 6 REPORT OF THE SERVICE DIRECTOR - HUMAN RESOURCES AND CUSTOMER SERVICE INVESTORS IN PEOPLE RE-ACCREDITATION Purpose of the Report 1. The purpose
More informationNORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY. Version Date: 18 November 2014 Approved by: Human Resources Committee
NORTH EAST SCOTLAND COLLEGE HUMAN RESOURCES STRATEGY Version Date: 18 November 2014 Approved by: Human Resources Committee HUMAN RESOURCES STRATEGY 1.0 Introduction 1.1 The merger of Aberdeen and Banff
More 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 informationWest Dunbartonshire Council s Employee Recognition Framework
West Dunbartonshire Council s Employee Recognition Framework CONTENTS 1 Introduction page 3 2 Overview of the framework page 3 3 Communicating and promoting success page 4 4 WDC Annual Employee Recognition
More informationHow To Manage The Council
Mole Valley District Council Corporate Communications Strategy 2002-2005 CONTENTS Content Section 1: Introduction Section 2: Stakeholders Section 3: Objectives Section 4: Targets Section 5: Principles
More informationTRANSPORT FOR LONDON CORPORATE PANEL
AGENDA ITEM 4 TRANSPORT FOR LONDON CORPORATE PANEL SUBJECT: EMPLOYEE ENGAGEMENT DATE: 17 NOVEMBER 2009 1 PURPOSE AND DECISION REQUIRED 1.1 The purpose of this report is to advise the Panel on TfL s approach
More informationConsultation and Engagement Strategy
Consultation and Engagement Strategy Contents: 1. Introduction 2 2. Purpose 3 3. Aims and Objectives 4 4. Key principles 5 5. Delivery of the Strategy 6 6. Action Plan 2011-12 7 Appendix 1 Understanding
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 informationChesterfield Borough Council. Internal Communications Strategy. April 2014 - April 2017.
Appendix 1 Chesterfield Borough Council Internal Communications Strategy April 2014 - April 2017. Section 1: Introduction 1.1 Chesterfield Borough Council s single biggest asset is its employees. 1.2 It
More informationSUBJECT: Talent Management Strategy 2016 2020. Councillor Sandra Walmsley (Cabinet Member for Resources and Regulation)
REPORT FOR DECISION DECISION OF: CABINET DATE: 13 APRIL 2016 SUBJECT: Talent Management Strategy 2016 2020 REPORT FROM: Councillor Sandra Walmsley (Cabinet Member for Resources and Regulation) CONTACT
More informationEVERYONE COUNTS STRATEGY
EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues
More informationINVESTORS IN PEOPLE REVIEW REPORT
INVESTORS IN PEOPLE REVIEW REPORT Lower Farm Primary School Page: 1 of 13 CONTENTS Key Information 3 Assessor Decision 3 Milestone Dates 3 Introduction 4 Assessment Objectives 4 Feedback Against the Assessment
More informationINVESTORS IN PEOPLE ASSESSMENT REPORT. Rodor Housing & Support Limited
INVESTORS IN PEOPLE ASSESSMENT REPORT Rodor Housing & Support Limited Page: 1 of 11 Key Information Assessment Type Investors in People Specialist Name First time assessment Sue Long Visit Date 10/2/2014
More informationWiltshire Council s Behaviours framework
Wiltshire Council s Behaviours framework It s about how we work Trust and respect Simplicity Responsibility Leadership Working together Excellence Why do we need a behaviours framework? Wiltshire Council
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 informationINVESTORS IN PEOPLE ASSESSMENT REPORT
INVESTORS IN PEOPLE ASSESSMENT REPORT Birmingham City University Human Resources Department Page: 1 of 19 Key Information Assessment Type Review Investors in People Specialist Name Bob Morrison Visit Date
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 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 informationInvestors in People First Assessment Report
Investors in People First Assessment Report K.H.Construction Cambridge Assessor: Lesley E Ling On-site Date/s: 3 rd September 2008. Recognition Date: Contents 1. Introduction Page 2 2. Assessment and Client
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 informationThe Audit of Best Value and Community Planning The City of Edinburgh Council. Best Value audit 2016
The Audit of Best Value and Community Planning The City of Edinburgh Council Best Value audit 2016 Report from the Controller of Audit February 2016 The Accounts Commission The Accounts Commission is 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 informationLSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines
LSE Knowledge Skills and Behaviours Framework for managers and leaders Guidelines Contents Introduction 2 A guide to the KSB framework 3 LSE Leadership and Management: 3 Behaviours LSE Leadership and Management:
More information1.4. Ensuring people and communities know and understand these issues can help build trust and confidence in the Council and improve our reputation.
Draft Communications Strategy -2018 1. Introduction and context 1.1. In the challenging and changing environment of local government, it s really important that regular, reliable and accurate information
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 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 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 informationOur People Strategy 2016-17. Living our Values
Our People Strategy 2016-17 Living our Values Approved by the Board of Governors 25 November 2015 1. Mission and Values, taken from our Corporate Plan Our Mission We are exceptional and imaginative in
More informationFuture Council Programme Evaluation Framework
Future Council Programme Evaluation Framework Overview of the Evaluation Framework for the Future Council Programme DRAFT v0.7 August 2015 Contents 1. Evaluation Framework Overview 2. Evaluation Framework
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 informationHuman Resources Strategic Objectives and Action Plan 2012-2016 Appendix 1
Human Resources Strategic Objectives and 2012-2016 Appendix 1 Strategic Recruitment & Selection The key to the success of any business is building the right team at the right time, but the process of finding,
More informationInternal Communication and Engagement Manager (part-time)
Internal Communication and Engagement Manager (part-time) Main purpose of job To develop and manage internal communication and engagement programmes to support Alzheimer s Society projects, activities
More informationDerbyshire County Council
Derbyshire County Council Derbyshire County Council is situated in the East Midlands and is bordered by the cities of Nottingham, Sheffield and Manchester. Its role it to provide local government services
More informationHow To Manage Performance In North Ayrshire Council
North Ayrshire Council Performance Management Strategy February 2015 Contents 1. Foreword... 3 2. Introduction... 3 3. What is performance management?... 4 3.1 Why is it important to North Ayrshire Council?...
More informationEqual Pay Statement and Information 2015
Equal Pay Statement and Information 2015 Contents 1. Introduction... 2 2. Commitment... 4 3. Purpose... 8 4. Approach... 10 5. Equal Pay Information... 12 6. Occupational Segregation... 14 7. Equal Pay
More informationREPORT 4 FOR DECISION. This report will be considered in public
REPORT 4 Subject: Safety Readiness for the Summer 2013 Events Programme Agenda item: Public Item 7 Report No: 4 Meeting date: 28 May 2013 Report to: Board Report of: Mark Camley, Interim Executive Director
More informationSR0001 Maintaining Business Continuity including the Council s response to major civil emergencies. (Interim Programme Lead)
STRATEGIC RISK REPORT QUARTER 1 APRIL TO JUNE 2007 APPENDIX A SR0001 Maintaining Business Continuity including the Council s response to major civil emergencies. (Interim Programme Lead) Over 75% of business
More informationCONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN
CONCORDAT TO SUPPORT THE CAREER DEVELOPMENT OF RESEARCHERS: UNIVERSITY OF ABERDEEN IMPLEMENTATION SUMMARY AND ACTION PLAN During the last academic year, an in-depth gap analysis exercise was undertaken
More informationAGENDA ITEM 5 AYRSHIRE SHARED SERVICE JOINT COMMITTEE 1 MAY 2015 AYRSHIRE ROADS ALLIANCE CUSTOMER SERVICE STRATEGY
AYRSHIRE SHARED SERVICE JOINT COMMITTEE 1 MAY 2015 AYRSHIRE ROADS ALLIANCE CUSTOMER SERVICE STRATEGY Report by the Head of Roads Ayrshire Roads Alliance PURPOSE OF REPORT 1. The purpose of this report
More informationINVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT
INVESTORS IN PEOPLE BRONZE ASSESSMENT REPORT for Bedford Citizens Housing Association Page: 1 of 13 Key Information Assessment Type Investors in People Specialist Assessment Jeannette Stanley Visit Date
More informationCase study: developing an internal communications and engagement strategy
Case study: developing an internal communications and engagement strategy Writing an internal communications and engagement strategy that works isn t easy, but essential if you re going to focus on achieving
More 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 informationOUR WORKPLACE DIVERSITY PROGRAM. Diversity is important to AFSA.
OUR WORKPLACE DIVERSITY PROGRAM Diversity is important to AFSA. 2014 2017 OUR WORKPLACE DIVERSITY PROGRAM PAGE 1 OF 9 What is diversity? The concept of diversity encompasses acceptance and respect. It
More informationService and Improvement Plan 2015 18
Service and Improvement Plan 2015 18 Property and Risk 1. Introduction Property and Risk Service and Improvement Plan 2015 2018 1.1 The Property and Risk Service and Improvement Plan covers the period
More informationStaff Survey Results and Action Plan Report for the AWP NHS Trust Board Meeting Date: Serial: 27 April 2012
App B Staff Survey Results and Action Plan Report for the AWP NHS Trust Board Meeting Date: Meeting Time: Agenda Item: Serial: 27 April 2012 10:00 10 12.0110 This Report is presented by the Executive Director
More informationCIPD Employee engagement
CIPD Employee engagement See www.cipd.co.uk for further details January 2007 This factsheet gives introductory guidance. It: considers what is meant by employee engagement and why organisations are interested
More informationShaping Places, Creating Communities and Changing Lives Customer Service Strategy 2013-2017
Shaping Places, Creating Communities and Changing Lives Customer Service Strategy 2013-2017 1 CONTENTS DESCRIPTION PAGE NUMBER 1. Introduction 3 2. Links to the Group Business Strategy 6 3. General Operating
More informationCOMPLIANCE OFFICER. CLOSING DATE: 12 June 2016
COMPLIANCE OFFICER VACANCY REF: SFRS00451 CONTRACT STATUS: Permanent GRADE: 4 LOCATION: SFRS Headquarters, Cambuslang DEPARTMENT: Procurement Finance and Contract Services SALARY: 24,663-27,222 HOURS:
More informationCHANGE MANAGEMENT PLAN
Appendix 10 Blaby District Council Housing Stock Transfer CHANGE MANAGEMENT PLAN 1 Change Management Plan Introduction As part of the decision making process to pursue transfer, the Blaby District Council
More informationCustomer Services Team Leader. Recruitment Pack
Customer Services Team Leader Recruitment Pack SECTION 1 June 2016 Customer Services Team Leader Thank you for your interest in this position. This is a new role which has arisen following a recent restructure
More informationTalent Management Framework
Introduction 1 The Council has agreed an Organisational Development (OD) Strategy with an overall aim to help the Council achieve its vision of building a world class city for everyone, with an ambition
More informationNottingham City Homes
Nottingham City Homes Internal Communications Strategy 2012 2015 1. Introduction 1.1 Our Corporate Plan for 2012-15 sets out our commitment to creating homes and places where people want to live. Achieving
More informationINVESTORS IN PEOPLE REPORT
INVESTORS IN PEOPLE REPORT Guy's & St Thomas NHS Foundation Trust Presented by Kate Baker Investors in People Practitioner On behalf of Investors in People South of England November 2015 (14-04922) Introduction
More 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 informationLEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY
Policy Number: STRAT/0016/v2 Issue/Version No.: 2 LEADERSHIP AND MANAGEMENT DEVELOPMENT STRATEGY Current Status: Ratified Compliance All members of Tees, Esk and Wear Valleys NHS Foundation Trust staff
More informationEmployee Engagement FY15. 1. Introduction. 2. Employee Engagement. 3. Management Approach
1. Introduction This document forms part of our Disclosures on Management Approach (DMA) series, prepared in accordance with the Global Reporting Initiative s G4 Guidelines. The DMA series is designed
More informationThe dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager)
Case study Dealing with staff turnover a case study on getting and keeping the right people This case study looks at the experience of a high tech organisation that aimed to improve its staff retention..
More 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 informationCommissioning Strategy
Commissioning Strategy This Commissioning Strategy sets out the mechanics of how Orkney Alcohol and Drugs Partnership (ADP) will implement its strategic aims as outlined in the ADP Strategy. Ensuring that
More informationInternal Communications Strategy
Internal Communications Strategy 2011 2013 Alison Cummins Communications Manager January 2011 INTRODUCTION 3 AIMS AND OBJECTIVES 5 EVALUATION OF THE INTERNAL COMMUNICATIONS STRATEGY 2007-2009 6 TARGETS
More informationOrganisational Development Improvement Strategy 2009-2011 Delivering results through our people
Organisational Development Improvement Strategy 2009-2011 Delivering results through our people 1 Index Page No Foreword 3 What is Organisational Development? 4 Organisational Development- Driving change
More informationAn effective working relationship is required with the WP Group Board of Directors, Leadership Team members and the Operations team.
Key Account Manager Role reports to: Group Commercial Director WP Group Overview WP Group is an integrated fuels and lubricants company focused on providing bespoke service solutions to its growing customer
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 informationCommunications Strategy 2015-16
Communications Strategy 2015-16 Communication leads to community, that is, to understanding, intimacy and mutual valuing [Rollo May, 1909-1994, American Psychologist] Introduction The WWM CRC is a provider
More informationLEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014)
JOB DESCRIPTION: Human Resources Manager LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) RESPONSIBLE TO: Director of Human Resources and Organisational Development
More 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 informationHousing & Community Care Services
Housing & Community Care Services Neighbourhood Services Strategy 2012/13 Contents 1. Introduction 2. Legislation 3. Consultation 4. Our Vision 5. Our Strategy 6. The customer/landlord relationship 7 Neighbourhood
More informationNorthern Ireland Environment Agency Corporate Social Responsibility
Northern Ireland Environment Agency Corporate Social Responsibility September 2011 Introduction This document has been prepared by the Northern Ireland Environment Agency (NIEA) in line with general NICS
More informationMembership Management and Engagement Strategy 2014-17
Membership Management and Engagement Strategy 2014-17 communicating engaging representing Contents Introduction 3 What is membership? 4 Defining the membership community 5 Engaging members and the public
More informationScottish Borders Council. Local Scrutiny Plan 2015/16
Scottish Borders Council Local Scrutiny Plan 2015/16 March 2015 Scottish Borders Council Local Scrutiny Plan 2015/16 Introduction 1. This local scrutiny plan sets out the planned scrutiny activity in Scottish
More informationCareers Advisers Day 16 September 2010. Internal Use Only - Not to be disclosed outside Standard Life group
Careers Advisers Day 16 September 2010 Introduction to Careers Advisers Day Sandy Begbie Group People & Transformation Director Standard Life context Standard Life is a leading long term savings and investment
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 informationSUMMARY REPORT 1.16.42 (7) TRUST BOARD 28 th April 2016
SUMMARY REPORT 1.16.42 (7) TRUST BOARD 28 th April 2016 Subject 2015 Staff Opinion Survey Action Plan Prepared by Approved by Presented by Purpose Ruth Bardell, deputy Director Human Resources and Organisational
More informationThe post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted.
JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder
More informationJob description HR Advisor
Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and
More informationManaging ICT contracts in central government. An update
Managing ICT contracts in central government An update Prepared by Audit Scotland June 2015 Auditor General for Scotland The Auditor General s role is to: appoint auditors to Scotland s central government
More informationREPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL
Report to Personnel Committee REPORT OF THE SERVICE DIRECTOR CUSTOM ERS AND HUMAN RESOURCES 20th January 2016 WORK BASED COACHING IN NOTTINGHAMSHIRE COUNTY COUNCIL Agenda Item: 4 Purpose of the Report
More informationJOB AND PERSON SPECIFICATION. It has an annual budget of approximately 50 million and currently a staff of approximately 300.
JOB AND PERSON SPECIFICATION Job Title: Division Grade: HR Adviser - HR Operations Section G Reports To: Head of HR Operations General Information The Commonwealth Secretariat is the principal intergovernmental
More informationHow Good is Our Community Learning and Development? Self-evaluation for quality improvement
How Good is Our Community Learning and Development? Self-evaluation for quality improvement How Good is Our Community Learning and Development? Self-evaluation for quality improvement HM Inspectorate of
More informationCollege Post-Merger Evaluation Report. February 2016. West College Scotland
College Post-Merger Evaluation Report February 2016 West College Scotland 1 SFC post-merger evaluation of the college mergers that took place during the academic year 2013-14 In autumn 2015 the Scottish
More informationINVESTORS IN PEOPLE ASSESSMENT REPORT FOR LIFESKILLS SOLUTIONS LTD
INVESTORS IN PEOPLE ASSESSMENT REPORT FOR LIFESKILLS SOLUTIONS LTD Page: 1 of 16 Page Description 3 3 Key Information Conclusion 5 5 Introduction to Lifeskills Solutions Ltd Executive summary 6 Strengths
More informationBUILDING A HIGH PERFORMING SYSTEM. A business improvement plan for the Department for Education and Child Development
BUILDING A HIGH PERFORMING SYSTEM A business improvement plan for the Department for Education and Child Development BUILDING A HIGH PERFORMING SYSTEM 1 Contents Executive summary 3 Increasing local decision-making
More informationABOUT REWARDS MANAGING DIRECTOR FOR SCOTLAND. Recruitment. Modern Apprenticeships
ABOUT REWARDS Established in 1989 in Haywards Heath, Rewards has grown to become a nationally recognised training company with offices located throughout England and Scotland. Through our working relationships
More information24,006 - with possible progression to 25,771 per annum (pro rata for part time) Grade 5
Job Title Revenues Officer 3 (Job No. 000726) Service Area Financial Services Salary 24,006 - with possible progression to 25,771 per annum (pro rata for part time) Grade 5 Contract Permanent Hours 37
More informationPERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW
SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance
More informationCustomer Engagement Delivery Plan 2012-2015
Customer Engagement Delivery Plan 2012-2015 Scope: This delivery plan applies to Merton Priory Homes Effective Date: May 2012 Review Date: March 2015 Signed off: Author: MPH Board Theo Scott, Customer
More information