Staff Survey Action Plan 2013-
Wandsworth Council - Staff Survey Action Plan 2013 - Theme 1 : Communication 62% of staff agree that on the whole, communication is effective 62% feel well informed about what happens in the council 80% of staff feel able to voice their opinions 71% of staff feel there are adequate opportunities to raise points of concern 86% of staff agree that information that they receive on Wandsworthi is straightforward and easy to read Improved existing communication methods (such as Wandsworthi) more effectively to inform staff Developed an online ask us forum via Wandsworthi for employees to ask questions/give opinions Ensured that all staff communications are written in plain English 56% of staff do not feel on the whole, the different parts of the council communicate effectively with each other Target reduce to 25% 45% of staff think communication between staff and management is poor Target to have a significant reduction 1.1 Further develop the change pages on Wandsworthi to communicate changes that are happening across all council departments 1.2 Develop a monthly Team Brief covering messages from Directors Board & Committee decisions 1.3 Ensure regular team meeting take place at least on a bimonthly basis 1.4 Enable departments have the skills to facilitate Service Development sessions, involving staff around Small changes/big improvements 1.5 Develop and implement mechanisms which will improve inter-departmental communication 1.6 Develop a new starters portal for new recruits to the Council which includes all induction materials 1.7 Develop a mechanism for communicating the actual level of savings achieved on a quarterly basis through the use of Grapevine November 2013 January January April (CE) April April (DoF) Sept
1.8 Investigate the use of social media for communicating key council messages to staff (particularly front line staff who may not have regular access to Wandsworthi) January (HIT & DDA)
Theme 2 :Change 63% of staff indicated that they are involved in decisions that affect them in their area of work A Code of Practice on managing staffing re-organisations has been implemented A series of workshops for managers on Managing Reorganisations and Managing Staff through Change have been held and are on-going 80% of staff thought that more could be done to help staff prepare for and cope with change Target: aim to reduce to 50% 58% of staff agree that change within their department is managed well Target: aim to increase this to 65% 52% of staff consider that change within the council is managed well Target: aim to increase this to 60% 2.1 Ensure workshops for managers on Managing Reorganisations is compulsory for all managers 2.2 Roll out workshops for staff on Working with Change October 2013 2.3 Undertake two additional mini surveys after 9 and 18 months, April & using the internal Survey Monkey tool to gauge if improvements January in Managing Change in areas undergoing major change have been effective 2.4 Review the Flexible Working Policy to ensure that it is fit for purpose, aligning it to and supporting the council s accommodation strategy 2.5 Develop & implement a Wandsworth Leadership style workshop for managers 2.6 For each staff reorganisation, clear parameters are set around which elements are exclusively for information/dissemination to staff and which elements are subject to staff consultation June April January Sept Sept
Theme 3: Training, Learning & Development 77% of staff indicated that they have had their development needs reviewed at least annually 80% of staff consider that their line manager/team leader/supervisor ensures that they have the skills to do their job well Continue investment in learning and development Develop and implement a council wide Management Development and Aspiring Manager training programme 71% of staff were satisfied with their current level of learning and development Target : aim to increase to 80% 73% of staff were able to access training, learning & development opportunities to further develop their practical/technical skills Target: aim to increase to 80% 3.1 Maintain the current investment in learning and On going development as a proportion of staffing budget 3.2 Each Department to develop a training plan for -16 April (HoHR/Directors) 3.3 Continue to support Management Development and Aspiring Manager training programmes 3.4 Ensure that Personal Development plans are completed as part of the annual appraisal process End date On going 3.5 Review the revised Corporate Appraisal Scheme and documentation after 12 months of operation 3.6 Ensure that a project management approach and methodology are implemented for any major projects 3.7 Explore the possibility of broadening the range of learning & development interventions, including e-learning and shorter, more bespoke bite-size sessions July
Theme 4: Working for the Council 85% of staff consider that the Council is a good place to work (Target: aim to increase 88%) 80% of staff feel proud to work for the council (Target: aim to increase to 85%) 79% of staff indicated that their motivation at work is generally high 53% of staff feel valued by the Council Target: to increase to 60% 58% of staff feel that too many approvals are needed for routine decisions Target to have a significant reduction Publicised the Flexible Working Policy and ran briefing sessions for managers Staff have been rewarded for taking on new initiatives such as small scale staff innovation. 4.1 Review the level of delegation for approval of operational processes such as Special Leave, petty cash, carry over of leave, starting salaries to ensure they are fit for purpose 4.2 Each department to identify the top 10 routine decisions that are causes of concern in their Department. Once identified, co-ordinate work through staff focus groups to remove blockages that impede efficiency 4.3 Investigate the possibility of introducing a quality management system with the emphasis on streamlining systems and processes 4.4 Review the mechanism for internal recharging where there is no link to traded services April (Directors/HoHR) April (Directors/HoHR) June (CE) September (DoF/Directors) 4.5 Introduce a further category in the Annual Reward and Recognition scheme for each Department star performer 4.6 Develop a twice annual Leadership seminar for Managers on key national/local issues affecting WBC involving the Leader/CE and Directors 4.7 Develop and publish a service review timetable for all services/functions within the Council June (CE/DCE) April (CE) April 4.8 Review the Talent Management framework June November April
Theme 5: Well-being 75% of staff feel that they have a good work/life balance (Target: increase to 85%) 60% of staff feel the Council is interested in their Wellbeing Target: to increase to 75% 24% of staff felt that they were either frequently or always stressed at work Target: to reduce this to 15% Publicised the Flexible Working Policy and ran briefing sessions for managers Introduced the EAP on 1 st April 2013 5.1 Revise and relaunch Coping with Stress training for managers and staff 5.2 Promote the EAP as an effective aid to managing stress on a confidential basis January April 5.3 Identify and where needed, develop programmes that assist Wandsworth Council Public Health priorities i.e. smoking cessation, tackling obesity, risks around alcohol January (HoHR/DPH) 5.4 Review the Health insurance/annual health check scheme for staff January August 5.5 Explore a range of different health interventions, funded either by the council or individuals, with the aim of preventing short and long-term sickness absence January
Theme 6: Council s Vision and Values 82% of staff understand how their work contributes to the council s objectives (Target: aim to Increase to 90%) 89% of staff have a clear understanding of their Department s purpose (Target: aim to increase to 95%) The council s objectives have been posted on Wandsworthi 70% of staff understand the council s objectives Target: aim to increase to 80% 48% of staff consider that the Council is moving in a direction that they support 6.1 Review the Council s Management Objectives aligning these with the future direction of the council. 6.2 Ensure that individual objectives have a clear link with Corporate and Departmental objectives. 6.3 Review the content of Wandsworthi to ensure the content is consistent with the Councils vision and communication messages are accessible/understood 6.4 Review the Councils Pay & conditions of services schemes to ensure they are fit for purpose (CE) (CE/Directors) April (CE) September July 6.5 Relaunch Ask us? forum where staff can ask questions of management confidentially with answers posted via Wandsworthi July September
Theme 7: Dignity at Work 5% of staff indicated that they were being harassed or bullied at work Target: Aim to reduce this significantly 7.1 To continue to investigate any reported acts of bullying and harassment & take appropriate action against any employee found to be bullying or harassing a colleague/service user (Directors/HoHR) 7.2 Re-launch the council s check before contact register January 7.3 Ensure staff have appropriate information regarding January potentially volatile individuals/situations (Directors/HoHR) 7.4 Review and promote the council s Code of Practice on August Grievance (including bullying and harassment) 7.5 Provide appropriate information and guidance to staff on the July difference between being managed and being bullied/ harassed June August
Theme 8: Equality and Diversity 80% of staff believe that the council is committed to Equality of Opportunity (Target: aim to increase 85%) Integrated Equality and Diversity in the Management Development and Aspiring Managers programmes Develop Equality and Diversity mandatory awareness sessions for staff via e-learning 12% of staff have felt discriminated against at work in the past 12 months Target: we aim to significantly reduce this to 5% 8.1 Develop a zero tolerance culture towards discrimination June 8.2 To continue to thoroughly investigate any reported discrimination 8.3 Continue to roll out Equality and Diversity e-learning for all staff 8.4 Continue to monitor and act upon Equality impact Assessments(EIA) for any adverse impacts and publish the assessments (Directors/HoHR) 8.5 Review the council s Equal Opportunity Policy June