Corporate Human Resources - Hackney.

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Corporate Human Resources Service Plan 2003/04

 

2003/04 SERVICE PLAN FOR

CORPORATE HUMAN RESOURCES

This plan sets out the key aims and activities of the Corporate Human Resources service during 2003-04 and in particular how the service will support the achievement of the 2020 Vision for the borough and the other corporate objectives agreed by the Council, which are to:

  • Make sure the Council works properly and efficiently
  • Involve the public in what we are doing to get better
  • Improve opportunities and quality of life in the borough and promote social inclusion
  1. OUTLINE OF THE SERVICE
  1. Corporate Human Resources is managed by the Assistant Chief Executive (Human Resources), a member of the Core Management Team, who is responsible for ensuring the council’s compliance with employment legislation.  The purpose of the HR function is to work in partnership with managers to maximise the efficiency and effectiveness of our workforce in order to support the council's business strategy and achieve excellence in service delivery
  2. The components of the Corporate HR function are:
  • Strategic human resource management

Develops a strategic framework that provides direction for the organisation in order to optimise employee productivity and achieves continuous improvement in the context of best value.  Sets standards of best practice ensuring consistency of approach to create one organisation.  Provides both guidance and input into operational HR functions.  Provides the tools to drive up performance and productivity and drive down sickness absence.

Works in partnership with employee representatives in order to create and embed a positive and constructive industrial relations environment that achieves service excellence.  Development and implementation of procedures and guidelines to ensure managers work towards a productive employee relations culture.

  • Learning and organisational development

Develops and introduces strategies, policies and programmes to develop the capability of the council, its Members and employees to successfully implement business objectives and priorities.  Establishes a competency based performance management approach to become a learning organisation, bring about culture change and to harness and extend the knowledge, skills and experience of all those within the council in pursuit of service excellence.

  • Health safety and welfare

Promotes a healthy and effective workforce, promotes good practice in health and safety, and addresses ill health at work and ill-health early retirements.  Ensures compliance with occupational health, safety and welfare legislation and guidance. Develops and implements Occupational Health service policies in co-operation with the Council's nominated provider.

  • Strategic HR Contracts team

Procures and monitors the payroll contractor to ensure timely payment of Hackney employees and pensioners.

Monitors the Independent Referral Unit, which provides a 24/7 confidential telephone help- line.  This is an independent specialist service where employees can raise their complaints and concerns about racial discrimination, racial harassment and racially discriminatory practices in the workplace.

Monitors the One-Stop Recruitment contract responsible for permanent and temporary recruitment and the job matching service for the council’s redeployees.

Procures and monitors the Occupational Health Service contractor which carries out pre-employment health checks on new appointees and provides medical advice to help manage sickness absence.

  1. SUMMARY OF PERFORMANCE FOR 2002/2003

        The service was restructured in March 02 to downsize by eight posts and interviews were completed over March and April; there were some redundancies with staff leaving in June.  Two vacant posts were filled by August.  

        The Departmental Strategic Objectives for 2002/03 were:

  • To review and implement an HR strategy to reflect organisational needs and the new senior management structure; to consult all stakeholders – Directors, senior management and members by April 02.  

We achieved the early stages and with the appointment of the Head of HR in August 02 this is being carried forward for completion by April 03.

  • To introduce competency based performance appraisal in the organisation by April 02 and carry out regular audits of service areas.

We are currently in the process of reviewing the implementation process of the performance appraisal and development framework.  A report of the findings will be produced for Core Management Team in December 2002.

  • To achieve Investors in People standard - with assessments carried out across directorates by September 02.

This was achieved by Corporate Human Resources and the Social Services directorate.  Assessments of the remaining directorates will take place in early 2003.

  • To work towards Commission for Racial Equality level 4 standard.  

This has been replaced by the Equality Standard for Local Government level 2 and is being carried forward for completion by April 04.

  • Continue to fight racial discrimination by following through the Race Equality Action Plan, to reduce the number of complaints to the Independent Referral Unit, measuring the number of cases referred and their outcomes        

Ongoing.

  • Develop corporate HR database and to ensure that systems are in place to provide workforce and BVPI monitoring information with complete audit trails.

We are on target to procure a Human Resources Information System by April 03, have had the approval of Cabinet and are meeting the milestones of the new corporate procurement process.

The Departmental Service Priorities for 2002/03 were:

  • Recruitment of third tier managers by 30 June.  88% achieved, 6% under review, 6% vacant. Continuation of this activity is identified as a key project in Appendix 2(B)

  • TUPE of Education staff to Hackney Education trust by 1 August.  Achieved

  • TUPE of finance staff to external provider.  This exercise is still under review and the decision deferred whilst the organisation examine the feasibility of a strategic partner arrangement.

  • Implementation of Best Value Performance Plan; production of annual BVPP estimates and actual performance by Feb 02. Achieved

  • Implementation of the second stage of Single Status. Ongoing.

  • Trade Union facilities agreement.  Corporate agreement and budget reduction achieved.  Local consultation agreements ongoing.

  • HR Standards & Frameworks.  Review of existing documentation – consult Executive and negotiations with Trade Unions as necessary.  All managers complying with HR standards and frameworks.  Available on website March 2002.  Existing standards and frameworks on website.  Continuation of this activity is identified as a key project in Appendix 2(B)

  • Objective: reduce days lost per employee through sickness and industrial action. Project Manager of sickness absence team appointed, project developed and now being implemented.

  • Race Relations Amendment Act. New Council policy agreed.  Achieved
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  • Non Discrimination Notice Requirements.

        Production of regular monitoring information for the CRE.  Achieved

Regular ET panels to be convened. Dates have now been scheduled for the remainder of 2003 and the programme of panels will continue through 2003/4.

  • To reduce spending on the Payroll Services Contract to save £250,000 per annum by 2004/05.  On target to appoint new contract for Feb 04 and achieve savings on current contract.

  • Bring payroll debt under control by 31 March 2003.  New HR Information system to be implemented by September 03 will be single point on data ...

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