As a Community Leader – We will engage with residents in an open and meaningful way

By:

Ø  Delivering the Communications and Engagement Strategy Action Plan.

Ø  Embedding the principles of consultation and engagement (as set out in the Communications and Engagement Strategy).

Ø  Undertaking a Resident Survey to identify how residents feel about the council.

Ø  Use customer tools (Acorn) to gain insight into the communities within Maidstone and how to engage them.

Ø  Ensuring that information and advice we provide uses language that is clear and concise

Measurement:

                    I.        Resident Survey Percentage of residents that feel the Council keeps them well informed about the services and benefits it provides.

                  II.        Percentage of residents that agree they can influence decisions affecting their local area.

                III.        Percentage of parishes that are satisfied with the level of communication and engagement they have with MBC.

As a Service Provider – We will ensure our services are inclusive, accessible and support residents and customers.

By:

Ø  Undertaking Equality Impact Assessments when making a change to a policy or service

Ø  Reviewing the equality information we collect to develop our understanding our service users

Ø  Raise staff awareness of equality and diversity issues that are relevant to Maidstone’s communities

Ø  Creating and delivering a Financial Inclusion Action plan

Ø  Promote the Financial Inclusion Forum to partners and third sector as an opportunity for sharing best practice and networking

Ø  Delivering the Customer Service Improvement Programme

Ø   

Measurement:

                     I.        Take-up of training

                   II.        Increased level of equality information   

                 III.        Membership at Financial Inclusion Forum

                  IV.        Monitoring of channel shift indicators

                    V.        Monitoring the take-up of our frontline services

As an Employer –To have a workforce that feel valued and respected

By: Delivering the Workforce Strategy

Ø  Undertaking the IIP assessment and actions identified for improvement

Ø  Continue to deliver one council briefings

Ø  Offering opportunities for staff in relation to wellbeing and work/life balance

Measurement:

                     I.        Stress Survey

                   II.        Best Council Survey

                 III.        IIP Assessment