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Appendix I Workforce Plan Progress January 2021

Key Theme

Need / Driver

 Outcome

Action

Responsibility

Update / Timescale

Organisational culture and change

 

Increased partnership work.

Flexibility in workforce movement.

Secondments arranged into and out of partner sector

 

Redeployment policy

HR Manager

 

 

HHR

Ongoing

 

 

Implemented April 2020

Maintain and develop the organisation culture to be consistent with the values and priorities

Increased levels of employee engagement

Employee engagement survey and action plan

 

 

Team talks/briefs; One Council meetings; Service planning and appraisal

 

 

 

 

 

Develop a Council engagement plan

Wider Leadership Team (WLT)

Outcome of survey presented to CLT, WLT and all staff. 

Follow up pulse survey to be sent to all staff in Jan 2021.

 

Team talks ongoing. One Council briefing on 10 Feb 2021 which includes staff awards.

Monthly webinars led by CEO continue to be delivered.

 

Engagement plan for 2020/21 has been updated and events are delivered regularly – monitored by CLT

 

Minimise stress amongst the workforce

Training for staff and managers to recognise and manage stress and reduce the organisational causes of stress

L&D Manager

 

Monthly webinars delivered on wellbeing including mental health.

Mental Health First Aid supervision sessions regularly organised.

 

Wellbeing surveys introduced to review wellbeing of staff and managers during Covid-19

Increased income generation including through regeneration and  commercialisation

Organisation structure designed to meet key priorities

Senior management structure and development programme

 

Strengthen project and programme management capacity and skills

 

Chief Executive Officer (CEO) with Corporate Leadership Team (CLT) and WLT

On-going capital projects

 

Payroll service for Dartford Borough council - ongoing.

To explore opportunities with other external organisations to expand payroll service.

Senior Leadership is visible

Employees feel that senior leaders are approachable, listen and live the values

One Council briefings, back to the floor and attending local team meetings

 

Policy, Wider Leadership Team  (WLT)

One Council briefings

All staff monthly webinars

 

Staff Forum meetings to gain representative views

 

CLT

Staff forum review complete

WLT to visit staff during wellbeing week and birthday teas

WLT

On hold.

 

Employees are engaged with organisation purpose

Employees know where they fit in to the organisation and how they help deliver priorities

 

 

Team talks delivered by line managers

WLT

Line managers

Ongoing

 

Organisation design

Accommodation design meets the new ways of working for staff

Survey to review feedback from staff and managers on future ways of working

HHR

Head of Commissioning & Business Improvement

Survey results reviewed.

HOS feedback received.

Accommodation options to be considered

Key Theme

Need / Driver

 Outcome

Action

Responsibility

Update/ Timescale

Resourcing

 

The organisation is fully resourced with the right skills to deliver  council priorities

Streamlined processes for greater efficiency

Review induction programme for all staff

Head of HR (HHR)

Web Team

New digital onboarding induction programme has been designed – launched Sept 2020

 

Council is presented in the best light to attract good candidates

Council jobs provide attractive information for candidates

HR Manager

Recruitment advertising contract tendered and awarded.

New job page created with information on the borough and the council.

 

Competitive employment package to attract and retain good people

Appropriate use of market supplements in skill shortage areas

HR Manager

Ongoing and has improved recruitment in hard to fill areas (Planning and Building Control)

Maximise effectiveness of the full team to deliver council priorities

Line managers are trained and address performance and absence issues

Line managers

Absence management and Performance management training on-going.

New absence records created in iTrent to monitor Covid-19 absence and general sickness

A representative and balanced workforce

Increase the % of employees under the age of 25

Apprenticeship programme

HHR

Training and qualifications agreed for existing staff through the apprenticeship levy. Recruitment of apprentices to continue.

Careers fairs at local schools and colleges – on hold

A representative and balanced workforce

Council that values equality, diversity and inclusion

Meet the Disability Confident employer status

 

 

Calculate and report on the Gender Pay Gap

 

HHR

Ongoing – further supported by the work experience opportunities provided to the students from the Grow 19 college.

Figures to be updated and published on the Govt website to meet the deadline of 31 March 2021.  Minimal difference between male and female pay rates

The organisation is fully resourced with the right skills to deliver Council priorities

No skill / knowledge gaps because of retirements or turnover

Succession planning and multi-skilling to ensure business continuity

WLT

To complete ‘Developing Everyone’ analysis following Appraisals in March/April 2021

Organisational effectiveness increased, workloads reduced

Change in mind-set of employees to overcome challenges in their roles

L&D Manager

 

Personal Best training for staff delivered. 

Personal Best for Leaders – introduced programme for managers and supervisors.

Key Theme

Need / Driver

 Outcome

Action

Responsibility

Update/Timescale

Development

 

Develop consistency of approach by leaders and managers

Managers and leaders know what is expected of them as a ‘Maidstone Manager’

 

Management development;

360°feedback.

All new managers to go through the manager induction programme

 

L&D Manager

and WLT

New online induction programme for managers to be launched in Jan 2021

 

 

Pilot new software on performance management

L&D Manager

Clear Review system – implementation programme being delivered to all teams.  Roll out to be completed by Feb 2021

 

The organisation is fully resourced with the right skills to deliver  council priorities

Blended approach to learning

All employees engaged in personal development

All employees have development plan; training plan in place to address future skill gaps

L&D Manager

Line managers

Recorded in Clear Review and managed by managers during regular meetings. 

Development of new eLearning package with tailored programmes

L&D Manager

Ongoing

 

A flexible workforce

Internal recruitment and selection enables horizontal movement to develop careers and give employment stability

Streamline processes for internal re-deployment.

Training for new roles and ways of working eg arising from service reviews and business transformation 

HHR

Ongoing

A flexible workforce

Develop a range of skills

Secondments encouraged

 

HHR

Ongoing

Work shadowing process developed to facilitate people spending time in other areas

HHR

WLT/CLT Job Swap programme in place. 

A safe workforce

A strong health and safety culture with minimal accident levels.

Deliver the Health and Safety action plan

Health and Safety Officer

Line managers

Ongoing monitoring through the Health & Safety Committee.

Key Theme

Need / Driver

 Outcome

Action

Responsibility

Update/Timescale

Rewards

 

Retain competitive position as an employer

Reinforce benefits package so that employees feel they are fairly rewarded.

Update and re-issue employee handbook

HR Manager

To update with new Strategic Plan

Health and wellbeing initiatives developed

HR Manager

Community Development

Ongoing, virtual Well-being week to take place in February 2021.

Roll out wellbeing events during the rest of the year.

Flu vaccinations delivered in Oct 2020

Webinars introduced on staff wellbeing and support provided through EAP and occupational health

Total benefits statement developed

HHR

Completed

Enhance rewards and benefit provision at the Council

HR Manager

Ongoing – introduced payroll giving benefit

Employees feel they are fairly rewarded

Review pay for lower graded staff

Review rewards in terms of future working methods

Promote current rewards and benefits

HHR

Implemented Real Living wage in April 2020 for lowest paid staff.

Webinars delivered on rewards and benefits

Review on car travel allowances to be implemented in 2021

Award 1 days additional leave as a thank you to all staff

Regular communication provided on staff benefits

Staff feel valued for their contribution

Awards ceremony continued and strengthened

HHR

Included as part of One Council event in Feb 2021

Mechanisms developed to increase the ways for recognising staff

HHR

Ongoing – webinar to all staff in July to say ‘thank you’

Revised recognition process through policy & performance introduced