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

HR Manager

Ongoing

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

Increased levels of employee engagement

Employee engagement survey

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

Develop a Council engagement plan

Wider Leadership Team (WLT)

Run another engagement survey in Jan 2022

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

Monthly webinars led by CEO continue to be delivered.

New staff engagement group created.  Hold meetings regularly and develop an engagement plan with involvement of staff group – monitored by WLT

Changes in the way we work

Guidance on agile working for managers and staff

HHR

HR Manager

Framework provided to managers on different workstyles to meet the needs of the business and change in working practices

Joint Swale and Maidstone policy on agile working agreed – training provided to managers and staff

Workforce culture

Organisational culture meets the changes in working practices

HHR

Review behaviours, values and competencies to support agile ways of working

Identify structure and processes to support changes

Outline future programme of change for the council

Update council policies to meet changing working practices and employment law changes – complete Sept 2021

Training needs for staff on agile working, mental health and wellbeing

Training for staff and managers to support agile working and manage mental health and wellbeing conversations

L&D Manager

Training Plan for 2021-2022 agreed by WLT.

Monthly webinars delivered on wellbeing including mental health.

Run new programmes on managing hybrid teams, supporting people through change, and leading with self-compassion

Increased income generation including through regeneration and  commercialisation

Organisation structure designed to meet key priorities

Senior management structure and development programme

Strengthen creative and innovation skills

Expansion of Payroll services

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

HHR

Review current senior management structure in order to meet council priorities– April 2022

To be delivered through the culture change programme

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 – held virtually

Directors attending team meetings – held virtually

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

Changes to office accommodation to meet agile ways of working

HHR

Head of Commissioning & Business Improvement

Staff survey results reviewed.

HOS feedback received.

Accommodation options considered and changes to be taken forward

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

HHR/HR Manager

Recruitment advertising contract tendered and awarded.

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

Organise recruitment campaign to appoint 3 Senior Management positions – Jan 2022

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

Graduate programmes

HHR

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

Create a graduate programme opportunities

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

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 Clear Review Performance conversations in April 2022

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 – to be delivered in 2021/22 

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 launched in Jan 2021

Management development framework updated

Pilot new software on performance management

L&D Manager

Clear Review system – implementation programme completed in 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

Tender process completed and contract awarded

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 – on hold 

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

Completed

Health and wellbeing initiatives developed

HR Manager

Community Development

Ongoing, Well-being week being arranged for June 2022.

Roll out wellbeing events during the rest of the year.

Flu vaccinations delivered in Nov 2021

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

Total benefits statement developed

HHR

Webinars on total rewards and benefits delivered regularly

Enhance rewards and benefit provision at the Council

HR Manager

Ongoing – continuous review of benefits and rewards

Introduced payroll giving benefit

Employees feel they are fairly rewarded

Review salary grades based on market pay data

Review rewards in terms of future working methods

Promote current rewards and benefits

HHR

Benchmark salaries against external market – March 2022

Regular communication provided on staff benefits Review on car travel allowances – completed

Staff feel valued for their contribution

Awards ceremony continued and strengthened

HHR

Reviewed by engagement group for 2022

Mechanisms developed to increase the ways for recognising staff

HHR

Ongoing

Revised recognition process through policy & performance introduced