HR Partnership working In Action across Essex

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HR Partnership workingIn Action across Essex
Yvonne Skingle - Strategic HR Manager,
Organisational Development Carol Bell - Senior HR
Consultant OD Bedfordshire Councils
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Outline

• Environment we are operating in
• Role of Essex Personnel Officers Forum
• ODPM Pay and Workforce Strategy
• What we have achieved in 2004
• Activity in 2005
• Involvement of key stakeholders

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CPA assessments in Essex
2 x Weak 2 x Poor 3 x Fair 6 x Good 1 x Excellent
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Environment we are moving in

• Comprehensive Performance Assessment -
  Partnership working with other Authorities,
  agencies and Contractors
• Gershon review
• Image of Essex
• Cost effective, quality service / economies of
  scale
• e-government agenda
• ODPM Pay and Workforce Strategy in Essex
• Accessing Capacity Building/funding streams

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• Maintenance of Contracts and Business Development
  longer term
• - Good management information
• - media analysis
• - workforce intelligence
• - recruitment monitoring and analysis
• Releasing HR resource from admin to professional
  advisory role

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Where is your Council on the HR Scale?
Added
Value
Personnel Management
HRM
Strategic HRM
Internal
Business
Organisation
Minimum
-
Critical
Consultant
Partner
Designer
Effective Personnel Mangt.
Business Person in Personnel
Total People/Business Integration
Welfare
Personnel Admin
IPD
Aligning HR
Working with
Helping
IPD qualified
-
and business
managers to
managers
using tools
strategy
systematically
achieve
make
business
decisions
objectives
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Why Partnership A District perspective

• Essex Personnel Forum was good for sharing
  ideas but we needed to show activity
• Our ethos/culture needs to be challenged
• Our identity Essex and each authority
• Partnership working means meeting the needs of
  all or pick and choose from a menu of options
• Join in where there is a business and
  organisational case
• Review position of HR in authorities

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Aligning our work to the ODPM Pay and Workforce
Strategy

• Progress in 2004
• Agreed some priority areas
• Recruitment and retention of professionals
• Future leadership capacity
• Development of managers

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Pay Workforce Strategy Developing Leadership
Capacity

• Capacity Building Bid Development Centre 13
  authorities working together
• Bid successful first joint bid in the region
  ODPM praised it for the innovative nature and its
  links to CPA 100,000 funding
• Places for 2 delegates per authority 1,000 each
  12 month programme
• Will include personal development, organisational
  and Essex capacity
• Need to select participants and agree CPA themes

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Pay Workforce Strategy 2 Developing Skills
and Capacity of the Workforce

• Essex Competency Framework EO 20,000
  consultancy
• Partner in the development of a national skills
  framework
• Developing a Competencies Toolkit ODPM 10,000
  regional funding
• Use of Staff Development Programme (to date 108
  places requested from 6 Councils) (aligned to
  competencies)
• Management trainee placements (Epping/Braintree/Ma
  ldon)
• Joint appointment with Braintree District Council

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Pay Workforce Strategy 3 Developing the
Organisation

• Use of Strategic HR/Organisational Development
  Capacity
• Social Inclusion event on 18/1/05 to share
  practice on race across Essex
• Working with Procurement Agency to implement
  recruitment contracts
• Working on Secondments Policy to enable more
  collaborative placements between Councils

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Essex PartnersRecruitment contract model from
January 2005

• One contract with modules
• Service specifications
• Some optional services to buy into
• Economies of scale cost/quality/risk management
• Good management information
• Flexibility
• One or selection of providers
• Measurement/benchmarking facility
• Promoting the County through brand management

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2005 model

• Response handling
• Admin resource
• Management information

• Search Selection
• for senior managers
• Interim Managers
• Outplace- ment

• Menu of services
• Exit interview analysis
• Research

• Recruitment Advertising
• Brand Management
• Website development
• Public Notices

• TempAgency
• Admin/ Clerical
• Other categories of staff

Social Care Vendor Contract
Framework agreement
Talent Pools
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Pay Workforce Strategy 4 Resourcing Local
Government

• 2003 position - 3 authorities )
• 
  ) LSA funding
• 2004 position - 13 authorities )
  
• Focused on recognised priority recruitment areas
• County brand
• Campaigns ongoing

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Pay Workforce Strategy 5- Pay and Rewards

• Developed Equal Pay Policy together

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What will be our focus in 2005?

• Themed action against the ODPM Pay and Workforce
  Strategy
• Benchmarking reward/remuneration package across
  our Councils and comparators
• Workforce Planning to meet CPA requests
• Developing recruitment portal and supporting
  campaigns
• Developing recruitment national/stand for careers
  fairs at Essex
• Working with key agencies universities
• -
  colleges
• -
  JobCentre Plus
• -
  Learning Skills Council
• Implementing contracts
• Analysing why staff leave professions in Essex
• Celebrating and marketing our partnership working