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ITEM BV5(a)
BEST VALUE
COMMITTEE – 10 DECEMBER 2003
IMPLEMENTATION
OF BEST VALUE REVIEWS: PERSONNEL & DEVELOPING OUR STAFF
Report by
Director for Resources
Introduction
- This report concerns
two separate but related reviews: the review of Personnel which reported
to Committee on 5 February 2001 and Developing our Staff which reported
to committee on 26 February 2003.
Best Value
Review of Personnel
- Appendix 1
(download as .rtf file) sets
out the progress against the nine key actions identified in the review.
The majority of the actions have been implemented. Bringing forward
of the Job Evaluation exercise to coincide with the implementation of
MIS, involving taking the payroll function back in house, has placed
huge additional burdens on human resources staff. This had led to the
delay in the implementation of some actions such as the management of
performance. In addition, the reorganisation of departments into Directorates
will require the revision of plans and strategies to align with revised
priorities.
- The changes of
emphasis in the management of the Council which have been proposed following
the CPA corporate assessment will also impact on the actions relating
to the Personnel Strategy and the Training and Development functions.
A comprehensive Human Resources Strategy will be developed over following
months and will pick up these outstanding items. The implementation
plan for Developing our Staff (see Appendix 2 (download
as .rtf file)) picks up the outstanding actions. It is suggested
that any further monitoring should focus on that implementation plan.
Developing
our Staff
- Developing our
Staff was a wide ranging review which came up with three very broad
recommendations:
- to adopt a strategic
approach to human resources management;
- to extend and
enhance learning and development;
- to improve the
way we manage our image.
- I was asked by
this Committee to prepare a detailed action plan for consideration at
your September meeting.
- Progress in responding
to Developing our Staff has been slower than I would have liked. This
reflects the time that has been taken up with resolving the management
arrangements for the human resources service, the absence of key officers
in recent months and the limited resources available within the human
resources function (especially within the central team).
- Recruitment for
the post of Head of Human Resources starts this month with an appointment
expected by Christmas. Discussions of my proposals for strengthening
human resources and performance management with Corporate Governance
Scrutiny Committee have prompted the need for an external review of
the human resources function across the County Council.
- The terms of reference
for that review are set out in Appendix 3 (download
as .rtf file). The review will help to determine whether sufficient
resources exist to implement the action plan set out in Appendix 2.
This action plan incorporates a number of major exercises which will
require a significant resource input. However, it is essential that
they are completed as soon as possible if the County Council is going
to become an outstanding organisation.
- It is important
to note that despite the pressures described in paragraph 4 above, work
on a number of the actions set out in the action plan have already begun.
RECOMMENDATIONS
- The Committee
is RECOMMENDED TO:
- note
the progress that has been already made especially in respect
of the Personnel review;
- agree
that future monitoring should focus on the action plan for Developing
our Staff and to request a further report in 6 months time;
- identify
whether there are any matters in the report which should be
drawn to the attention of the Executive Member; and
- ask
the Chair of the Corporate Governance Scrutiny Committee to
consult the Deputy Chairman on Scrutiny Committee consideration.
JOHN
JACKSON
Director for
Resources
Background
Papers: Nil
Contact
Officer: Director for Resources Tel: (01865) 810163
14
October 2003
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