| Business Breakfasts |
Since May 2007, the Chief Executive has met all managers across
all Services on a regular basis via a series of business
breakfasts. They have provided an opportunity for engagement
in terms of the major strategic issues facing the Council.
The fourth series commenced in early 2011 and have engaged managers
in more detailed discussions around the Council’s plans for
transformation. |
| Corporate newsletters and bulletins
|
Good quality internal communications are vital to the success
of every organisation. |
|
Elected Member Development Programme
|
Elected members undertake self-assessment against the Scottish
Local Authority Remuneration Committee (SLARC) competency
framework, taking into consideration their own unique combination
of experience and life skills. Any areas identified as
opportunities for further development were written into the
individual’s Personal Development Plan. The collated
information emanating from all of these meetings will inform the
ongoing development programme offered to elected members. |
| Employee Code of Conduct
|
This sets out the standards we expect from our employees and
provides clear and helpful advice on rights and responsibilities at
work. |
|
Employee Engagement Survey 2010 [pdf – 492kb] |
We conduct an annual survey to gather feedback and to identify
areas where teams would benefit from further support and
development. |
| Employee Review and Development (ERD) |
Each Line Manager shall carry out an annual ERD session with
all their employees to discuss performance over the year and
initiate any development or support needs. |
| HR Policies and Procedures |
We have a framework of HR policy documents in place which
comply with employment legislation, promote positive employee
relations and employment practices. |
| Maximising Attendance Policy |
Policy and procedure committed to a proactive approach to
managing sickness absence. |
|
Medium Term Financial Plan 2011 – 2014 Implications For
Workforce Planning [pdf – 285kb] |
This report provides an update on progress and advises of
the need for consultations with employees and trades unions on the
possible workforce management implications of a range of possible
savings proposals. |
| Medium term financial plan and capital planning process |
Sets out the progress which has been made with our financial
planning and the links between our financial management; asset
management and workforce planning arrangements in the delivery of
the
Single Outcome Agreement. |
|
Our People Charter 2010 – 2015 [pdf – 213kb] |
Sets out our pledges our employees to enable them to deliver
excellent quality public services and the commitments expected to
support the achievement of our vision. |
|
Our People Strategy 2010 – 2015 [pdf – 1.5mb] |
This strategy provides strategic direction for all our human
resources activity. |
|
Recruitment Portal |
Like other councils across Scotland, we are now using one
recruitment portal to process employment applications. |
|
Securing the Future Awards |
The aim of the awards scheme is to promote the recognition of
achievement and quality, foster a culture of celebrating success
and improve performance through best practice. |
|
Securing the Future Through our Workforce [pdf – 454kb]
|
This report details the range of successful measures which have
ensured the continued engagement, support and motivation of
employees throughout a period of significant change for the
Council’s workforce. |
| Workforce Planning Framework |
We have developed a more coordinated approach to workforce
planning to ensure it is linked to asset management and financial
management and developed a Corporate Workforce Plan which addresses
the wider pressures affecting the Council over the next 3
years. |
