A raft of HR support and guidance • documents / policies these set clear guidance and boundaries for A planned approach currently • managers enabling them to developed for a HR strategy will set out manage human resources. There the strategic priorities for development of is a programme in place to review HR service and support to the Council and update policies Embedding workforce planning into Corporate • CRR6 - Failure to support the Self-Assessment and business S. Gillingham • business planning. will enable managers Services implementation of change to planning processes in place this – to plan their workforce in line with Council and ensure capability and capacity sets the priorities for the service in C H priorities and give consideration and Strategy of the Council's workforce to line with Council and Directorate Operational planning for capacity and capability. deliver the Council's service priorities Owner Improving workforce planning data and Cllr. • specification. Structured process for A. Prosser • analysis to provide an organisation view K. Hayden consultation with staff. includes a and linked to changing services design - Consultation and Engagement again ensuring the Council has capacity Framework for Trade Unions and a and capability to deliver alternate service communication framework for staff delivery models. which includes the CEO newsletter, Team meetings, briefing sessions, intranet etc Progress Update This risk now needs to be considered in line with the new risk on sickness. Absence levels are one of the triggers for this risk. Does the increase in the level of absence mean that this risk is now critical?
CRR6 - Failure to support the implementation of change to ensure capability and capacity of the Council's workforce to deliver the Council's service specification. C • A raft of HR support and guidance documents / policies these set clear guidance and boundaries for managers enabling them to manage human resources. There is a programme in place to review and update policies • Self-Assessment and business planning processes in place – this sets the priorities for the service in line with Council and Directorate priorities • Structured process for consultation with staff. includes a Consultation and Engagement Framework for Trade Unions and a communication framework for staff which includes the CEO newsletter, Team meetings, briefing sessions, intranet etc H • A planned approach currently developed for a HR strategy will set out the strategic priorities for development of HR service and support to the Council • Embedding workforce planning into business planning. will enable managers to plan their workforce in line with Council priorities and give consideration and planning for capacity and capability. • Improving workforce planning data and analysis to provide an organisation view and linked to changing services design - again ensuring the Council has capacity and capability to deliver alternate service delivery models. S. Gillingham Operational Owner A. Prosser Corporate Services and Strategy Cllr. K. Hayden Progress Update This risk now needs to be considered in line with the new risk on sickness. Absence levels are one of the triggers for this risk. Does the increase in the level of absence mean that this risk is now critical?
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