scrutiny coordinating committee agenda - Hartlepool Borough Council

Scrutiny Co-ordinating Committee – 12 November 2010 9.1
Currently the Elected Member development programme has not been devised
in this way as the existing needs assessment process is not effective. To
ensure this can be implemented in the future and that Elected Members engage
in development, the member development programme requires effective
leadership, direction and monitoring.
Consideration is being given to how the development needs of Members can be
supported as the Council experiences significant budget reductions.
6. People & Workforce Development Strategies
6.1 The Council’s current People and Workforce Development Strategies came into
being in 2006. These were produced internally but independently of each
other. Both strategies are due for review and amendment.
6.2 The proposal is to join up the essence of both strategies in the ‘People
Framework’. This is a new concept to the authority and combines the areas of
development that would have been covered by the two separate People and
Workforce strategies but goes further in terms of linking up HR policies and
procedures into one cohesive way of working.
The main aim of the framework is to integrate several different processes,
which operate independently at present, into one coherent structure, linking key
processes together and using information in a more efficient way to ensure pay
and job requirements are closely linked to inform strategic workforce planning.
The Framework will be developed in several stages with interdependencies to
other projects e.g. the development of the HR modules in the new HR/Payroll
system, the review of policies and procedures, etc. and is entirely dependent
upon the capacity of officers to access resources both within the organisation
and outside. The pace of change must also complement the capacity and
appetite of the organisation to change at a time of dealing with many other
pressures.
The initial stage of the Framework is a revised competency framework and a
re-aligned appraisal scheme. The Working group have considered the new
competency framework and commented on the proposed timetable for
implementing this first stage of the project.
The original project plan has been adapted to reflect the interdependencies
mentioned above and to date the competency framework has been finalised
and used as the basis of management profiles and the Management Academy.
The evaluation of the Academy launch and the application of the competency
framework and profiles will be completed in the new year and reported to the
Working Group together with a review of the project plan.
9.1 SCC 12.11.10 Workforce Ser vices Wor king Group 4 HARTLEPOOL BOROUGH COUNCIL