Highways Agency Annual Report and Accounts 2011-2012

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Maintaining the network: SECTION 4 Section 4: People and partnership working with our supply chain The Highways Agency team As at the end of March 2012, there were 3385 permanent, full time equivalent staff working directly for the Agency, with 1698 permanent, full time equivalents working as part of our Traffic Officer Service. We aim to recruit and retain staff who reflect the diverse nature of our customers. We want them all to feel engaged in the workplace and to receive recognition for doing their jobs well. Engagement We conduct an annual People Survey to build an accurate picture of the views of our staff, which forms part of a wider Civil Service survey. In 2011 our People Survey had a record participation rate of 86 per cent, which means that the results give us a meaningful picture of the views and opinions of our staff. The results were less positive than 2010; our overall engagement score – which measures the degree of attachment and commitment to our organisation Investing in staff working together and work – decreased by four percentage points, and the majority of responses were down on the 2010 survey. We are taking actions at local levels, and in the business areas which are responsible for different themes in the survey, as well as developing an enhanced approach to improving staff engagement. Another measure which is often associated with engagement is staff sickness absence. We have a very clear management and reporting process to monitor the levels of attendance of our people. This is measured as the average number of days off work due to sickness absence for each full time equivalent employee. In 2011-12 this was 9.6 days, compared to 8.5 days in 2010-11, which is a cause for concern and we are taking focussed management action to reduce this. Staff recognition We want our staff to receive recognition for the good work that they do. In addition to performance pay, we also recognise achievement through our Staff Appreciation and Recognition Scheme (STARS) and annual ‘You Make it Happen’ awards. STARS recognises and commends staff who have demonstrated a special achievement by going beyond their normal duties. Anyone can nominate a colleague or member of their team for an award and nominations are considered in each directorate of the Agency. In 2011-12, 441 staff received a STARS recognition. The Agency’s annual ‘You Make it Happen’ awards recognise outstanding examples of behaviours which bring our values to life, ‘Delivering a professional and affordable service through innovation and partnership working’. The scheme is about being valued and recognised. We want to identify the staff who demonstrate our values in exceptional ways and who make the Agency a great place to work. Like the STARS awards, anyone in the Agency can nominate an individual or team. Building capability The Resourcing and Capability Group co-ordinates a range of programmes and activities that support learning and development in line with the Agency’s business needs. We are working with all directorates and heads of profession to agree delivery Highways Agency Annual Report and Accounts 2011-12
SECTION 4: Maintaining the network Delivering through our supply chain Supplier Recognition Awards This year we introduced a new annual award scheme to reflect the important contribution made by our suppliers in supporting the operation, maintenance and improvement of the strategic road network. The aim is to share best practice, create healthy competition and recognise worldclass performance. The awards were based on the following criteria: • Managing down cost. • Supply chain management. • Health and safety. • Building and sustaining capability. • Delivering sustainable value and solutions. The scheme highlights the efforts of suppliers who demonstrated leading performance and delivered better customer services. We invited entries from all businesses in our supply chain – those in direct contact with us and those in the extended supply chain. In total, 79 individual entries were received and the award ceremony was held on 30 November 2011. Nine of our suppliers received an award, with a further eleven receiving a highly commended recognition. A-one+ received an award in the managing down cost category for introducing 10 per cent cost savings across their four maintenance contracts. Costain received an award in the health and safety category for improving access and ventilation and significantly reducing health and safety risks on the M53 Bidston Moss scheme. Other winners included Costain Carillion, Carillion Morgan Sindall, EnterpriseMouchel, Balfour Beatty Civil Engineering, Balfour Beatty and Hanson. priorities. These priorities aim to drive forward capability within the Agency, and are based around four key areas of activity; contract performance, project and programme performance, people performance and operational delivery performance. The wider work of the group supports the delivery of the Agency’s resource and capability plans that ensure we have the right people with the right skills to deliver our business objectives. We have also developed the skills development plan that works together with our personal development plan process to ensure that the development needs of staff are discussed and recorded at the same time as objectives for the year are agreed The first in an ongoing series of ‘toolbox talks’ has recently been delivered to 450 line managers with the aim of engaging, informing and developing staff around a wide range of topic areas. Equality and diversity Providing fair and equitable services is at the heart of what we do, and is reflected in the Agency’s Single Equality Plan that has been developed over the last three years. In 2011-12, we delivered the remaining outcomes that focused on fairness, inclusion and accessibility for our customers and staff. Because much of what we do is delivered by our supply chain, we strengthened our procurement pre-qualification process for large Agency contracts relating to major project schemes and the ASC. We also worked with key suppliers to increase diversity capability across the sector. Other outcomes included delivering network enhancements that took account of local disability issues, and increasing the diversity capability of our staff. As part of the specific requirements of the public sector equality duty, we published information in January 2012. This described how we gathered and analysed evidence that enabled our staff and senior managers to consider the needs of people with protected characteristics when making business decisions. This also influenced the setting and publishing of our new longterm equality objectives that commenced in April 2012 to cover a four year period. Maintaining the network We allocate funding for road schemes in a way which ensures that projects approved for funding are substantiated by robust and auditable evidence, representing the need of the network and benefits which the scheme will deliver. Improved governance and assurance of the nationally prioritised programme has been introduced during 2011-12. We have introduced Asset Management Plans (AMPs) both at an area level and at a national level. AMPs represent a very positive addition to asset management within the Agency. AMPs place the renewals and improvement programmes of work being delivered into the wider context of network need, and are a vehicle for highlighting network issues and risks for resolution in a consistent way. Highways Agency Annual Report and Accounts 2011-12
Page 1 and 2: Safe roads, reliable journeys, info
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Highways Agency Annual Report and Accounts 2011-2012

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