department of social and family affairs annual report 2006 - Welfare.ie

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chapter 09 goal 6: the department and its staff > HUMAN RESOURCE MANAGEMENT AND ORGANISATIONAL DEVELOPMENT > INFORMATION AND COMMUNICATIONS TECHNOLOGY > GOVERNANCE AND MANAGEMENT OF RESOURCES > SAFE AND HEALTHY WORKING ENVIRONMENT > POLICY DEVELOPMENT AND PLANNING 61
goal 6: the department and its staff To develop an effective, adaptable and capable organisation and a culture of pride, innovation and performance with a high level of involvement by people at all levels and a climate which fosters personal and career development Continuing to provide a quality service in an expanding business presents a considerable challenge for the Department. The support for, and involvement of, staff throughout the organisation, both those working in the front line of service delivery and those providing essential support services, is a key priority for the Department. The following are the main developments in those areas in 2006: Human Resource Management and Organisational Development and policy documents. Topics covered include leave arrangements, attendance management, decentralisation, induction, supports for staff with disabilities, flexible working arrangements, PMDS, promotion competitions, the ‘positive working environment’, equality and the Employee Assistance Service. > Attendance Management Policy The communication and monitoring of the implementation of the Department’s Attendance Management Policy continued during the year. goal 6: the department and its staff > OBJECTIVE 1 Implement our Human Resource Strategy 2003- 2005. The purpose of the Department’s HR Strategy is to bring together our various HR policies, integrate them within the overall organisational strategy and, therefore, place Human Resources at the centre of the Department’s decision-making. The implementation of the Strategy was monitored via the Management Board and the Department’s Partnership process. Work commenced in 2006 on a new strategy to cover the period up to 2009. > Devolution of responsibility to line managers As part of the preparations for devolution of greater responsibility and authority in the HR area to line managers, sources of information and advice for managers continue to be developed, including a Human Resources intranet which came into operation during the year. The intranet site contains a comprehensive range of easy-toaccess material, including circulars, guidelines > Exploiting technology options In 2005 CMOD, Department of Finance engaged consultants to establish a managed services environment to provide for the future support and development of the HRM technology system. The Department participated in a cross- Departmental team to develop the template for a further upgrade of the system, while also assessing whether a move to managed services was appropriate for the Department. In late 2005, the Department decided to participate in managed services. The project, to move to managed services and to upgrade the HRM system, commenced in June 2006 and the upgraded system went live in managed services in September 2006. Post-implementation work continued during 2006 with the managed services arrangement being monitored closely to ensure that it meets the Department’s support needs. > Time & Attendance System The initial phase of the new Time & Attendance System for the Department commenced in late 2006. The project will progress in 2007 with the implementation of the system in pilot sites 62
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department of social and family aff
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annual report 2006 0
Page 5 and 6:
Introduction from the Secretary-Gen
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the department - its business and o
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Statutory Agencies There are five o
Page 11 and 12: 2006 in review 2006 - year in revie
Page 13 and 14: - to introduce a Personal Advocacy
Page 15 and 16: 2006 - year in review 14
Page 17 and 18: the department’s goals > Goal 1:
Page 19 and 20: goal 1: retired and older people To
Page 21 and 22: Government is committed to respondi
Page 23 and 24: goal 1: retired and older people 22
Page 25 and 26: goal 2: people of working age To pr
Page 27 and 28: As part of Budget 2006, periods spe
Page 29 and 30: This project has been developed and
Page 31 and 32: Initiatives introduced in 2006 unde
Page 33 and 34: Appendix to Chapter 5 > Development
Page 35 and 36: Goal 2: people of working age 34
Page 37 and 38: Goal 3: children To ensure the well
Page 39 and 40: Ending Child Poverty Special Initia
Page 41 and 42: goal 4: coverage, access and entitl
Page 45 and 46: OBJECTIVE 7 Provide a satisfactory
Page 49 and 50: f) Debt Recovery Considerable effor
Page 53 and 54: goal 5: poverty, social inclusion a
Page 59 and 60: • An emphasis on practical, budg
Page 61: goal 5: poverty, social inclusion a
Page 65 and 66: goal 6: the department and its staf
Page 67 and 68: formal training courses, SDU contin
Page 69 and 70: Governance and Management of Resour
Page 71 and 72: goal 6: the department and its staf
Page 73 and 74: improvement programme. This include
Page 75 and 76: submissions from representative gro
Page 77 and 78: appendices Appendix 1: Status Repor
Page 79 and 80: Appendix 2: Summary Of DSFA Budget
Page 81 and 82: Appendix 2: Summary of DSFA Budget
Page 83 and 84: Appendix 2: Summary of DSFA Budget
Page 85 and 86: Appendix 3: Expenditure on Social W
Page 87 and 88: APPENDIX 4: LEGISLATION ENACTED IN
Page 89 and 90: S.I. 169 of 2006 SOCIAL WELFARE LAW
Page 91 and 92: appendices These Regulations retain
Page 93 and 94: appendices for the purposes of impl
Page 95 and 96: S.I. No. 497 of 2006 SOCIAL WELFARE
Page 97 and 98: Regulations currently provide that
Page 99 and 100: (b) refrain from behaviour which is
Page 101 and 102: Improving our telephone answering s
Page 103 and 104: appendices APPENDIX 6: PUBLIC PROCU
Page 105 and 106: Appendix 7: Scheme Name Changes In
Page 107 and 108: appendices 106
Page 109 and 110: Appendix 10: Ministers In Charge Of
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