Annual Report 2005 - English Version ( pdf file - 3340 kb in size)

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Limerick County Council Annual Report 2005Return to Learning- Return to Learning is now entering its fourth yearin Limerick County Council.- To date, over twenty staff have participated inthis course with four members achieving FETACaccreditation in Basic Computers in 2005.Machinery Yard- Machinery Yard review group in place.- Fifteen No. 3 tonne long wheel based vanslease/purchased for Water Services.- Two mini velocity patchers purchased and approvalfor second unit.- One 26 tonne truck, purchased.- Five mini gritters purchased.- One rubber wheeled roller purchased.- One vibrating roller purchased.- Ongoing updating of fleet management database.- Ongoing implementation of five year machineryprogramme.- Regular meetings of machinery yard review group.- Ongoing training with a driver awareness course.- Health and Safety ongoing agenda item for allmeetings.Time and Attendance Working Groups- Seven No. working groups established to examinetime and attendance under the following “Terms ofReference”:-“To review existing time and attendance systems forall staff and to make recommendations in relationto how Limerick County Council can best fulfil itsobligations under the Working Time Act 1997.”- These working groups are as follows:-1. General Operatives and Related Grades2. Waterworks Caretakers3. Administrative Grades4. Craftworkers5. Technical Grades6. Arts / Library Service7. Retained Fire Service- Reports completed by all working groups andreferred to the Industrial Relations Forum.Craftworkers- “Time and Attendance” Working Group.Staff Members in Kilmallock Area with a mobile WelfareUnit purchased with aid of Partnership Funding.52
Limerick County Council Annual Report 2005HUMAN RESOURCESLimerick County Council currently employs 973staff. The remit of Limerick County Council requiresa huge variety in the skill set and occupations in theworkforce. These range from Scientists to Plumbers,Mechanics to Archaelogists, Horticulturalists toAccountants etc.Payroll costs for 2005 represented 33.8% of revenueexpenditure.The Human Resources Department is tasked withthe responsibility of ensuring that its operationsand activities are supportive of the broader corporateobjectives. The department achieves this through theHR policies it applies and the range of activities itpursues e.g.- Recruitment and Staff Retention- Staff Development and Training- Staff Relations- Work / Life Balance Initiatives- Staff Support Service- EqualityStaff Recruitment and RetentionThe policy on recruitment is to attract and retaincompetent staff with the qualifications and experiencenecessary to provide efficient and effective service tothe organisation. As an Equal Opportunities employerthe Council strives to ensure that there is no express orimplied discrimination against any candidate duringany stage of the recruitment process.There were 59 competitions held during the year.Outlined below is a profile of the competitions held:Male FemaleNumber of candidates 883 1103Number of candidates called 477 259to interviewNumber placed on panels 218 144Numbers employed 76 38Gender make up of Interview Boards 115 43The Council continued its association with third levelcolleges in the region and facilitated 24 students withwork experience as part of their college courses. Thecolleges involved were the University of Limerick,Mary Immaculate College, the Limerick Institute ofTechnology and Tipperary Institute of Technology.A number of transition year students from varioussecond level schools in the city and county were alsofacilitated with work experience.Staff Development and TrainingLevels of activity and expenditure in trainingcontinued to rise with the overall spend on trainingand development at €1.7m.Under the terms of the Local Government sectoralplan and the Disability Act 2005, Limerick CountyCouncil received funding for its Disability Stategyfrom the Department of the Environment, Heritageand Local Government. As part of this strategy a seriesof disability awareness training sessions was held forall staff members at various locations throughout thecounty. Furthermore, technical and engineering staffmembers attended a two day disability awarenesscourse covering such issues as the requirements of theBuilding Regulations as they relate to disability, thecarrying out of accessibilty audits etc.With the enactment of the Official Languages Act 2003,a series of Irish Language courses was undertaken by anumber of staff from beginners to advanced level.Other areas of training activity during the year wereHealth & Safety, IS Technical Training, CustomerService, Fire Fighter training, non-national RoadWorker training, Driver Awareness Training and alsoPersonal Assistance Programme.Work / Life Balance InitiativesAs an employer the Council endeavours to strike theright balance between work and life of its staff byoperating a full range of work/life balance initiatives.In addition to operating a flexitime system, nineseparate schemes are available to staff members.53
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