Workforce topic group september 2007
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Workforce Topic Group September 2007. Carole Grimwood Assistant HR Director. Presentation Contents. Executive Summary Context – Setting the Scene Make up of Current Workforce Resourcing Employment Issues Fit for the Future? Summary. Executive Summary – Key Issues. AGE - age profile

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Workforce topic group september 2007

Workforce Topic Group September 2007

Carole Grimwood

Assistant HR Director


Presentation contents

Presentation Contents

  • Executive Summary

  • Context – Setting the Scene

  • Make up of Current Workforce

  • Resourcing

  • Employment Issues

  • Fit for the Future?

  • Summary


Executive summary key issues

Executive Summary – Key Issues

  • AGE - age profile

    - senior manager succession

    - impact of legislation/pension changes

    - employment of young people

    2. ABSENCE - reducing sickness absence

    - ill health management processes

    - cost/saving implications


Executive summary key issues1

Executive Summary – Key Issues

  • FIT FOR FUTURE - Flexible workforce

    - Thriving on Change

    - Skilled Up.


Context

Context

  • National Terms and Conditions of Service

  • National Skills Shortages

  • The London Factor:

    -Cost of living (housing)

    - 25% commute

  • Reputation/Image

  • Change

  • Benchmarking challenges


Context predicted changes

Context - Predicted Changes

  • Drive for efficiency

  • Growth of performance culture

  • Increasing demands for services

  • Delivery in partnership

  • Impact of - local service planning/client choice/school reviews

  • Changing the Way we Work - New and emerging technologies/Updated office accommodation/flexible working

  • Delivery via Shared Services Centres

  • Age legislation/pensions


Context people management issues

Context - People Management Issues

  • Improved Workforce planning

  • Abliity to respond quickly

  • Focus of resourcing – skill shortages

  • Driving down costs

  • Improving performance standards

  • Building capacity

  • Developing stronger leadership cadre (people managers)

  • Flexible workforce

  • More diverse workforce


Current workforce key statistics

Current Workforce – Key Statistics

  • 32,478 Headcount – 20,599 Whole Time Equivalent

  • Pay bill £818 million

  • 82.1% of the workforce are Female

  • 60.2% work in a part time capacity

  • 17.3% are aged over 55, 4.2% under 25

  • 4.5% from BME Groups

  • 2.7% have a disability

  • Voluntary Turnover 12.3%


Current workforce hcc age profile

Current Workforce - HCC Age Profile


Current workforce agency temporary staff by age profile

Current Workforce - Agency Temporary Staff by Age Profile


Resourcing recruitment centre contract

Resourcing – Recruitment Centre Contract

  • 1557 Permanent appointments made year end March 2007

  • 22,346 average temp hours per week

  • Approx 1,100 Timesheets processed per week

  • 48% Care v 52% Non-Care


Resourcing

Resourcing


Resourcing response rates

Resourcing - Response Rates

  • In the 6 months from Oct 2006 to Mar 2007 14,395 packs requested for 1,237 live jobs

  • The HCC website attracted the highest percentage of applicants aged under 30 (33%)

  • 50% of candidates appointed through Open Days were under 30

  • The Jobs Bulletin attracted the most age diverse range of candidates


Resourcing redeployment

Resourcing - Redeployment

Redeployment statistics

  • 11 in 2005/06

  • 35 in 2006/07


Resourcing1

Resourcing

Key worker Living (KWL) – staff assisted two years to April 06


Resourcing 2 nd recruitment centre contract from nov 2005

Resourcing – 2nd Recruitment Centre Contract from Nov 2005

  • New simpler pricing structure based on unit costs rather than cost plus

  • Unit cost per starter by grade band inc all marketing/advertising

  • Agency temp mark up inclusive of all employer costs (inc holiday and sick pay) plus management costs eg CRB checks

  • Recruitment portal to simplify e-recruitment

  • Customer surveys and mystery shops

  • Co-location at County Hall plus shop front in Hertford


Resourcing actual volumes v forecast

Resourcing – Actual Volumes v Forecast

  • RC contract November 2005 onwards. 1st period report –Nov 2005 to March 2007

  • Permanent volumes down by 867

  • Temp hours up by 346,000


Resourcing rc contract kpi data

Resourcing – RC Contract KPI Data

Temp Fill rates

94% - Library & counter assistants

91% - admin and general

96% - care

95% - Industrial ( catering / drivers)

Year 1 Performance Target for Traditional Jobs

19 Day Target (Order to Delivery of Applicants to HCC) met in 130 cases


Resourcing web mi june 2007

Resourcing – Web MI June 2007

  • 98 vacancies posted for June

  • 51% web applicants

  • 874 registered site users

  • 83% web application return rate compared to 54% for paper applications


Resourcing current shortage skills

Resourcing – Current Shortage Skills

  • Children’s SW’s: 64 Vacancies – 50 Covered

  • Engineers: 26 vacancies

  • Planners: 7 vacancies

  • Solicitors: 5 vacancies

    Children’s Social Workers Forecast to Dec 2007

  • Vacancies down to 27 – most will continue to be covered by agency locums

  • Assumptions:- Average 3 leavers per month


Resourcing2

Resourcing

Retirement age v pensions

  • Nocontractual retirement age. Employees can work as long as they are willing and able

  • Employees can still retire at 65 if they wish

  • Pensionable retirement age depends on each scheme. It is 65 for the LGPS with some protections


Employment issues workforce age profile

Employment Issues - Workforce Age Profile

  • The age profile has changed little since 1996

  • Those under 40 years are under represented in comparison to the economically active population in Hertfordshire

  • We have a similar profile to other Local Authorities in the South East and East of England


Workforce topic group september 2007

CONT’D

  • Above M5 there is nobody aged under 35

  • Last year no staff under 40 or over 55 were recruited to any post above M5

  • A third of PMC graded employees are within 5 years of retirement

  • Significant drop in promotional prospects for those over 50

  • As expected length of service increases with age, peaking at 55-59 years

  • Employees with less than a years service starts to increase at 60 and above


Employment issues sickness by age

Employment Issues - Sickness by Age

  • Average days lost per annum stands at 7.3

  • 36% of days are lost to Short Term, 24.4% to Medium Term and 39.3% to Long Term sickness absence

  • The average days sickness absence increases with age up to 65 and decreases thereafter

  • Staff in their 20’s have mainly short term sickness, this changes over the employment life cycle so that by the time staff are in their 50’s/60’s sickness absence is mainly long term


Employment issues cases monitoring 2006

Employment Issues – Cases Monitoring 2006

  • Grievance Cases - 28

  • Harassment Cases - 11

  • Discipline Cases – 73

  • Employment Tribunals - 9


Employment issues equalities by age

Employment Issues - Equalitiesby age

  • More diverse ethnic workforce in those under 40 years

  • There is a higher proportion of males to females under 35 and over 60 years

  • Disability increases with age up to 60 years

  • Caring is likely to be a bigger issue in the next ten years with an ageing population


Employment issues of early retirements bvpi14

Employment Issues - % of Early Retirements (BVPI14)

  • HCC currently in bottom quartile (0.11%)

  • Other County Council’s not following the correct definition and excluding actuarially reduced retirements

  • If we calculate on this basis we are in the median quartile (0.71%)


Employment issues average age of retirement

Employment Issues - Average Age of Retirement

  • Of those retiring from the Local Government and Teacher pension scheme for the year to March 07


Fit for the future workforce planning

Fit for the Future - Workforce Planning


Fit for the future workforce planning1

Fit for the Future - Workforce Planning

  • Level 1 – 12 month rolling plans produced for each department. Individual plans for key workers e.g. Social Workers

  • Level 2 – Workforce Plan “bigger picture” on an annual basis

  • Level 3 – People Strategy covering 5 year period 2006 - 2011


Fit for the future leadership talent management

Fit for the Future - Leadership & Talent Management

  • Leadership Academy – 11 candidates selected

  • Joint Leadership Team established

  • Leadership Forum - annual conference and regular development events

  • Graduate training programmes including General, Finance, HR, Engineering, Social Care and Libraries

  • Members Development Charter – target Spring 2008


Fit for the future growing our own

Fit for the Future – Growing our own

  • 3 general management trainees – 9 to date

  • 15 CSF SW’s pa

  • 7 to10 ACS SW’s pa

  • 2 OT’s

  • 2 HR trainees / 2 yearly cycle

  • 3 finance trainees pa

  • 7 engineers to date plus 2 for 2008

  • 13 ACS care modern apprentices


Fit for the future train to gain

Fit for the Future - Train to Gain

  • Government funded initiative through Learning & Skills Council

  • Free training for employees to achieve Level 2 Qualification

  • Working closely with Herts Consortium - 11 organisations offering 800 public sector places

  • HCC aims to have 95% of employees at Level 2 by 2020

  • HCC targets 400 learners by end 2007/2008 and 600 learners by end of 2008/2009


Fit for the future ecdl

Fit for the Future - ECDL

  • 2006/2007 – 521 employees completed

  • A further 1,463 are actively working towards a full or partial award

  • ACS have made a commitment that all staff will undertake 3 modules to up-skill the department


Fit for the future flexible working

Fit for the Future – Flexible Working

  • Options include Flexi-Time, Job Sharing, Reduced Hours, Term Time Only, Compressed Hours/Days and Home Working

  • 82.1% of staff work part time

  • 3,511 staff work Term Time Only

  • 46 staff on Career Breaks

  • Flexible working – 134 out of 137 agreed Mar 07 to Sept 2007


Executive summary key issues2

Executive Summary – Key Issues

  • AGE - age profile

    - senior manager succession

    - impact of legislation/pension changes

    - employment of young people

    2. ABSENCE - reducing sickness absence

    - ill health management processes

    - cost/saving implications


Executive summary key issues3

Executive Summary – Key Issues

  • FIT FOR FUTURE - Flexible workforce

    - Thriving on Change

    - Skilled Up.


Thank you

thank you


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