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Workforce Topic Group September 2007

This presentation provides an overview of the current workforce in Hertfordshire, including age profiles, resourcing strategies, and employment issues. It also highlights the need for future workforce planning and addressing skills shortages.

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Workforce Topic Group September 2007

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  1. Workforce Topic Group September 2007 Carole Grimwood Assistant HR Director

  2. Presentation Contents • Executive Summary • Context – Setting the Scene • Make up of Current Workforce • Resourcing • Employment Issues • Fit for the Future? • Summary

  3. 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

  4. Executive Summary – Key Issues • FIT FOR FUTURE - Flexible workforce - Thriving on Change - Skilled Up.

  5. Context • National Terms and Conditions of Service • National Skills Shortages • The London Factor: -Cost of living (housing) - 25% commute • Reputation/Image • Change • Benchmarking challenges

  6. 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

  7. 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

  8. 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%

  9. Current Workforce - HCC Age Profile

  10. Current Workforce - Agency Temporary Staff by Age Profile

  11. 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

  12. Resourcing

  13. 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

  14. Resourcing - Redeployment Redeployment statistics • 11 in 2005/06 • 35 in 2006/07

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

  16. 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

  17. 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

  18. 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

  19. 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

  20. 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

  21. 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

  22. 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

  23. 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

  24. 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

  25. Employment Issues – Cases Monitoring 2006 • Grievance Cases - 28 • Harassment Cases - 11 • Discipline Cases – 73 • Employment Tribunals - 9

  26. 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

  27. 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%)

  28. Employment Issues - Average Age of Retirement • Of those retiring from the Local Government and Teacher pension scheme for the year to March 07

  29. Fit for the Future - Workforce Planning

  30. 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

  31. 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

  32. 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

  33. 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

  34. 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

  35. 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

  36. 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

  37. Executive Summary – Key Issues • FIT FOR FUTURE - Flexible workforce - Thriving on Change - Skilled Up.

  38. thank you

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