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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%
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 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
slide23
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 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.

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