HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Priority 1: Organisational effectiveness and strong performance management to ensure an excellent service is provided to customers and
residents

Ensure Brent council has a new Produce a Human Resources Strategy Draft Strategy and Action Plan produced by HR Director
HR Strategy in place that is with an annual Action Plan February 2014
supported by an action plan
Consult Trade Unions, HR Improvement Group HR DMT
(HRIG) and staff groups February/March 2014

CMT approval by March 2014 HR Director

GP Committee approval by April 2014 HR Director

Publicise 2010 – 2014 People Strategy Publicise 2010 – 2014 People Strategy HR Director
achievements and the new 2014 – 2017 achievements and new HR Strategy 2014 - 2017
HR Strategy and action to workforce during April 2014
plan
Monitor the performance of the Report performance indicators and Communicate annual progress updates to CMT, HR DMT
Human Resources Strategy identify areas for improvement GP Committee, Trade Unions and HRIG
against action plan commencing in April 2015

Monthly HR dashboards to DMTs Head of Transactional

Services

Ensure MI data is collated, analysed and reported HR DMT

on a monthly basis to HR DMT commencing in
June 2014
Deliver the new Oracle HR/Payroll Implement full Oracle HR/Payroll Project Board to regularly review progress Head of Transactional
system to enhance staff and system including self service monthly commencing August 2014 Services
management self service, data
management and reporting Explore feasibility of shared service Head of Transactional
arrangements with other boroughs by September Services
2014
Ensure managers encourage increased Review and monitor implementation of Review effectiveness of Occupational Health Head of Transactional
levels of attendance at Attendance Policy Service contract (see Priority 5 below) by Services
work through reducing levels of September 2014
sickness absence

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Provide monthly management information to HR DMT

monitor application of formal procedures in
accordance with triggers to DMTs by April 2014

New sickness and attendance management Head of Transactional

reporting framework created to underpin Oracle Services & HR Managers
system by September 2014

Proactive case management to ensure consistent HR Managers

application of procedures – on going activity

Review benchmarking data on sickness absence Head of Transactional

and reporting levels and propose annual targets to Services & HR Director
CMT by December 2014

Six-monthly report on sickness absence HR Director

performance to CMT commencing October 2014

Support managers to achieve high Provide training and briefings to Evaluate and review training provision and include Head of Learning and
performing teams and respond to managers on sickness, disciplinary and in Learning and Development training schedule by Development
instances of poor performance, performance management procedures April 2014
attendance and behaviour; strengthening
the management of employee relations Introduce standard framework for conducting HR Director
and casework investigations by September 2014

Robust case management reviews on a monthly HR Managers, HR

basis commencing in April 2014 Director & Legal
Services
Up-skill managers to allow for creation of Robust management of performance and HR Managers
devolved HR service and reduce time conduct related issues commencing April
spent to conclude cases 2014 going forward.

Managers Essential training programme to Head of Learning and

commence in April 2014 Development

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Reduce overall time spent concluding formal cases HR Managers

by December 2014
Close actual and potential skills and Manage the engagement of agency Annual agency and interim spend to reduce Head of Transactional
resource gaps workers, interims, and consultants in significantly month on month by March 2015 Services & HR Director
accordance with the organization’s
criteria for their use.
. Agency workers to be limited to 3-month Head of Transactional
assignments and interim contracts monitored Services
Knowledge / skills transfer plan to be monthly to ensure under 6 months duration
included in interim and consultancy with regular reports to CMT commencing
contracts April 2014

Targeted Star Chambers to drive reductions HR Director & Chief

in reliance on agency workers and interims Finance Officer

Develop proposals to address areas where HR Director

posts are hard to fill for CMT consideration by
April 2014

Monthly reporting on agency spend to DMTs Head of Transactional

and HRIG Services
Priority 2: Recruit, retain and reward a diverse, highly skilled, flexible and motivated workforce
Maintain an appraisal scheme to ensure Implement the council’s appraisal Managers briefings on appraisal provided on an on Head of Learning and
performance is measured against arrangements going basis from March 2014 Development
achievement of strategic targets and
supports employee development Six monthly review of appraisal sample to check Head of Learning and
quality levels (up/down linking of objectives) and Development
report findings to HRIG commencing June 2014

Retraining of managers on Oracle appraisal Head of Learning and

reporting process delivered by September 2014 Development

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HR Strategy Action Plan 2014 - 2017

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Monthly reporting to HRIG on percentage of Head of Learning and

appraisals completed from April 2014 Development
Promote employee engagement Conduct a council-wide staff survey to Staff survey conducted in June 2014 Head of Learning and
improve staff engagement and levels of Development
satisfaction across the workforce
Develop action plan in response to issues from the Head of Learning and
survey by September 2014 Development

Publicise Staff Survey results to workforce during Head of Learning and

September 2014 Development

Conduct pulse-check staff surveys by Head of Learning and

January 2015 Development

Monitor survey action plan with six-monthly Head of Learning and

reports to CMT commencing in October 2014 Development
Ensure the council can compete in Implement a Workforce Strategy and Workforce Strategy and action plan drafted by Head of Learning and
a competitive labour market to Action Plan for 2014 - 2017 April 2014 Development
recruit and retain talented staff
Consult with staff, Trade Unions and HRIG by Head of Learning and
April 2014 Development

Publicise and roll out Workforce Strategy and Head of Learning and
action plan May 2014 Development

Annual review of action plan March 2015 Head of Learning and

Development
Continue to support and facilitate the Review the roll out of flexible working Review staff survey feedback July 2014 Head of Learning and
development and arrangements across the council Development
implementation of flexible working
initiatives across the council Work with Directors to ensure each service has a HR Director
flexible workforce by March 2015
Ensure the recruitment of a Design effective recruitment Implementation of new Recruitment and Selection Recruitment Manager
permanent complement of high campaigns and strategies policy and procedure by May 2014
calibre managers and staff
Monthly recruitment statistics produced and Head of Transactional
report submitted to HR DMT and HRIG Services

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

commencing in April 2014

Effective on-boarding of new starters Review recruitment processes to speed up Recruitment Manager
efficiency and effectiveness of recruitment
activity by June 2014

Review induction arrangements and implement Head of Learning and

new activities by September 2014 Development

Review all standard forms to ensure they are Recruitment Manager

relevant and fit for purpose by June 2014
Tackle recruitment issues related to Monitor vacancy levels Monthly recruitment statistics produced and Head of Transactional
hard-to-fill positions reported to HR DMT and HRIG in May 2014 Services
Priority 3: Value diversity, reduce inequalities and respond to the diverse needs of the community

Ensure the council’s workforce reflects Implement a Diversity Strategy and Draft strategy and action plan by March 2014 Head of Equality
the community in which it operates Action Plan for 2014 - 2017
Consult with Diversity Reference Group, staff, Head of Equality
Trade Unions and HRIG by April 2014

Diversity strategy and action plan approved by Head of Equality

CMT and Executive April 2014

Implement Diversity Strategy and Action Plan from Head of Equality

May 2014

Report on progress against workforce diversity Head of Equality

targets and identify initiatives required to
achieve improvements to Diversity Reference
Group bi-monthly commencing July 2014

Review achievement of Year 1 action plan and Head of Equality

report to Diversity Reference Group by
November 2014

Prepare Year 2 action plan by March 2015 Head of Equality

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Year 2 Action Plan approval at CMT and Executive Head of Equality

April 2015 following consultation
Ensure all council employees receive Measure pay gaps on a regular basis Provide annual Equal Pay reports to Diversity Head of Equality
equal pay for work of equal value Reference Group with data on the pay gap
between council employees looking across the
different equality characteristics)
commencing June 2014
Encourage young people to see Brent Research and develop an Apprenticeship Recruit 100 apprentices over 3 years commencing Head of Learning and
council as an employer of choice and Scheme primarily targeted at new entrants in January 2014 Development
open up routes to harness fresh talent to local government and supporting local
initiatives to address unemployment in the Monitor retention rates of apprentices through Head of Learning and
borough; offering high quality learning and the council’s normal recruitment processes by Development
development to a wide cross section of the 2017
community
90% of each annual intake of apprentices complete Head of Learning and
programme by January 2015 and Development
thereafter
Ensure diversity is integral to all Refresh Equality Analysis process across New Equality Analysis process in place by June Head of Equality
employment processes and practices the council 2014

Training and communications plan devised and Head of Equality

rolled out by October 2014
Achieve ‘Excellent’ level in the Implement a comprehensive action plan to Progress measured towards achievement of the Head of Equality
Equality Framework for Local achieve ’Excellent’ level Framework reported on a quarterly basis to the
Government Diversity Reference Group commencing June
2014

‘Excellent’ Level of the Equality Framework for Head of Equality

Local Government achieved by June 2015
Promote diversity of the workforce Explore developing effective staff Proposal paper on staff networks presented to Head of Equality
and the community equality networks Diversity Reference Group by June 2014

Staff networks to commence by September 2014 Head of Equality

Build partnership with other Consider ways in which to expand the Refresh equality elements of the Head of Equality
corporate services (e.g. role of the Equality Team and procurement process by May 2014

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

procurement, community measure value added Work in partnership with the community Head of Equality
engagement, etc.) engagement, research and intelligence teams to
prepare reports on service user diversity and
initiatives required to achieve improvements -
reports submitted quarterly to the Diversity
Reference Group commencing
December 2014
Priority 4: Develop high performing managers and talented staff
Develop a culture of high performance Complete the review of HR policies and Complete new suite of policies rolled out by end HR Director
throughout the council that supports the procedures of March 2015
achievement of Strategic Plan targets
Policies subject to annual review September 2015 HR Director
onwards
Obtain Investors in People Gold Taking forward the outcomes of the Roll out recommendations from the Interim IiP Head of Learning and
status accreditation Investors in People assessment Review May 2014 Development

Identify gaps between Silver and Gold Apply for IiP Gold status by December 2014 Head of Learning and
Status Development

Achievement of IiP Gold status by April 2015 Head of Learning and

Development
Promote the council as an Develop further employment and Develop an in-house graduate scheme by Head of Learning and
employer of choice development opportunities within the September 2014 Development
council and the wider community
Implement reviewed coaching and mentoring Head of Learning and
programme by September 2014 Development

Develop structured approach to work experience, Head of Learning and

internships and volunteering Development
Develop learning and development Launch planning and evaluation Roll out during April 2014 Head of Learning and
initiatives to strengthen leadership and framework Development
management capacity and high
performing staff Develop annual corporate learning and Roll out during April 2014 and annually from Head of Learning and
development offer September 2015 and thereafter Development

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Priority 5: Build the professionalism and skills of the workforce to support One Council projects and deliver high quality services

Ensure equality and diversity is central Develop front line staff skills in Training programme developed for consideration Head of Learning and
to providing excellent customer service diversity and presented to Diversity Reference Group by Development and Head of
September 2014 Equality

Programme rolled out quarterly across the Council Head of Learning and
by September 2015 Development and Head of
Equality
Deliver improved HR contract Review the effectiveness of the Review of Occupational Health service completed Head of Transactional
management, including the contracts council’s Occupational Health contract with recommendations for new service provision Services
for the provision of agency workers, rolled out by September 2014
occupational health, and employee
benefits
Support One Council projects and Provision of HR support to organisational Providing on-going HR support to organisational HR Managers with
organisational change in particular change projects and service redesign change programmes (on-going activity) Head of Learning and
organisational development and Development
the council re-structure programme
Provide proactive support and guidance Review BACES contract considering outsourcing HR Managers
Manage change effectively and on the implementation of restructurings implications for staff by July 2014
positively including identifying training needs in
response to change Complete Recycling and Waste TUPE transfer of HR Managers
staff to Veolia - by April 2014

Embed new Recycling and Waste client team and HR Managers

working arrangements by end April 2014

Establish new Sports and Parks client arrangements HR Managers

by September 2014

Complete restructure Sports and Parks team ahead HR Managers

of grounds maintenance transfer to Veolia by
January 2015

Establish the new Parking and Lighting Service by HR Managers

January 2015

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Complete Brent Transport Service restructure by HR Managers

January 2015

HR support and advice given on Universal Credit HR Managers

Project and Public Realm TUPE
Provide modern, efficient and effective Seek and deliver income generation Develop consistent service standards across the Head of Integrated
Human Resources services opportunities from Brent’s HR services council for Brent Integrated Business Support Business Support
(BIBs)

External income streams identified by September Head of Integrated Business

2014 Support and Head of
Transactional Services

Effective change management and streamlining Head of Integrated

producing service efficiencies Business Support

New revenue streams identified and SLA’s in place Head of Transactional

by October 2014 Services

Buy back from Brent schools reviewed and HR Managers, and Head of
proposals developed by July 2014 Transactional Services

BHP SLA agreement in place to provide diversity Head of Equality

services by April 2014

Explore further opportunities for provision of Head of Transactional

corporate services with BHP by March 2015 Services and Head of
Integrated Business
Support
Increase efficiencies and income Explore and instigate opportunities for Options report produced that identifies and HR Director with Head
generation shared services, for example HR service explores opportunities by June 2014 of Transactional Services
opportunities within Harrow schools, and
provision of services
through the Oracle shared platform

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 HR Strategy Action Plan 2014 - 2017

Objective Activity Milestones Owner

Effective workforce and resource Service managers will be proficient in Managers Essential training programme to Head of Learning and
planning will be in place in all planning and scheduling staffing commence in April 2014 (see Priority 1 Development
service areas needs above)

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