Key Workers
The City has a Workforce Planning Strategy. This puts our vision, aims and values into a business driven plan which recognises key priorities and supports them in the context of the national public sector framework.
Workforce planning takes place at all levels in the City. The way we recruit, motivate and retain our key workers and partners is central to good business practice. Developments in these areas, over recent years, have shown how important it is to get it right.
The strategy joins the three parts together, making sure we use them as a collective business driver.
We regularly review our recruitment and selection processes to ensure we remain up to date with legislation. We want our processes to be the best they can to make sure we get the best return on how we recruit. We monitor and report regularly and look for ways to widen and target the maximum candidate base.
Key actions for this in the strategy include:
- Review recruitment and selection procedures (including operational)
- Evaluate the recruitment process
- Extend the recruitment advertising base
- Develop diversity and employment programmes
- Review how we take on workers, such as agency workers, consultants and sessional staff.
We know that there are specific problems to be faced for both internal and external recruitment.
The public sector is changing, as is the City Council. We need to make sure we understand why key workers both join and leave the City. If we do this, we can develop ways to improve employee motivation.
The strategy helps by:
- Contributing to the City's Capital of Culture preparation
- Supporting the City's Culture Change Programme
- Continuing with delivering the Communications Strategy
- Delivering the Management Development Programme
- Identifying and addressing the importance of accommodation and work environment issues
- Providing people with the electronic means to do their jobs
We will ensure that our employment packages reflect not only those of a model employer but also the competitive business environment within which we now operate. Of equal importance is the need to continue with the promotion of the organisation and to support the move to a performance based culture.
Key actions for this in the strategy will focus on:
- Review of the application of Senior Executive/Manager Salaries
- Review of management job descriptions
- Employees to contribute to the development of the Performance Management Framework
- The continuous review, development and implementation of model terms and conditions of employment
- Encouraging applications for internal and external award schemes
- Developing employee consultation and survey Processes