www.hertsdirect.org workforce topic group september 2007 carole grimwood assistant hr director
TRANSCRIPT
www.hertsdirect.org
Workforce Topic Group September 2007
Carole Grimwood
Assistant HR Director
www.hertsdirect.org
Presentation Contents
• Executive Summary
• Context – Setting the Scene
• Make up of Current Workforce
• Resourcing
• Employment Issues
• Fit for the Future?
• Summary
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Executive Summary – Key Issues
1. 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
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Executive Summary – Key Issues
3. FIT FOR FUTURE - Flexible workforce
- Thriving on Change
- Skilled Up.
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Context
• National Terms and Conditions of Service
• National Skills Shortages
• The London Factor:
-Cost of living (housing)
- 25% commute
• Reputation/Image
• Change
• Benchmarking challenges
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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
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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
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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%
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Current Workforce - HCC Age Profile
0
2
4
6
8
10
12
14
16
18
20
<20 20-24
25-29
30-34
35-39
40-44
45-49
50-54
55-59
60-64
65-69
70-74
75-79
>80
Age
%
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Current Workforce - Agency Temporary Staff by Age Profile
95
159
119
98
137141
137
109105
8175
15
0
20
40
60
80
100
120
140
160
180
Under 20 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ NotDisclosed
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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
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Resourcing
Appointment grade No’s year to March 07
HA/HB 204
H1-H5 763
H6 – H7 193
H8 –H9 204
M1 – M2 99
M3 – M5 71
PMC 17
Youth Workers 6
Total 1557
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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
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Resourcing - Redeployment
Redeployment statistics
• 11 in 2005/06
• 35 in 2006/07
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Resourcing
Key worker Living (KWL) – staff assisted two years to April 06
HomeBuy Shared Ownership
Intermediate Rental
Teachers 159 16 26
Social Workers
7 6 33
Firefighters 14 1 16
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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
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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 – Actual Volumes v Forecast
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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
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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
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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
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Resourcing
Retirement age v pensions
• No contractual 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
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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
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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
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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
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Employment Issues – Cases Monitoring 2006
• Grievance Cases - 28
• Harassment Cases - 11
• Discipline Cases – 73
• Employment Tribunals - 9
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Employment Issues - Equalities by 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
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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%)
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Employment Issues - Average Age of Retirement
• Of those retiring from the Local Government and Teacher pension scheme for the year to March 07
Pension Scheme Average age to retire in 06/07 from the pension scheme
Standard retirement age from pension scheme
Local Government 61.5 65
Teacher 58.6 60
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Fit for the Future - Workforce PlanningCorporate Objective
Challenge 1 Challenge 2 Challenge 3 Challenge 5 Challenge 6 Challenge 7Challenge 4
Departmental Service Plans
People Strategy
Workforce Plan
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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
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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
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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
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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
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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
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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
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Executive Summary – Key Issues
1. 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
www.hertsdirect.org
Executive Summary – Key Issues
3. FIT FOR FUTURE - Flexible workforce
- Thriving on Change
- Skilled Up.
www.hertsdirect.org
thank you
