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Workforce Topic Group September 2007

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

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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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