Renfrewshire Council

Priority 9: Developing our workforce

Our aspiration

We want the Council to be a fantastic place to work, where our staff our proud to say they work for Renfrewshire and want to come to work to make a difference for our communities.

We will give staff the support and encouragement they need to do the best job they can and to try out new ideas and ways of working that will improve the services they provide to their customers.

Overview of priority 9

Our staff are at the heart of the services we deliver across Renfrewshire and it is their skills, performance and commitment that determines how well we meet the needs and aspirations of Renfrewshire's communities and whether we will achieve the priorities set-out in this Council Plan.

We need to talk more to our staff and their Trade Union representatives about what we're trying to achieve, the challenges that we're facing and to get their ideas and input to our plans. We need to help all our staff understand how the work they do helps Renfrewshire's communities and the contribution they are making to the delivery of the Council's priorities.  We will introduce new mechanisms to identify and celebrate the great contributions that individual staff members or teams are making and to encourage staff to bring forward and try out new ideas.

We recognise that change is now a permanent feature in the Council and that this can be stressful and unsettling for many staff across the Council. We will encourage staff to embrace this change as much as possible and will provide support to help them through any difficulties they face during the change.

The implementation of our new Organisational Development Strategy and the changes we're making to the structure of our HR Service, are critical to the improvements we want to make.  This will help us ensure we have the right people, with the right skills to deliver and manage services safely, efficiently and with excellent customer service.  We will examine how we identify, support and review the performance, training needs and career aspirations of our employees; investing in and maximising the potential of our people. We will create a 'golden thread' linking individual performance to the achievement of the Council's priorities.

What we will do

  • Get much better at telling our staff what we're doing, the challenges we are facing and the difference we are making.
  • Develop an awards programme that celebrates success and recognises great individual and team contributions to the delivery of the Council, Community and Service Plans.
  • Launch and deliver the new Organisational Development Strategy.
  • Implement an effective approach for workforce planning to ensure we have the right people when we need them.
  • Implement a training and development programme to provide our staff with the skills they need to do their jobs well.
  • Design and implement a performance appraisal system that ensures all our staff know what contribution they are expected to make to help deliver the Council, Community and/or Service Plans.
  • Develop mechanisms to encourage staff and managers to be innovative and try out new ideas and ways of working.
  • Promote and encourage health and well-being opportunities for employees.
  • Provide support to our staff to help them deal with any stress caused by the major re-organisations being implemented across the Council.

How will we know we have been successful?

Our success measures will be:

  • The percentage of staff who think that the Council is a good place to work.
  • The percentage of staff who believe they have the necessary skills to do their job effectively.
  • The percentage of staff who are assessed as performing at the required level.
  • Percentage satisfaction with our recruitment exercises
  • Average number of working days lost through sickness absence
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