Hampshire Fire and Rescue Authority Item 10

Human Resources Committee

15/03/200521 April 2006

Error! Bookmark not defined.Personal Development Review System and Investors in People Accreditation

Report by the Chief Officer

Contact: Bob Ratcliffe - Head of Training & Development - 023 8064 4000 ext 2362

1

Summary

1.1

This paper complements and outlines further developments to a previous paper to the HR Committee on the 8 September 2004 - Performance Management Review System. The approved recommendations within this paper have since been implemented :-

· That the Committee endorse the phased introduction of a Performance Management Review System commencing with the Chief Officer.

· That the Committee consider and nominate (in addition to the Chair of the Authority), the Vice Chairman of the Authority and leaders of the 2 minority groups, to receive the training and guidance required prior to the introduction of the Performance Management Review System.

1.2

Since 2004, good progress has been made in the development and introduction of key components to support the Integrated Personal Development System (IPDS). The purpose of this paper is to inform the Committee of the specific progress and development made regarding Performance Management and Investors in People.

1.3

From its initial development, the Performance Management Review System has now evolved to become the Personal Development Review System (PDRS).

2

RecommendationError! Bookmark not defined.

2.1

That the HR Committee note this report and endorse the development and introduction of a Personal Development Review System (PDRS) and the work within the Service to achieve Investors in People accreditation.

3

Introduction Error! Bookmark not defined.and Background

3.1

The importance of these two key systems is recognised by their inclusion as strategic objectives within the IRMP 2006/09. A fully integrated Performance improvement culture throughout the Service is key to the future improvement and development of our staff and the Service.

4

Personal Development Review System

4.1

The Personal Development Review System is a replacement and development of the previous Personal Development Plan (PDP) system introduced within the Service 7 years ago.

4.2

The PDRS will enable individuals and their line managers, to discuss and demonstrate how their personal development relates directly to, and supports the Service's aims and objectives within the IRMP. It will also encourage individuals (with their line managers), to review and feedback on their performance aligned to their specific role map/job description, acknowledging achievement and good practice.

4.3

There are several benefits for the introduction of this new system :-

· Improved opportunities for the personal development of all staff

· Improved support for individuals through their line managers and the Service

· To ensure that the skills, ability and potential of all our staff are recognised and developed

· To improve individual and Service performance at all levels of the organisation

· To support the Service's IRMP through the development and performance of its staff

4.4

The Training and Development Function are working with an external consultant to develop the new system and deliver a series of 2 day workshops for all managers to fully introduce the new system by April 2007.

5

Investors in People Accreditation

5.1

In response to comments from staff following an employee survey commissioned during 2005, the Service commissioned an external consultant to conduct a series of discussion groups with staff and Elected Members to discuss their views against the 10 key indicators of the IIP system. The findings from this `diagnostic phase' were presented back to the Service Management Team and the Corporate Management Team.

5.2

The Service acknowledges the importance of staff development and engagement and has now committed to gaining the Investors in People accreditation by April 2007.

5.3

Investors in People is a national award currently held by organisations and companies throughout the UK who have demonstrated good systems and processes for developing and valuing their staff in order to maximise performance.

5.4

There are several benefits to gaining IIP accreditation :-

· Improved opportunities for personal recognition and development

· A better working environment

· Improved job satisfaction

· Improved communications and staff engagement

· Increased pride in being part of a successful organisation

6

Contribution to Corporate Aims and Objectives

6.1

Personal Development Review System - IRMP 2006/09 - Managing Resources MR4

6.2

Investors in People Accreditation - IRMP 2006/09 - Managing Resources MR5

6.3

Workforce Plan and People Strategy - IRMP 2006/09 - Managing Resources MR1

6.4

Engaging Staff through better communication - IRMP 2006/09 - Managing Resources MR 8

6.5

Cultural Change and Living Our Values - IRMP 2006/09 - MR9

7

Risk Analysis

7.1

The risk in failing to gain the positive commitment of our staff to deliver our key objectives and priority actions is recognised within the Service's Risk Register and is assessed as an Amber risk.

8

Resource Implications

8.1

Human Resources

Separate project groups (consisting of staff from all areas of the Service) have been established to manage the development and introduction of the PDRS and to gain IIP accreditation.

8.2

Physical Resources

An external venue has been booked for the facilitation of the two day training sessions for all managers to introduce the new PDR system.

8.3

Information and Communications Technology Resources

Not applicable

8.4

Financial Implications

Funding for these projects is from within existing budgets for the Training and Development Function. Direct costs for the IIP project work are minimal and partly funded through the Learning and Skills Council for Hampshire and the Isle of Wight.

9

Equality Impact Assessment

9.1

The introduction of the PDR system and the achievement of IIP accreditation will improve the Service's development and support for all staff.

9.3

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

10

Consultation

10.1

All representative bodies and staff groups have been consulted as part of these projects and are actively involved in the ongoing project development work.

11

Conclusion

11.1

These strategic objectives are key to the Service ensuring it continues to develop and improve in the future. This can only be achieved by continuing to invest in the personal development of our staff and the recognition of their role in developing and maintaining a continual improvement culture for all staff and for the Service.

Background Information (Section 100D of Local Government Act 1972)

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report :-

Hampshire Fire and Rescue Service IRMP 2006/09

Investors in People website :- www.investorsinpeople.co.uk

Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.