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Your Questions Answered:
CAREER DEVELOPMENT
We have added answers to the most frequently asked questions about career development below.
Career development questions:
Will I be able to continue in my training which is not due to end until January 2010?
Will there be regular staff briefings and updates in respect of Local Government Review?
What will be the arrangements regarding trade union recognition and consultation?
Career development answers:
Will I be able to continue in my training which is not due to end until January 2010?
An absolute guarantee can’t be given, and to some extent this will depend on the current arrangements, cost and relevance to your job. However, existing councils are committed to the development of all their employees and helping them gain the skills, knowledge and experience to help in their current and future roles within the new council. Wherever possible, support will be given to the completion of training already committed.
[Last updated 31st March 2008]
Will the new council be running programmes to prepare managers for the change as a result of reorganisation? Will I be able to retrain for other roles in the new organisation and have an opportunity to progress my career?
Each council will continue to develop managers in the run up to April 2009. Once the new council has identified the structure, and key appointments have been made, management development will be implemented to ensure a smooth start of the new council. It will be beneficial for the seven existing councils to work together on this at an early stage. Anyone required to take on new roles will be fully supported and trained to fulfil their responsibilities. It is inevitable that there will be opportunities for people to progress their careers in the new council, however, at this stage a lot of detail needs to be clarified.
[Last updated 31st March 2008]
How will consultation take place with employees? What about people who are on maternity or long term sick leave?
The important role of the trade unions has been recognised within the joint implementation team (JIT) and a Trade Union consultation framework has been agreed. This includes representatives of the recognised trade unions meeting as part of the Joint Consultative Forum; regular meetings with management; and, regular communications with cluster group and workstream leads. In addition, each of the existing seven councils will continue to meet and consult within their own organisations. Councils already have a responsibility to communicate with staff who are on maternity leave and long term sick and this will continue for reorganisation issues.
[Last updated 31st March 2008]
Will there be regular staff briefings and updates in respect of Local Government Review?
Yes. A dedicated communications team has been established to ensure consistent and regular communications go out to all staff through out all the existing councils in Northumberland. Regular newsletters are produced and a website will be set up to help keep employees informed of the developments.
[Last updated 31st March 2008]
The government accepted the “County Plan” based on cost savings etc. Surely a policy exists which shows how the service will be delivered and the staffing requirements?
The proposal for a single unitary has been based upon a model which includes some higher level assumptions. The current blueprint design is now the “County plan”. This plan will move us on from higher level assumptions to detailed practicalities. Moving through the stages of transition to the new organisation is complex and requires a significant degree of flexibility. It is appreciated that people are frustrated by not being able to see how they will eventually fit in into the new organisation but this is an unavoidable element of the need for flexibility in approach when deciding upon the final structure and service delivery mechanism.
[Last updated 7th April 2008]
What happens after the May elections; if there is a change of leadership will all the work that has been carried out so far be scrapped?
The new Council will make decisions as it sees fit; it is unlikely that everything done so far will be scrapped. However, it will be up to the new Council to make their own decisions although they must have regard to what was submitted in the original bid.
[Last updated 7th April 2008]
Will there be an appraisal scheme and will I have access to career planning advice/assistance? Will the council be making a greater investment in my training and development needs in advance of transferring to the new organisation?
The new council will have an appraisal scheme and career planning advice will be available once new structures and the knowledge and skills requirements are known. The new council will be committed to ensuring it has a workforce that is fully equipped with the necessary skills and knowledge to deliver excellent services. Training plans for individual councils reflect their current training needs but it is also recognised that at some stage the focus will need to change to the requirements of the new organisation. It will be beneficial if agreement can be reached on the requirements of the new organisation so that all parties can contribute to a joint training plan to enable a smooth transfer of function. Significant induction training may be required in advance of vesting day. Preparatory work is about to commence on ensuring that the new organisation can be recognised as an Investor in People from day one. Currently six of the seven Northumberland Councils have IiP recognition and it is hoped that the new Council can build on this solid base.
[Last updated 22nd April 2008]
What will be the arrangements regarding trade union recognition and consultation?
TThere are well established arrangements in place throughout local government on trade union recognition and collective bargaining e.g. the National Joint Council, the Green Book, single status, etc. The new council will continue to support trade union recognition and establish consultation processes.
[Last updated 22nd April 2008]