ORGANISATIONAL DEVELOPMENT STRATEGY

Transcription

1 ORGANISATIONAL DEVELOPMENT STRATEGY SEPTEMBER 2011 Author: George Hotchkiss, Assistant Principal, Enterprise & Organisational Development Impact Assessment Date: 3 September 2010 Date: September 2011

2 Contents 1 The Strategy Recruitment & Selection Retention Employee Relations Remuneration Package Absence Management Continuing Professional Development Themes Quality Culture Policy and Procedure Review Monitoring & Reporting Review

3 1 The Strategy West Lothian College is a people business and its most valuable resource is its people. Through leadership, the College will deliver the best possible learning experience for its learners. Given that quality of learning experience is paramount, the College has determined the following as its strategy in relation to its workforce development. The College, through its Corporate Plan, has set itself the aims:- To be a College whose excellent performance delivers value to both the individual and the wider community. To deliver excellence in learning and skills development To be an excellent and sustainable business. This strategy will support the realisation of these aims. Sections 2-6 and 11 are within the remit of Assistant Principal, Enterprise & Organisational Development. Sections 7-11 are within the remit of Assistant Principal, Wider Access & Learning. 2 Recruitment & Selection The College recognises that effective recruitment is the foundation of a high quality and professional workforce, and excellence. The College will ensure that it has in place a robust recruitment and selection process that makes the College attractive to the best possible candidates and also ensures that having attracted such candidates there is a rigorous, equitable and transparent selection process in place. Recruitment and Selection will be informed by the current legislation, the Single Equality Scheme, and by appropriated policies and procedures, and will support selection of staff who contribute to the College s learning community. 3 Retention Having recruited and selected the best possible candidates, the College recognises that it needs to retain such a resource. High staff turnover rate impacts negatively on the quality of the learner experience, is wasteful of the Colleges most valuable resource and 2

4 may be a poor indicator of a poor quality working environment. Given the above the College considers the remaining themes of the strategy to be important to the retention of its staff. 4 Employee Relations The College places a high value on positive employee relations, as these are a key element in the delivery of the best possible learning experience for its learners. To that end, the Board of Governors formally recognises the EIS-FELA and Unison Trades Unions. Consequently it has established formal Joint Negotiating and Consultative machinery with each of the recognised unions to support the Workforce Development Strategy. 5 Remuneration Package The College recognises that the remuneration package that it offers is an important consideration for potential and existing colleagues. The College will provide competitive remuneration packages for its staff. The components of the remuneration package will include: Employee benefits scheme Final salary contributory pension scheme Attractive Terms and Conditions of Service Career enhancing CPD provision. 6 Absence Management In order to provide an optimal service to our customers and in the interests of staff welfare, the College will monitor and manage all forms of staff absences. This function will be led by the Human Resource department working in close collaboration with Managers and Leaders. 7 Continuing Professional Development Continuing Professional Development (CPD) is critical to the development of a progressive College, its workforce and in the promotion of a culture of continuous quality improvement. Through its effective development of staff, the College aims to deliver the best possible learning experience for its learners. The College is committed to equipping the workforce of the future to support succession planning, and the realisation of excellence. This strategy will be supported by the CPD Policy. 3

5 This requires that its staff be actively engaged in CPD. Given the above, the College has determined the following themes as part of the Organisational Development Strategy. 8 Themes In terms of staff development the strategy focuses on the following themes: Health & Safety, Data Protection, Freedom of Information compliance, Customer Protection and Safeguarding All staff will develop skills and knowledge to meet the requirements of these legislative areas and ensure personal and organisational compliance. Leadership and Management All staff who occupy a leadership/management role (or who aspire to do so) will be supported through CPD. It is recommended that staff who occupy the following roles will hold or be working towards the noted level of qualification:- SCQF Supervisor Level 3 Centre/Service Leader Level 4 Centre Head Level 5 Senior Management Team Member Level 5/Professional Memberships Information, Communication and Learning Technology All staff will be provided with and will be expected to acquire, appropriate skills development for their current role and to support realisation of the College Corporate Plan. Learning and Teaching All staff who support learning will be expected to: acquire a relevant PDA and/or a TQFE as appropriate; actively engage in continuous skills and knowledge updating in keeping with Professional Standards for Lecturers in Scotland s Colleges (Smarter Scotland). 4

6 Continuous Quality Improvement and Enhancement All College staff will be supported in their involvement in selfevaluation and reflective practice. Team development will support individual engagement in quality enhancement. There is an expectation that all staff will benefit from and contribute to the learning community. Customer Service All staff will be equipped with skills to provide excellent customer service and to ensure customer centred work. Diversity and Equality All staff will be provided with an appropriated level of CPD to contribute to the organisation. The College values diversity and equality and complies with all legislation. 9 Quality Culture The College is committed to embedding a quality culture to support continuous improvements in learning and teaching and service delivery. All staff will be appropriately involved, empowered and developed to enable their contribution. 10 Policy and Procedure Review Policy and Procedure review and development will be addressed through the Quality Office in collaboration with other departments. All policies and procedures will be subject to equality impact assessments and regular revision. 11 Roles and Responsibilities The Assistant Principal, Enterprise & Organisational Development will report to the Finance & General Purposes Committee on HR matters, and will present papers to the committees to demonstrate the relevance and linkages between vision, corporate plan and operational plans. The Board of Governors will have active involvement through the Learning & Teaching Committee in developing a culture of continuous quality enhancement. The Quality Manager will report on this area of work. 5

7 The Assistant Principal, Wider Access & Learning will report through the Learning & Teaching Committee on Quality. Actions Given the above, the Organisational Development Strategy is built around the following ordered themes: Recruitment & Selection Retention Employee Relations Remuneration Package Continuing Professional Development Working Environment Succession Planning Quality Culture 12 Monitoring & Reporting The Assistant Principal, Enterprise & Organisational Development will monitor implementation of the strategy. Progress will be reported to the Finance and General Purposes Committee of the Board of Governors through an annual CPD report. 13 Review The strategy will be reviewed annually by the Assistant Principal, Enterprise & Organisational Development. 6