This website uses non-intrusive cookies to improve your user experience. You can visit our cookie privacy page for more information.

Beta This is a new way of showing guidance - your feedback will help us improve it.

Get the right people in the right place at the right time, building and making best use of their skills to deliver key objectives

Key Priority Business Owners Action proposed and targets set Measurement
Vacancy filling
2.1) ensure quicker and easier recruitment and vacancy filling.
PD and D/D vacancy holders
  • PD and D/Ds will work jointly to simplify and speed up recruitment processes to achieve greatest permissible reduction in time to take up post (target: 2 weeks/recruit, 300 - 350 new recruits).
  • PD and D/Ds will work jointly to cut the average time to fill internal vacancies (300 posts per year: 90% of results announced within 9 weeks of advert).
  • vacancy filling procedures are supported by all stakeholders
  • recruitment targets are achieved.
  • vacancy filling targets achieved.
  • programme evaluated.
Staff development and training
2.2) ensure better trained and supported managers.
PD and D/D managers
  • all staff will have a personal development plan agreed with their line manager.
  • everyone who needs to will be able to attend key effective managers modules.
  • PDPs prepared to agreed quality standards.
  • targets for training managers achieved and effectiveness evaluated.

2.3) help and encourage staff to develop and use their skills.

  • modify the new performance management system to link development with reward by 2002/03
  • in 2001-02 we will obtain corporate recognition under IiP
  • A new training and development strategy to focus spend (£6m pa) better on business needs and longer term developments will be introduced
  • an e-learning strategy will be developed and implemented.
  • reward system in place and effectiveness measured.
  • corporate IiP status achieved.
  • new training and development strategy agreed and implemented to agreed cost and quality standards.
  • e-learning strategy agreed and implemented to acceptable cost and quality standards.

2.4) Bring on talent.

PD and D/Ds
  • we will increase interchange postings by 50% (90 secondments and loans per year).
  • we will increase number of Senior Professional Administration Training Scheme (SPATS) participants from 2 each year.
  • targets for interchange posting and targets for SPATS participants met.
2.5) provide stronger and more honest performance management. PD and D/D managers
  • A new performance management systems for SCS will be introduced from April 2001 and for Band 1 - 6, from April 2002
  • 15 performance management training seminars will be provided for managers.
  • new performance management system in place by due date.
  • Performance management courses provided.
Updated 2009-01-06