CIPD BEDFORDSHIRE AND MILTON KEYNES BRANCH BUSINESS
PLAN
July 2015 – June 2016
Completed: 20 May 2015
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
INTRODUCTION
CIPD is the professional body for HR and L&D professionals and more broadly for those
involved in people management and development. The CIPD’s purpose is to champion
better work and working lives by improving practices in people and development for the
benefit of individuals, businesses, economies and society. The CIPD is incorporated by
Royal Charter and is a registered charity.
CIPD branches and groups (geographical and special interest groups) are spread
throughout the UK and Ireland and run by volunteer branch officers and committee
members.
Branches provide a key channel for member and potential member engagement at a local or
country level, they:
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act as advocates for the CIPD locally in support of our national and international
member objectives and provide insight and feedback on member needs
provide low-cost CPD by hosting local events and activities which enable local
practitioners to network and learn from each other
support members with their career development
often develop and maintain good relations with local centres offering CIPD
programmes
support members by ensuring our latest research and other CIPD services are
disseminated
The CIPD aims to strengthen and enable the branches to better support members and
potential members locally. This year branches are helping to support the CIPD strategic
imperatives by:
1. supporting local centres with inductions/enductions to ensure they see the value of
joining and remaining in membership
2. supporting members with career plans and ensure they are in the right professional
grade appropriate to their HR roles in their organisations
3. continuing to supporting national campaigns where appropriate and pertinent e.g.
‘Learning to Work’ Campaign, particularly through our ‘Steps Ahead’ project, ‘Engage
for Success’ (EfS) initiative, etc.
The CIPD is grateful and thankful to our branch volunteers for the great work that they do at
a local level. Our members’ lives are much better for it.
The purpose of this Business Plan is to capture relevant, appropriate branch activity
including associated costs for year July 2015 – June 2016. The plan is required to release
your branch funding for that period, as outlined in the Branch Terms of Reference. It will
enable members, potential members, branch officers and committee members to understand
your plans and the investment required to ensure your plans materialise.
Plans must be submitted for approval on 31 May 2015.
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
HEADLINE REVIEW OF LAST YEAR
Key achievements
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22 Continuing Professional Development sessions picking up all professional areas
from the HR Professions Map, covering all members from students to HR Directors,
working with a range of professional partners, actively involving 29% of the
membership, covering the full range of geographical locations (see Group Annual
Reports on the Branch website)
Delivering 40 mentoring pairs, using conference calls and webinars to discuss
progress and learning, then to close down completed processes. Re-launching the
next round of mentoring in year, rapidly growing to 10 pairs (see Mentoring Group
Annual Report on the website).
Running a Virtual Annual Meeting for the second time, to allow the full membership to
read the Annual Reports from the Branch and four Groups and potentially all engage
with the Branch committee rather than limiting the democratic input to those
attending an annual meeting
At the Branch CPD session, allowing members to question the CIPD Chief Executive
on 'How CIPD can help members champion better work and working lives'
Maintaining good responses from members to Branch Policy consultations
Maintaining excellent relationships with academic institutions who deliver CIPD Level
3 Certificate, Intermediate Certificate and Advanced/Post-graduate Diploma courses
across the region: University of Bedfordshire, Bedford College, Milton Keynes
College. We are grateful for their generous sponsorship of meeting rooms for Group
CPD sessions and for Branch committee meetings. We provided Professional
Advisers to their CIPD students, welcoming them to the Branch, providing advice and
guidance and explaining next steps
Increasing sponsorship from partners
Members taking part locally in the national initiatives which will assist young people in
planning their careers more effectively
Good responses from Branch members to the Learning Matters Group survey
allowing analysis of preferred timings, venues and subjects (see Group Annual
Report on the website)
Creating the Branch LinkedIn Group to add to the existing Mentoring LinkedIn Group
Key challenges
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Despite excellent and informative information in the quarterly newsletter and Branch e-flyers,
still a disappointingly low opening rate and click through rate on specific topics. As a
consequence, potential initiatives we wished to create did not receive any member interest.
Still receiving complaints from members who are not receiving the Branch events e-flyer
despite believing they had signed up for it. Many still not receiving the weekly national CIPD
e-mail despite believing they had signed up for it.
Major reduction in employers being prepared to fund the CIPD Advanced Post-graduate
Diploma and Masters, so students are now having to self-fund. Many Certificate and
Diploma students are also having to self-fund.
Estimated Financial out-turn 2014 – 2015
Total income
Total expenditure
Surplus for the year
£19,000
£19,000
£-
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
This breakeven was achieved through negotiating Benefits-in-Kind sponsorship totalling
£11,000 over the year. These included: speakers not charging fees or expenses,
subsidised and fully sponsored room costs, sponsored food, committee members providing
technology.
Opportunities for the coming year
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Continuing use of Benefits-in-Kind sponsorship
Maintaining partnering with other professional organisations
Using the mentoring scheme to further develop careers for members
Engaging with an even higher percentage of members through identifying their
preferred topics for CPD sessions
Growing the Branch LinkedIn Group via an easy click-through from the Branch eflyer. Sharing information, good ideas and practices through the Group
SECTIONS
1. INFORMATION: ABOUT THE BRANCH
2. IMPACT: WHAT YOU PLAN TO DO AND HOW YOU PLAN TO DO IT
3. INVESTMENT: WHAT RESOURCES YOU NEED
SECTION 1: INFORMATION: About the branch
1.1
Location and geography
The old county of Bedfordshire, in three unitary authorities which co-operate with the Branch
in different ways, some more direct than others (Bedford Borough Council and Central
Bedfordshire Councils in informal partnerships through particular members and joint interests;
Luton Borough Council with limited contact). Milton Keynes town and some outlying
Buckinghamshire villages in certain postcodes. Limited contact with MK Council. Good
contacts with other professional bodies in MK. Very good contacts with some JobCentre Plus
staff in Bedfordshire. Very good partnerships with University of Bedfordshire, Cranfield
University, Bedford College, Milton Keynes College and through the University of
Bedfordshire, with their Milton Keynes centre. Good contacts with Bedfordshire businesses
through the Chamber. Good contact with the South East Midland Local Enterprise
Partnership through CIPD members being on their Employers’ Network. Contacts with
Bedfordshire Police, and Bedfordshire Fire and Rescue, with staff at Bedford Hospital, Luton
and Dunstable Hospital and Bedfordshire Clinical Commissioning Group.
Milton Keynes is a high growth city with close to full employment for people wishing to work.
Some significant head offices are based in the town. Very good contact with the Network Rail
head office with their HR Director, Ian Iceton being the assigned CIPD Director for the
Branch. There are major logistics and warehousing facilities just outside the town, including
major Amazon, John Lewis and other retail facilities. While the Milton Keynes average
household income is high, there are some difficult areas.
Bedford Borough is multi-ethnic with only two ward areas having households with any
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
significant deprivation. The new groups of mainly Eastern European migrants have joined
families who moved there having been migrants to Bedford from the 1950s. There are few
large private sector employers with most businesses being SMEs. There is an excellent
record of business start-ups in knowledge sector businesses, some as spin-offs from
university and research laboratories. Bedford Borough is actively working to increase the rate
of incoming larger businesses, through improving infrastructure using major new growth
funding channelled through SEMLEP. The major employers are public sector (health,
education, local authority, police). Central Bedfordshire Council is welcoming new
businesses into the area. Through SEMLEP, they have secured major growth funding for
infrastructure and for a new further education engineering facility in partnership with a major
employer in Leighton Buzzard. Luton and Dunstable has some major areas of deprivation
with low employment, low qualifications and low aspirations. There are a small number of
large businesses, some still in manufacturing but most businesses are SMEs. Dunstable is
attempting some business growth, having a new incubation centre for green businesses and
a challenging economic growth plan.
1.2
What Groups and Networks are connected/operate under the Branch?
Geographical groups
1
2
Bedfordshire Group
Milton Keynes Group
1.3
Special Interest Groups
3
4
Learning Matters Group
Mentoring Group
Other
(e.g. networks, subcommittees)
Branch LinkedIn group
Membership profile (if known – this will be updated by the BDT if unknown)
Membership grade
Chartered Companion
Chartered Fellow
Chartered Member
Associate
Affiliate
Student
Academic Fellow
Academic Member
Academic Associate
Total Branch Membership
Total
3
236
590
837
87
250
6
2
2011
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Our students are very interested in progression, seeing themselves as career
professionals. Large numbers are studying on the Level 3 Certificate in HR Practice, many
self-funding through being in roles other than HR at present. Numbers on the CIPD
accredited Advanced/PgDip and Masters in HRM have improved since private sector
employers have realised the benefit of the course and thus support the time or cost. Some
students have chosen to self-fund their university course in order to be free to decide
whether to stay with their organisation once qualified, or go for an improved role elsewhere.
We are optimistic that the Level 3 Certificate students will make stronger cases for
continuing studies. Their tutors are actively encouraging them to move on to the next level
of courses.
We actively encourage members at every networking meeting to join the mentoring scheme
and prepare for upgrading. We have had good experience of Experience Assessment
which has proved a credible assessment mechanism. At our CPD sessions, guests have
later applied to become Organisation members which we believe to be a useful mechanism
to encourage greater interest in networking with other professionals.
We continue to have good opportunities to encourage students to continue their studies
and remain in membership. We offer advice on the upgrading process (the forms,
telephone and face to face assessments) and are keen to encourage them to develop their
professional behaviours within the CIPD Profession Map, to meet the requirements at a
future date. Branch committee members continue to strive to keep them interested in the
very active networking opportunities through the Groups, and thus to see the value of
remaining in membership.
1.4
Branch and group committees – please complete Appendix One
1.5
How does the branch operate?
The Branch committee has delegated the organisation of most CPD sessions to the Groups.
Group Chairs and nominated Group committee members attend Branch committee meetings
(at least four per year), to agree the Branch Business Plan, explain their Group plans and
share the outcomes of their activities. The Branch committee consists of some Group
committee members and some individual Branch committee members. Branch committee
meetings concentrate on the strategic issues around finance, policy responses, improving
communications and engagement with members. Branch committee notes are circulated to
all Branch committee members for onward dissemination to the Group committee members to
ensure knowledge is shared. Groups endeavour to avoid having any date or subject conflicts.
Groups are issued with their budgets, according to their membership headcount at the
beginning of the financial year and expected to stay within those budgets through
sponsorship/Benefits-in-Kind or charging for non-members to attend events. Mentoring is
only offered to members.
A Branch programme management document is supplied to all Committee members showing
the deadlines for submitting material for the regular Branch e-flyers which inform all Branch
members of the CPD sessions in the next three months. Committee members also provide
text for the quarterly Branch newsletters sent to all members. Branch Policy questionnaires
are also circulated for comment and responses from all members. Students are engaged in
Branch issues through Professional Advisers working with their local institutions to welcome
them to the Branch, encourage them to attend CPD sessions, particularly those aimed at the
student syllabus and to consider next steps at the ends of their courses. The Membership
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Adviser’s report (see website) sets out the details of these activities. Nominations for future
Branch committee members are sought through the Virtual Annual Meeting. New committee
members are given a Branch Induction and invited to join the national induction webinar
sessions.
Group committees organise CPD sessions from September to June each year (see Annual
Reports on the Bedfordshire and Milton Keynes Branch website. Mentoring Group committee
members, in addition to offering webinars and training sessions, have consistently brought
pairs of mentors and mentees together to work on career matters. One Branch CPD session
was run in March 2015 allowing the CIPD Chief Executive to explain to the 52 people
attending, 'How CIPD can help members champion better work and working lives'.
1.6
Additional information that you would wish to share?
Increasing use is being made of the CIPD Branch website, firstly to upload material for CPD
sessions prior to attending, such as the bundle for the Mock Employment Tribunal and
Certificates of Attendance for those attending to bring with them for signing on the half day or
evening. Secondly, slides and research papers are being uploaded after sessions so those
attending can benefit further from learning around the subject of the CPD session. Milton
Keynes Group continued with valuable partnerships during the year (see the MK Group
annual report for details).
The Mentoring LinkedIn group has over 50 members communicating good mentoring
examples. The over-arching Branch LinkedIn group has almost 100 members sharing ideas
and discussion points.
The advantages of CIPD student membership are being promoted by committee colleagues
to University of Bedfordshire undergraduates studying HRM and HR related courses.
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
SECTION 2: IMPACT: What you plan to do and how you plan to do it
For each objective, please outline the key approaches and activities you wish to plan into
this year
2.1
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Aims and objectives for the coming year: [Provide and overview of your main aims
and objectives]
e.g. support our centres with inductions/enductions
e.g. provide a programme of 8 activities aligned to Profession Map from September –
June
Feel free to add additional bullet points as required and feel free (if you wish) to
separate out your group activities
2.2
Objective, actions and measures, [outline the main objective, actions and
measures the branch intends to put in place to monitor those activities]
2.21 Example in relation to membership: [Eg upgrading activities and supporting
members with their career plans and objectives]. Feel free to duplicate as many times
as required.
Objective 1: Support members with their career plans and aspirations, including enabling
members to transition into the most appropriate grade of professional membership.
Key actions
Key measures
[ie: what do you intend to do. What will you do to
achieve your objectives. How do you plan to
communicate this to members and potential
members]
[how do you plan to ensure that your objective has
been achieved; what will we have seen; what have
been the benefits; what impact has this had]
1 Branch Membership Adviser and
Professional Advisers will continue to work
closely with academic institutions welcoming
students to the Branch, engaging them in
CPD. Visiting at the end of courses, to advise
and offer support towards their next steps
1 Students progressing to the
Advanced/Post-graduate Diploma after their
level 3 Certificate in HR and Intermediate
Certificate in HR courses are completed.
Good attendance at student CPD sessions
organised by the Groups. Students remaining
in membership at the end of their courses.
2 Branch committee will continue to award
Student Prizes for excellence in their studies.
2 Students receive their prizes and inspire
their colleagues to work effectively to
complete their courses
3 Branch Membership Adviser will continue to 3 Steady flow of upgrades received by CIPD.
refer members wishing to upgrade, to
volunteers on the committee for advice and
guidance on which route to take, and having
decided on the route, assisting in making their
case for upgrading.
4 Mentoring Group will continue to bring
mentors and mentees together to provide
career advice and guidance, with information
4 Continuing mentoring pairs being formed
and ended appropriately with benefits to both
participants.
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
on upgrading where appropriate.
5 Branch newsletter will continue to provide 5 Members logging on to the appropriate site
advice on upgrading on each circulation.
on the CIPD website to download the forms,
Upgrading advice to be provided in the
complete and send them in for assessment.
Branch Membership Adviser’s Annual Report.
6 Bedfordshire Group will continue to invite
the level 3 Certificate and Intermediate
Diploma Bedford College students to the
Advanced/Post-graduate Diploma student
CPD session at University of Bedfordshire to
facilitate networking between students and
successful transitions.
6 May 2016 will again have college students
invited to join university students for a CPD
session which is applicable to all their
modules.
Objective 2: Ensure Branch and Group initiatives continue to deliver the appropriate, high
quality, value for money, mix of face-to-face CPD sessions, virtual sharing of knowledge and
professional growth initiatives, demonstrating to Branch members the value and benefits of
their membership through engaging them in a higher proportion of our events and Groups
Key actions
Key measures
1 Branch committee to meet at least three
times a year, hold the Virtual Branch Annual
meeting, agree the overall operating plans
and budget and receive reports from Groups.
1 Meetings held. Plans agreed. Budget
spent appropriately.
2 Demonstrate value for money in running
2 Continue to offer value for money to
events.
members by supplementing funding with
additional funds from sponsorship,
advertising, and where possible charging nonmembers, so the Branch can continue to offer
free events to CIPD members, minimising the
Branch financial spend remaining under our
proposed budget
3 Provide added value services (in addition to 3 Identification of new network which would
events) to promote professional development, benefit members.
networking and sharing of best practice.
4 Seek partnerships with local businesses
and networks to facilitate our role as a
business partner supporting the creation of
sustainable organisations
4 At least one event per Group run with a
partner.
5 Ensure Branch and Group initiatives
continue to deliver the appropriate, high
quality, mix of face-to-face Continuing
Professional Development with networking
events, virtual sharing of knowledge via
5 Extensive CPD programme, appealing to
the full range of members, taking up all
aspects of the HR Professions Map and
encouraging the required professional
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
webinars when appropriate to subject matter
and professional growth initiatives
behaviours. Run the Spring 2016 Branch
CPD session with CIPD senior manager.
6 To demonstrate value and benefits of
membership through engaging members in a
higher proportion of our events and Groups.
6 Higher involvement than current 29%.
7 Give our members a voice through the
CIPD Council, enabling CIPD to be
accountable to the wishes of the members
8 To continue providing recognition of
excellence: student prizes; nominations for
CIPD Volunteers and PACE awards
7 Publish some results of Council meetings in
Branch newsletter. Request feedback and
comments.
8 Awards granted.
9 Bedfordshire Group to consider the
suggestions from feedback sheets for topics 9 Appropriate events held and at least as well
of interest to members, arranging CPD
attended as for 2014/15 (see Bedfordshire
sessions in preferred locations around
Group Annual Report on the Branch website).
Bedfordshire. Subjects will be identified by
the degree of interest. Speakers with
appropriate expertise will be identified and
approached. Group committee will consider if
the present pattern of CPD sessions should
continue (two half days and seven evenings
between September and June).
10 Learning Matters Group is concerned with
ensuring the members of the CIPD who are
10 Appropriate events held and at least as
responsible for or have an interest in L & D
well attended as for 2014/15 (see Group
issues rather than the more generalist HR
Annual Report on the Branch website)
matters, are able to: access networking with
like minded individuals; receive input from
specialists within the field; have a platform to
learn from each other
11 Mentoring Group to continue to develop
and improve: attendance at six Group events
a year to promote and update on the scheme.
Development of online matching process
in line with CIPD model 2015/16.
Complete and build action plan from full
branch members survey on Mentoring
2015/16. Build and develop stronger links
with interest groups and members 2015/2016
12 Milton Keynes Group to continue to
collaborate to maximise multi-disciplinary
learning and working together, making the HR
function business align with: the Work
Foundation, CMI, CIMA, Institute of Marketing
and AAT as well as other bodies and
networks and individuals who share our
11 Exceeding the 2014/15 people being
matched for mentoring. At least three
conference calls and three training sessions
run. Certificates of Attendance being
provided to those completing training.
Increasing numbers of LinkedIn mentors and
mentees (from current 50 members).
Continuing useful information in newsletter.
(see Annual Report on the Branch website)
12 Continue to provide highly professional
events with partners, which are well attended
and very well received with at least the
attendances for 2014/15. Continue to use the
MK Conference Centre for all our events,
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
values and vision. This will help use scarce
resources (budgets and volunteer effort) for
maximum benefit and facilitate crossdiscipline networking/learning.
except for smaller sponsored events. (see
the Group Annual Report on the Branch
website)
Objective 3: To identify Branch committee members development opportunities i.e.
inviting appropriate speakers/CIPD Board members to meetings or any other
initiatives. Disseminate Council findings through Branch committee members to
Groups.
Key actions
Key measures
[ie: what do you intend to do. What will you
[how do you plan to ensure that your objective
do to achieve your objectives. How do you
has been achieved; what will we have seen;
plan to communicate this to members and
what have been the benefits; what impact has
potential members]
this had]
1 Branch committee will continue to ensure
new committee members have an induction
and are offered any development
opportunities such as free tickets to CIPD
conferences, webinars or other development
opportunities.
1 Branch committee members attending
induction, CIPD conferences, webinars and
writing up notes for other committee
members.
2 Succession planning will be considered for
Branch officer posts. These may be long term
plans where committee members have only
reached Associate status, like so many
academically qualified HR professionals
working in small SMEs.
2 Discussions with Associates with the
Advanced/Post-graduate Diploma in HR
qualifications, on how they might progress
into Chartered status through moving to a
larger organisation. Discussions with
Associates with level 3 Certificate and
Intermediate Certificate qualifications on how
they might continue their studies or go
through Experience Assessment.
3 Continue to invite the assigned CIPD
Executive Board member to Branch
committee meetings and/or host the Branch
Spring CPD session.
3 Branch Spring 2016 CPD session held at
Executive Board member premises again with
CIPD senior manager.
4 Learning Matters Group continue to
develop working relationship with Gill White.
4 June 2016 session with Gill White for third
visit.
5 Council meetings notes continue to be
circulated to Branch and Group committee
members.
5 Council meeting notes continuing to be
circulated to Branch and Group committee
members.
Objective 4: Champion the role of the HR and L&D profession in reducing youth
unemployment by actively supporting the CIPD's Learning to Work programme
Key actions
Key measures
[ie: what do you intend to do. What will you do to
[how do you plan to ensure that your objective has
12
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
achieve your objectives. How do you plan to
communicate this to members and potential
members]
been achieved; what will we have seen; what have
been the benefits; what impact has this had]
1 Branch newsletter will continue to include
requests to members to sign up to Learning
to Work project activities and to the Steps
Ahead Mentoring. Reports of school visits
will be published the newsletter after
engagements.
1 Branch newsletter will ask for examples of
effective work initiatives and mentoring to be
reported for general circulation in following
newsletters.
2 Bedfordshire Group will continue to
recommend the activities prior to each CPD
session.
2 Those attending CPD sessions will be
asked who is currently involved with Learning
to Work and Steps Ahead.
3 Branch committee will note any good
practices and send examples to e-Branch
Focus.
3 e-Branch Focus to provide good examples
in future.
2.3
Branch programme – please complete Appendix Two so that we are able to see
an outline of your Branch/Group activities
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
SECTION 3: INVESTMENT: What resources you need
3.1
Please list the headline messages from the budget as detailed below:
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Sponsorship is being provided as in-kind benefits (reduced room cost, subsidised
food, waived fees, waived travel expenses, donated equipment), which cannot be
shown in income and expenditure. See Group annual reports for 2014/15
sponsorship values. Treasurers have been told that Branches lose any surplus from
2014/15 (not known until final three sessions have been run in June 2015)
Branch basic funding allocations increased by 2%
The 6% Eventbrite charge for bookings will only apply to sessions run by MK Group
which charges non-members for attending but does not charge members
Budgets are being allocated to Groups at the maximum possible, understanding that
Branch administration costs are being minimised as much as possible
Prizes to students are being continued to recognise excellence in our profession
3.2
Budget
[This section should give details of the income and expenditure you expect and the
investment required from Wimbledon to support your local activities. A summary of this
budget will add to your operating plan]
Income
Advertising
Event income
Sponsorship (all in kind)
Other income (CIPD)
Total income
£
0.00
0.00
0.00
15,282.00
15,282.00
Expenditure
Speakers waive their fees
Speaker expenses
Venue hire
Catering
Equipment hire (mainly sponsored)
Prizes
Operating costs
Promotion
Administration
Telephone (not claimed)
Postage
Printing
Stationery
Travel – Air
Travel – Train, Tube, Bus
Taxis
Mileage
Hotels
Meals and Subsistence
0.00
700.00
7,250.00
4,020.00
100.00
500.00
0.00
0.00
2,200
0.00
20.00
30.00
0.00
0.00
0.00
0.00
100.00
0.00
0.00
Total expenditure
15,020.00
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Appendix One - Branch and Group Committees
Who’s who? – Please list all committee members, positions held and current tenure
Please ensure that you list every committee member to ensure that they receive important
mailings and have full access to the branch extranet and FTP (dropbox) folders. Please feel
free to add/remove additional rows/tables as required to ensure we get a full listing.
Branch Committee
Role
Name &
Grade
1. Chair, Joint Council Rep. Gill Franklin CFCIPD
Tenure
(In current position)
3 years
(CCCIPD/CFCIPD/CMCIPD)
2. Vice- Chair
Jim Waddington CMCIPD
New
Melanie Doherty CMCIPD
3 years
4. Treasurer Designate
Matt Devine Associate
2 years
5. Secretary
Paula Grayson CCCIPD
3 years
Colin Rodden CFCIPD
3 years
Jennie Bayliss Affiliate
Amanda Brickell CMCIPD
Safia Boot CFCIPD
Under 1 year
2 years
3 years
Sharon Horn Assoc.
2 years
Graham Jeffery CMCIPD
2 years
Wendi Cochrane CMCIPD
Sue Roberts CMCIPD
Paul Strickland Associate
3 years
Aggregate new
2 years
Janice Johnson CFCIPD
New
Amanda Cairns Assoc
Lorraine Macdonald
Simona Beardmore-Baldwin Assoc.
New
New
New
(CCCIPD/CFCIPD/CMCIPD)
3. Treasurer
(CCCIPD/CFCIPD/CMCIPD)
(CCCIPD/CFCIPD/CMCIPD)
6. Joint Council
Representative (if not Chair
(CCCIPD/CFCIPD/CMCIPD)
7. Web Editor
8. Branch Policy Adviser
9. Cttee mbr, Chair Milton
Keynes Group
10. Cttee mbr, Chair
Learning Matters Group
11. Cttee mbr, Chair
Mentoring Group
12. Cttee mbr
13. Cttee mbr
14. Cttee mbr and LinkedIn
manager
15. Cttee mbr and Higher
Education link
16. Cttee mbr
17. Cttee mbr
18. Cttee mbr
Committee break
1.
2.
3.
Tubo Uranta former Affiliate
Ayala Jacobs CMCIPD
Richard Waters CFCIPD
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CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Group Committee: Bedfordshire Group
Role
1. Chair
Name &
Grade
Paula Grayson CCCIPD
Tenure
5 years
Vacant
-
(In current position)
(CCCIPD/CFCIPD/CMCIPD)
2. Vice- Chair
(CCCIPD/CFCIPD/CMCIPD)
3. Treasurer (if appl)
Not applicable under new financial regime -
(CCCIPD/CFCIPD/CMCIPD)
4. Secretary
Vacant
-
Simona Beardmore-Baldwin Associate
Janet Bishop CMCIPD.
Julie Born Associate
Sandra Brown CFCIPD
Amanda Cairns Assoc.
Wendi Cochrane CMCIPD
Melanie Doherty CMCIPD
Maria Gallucci Nominated Organisation
member for Woodfines Solictors, Bedford
and Milton Keynes
Jonathan Geard-Beney Associate
Emily Grant student
Sarah Harding CMCIPD
Tony Hicks CMCIPD
Lorraine Macdonald
Katie Martin student
Carol H Scott Assoc.
Letitia Winston CMCIPD
2 years
4 years
3 years
3 years
New
3 years
5 years
Less than 1 year
(CCCIPD/CFCIPD/CMCIPD)
5. Cttee mbr
6. Cttee mbr
7.
Cttee mbr
8.
Cttee mbr
9.
Cttee mbr
10. Cttee mbr
11. Cttee mbr
12. Cttee mbr
13.
14.
15.
16.
17.
18.
19.
20.
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
4 years
new
Aggregate 2 years
Aggregate 1 year
New
New
Aggregate 2 years
1 year
Group Committee: Milton Keynes Group
Role
21. Chair
Name &
Grade
Safia Boot CFCIPD
Tenure
5 years
Vacancy
-
Kirsty Askwith CMCIPD
Aggregate 3 years
Vacancy
-
Amanda Brickell CMCIPD
Simon Whysall Affiliate
Martin Stein Associate
Ayala Jacobs CMCIPD
Ieva Piekute student
Sharon Horn Associate.
Tracey O’Neill Associate.
Aggregate 2 years
3 years
2 years
Aggregate 2 years
2 years
3 years
3 years
(In current position)
(CCCIPD/CFCIPD/CMCIPD)
22. Vice- Chair
(CCCIPD/CFCIPD/CMCIPD)
23. Treasurer (if appl)
(CCCIPD/CFCIPD/CMCIPD)
24. Secretary
(CCCIPD/CFCIPD/CMCIPD)
25.
26.
27.
28.
29.
30.
31.
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
Cttee mbr
16
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
32. Cttee mbr
33. Cttee mbr
34. Cttee mbr
35.
Skirgaile Field Associate.
Debbie de Cordova Affiliate
Cassie Footman CMCIPD
Aggregate 3 years
New
new
Special Interest Group (SIG): Learning Matters Group
Role
1. Chair
Name &
Grade
Sharon Horn Associate.
Tenure
2 years
Vacancy
-
Karen Weldon Associate
2 years
Jamie Hanif CMCIPD
1 year
Skirgaile Field Associate
Neville Pritchard CFCIPD
Paula Clarendon Associate
James Tupper Affiliate
Martin Stein Associate
Tony Alexander Associate
Anastasia Aleksejeva student
Helen Presland student
2 years
2 years
2 years
2 years
2 years
5 years
New
New
(In current position)
(CCCIPD/CFCIPD/CMCIPD)
2. Vice- Chair
(CCCIPD/CFCIPD/CMCIPD)
3. Treasurer (if appl)
(CCCIPD/CFCIPD/CMCIPD)
4. Secretary
(CCCIPD/CFCIPD/CMCIPD)
5. Cttee mbr
6. Cttee mbr
7. Cttee mbr
8. Cttee mbr
9. Cttee mbr
10. Cttee mbr
11. Cttee mbr
12. Cttee mbr
Special Interest Group (SIG): Mentoring Group
Role
13. Chair
Name &
Grade
Graham Jeffery CMCIPD
Tenure
2 years
Vacancy
-
Not applicable
-
Vacancy
-
Lucy Wells Assoc.
Laura Hook Assoc.
2 years
2 years
(In current position)
(CCCIPD/CFCIPD/CMCIPD)
14. Vice- Chair
(CCCIPD/CFCIPD/CMCIPD)
15. Treasurer (if appl)
(CCCIPD/CFCIPD/CMCIPD)
16. Secretary
(CCCIPD/CFCIPD/CMCIPD)
17. Cttee mbr
18. Cttee mbr
19.
20.
21.
17
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Appendix Two – Branch and Group Programme 2015/16
Please outline all activities for the year
Please feel free to copy and paste your own format here. But we would like to see the
following elements outlined if known.
Month
Subject
Prof. Map area
Time
Location
of day
Speaker
Cost
Strategic HR
Insights, Strategy,
Solutions
Evenin MK
g
Network
Rail HQ
CIPD
Senior
manager
nil
Septembe High
Performance
r 2015
Leadership
Leading HR, insights,
strategy, solutions
Half
day
MK
Senior
150
Practitioner 0
s
January
2016
Legal update
Employee relations
Half
day
MK
Legal firm
May
Reward or
Performance and reward Half
Employee Voice
day
or Auditing HR or
Digital media
Legal update
Employee relations
Half
day
MK
Senior
150
Practitioner 0
s
MK
Legal firm
150
0
Branch
March
2016
Milton Keynes Group
June
150
0
Mentoring Group
Septembe Conference call
r 2015
Learning and
development
Evenin virtual
g
Chair of
Mentoring
20
October
Learning and
development
Evenin virtual
g
Chair of
Mentoring
30
December Conference call
2015
Learning and
development
Evenin virtual
g
Chair of
Mentoring
20
February
2016
Webinar
Learning and
development
Evenin virtual
g
Chair of
Mentoring
30
April
Conference call
Learning and
Evenin virtual
Chair of
20
Webinar
18
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
May
Webinar
development
g
mentoring
Learning and
development
Evenin virtual
g
Chair of
mentoring
30
Learning Matters Group
15 Oct
2015
OD/L&D interface Organisation design,
L&D
Evenin MK
g
Becky Ivers 500
8 Dec
Training
evaluation:
measuring the
impact of L&D
Organisation
Development
Evenin MK
g
Neville
Pritchard
Feb/Marc Neuroscience
h 2016
into L&D
Organisation
Development
Evenin MK
g
Senior
500
Practitioner
Evenin MK
g
Gill White
May/June Great L&D part 3 Insights, strategy,
solutions
500
500
CIPD
Bedfordshire Group
15 Sept
2015
Effective
Discipline and
Grievance
processes for
Performance
Management
Employee Relations
Half
day
Bedfordshir Partner in
e
legal firm
20
October
Performance
management
during
organisational
change
Performance and
Reward/ Employee
Engagement
Evenin Bedfordshir Joe Cheal: 300
g
e
Senior NLP
Practitioner
and Change
Manageme
nt expert
300
11
Maternity/Paternit Performance and
November y Rights, Shared Reward/Employee
Parental leave
Engagement
Evenin Bedfordshir Senior
g
e
Associate
from legal
firm
300
January
2016
Evenin Bedfordshir Charles
g
e
Cotton,
30
Rewarding
employees
Performance and
Reward/Employee
19
CIPD BRANCH BUSINESS PLAN – July 2015 – June 2016
Engagement
25
February
Making Social
Media work for
Intelligent
Resourcing
Resourcing
CIPD
Evenin Bedfordshir Andrew
300
g
e (student Hyland
venue)
Head of
Resourcing
Macmillan
Cancer
Support
2, 9 or 16 Effective
Organisation
March
organisation
Design/Employee
design through
Engagement
Apprenticeships:
Evenin Bedfordshir Senior
300
g
e
Business
Practitioner
19 April
Mock
Employment
Tribunal
Employee Relations
Evenin Bedfordshir Senior
600
g
e
Practitioner
s
17 May
Mentoring for
your HR career
and Student
Awards
Ceremony
Learning and
Evenin Bedfordshir Senior
300
Development/Employee g
e (student Practitioner
Engagement
venue)
s
3 June
When reasonable
adjustments
become less
reasonable:
Employee
Half
Relations/Employee
day
Engagement/Performan
ce and Reward
Bedfordshir Partner
300
e
from legal
firm, Access
to Work
experts, TU
person
20