HUMAN RESOURCES PANEL
10 JULY 2008
ITEM 03
EEBC TEAM STRATEGY ACTON PLAN 2008/9
Report of the:
Director of Human Resource and Communication
Contact:
Irene Clarke
Urgent Decision?(yes/no)
No
If yes, reason urgent decision required:
N/A
Annexes/Appendices (attached):
Annexe 1: EEBC Team Strategy Action Plan
2008/9
Other available papers (not attached):
EEBC Team Strategy
Team Strategy Action Plan 2007-11
Team Strategy Supporting Information
This report requests the Panel to identify and prioritise key actions to be
implemented and monitored in 2008/09.
Notes
RECOMMENDATION (S)
(1)
1
Following the formal approval and adoption of the
EEBC Team Strategy 2007-11, the Panel is
requested to identify and prioritise key actions to be
implemented and monitored during 2008/09.
Implications for Community Strategy and Council’s Key Priorities
1.1
The key issues identified in the Community Strategy are outlined on page 2 of
the Epsom and Ewell Borough Council (EEBC) Team Strategy Supporting
Information document. These demonstrate the Council’s aspirations which are
based on greater engagement of communities working in partnership through the
LSP.
1.2
The EEBC Team Strategy is closely aligned to the Council’s Key Priorities and
Core Values. The Strategy sets out a comprehensive approach to ensuring that
the Council maximises the effectiveness of its workforce to deliver improved
services, better productivity and greater customer focus in front line services. It
also outlines the way in which employee matters can contribute to the priorities
and objectives of the Council.
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ITEM 03
Introduction
2.1
The Council adopted the Corporate Plan 2007-11 on 25 September 2007. The
Plan identifies the Key Priorities and Core Values for the next four years.
2.2
To facilitate the implementation of the Corporate Plan there is a need to have a
number of supporting documents, one of which is the Epsom and Ewell Borough
Council Team Strategy.
2.3
As previously outlined, the EEBC Team Strategy is intended to link closely to the
Council's Ambition, Key Priorities and Core Values as well as to support other
Council-wide plans and strategies. It shows how the fulfilment of the Council's
priorities will be achieved in human resource terms.
2.4
The Team Strategy and Action Plan is a four year strategy which will be updated
on an annual basis to reflect relevant changes. This report details (at Annexe 1)
the actions for 2008/9, including milestones.
Proposal
3.1
The EEBC Team Strategy forms the corporate framework for the delivery of
people management aims and objectives over the next 4 years. The attached
report (Annexe 1) details the action required in the current year.
3.2
There are twenty-seven actions listed for completion within this timeframe, some
of which may not be achievable within the timeframe specified due to pressure of
work and other unforeseen issues which may arise during the year requiring
more urgent action.
3.3
For example, action plan item 3 in the attached Annexe 1 requires the
identification of Members’ leadership competencies suitable for use by the
Members Working Party. This action will be delayed due to the delay in setting
up and convening the Working Party.
3.4
Therefore to ensure that progress is made on those actions which Members
consider to be of a high priority, the Panel is requested to provide guidance on
their prioritisation.
Financial and Manpower Implications
4.1
The implementation of the Action Plan will be covered within existing or agreed
budgets.
4.2
Where additional resources are required to meet specific requirements a detailed
breakdown of the requirement, with justification, would be produced for
consideration by the Panel e.g. the Member Development Programme.
Equalities and Community Safety Implications
5.1
There is an opportunity through the implementation of the Team Strategy to
ensure that the Council meets its Key Priorities and Core Values effectively as
follows:
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Investing in Employees: we will work to ensure that our employees
are motivated, empowered and innovative people.
-
Valuing diversity and equality: we will reflect the needs of all
sections of our community in our services and policies.
-
Focusing on our customers: we will understand and exceed the
expectations of our residents and other customers.
None for the purposes of this report.
Partnerships
7.1
8
-
Human Rights and other Legal Implications
6.1
7
ITEM 03
Implementing the Team Strategy will require partnership working with a number
of organisations to ensure efficiency and value for money.
Risk Assessment and Conclusions
8.1
There are risks to the Council’s reputation with its partners, credibility with its
residents and, on future inspection, if the delivery of its Priorities and the means
of achieving them are not clearly set out and promoted.
8.2
There is a risk to the Council’s reputation if priorities are set and then not
achieved, but the Strategy, together with existing performance management
mechanisms, is designed to ensure that this risk is managed and that priorities
are delivered.
8.3
The Panel is asked to identify in order of priority those key/core actions from the
EEBC Team Strategy Action Plan 2008/9 which will be delivered and monitored
in the first year ,and approve its implementation.
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