timewise council evidence gathering meeting: tri-council partnership 13.00 – 15.30, 17 th april...

Timewise Council

Evidence Gathering Meeting:

Tri-council Partnership

13.00 – 15.30, 17th April 2015Meeting Room 2 - North Quay – Weymouth

An accreditation programme to help

local authorities drive transformational

change through flexible working

Attendees

Bobbie Bragg – HR and OD Manager

Emma Edgeley – Long – Business Change Coordinator

Trevor Hedger – Senior Economic Regeneration Officer

Annette Madge – Project Coordinator

Liz Smith – HR Manager - Casework

Susan Sullivan – Economic Development Officer

Susan Ward – Rice – Community Development Team Leader

Mark Williams – Business Improvement and Scrutiny Manager

Julia Willoughby – Change Agent

Agenda

Opening comments and agenda

Who are Timewise?

What is the Timewise Accreditation Scheme?

Why take the Timewise Accreditation Scheme?

How will we achieve Timewise accreditation?

Timewise workstreams

Workstream Evidence Gathering

Wrap-up and Next Steps

TOTAL SESSION TIME: 2.30

The Timewise Foundationpromotes the social andbusiness benefits of flexibleworking through research,public affairs and innovation programmes. 0207 633 4559

Timewise runs events, advisory, membership and training services to help employers make flexible working a success.0207 633 4420

The only UK jobsite exclusively for roles that are part time or open to flexibility. We provide a platform for businesses to position themselves as inclusive employers, reaching a diverse talent pool of candidates.0330 355 3555

Our recruitment agency willfind your business the rightcandidate from the best talentavailable – whether you needsomeone full time, part time orhave flexibility to offer.0207 633 4444

Who are Timewise?Who are Timewise?

Who are Timewise?

hat is the Timewise Accreditation Scheme?A tool for continual improvement

• Measure ongoing progress against improvement plans rather than setting fixed points of compliance.

• Use a range of evidence to cost-effectively measure progress in achieving outcomes through changes in culture and behaviour as well as in policies and procedures.

• Acknowledge success and challenges across the range of the Council’s operations.

• Involve a range of stakeholders in monitoring, evaluation and learning in order to drive wider changes in flexible employment.

What is the Timewise accreditation scheme?

638,000

39%

1 in 18

Two fifths

Talent locked out of work due to lack of flexibility

Gap in hourly earnings between part-time and full-time workers in similar jobsRatio of quality

part time to full time job vacancies

Ratio of flexible workers trading down skills

Why take the Timewise accreditation scheme?

Talent attraction

Skills utilisation

Support Gender & Diversity

strategiesIncreased

productivity &

efficiencies

Stimulate jobs and growth

Improve social

mobility

Raise family living

standards reduce welfare

dependency


2.37 millionCombined local

government workforce £45 billion

spent by local government on

good and services

8.5% overall reduction

2013 – 2015 = £20 billion

Significant reduction in family living standards. Welfare reforms


Camden Council Case Study“We are already seeing value back becoming a Timewise Council. Not only does being more ‘timewise’ help us recruit and retain key talent as an employer, it helps us deliver services more effectively and tackle key social challenges faced in the borough.”

Cllr Sarah Hayward, Leader of Camden Council

Camden Case studyWhy take the Timewise accreditation scheme?

Workforce

Leadership

EmployersResidents Suppliers

Strategies for driving internal culture change & championing flexible local jobs

markets

Efficiencies in job design. Support to managers. Recruitment and resourcing: talent attraction

Leverage employer networks to build advocacy, stimulate local jobs and growth

Strategies to raise family living standards

Include guidance on flexible working


LEADERSHIP

Intended Impacts

Internal:

Culture change to support lean and agile service delivery

Appreciation of flexible working as management tool rather than employee benefit

Provide senior role models

External:

Better employment opportunities for residents

Change in attitudes to flexible working among local employers & suppliers

Appreciation of Council’s Initiative

Examples of Evidence

• References to Council’s strategic plan indicating where greater use of flexible working supports: o Council’s efficiency and effectivenesso Economic development and employment, especially for people at margins

of labour market• Papers considered by senior management team, Cabinet and/or Member

Committees supporting commitment to make greater use of flexible working (or of Timewise initiative in particular).


WORKFORCE

Intended Impacts

Efficiency of service delivery

Effective and efficient performance management practice = improved flexible service delivery

Easier to recruit high-quality staff

Retention of experienced staff

Higher staff satisfaction


• Measurement of scope and extent of flexible working

• Changes to HR policies and recruitment processes

• Surveys to understand more about informal arrangements

• Focus groups with staff and line managers to assess changes in attitudes and behaviour

• Changes in provision of support services (e.g. ICT, finance)

• Provision and take-up of training for managers in leading flexible teams


RESIDENTS

Intended Impacts

Increased availability of jobs offering flexible working

Improved signposting of jobseekers to vacancies and training opportunities


• Overview of demographics – age and socio-economic profiles, pupil numbers in local schools (indicative of parent numbers), numbers of people with disabilities (indicative of people with need for flexible work or who have caring responsibilities)

• Overall unemployment rate and demographics

• Any other information relating to groups who face challenges in securing paid work and for whom greater flexibility and opportunities to work part-time might be of particular benefit.


EMPLOYERS

Intended Impacts

Boost to local economy (more people in more productive work with higher disposable incomes)

Fewer people out of work due to lack of flexible work opportunities


• Summary of employment landscape, e.g. key employment sectors, number of firms and broad analysis of size. Examples of major employers

• Current trends in employment patterns

• Main forms of Council’s engagement with business that provide opportunities for promoting business case for flexible working, e.g. forums, newsletters, LEP’s


SUPPLIERS

Intended Impacts

Better value delivered through supplying firms adopting flexible working practices

Greater alignment of suppliers with Council’s approach


• Short summary of key areas of expenditure on bought-in services.

• Number of suppliers and (if available) assessment of employment in Council’s supply chains – numbers, types of workers.

• Headline information on Council’s approach to securing social value from procurement and examples of success.

• Details of workforce guidelines for suppliers (i.e. what Council expects of suppliers in relation to their employment policies), if issued.


STAKEHOLDER PARTICIPATION & ACCOUNTABILITY

Intended Impacts

Involvement of range of stakeholders provides –

Objective assessment of progress

Stretch and challenge

Potential to share learning and spread best practice


• Appointment of a stakeholder advisory group and details of composition, terms of reference

• Reports of the stakeholder advisory group

• Informal feedback from chair and other members.


Economic DevelopmentEqualitiesHuman ResourcesOrganisational

Development

Timewise Workstreams

Work already undertaken/in progress?

What is already being measured in relation to flexible working?

What level of baseline information do we have?

What evidence do we still need?

What indicators are right for this project - why?

How can we acquire the necessary evidence?

What are our priorities?

Quick Wins/Challenges

What more could be obtained easily?

What are the challenges - how could they be overcome?

Workstream Evidence Gathering

Next Steps

Timewise accreditation timescale

Who is doing what and by when?

Communication from this meeting

timewise council evidence gathering meeting: tri-council partnership 13.00 – 15.30, 17 th april...

Documents

accreditation scheme

accreditation programme

time orhave flexibility

stepstotal session time

camden council case

flexible employment

range of evidence

transformational change