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Human Resource Management Strategy (2003 - 2005)

Appendix

Action Plans for Priority Projects

Priority Area 1

Template for Development and Implementation of Induction Training

Action Item	Target Date
Approval by MAC of the Report of the Working Group on Framework for Induction Training (FIT)	10 June 2003
Consultation Process with Sections on Implementation of FIT Report Completed	End September 2003
Groups/Individuals Assigned to draw up Individual Modules	Early October 2003
Recommendations Presented by groups/individuals to MAC on content and delivery of all Modules	MAC Meeting April 2004
Recommendations Signed off by MAC	MAC Meeting June 2004
Follow up report from Training Officer giving critical analysis of application of FIT for the first time	Depends on date of entry of new staff member following adoption of FIT by MAC.

Priority Area 2

Development of Rewards & Motivation Policy

Action Item	Target Date
Establishment of Middle Management Working Group	June 2003
Meeting with facilitator Introduction to Corporate Champion	July 2003
Establish Terms of Reference & work programme	August 2003
Consultation with staff and, as appropriate, with public and private bodies	August/December 2003, Monthly review with Corporate Champion.
Draft document - Framework for development of Rewards and Motivation Policy submitted to Partnership Committee and Management Committee	February 2004
Rewards & Motivation Policy adopted by Management Committee	June 2004

Priority Area 3 Monitoring PMDS Progress

Action Item	Target Date
Launch of Organisational Climate Survey	July 2003
Results of Organisational Climate Survey	September 2003
Launch of Upward Feedback Template	October 2003
Launch of Upward Feedback Code of Practice	November 2003
Complete revision of PMDS documentation	last quarter of 2003
E-version of documentation available Establish work programme for development of on-line PMDS Manual Upward feedback incorporated into PMDS process Commencement of new PMDS cycle	January 2004
Systemic Monitoring	Monthly Report to Management Committee
4% target spend on training	Annual report 1st quarter 2004 and 2005.
Upward feedback fully integrated with PMDS	Jan 2005

Development of Role Profiles & Competencies

Action Item	Target Date
Study of HEO Role Profiles	July 2003
Draft HEO Competencies Request EO/SO Role Profiles Finalise Investigator Competencies	August 2003
Circulate draft HEO Competencies Draft EO Competencies Request CO & Service Officers' Role Profiles	September 2003
Finalise HEO Competencies Circulate EO/SO draft Competencies Draft CO & Service Officers' Competencies	October 2003
Circulate CO & Service Officers' draft Competencies Finalise EO & SO Competencies	November 2003
Finalise CO & Service Officer Competencies	December 2003
Development of performance levels in respect of each competency identified	December 2004

Training and Development

Action Item	Target Date
Draft headings for strategy	August 2003
Consultation with staff and, as appropriate, with public and private bodies	September 2003
Draft T&D strategy	November 2003
T&D strategy in line with commitments in HR Strategy and taking account of Civil Service T&D strategy	December 2003
Development of Performance indicators for use in 2004 to ensure the efficiency and effectiveness of T&D intervention	First Quarter 2004
Achieve and maintain target spend of 4% of payroll on T&D in accordance with strategy	Ongoing

Priority Area 4 Gender Equality Targets January 2003 - December 2007

Percentage of Female Staff in Grade	Percentage Target
EO Grade - 40%	Achieve an average of 50%
HEO - 63%	Maintain an average of 50%
AP/Investigator - 43%	Achieve an average of 50%
PO/Senior Investigator - 14%	Increase to 25%

Follow Up Actions in Support of Gender Equality and Equality Targets[

Action Item	Target Date
Monitor and track progress on agreed gender balance targets	Quarterly monitoring, reporting to MAC & Annual analysis
Study of internal/interdepartmental competitions from a gender equality perspective	After each internal/interdepartmental competition, with analysis, relevant follow-up & reporting to MAC
Monitor gender makeup of interview boards for internal/interdepartmental competitions	After each internal/interdepartmental competition, with analysis, relevant follow-up & reporting to MAC
Monitor take up of family friendly initiatives and track the career progression of those staff availing of such initiatives	Quarterly monitoring, reporting to MAC & Annual analysis
Monitor staff participation in training and staff development initiatives	Quarterly monitoring, reporting to MAC & Annual analysis
Monitor the distribution of men & women across divisions	Quarterly monitoring, reporting to MAC & Annual analysis
Monitor the potential flows, that is, the probable movement of staff at each grade, from HEO level and upward, as a result of vacancies arising through retirement over the next 3 years	Quarterly monitoring, reporting to MAC & Annual analysis
Develop a gender equality guide for Interviewers & Assessors	End of July 2003
Examine HR policies from a gender equality perspective and make recommendations for further actions	Timescales in this area are dependent on development of policies under the HRM Strategy. Analysis will be carried out as each policy is completed. The Induction Policy to be gender proofed by September 2003

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