The HR Service works with Services to ensure we have the right people with the right skills in the right place at the right time to deliver short and long term organisational objectives, through valuing and respecting people and place, delivering promises by being open and empowering, responsive and caring, trusted and fair.
Areas of HR Service
|Human Resources||Organisational Development||Payroll|
|Policy & Guidelines||Organisational Change||Weekly Payroll|
|Recruitment & Selection||Induction||Monthly Payroll|
|Employee, Health & Wellbeing programmes||Leadership & Management Development||Teachers Payroll|
|Job Evaluation & Terms and conditions||Personal Review & Development||Election Payroll|
|Workforce Planning||Corporate Learning & Development programme||Pensions|
|Employee Relations||Vantage Point - Learning Management System||Employee Benefits|
Our 5-year rolling Strategic Workforce Plan, approved by Council in February 2018 provides a vision for our future workforce and identifies actions to achieve that vision. At the same time as looking to the future, analysis of various performance information covering a wide range of HR activities such as Staff Turnover, Recruitment, Age profiling, Health, Safety and Wellbeing, Equality and Diversity and Working with our People.
Under the Equalities Act 2010, the Council has a statutory liability to publish a report stating how the Council discharges its duty under this act.
Statutory Performance Indicators
There are two statutory performance indicators, one related to Absence and another related to the percentage of the highest-paid 5% of employees who are women.
In 2018/19 the number of days sickness absence for non-teachers increased by 0.4 to 10.90% and for teachers decreased by 0.06 to 5.55%. The number of days of sickness for all employees combined increased by 0.45 to 9.55%.
% of the Highest-Paid 5% of Employees
In 2018/19 64.13% of the highest-paid, 5% of employees are women.
We have introduced Vantage Point, the Council's learning and development system to enable employees to access training, record training and undertake their Personal Review and Development online. Paper-based options are available for employees who do not have access to a computer.
We have taken steps to shorten the recruitment process and use My Job Scotland to provide candidates with the ability to apply online.
Our online Recruitment portal continues to be improved to streamline the Recruitment process which includes job applications and appointments and all the stages in between such as applicant short-leeting, invites for an interview, application progress, Reference Requests and offers and contracts issued electronically.
In July 2017 we implemented a new HR & Payroll System which includes a number of improvements from our previous system that allows employees to receive their payslips online, book annual leave and view/update their personal information. Through a People Manager portal, Managers can now access information about their team and update data or make requests for changes all through automated processes reducing the need for paper documents and streamlining the approval process.
We have continued to develop and improve policies and procedure in line with best practice and to ensure the earliest and best support is available for our employees. In partnership with our trade unions, we have revised and updated our Supporting Attendance Policy and development of new guidance in relation to the Menopause for our employees and managers. We continue to work with external partners including our Occupational Health Service and Stirling University to introduce new initiatives to support and encourage good health.
How the public can get involved
If you have any comments or suggestions on the information we include in our performance pages, or any questions about our performance in general, please contact us.