People Strategy 2023 to 2028 (Plain Text Version)
Performance and Transformation Actions
Corporate Services will undertake a number of actions in support of the Council's Corporate Plan, Budget Strategy and other Council strategies.
We will focus on actions that will improve the customer experience, increase the efficiency and effectiveness of services and advance or use of technologies that will increase choice and/or reduce costs.
Actions under the People Strategy will ensure we have an engaged workforce that is fully equipped, supported and empowered to deliver customer service excellence.
| Action | Description | Planned Outcome | Responsible Officer | Start | End | Links |
|---|---|---|---|---|---|---|
| Attraction and on-boarding | Review of the approach to attraction, recruitment and on-boarding, identifying opportunities to better promote the council as an employer and streamline recruitment processes including the use digital channels. | Greater online employer presence with streamlined and user-friendly recruitment and on-boarding process. | HR & Support Services Manager | Nov 2023 | Mar 2025 | Outcome 1 Impact:
|
| Flexible working | Review policies for flexible working to support the needs of a diverse workforce. | Annual plan for policy review and new suite of policies for Flexible Working and Supporting People who Care. | HR & Support Services Manager | Apr 2023 | Mar 2025 | Outcome 1 and 3 Impact:
|
| Equalities mainstreaming | Activities that ensure West Lothian is a Positive and Inclusive Place to Work including training and maintaining accreditation as a disability level 2 Employer in the Disability Confident Scheme. | Delivery of the mainstreaming activities set out in the council's Equality and Diversity Framework, which support the Equalities Mainstreaming Outcome 4 - West Lothian is a Positive and Inclusive Place to Work. | Head of Corporate Services | Apr 2023 | Mar 2025 | Outcome 3
Equality Mainstreaming and Equality Outcomes Framework 2021 - 2025 (PDF, 505 KB)(opens new window) |
| Strategic talent management | Using succession planning framework and talent management tools to ensure development and retention of critical skills and knowledge, and identify future leaders. | Implementation of a new Succession Planning Framework across services with annual review. | Heads of Service | Apr 2023 | Mar 2028 | Outcome 2
|
| Workforce Planning | Workforce planning each financial year to forecast future needs, minimise skills gaps and maximise opportunities for improved local career pathways into the council. | Produce service led workforce plans and review each financial year with clear actions to address skills gaps. | Heads of Service | Jul 2023 | Dec 2027 | Outcome 2 and 3
|
| Performance management | Review the current framework for performance and development reviews and implement a new framework. | A new streamlined performance and development review framework, linked to corporate values and competencies, with regular developmental conversation that empower staff to reach their full potential. | HR and Support Services Manager | Apr 2024 | Mar 2025 | Outcome 2 and 4
|
| Supporting well being | Review attendance management and wellbeing strategies and plans, ensuring alignment to Health and Safety Executive priorities and a focus on promoting wellbeing, supporting mental health and preventing work related ill health. | HSE best practice is embedded into wellbeing strategies and plans with effective promotion of wellbeing resources through the Four Pillars of Wellbeing and an on-going proactive approach to attendance management. | HR and Support Services Manager | Apr 2023 | Mar 2025 | Outcome 3
|
| Effective workforce | Review current methods for the identification and provision of health and safety training. | Implementation of core competencies and training provision across all levels and ensuring training opportunities are available. | Health and Safety Manager | Apr 2024 | Mar 2025 | Outcome 3
|
| Employee engagement | Support employee voice through regular employee surveys and engagement with trade union colleagues. | Bi-annual employee survey, in addition to regular Conditions of Service Joint Working Group meetings and Health and Safety Committee meetings with trade union colleagues. | HR & Support Services Manager / Health and Safety Manager | Apr 2024 | Mar 2028 | Outcome 3
|
