Operational Training and Learning & Development
The core functions of this department are to:
- deliver an aligned operational competence framework to all operational staff
- design and deliver an Operational Licence to ensure that core skills are maintained
- deliver acquisition and refresher courses aligned to national guidance and legislative requirements to comply with statutory responsibilities
- assess and monitor competence, supporting staff to develop skills
- leadership development
- learning and development (including e-learning)
- apprenticeships
- development pathways
- personal reviews
Human Resources
The core functions of HR are:
- the provision of professional advice, guidance, and support on all HR related matters, for example change management, recruitment, discipline and grievance, management of attendance
- health and wellbeing support, advice and guidance for staff, including the management of Occupational Health, staff counselling and fitness
- a core HR services team and infrastructure that will provide functional and transactional HR support, HR Management Information Systems, terms and conditions, payroll, pensions, HR data and metrics and e-recruitment
- establishment control, workforce succession planning and talent management
- Supporting Managers with recruitment, selection and retention
- change management – supporting and embedding new structures and ways of working, managing TUPE issues
- Performance management support to managers and staff
Equality, Diversity and Inclusion
The department’s principal areas of responsibility are:
- to ensure we meet our public sector statutory duties to advance equality of opportunity between people who share a protected characteristic (as defined by the Equality Act 2010) and people who do not share it
- to undertake People Impact Assessments to ensure our actions do not discriminate against members of our staff and communities who have protected characteristics
- to demonstrate personal commitment to, and leadership on, reducing inequality, challenging discrimination and delivering services that are inclusive and accessible to diverse communities
- to ensure we attract, recruit and retain a talented and diverse workforce to design our services and ways of working to ensure any negative impacts are mitigated and take account of the differing needs of all the communities we serve by undertaking impact assessments of all procedures and practices, and through supporting the networks for staff/volunteers
- to ensure that all Members, managers, staff and volunteers understand their responsibility to treat others with respect, are empowered and supported to challenge bullying, harassment and unacceptable behaviour and to ensure that this behaviour is not tolerated.