Appendix 1. Staff Survey Action Plan

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Appendix 1

Staff Survey Action

Plan 2013-2015

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Wandsworth Council - Staff Survey Action Plan 2013 - 2015

Theme 1 : Communication

Positive Scores:

• 62% of staff agree that on the whole, communication is effective

• 62% feel well informed about what happens in the council

• 80% of staff feel able to voice their opinions

• 71% of staff feel there are adequate opportunities to raise points of concern

• 86% of staff agree that information that they receive on ‘Wandsworthi’ is straightforward and easy to read

Negative Scores/Target Required:

• 56% of staff do not feel on the whole, the different parts of the council communicate effectively with each other Target – reduce to 25%

• 45% of staff think communication between staff and management is poor

Target – to have a significant reduction

Actions undertaken as a result of the 2011 staff

survey to support improvement:

• Improved existing communication methods (such as Wandsworthi) more effectively to inform staff

• Developed an online ‘ask us’ forum via Wandsworthi for employees to ask questions/give opinions

• Ensured that all staff communications are written in plain English

Action required to improve 2013 results:

Timescales &

responsibilities End Date

1.1 Further develop the ‘change pages’ on Wandsworthi to communicate changes that are happening across all council departments

November

2013(HoHR) March 2015 1.2 Develop a monthly ‘Team Brief’ covering ‘messages from

Directors’ Board & Committee decisions January 2014 (HoHR) On-going 1.3 Ensure regular team meeting take place at least on a

bi-monthly basis January 2014 (Directors) On-going

1.4 Enable departments have the skills to facilitate Service Development sessions, involving staff around ‘Small changes/big improvements’

March 2014

(HoHR) Sept 2014 1.5 Develop and implement mechanisms which will improve

inter-departmental communication April 2014 (CE) On-going

1.6 Develop a new starters portal for new recruits to the Council

which includes all induction materials April 2014 (HoHR) On-going 1.7 Develop a mechanism for communicating the actual level of

savings achieved on a quarterly basis through the use of ‘Grapevine’

April 2014 (DoF) March 2015

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1.8 Investigate the use of social media for communicating key council messages to staff (particularly front line staff who may not have regular access to Wandsworthi)

January 2014

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Appendix 1

Theme 2 :Change

Positive Scores:

• 63% of staff indicated that they are involved in decisions that affect them in their area of work

Negative Scores/Target Required:

• 80% of staff thought that more could be done to help staff prepare for and cope with change

Target: aim to reduce to 50%

• 58% of staff agree that change within their department is managed well

Target: aim to increase this to 65%

• 52% of staff consider that change within the council is managed well

Target: aim to increase this to 60%

Actions undertaken as a result of the 2011 staff

survey to support improvement:

• A Code of Practice on managing staffing re-organisations has been implemented

• A series of workshops for managers on Managing

Reorganisations and Managing Staff through Change have been held and are on-going

Timescales &

responsibilities End Date

2.1 Ensure workshops for managers on Managing Reorganisations is

compulsory for all managers On-going (HoHR) March 2015

2.2 Roll out workshops for staff on ‘Working with Change’ October 2013

(HoHR) March 2015 2.3 Undertake two additional mini surveys after 9 and 18 months,

using the internal Survey Monkey tool to gauge if improvements in Managing Change in areas undergoing major change have been effective April 2014 & January 2015 (HoHR) March 2015

2.4 Review the Flexible Working Policy to ensure that it is fit for purpose, aligning it to and supporting the council’s

accommodation strategy

June 2014

(HoHR) Sept 2014 2.5 Develop & implement a Wandsworth ‘Leadership’ style workshop

for managers April 2014 (HoHR) Sept 2014

2.6 For each staff reorganisation, clear parameters are set around which elements are exclusively for information/dissemination to staff and which elements are subject to staff consultation

January 2014

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Appendix 1

Theme 3:

Training, Learning & Development

Positive Scores:

• 77% of staff indicated that they have had their development needs reviewed at least annually • 80% of staff consider that their line manager/team

leader/supervisor ensures that they have the skills to do their job well

Negative Scores/Target Required:

• 71% of staff were satisfied with their current level of learning and development

Target : aim to increase to 80%

• 73% of staff were able to access training, learning & development opportunities to further develop their practical/technical skills

Target: aim to increase to 80%

Actions undertaken as a result of the 2011 staff

• Continue investment in learning and development

• Develop and implement a council wide Management Development and Aspiring Manager training programme

Timescales &

responsibilities End date

3.1 Maintain the current investment in learning and

development as a proportion of staffing budget On–going (Directors) On–going 3.2 Each Department to develop a training plan for 2014-16 April 2014

(HoHR/Directors) March 2015 3.3 Continue to support Management Development and Aspiring

Manager training programmes On-going (Directors) On-going 3.4 Ensure that Personal Development plans are completed as

part of the annual appraisal process On-going (Directors) On-going 3.5 Review the revised Corporate Appraisal Scheme and

documentation after 12 months of operation July 2014 (HoHR) December 2014 3.6 Ensure that a project management approach and

methodology are implemented for any major projects On-going (Directors) On-going 3.7 Explore the possibility of broadening the range of learning &

development interventions, including e-learning and shorter, more bespoke bite-size sessions

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Theme 4: Working for the Council

Positive Scores:

• 85% of staff consider that the Council is a good place to work (Target: aim to increase 88%)

• 80% of staff feel proud to work for the council (Target: aim to increase to 85%)

•

79% of staff indicated that their motivation at work is generally high

• 53% of staff feel valued by the Council Target: to increase to 60%

• 58% of staff feel that too many approvals are needed for routine decisions

Target – to have a significant reduction

Actions undertaken as a result of the 2011 staff

• Publicised the Flexible Working Policy and ran briefing sessions for managers

•

Staff have been rewarded for taking on new initiatives such as small scale staff innovation.

Timescales &

responsibilities End Date

4.1 Review the level of delegation for approval of operational processes such as ‘Special Leave, petty cash, carry over of leave, starting salaries’ to ensure they are ‘fit for purpose’

April 2014

(Directors/HoHR) December 2014 4.2 Each department to identify the top 10 routine decisions that

are causes of concern in their Department. Once identified, co-ordinate work through staff focus groups to remove blockages that impede efficiency

April 2014

(Directors/HoHR) December 2014

4.3 Investigate the possibility of introducing a quality management system with the emphasis on streamlining systems and processes

June 2014 (CE) December 2014 4.4 Review the mechanism for internal recharging where there is

no link to traded services September 2014 (DoF/Directors) March 2015 4.5 Introduce a further category in the Annual Reward and

Recognition scheme for each Department ‘star performer’ June 2014 (CE/DCE) November 2014 4.6 Develop a twice annual Leadership seminar for Managers on

key national/local issues affecting WBC involving the Leader/CE and Directors

April 2014 (CE) On-going

4.7 Develop and publish a service review timetable for all

services/functions within the Council April 2014 (HoHR) April 2015 4.8 Review the ‘Talent Management’ framework June 2014

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Theme 5: Well-being

Positive Scores:

• 75% of staff feel that they have a good work/life balance

(Target: increase to 85%)

• 60% of staff feel the Council is interested in their Wellbeing

Target: to increase to 75%

• 24% of staff felt that they were either frequently or always stressed at work

Target: to reduce this to 15%

Actions undertaken as a result of the 2011 staff

• Publicised the Flexible Working Policy and ran briefing sessions for managers

• Introduced the EAP on 1st_{April 2013}

Timescales &

responsibilities End Date

5.1 Revise and relaunch ‘Coping with Stress’ training for

managers and staff January 2014 (HoHR) April 2014

5.2 Promote the EAP as an effective aid to managing stress on a

confidential basis On-going (HoHR) On-going

5.3 Identify and where needed, develop programmes that assist Wandsworth Council Public Health priorities – i.e. smoking cessation, tackling obesity, risks around alcohol

January 2014

(HoHR/DPH) December 2014

5.4 Review the Health insurance/annual health check scheme

for staff January 2014 (HoHR) August 2014

5.5 Explore a range of different health interventions, funded either by the council or individuals, with the aim of preventing short and long-term sickness absence

January 2014

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Appendix 1

Theme 6: Council’s Vision and Values

Positive Scores:

• 82% of staff understand how their work contributes to the council’s objectives

(Target: aim to Increase to 90%)

• 89% of staff have a clear understanding of their Department’s purpose

(Target: aim to increase to 95%)

• 70% of staff understand the council’s objectives Target: aim to increase to 80%

• 48% of staff consider that the Council is moving in a direction that they support

Actions undertaken as a result of the 2011 staff

• The council’s objectives have been posted on Wandsworthi

Timescales &

responsibilities End Date

6.1 Review the Council’s Management Objectives aligning these

with the future direction of the council. On-going (CE) On-going 6.2 Ensure that individual objectives have a clear link with

Corporate and Departmental objectives. On-going (CE/Directors) On-going 6.3 Review the content of Wandsworthi to ensure the content is

consistent with the Councils vision and communication messages are accessible/understood

April 2014(CE) September 2014 6.4 Review the Councils Pay & conditions of services schemes to

ensure they are fit for purpose July 2014 (HoHR) March 2015

6.5 Relaunch ‘Ask us?’ forum where staff can ask questions of management confidentially with answers posted via Wandsworthi

July 2014 (HoHR) September 2014

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Appendix 1

Theme 7: Dignity at Work

Positive Scores:

• 5% of staff indicated that they were being harassed or bullied at work

Target: Aim to reduce this significantly

Timescales &

responsibilities End Date

7.1 To continue to investigate any reported acts of bullying and harassment & take appropriate action against any employee found to be bullying or harassing a colleague/service user

On-going

(Directors/HoHR) On-going 7.2 Re-launch the council’s ‘check before contact’ register January 2014

(HoHR) June 2014

7.3 Ensure staff have appropriate information regarding

potentially volatile individuals/situations January 2014 (Directors/HoHR) On-going 7.4 Review and promote the council’s Code of Practice on

Grievance (including bullying and harassment) August 2014 (HoHR) August 2014 7.5 Provide appropriate information and guidance to staff on the

difference between ‘being managed’ and ‘being bullied/ harassed’

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Appendix 1

Theme 8: Equality and Diversity

Positive Scores:

• 80% of staff believe that the council is committed to Equality of Opportunity

(Target: aim to increase 85%)

• 12% of staff have felt discriminated against at work in the past 12 months

Target: we aim to significantly reduce this to 5%

survey to support improvement:

• Integrated Equality and Diversity in the Management Development and Aspiring Managers’ programmes

•

Develop Equality and Diversity mandatory awareness sessions for staff via e-learning

Timescales &

responsibilities End Date

8.1 Develop a zero tolerance culture towards discrimination June 2014

(HoHR) December 2014 8.2 To continue to thoroughly investigate any reported

discrimination On-going (HoHR) On-going

8.3 Continue to roll out Equality and Diversity e-learning for all

staff On-going (HoHR) On-going

8.4 Continue to monitor and act upon Equality impact

Assessments(EIA) for any adverse impacts and publish the assessments

On-going

(Directors/HoHR) On-going 8.5 Review the council’s Equal Opportunity Policy June 2014