Lincolnshire and Rutland Public Sector Compact Managing Talent and Succession Planning Saturday, 19 September 2015.

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Presentation transcript:

Lincolnshire and Rutland Public Sector Compact Managing Talent and Succession Planning Saturday, 19 September 2015

City population of 88,000 Council workforce of 800+ Customer Service calls of 300,000 plus Strategic Priorities Sustainable growth Improved quality of life Enhanced social justice An excellent democratic council Managing Talent and Succession Planning – IAN Mc BRIDE

Some figures: Only 8% of Local Government workforce is under 25 (0.3% apprentices) City Council has 19% (29% under 30) More than 50% of under 30s are current or former apprentices Over 60% of all apprentices ever recruited still work for the Council Managing Talent and Succession Planning

City Council apprenticeship scheme operating since 1995 – when no employees under 25 Currently recruit around 20 apprentices each year 251 employed since programme began Recently achieving over 80% completion rates

Managing Talent and Succession Planning KEYS TO SUSTAINABILITY Good partnership working Organisational Capacity Engaging line managers Organisational policy eg. Supernumerary posts, pay Real Work Added Value Career development Opportunities

Business Benefits Strategic fit Workforce planning and development Financial Diversity Learning culture Profile and reputation Managing Talent and Succession Planning

Challenges Change and adapting the programme Workforce planning and development Apprenticeships and downsizing Sustainable learning culture One trick pony

Thank you for listening Any questions? Contacts

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