Future of Personalisation: HR and Employment Law issues CCPS December 2010

Issues Recruitment Training and development Contractual issues / employment status Performance Management Health and Safety Legal developments - Equality Act 2010 Employee relations

Recruitment Involvement of people who use services Values – how do we measure? Targeted selection – competence-based Changing selection systems – beyond the interview / task simulation Ensuring ‘fit’ with users Analyse past recruitment successes and failures

Training and Development Undo ‘routine and bureaucracy’? (Supporting People) Multi-skilling / hybrid roles / new professional areas ‘Teaching’ autonomy / creativity / risk-taking Changing mindsets Impact on pay / grading Need for review of formal qualifications – still appropriate? Resources – ‘own time’ learning?

Contractual issues Changing T&C’s - the principals Employment status / casualisation Greater responsibility for support staff New responsibility for professionals Reducing employment costs Hours / shifts (split?) TUPE – post transfer harmonisation Resisting ‘poaching’ of staff

Performance Management ‘Support and Supervision’ – still appropriate? Support / personal outcome plans Customer (not organisation)-focussed performance standards (‘satisfaction’ / ‘excellence’) Performance-related reward Target setting / what’s expected of staff Ready for personalisation? Problem performers

Health and Safety Need for thorough review of safety management systems? Risk enablement Stress Future discussion?

Equality Act 2010 Third party harassment Three strikes and you’re liable Customer care policies – denial of service Reporting incidents Extended Public Sector Equality Schemes – contract compliance

Employee relations Job Satisfaction / sense of achievement potential Up-skilling Two tier workforce Commitment and motivation Reward strategy (HR Network Survey) Job Security Unsocial hours / work-life balance Managing change