1. Revenues & Benefits Forum Presentation
Shepway District Council
28th January 2010

2. Head of East Kent HR Partnership
Juli Oliver-Smith
Head of East Kent HR Partnership

3. East Kent HR Partnership
The beginning…………….
DAVE
Introduce the four partners

4. The EKHRP Journey Why – Project Drivers Objectives of The Partnership
Business Case and beyond
Service Delivery model and Approach
Organisational Structure
Where are we now?
JULI
Introduce the composite elements of the HR Partnership
CLICK
Introduce what the roadshow will cover

5. Why - Project Drivers
At least 3 of the councils needed replacement payroll systems & joint working lead to better procurement terms.
Modern IT systems provide much better staff and management reporting and information.
A single system is managed more efficiently than having each council manage its own system.
The agenda for policy development continues to grow and therefore the development of new policies or revision of existing policies once for use four times has to deliver efficiencies.

6. Why - Project Drivers
All the partner organisations had experienced difficulties recruiting and retaining qualified/experienced HR professionals.
The payroll service in each district relied on one or two people and there is, therefore, a need to increase resilience.
In addition:
There was a consensus amongst all partners that a shared service was the way forward in addressing the drivers.

7. Objectives of the Partnership
Efficiency Savings
Increased service resilience
Aligned business processes
HR / Payroll (self service functionality & timely management information)
Larger pool of HR expertise & specialists
Greater buying / procuring power
DAVE

8. Business Case & Beyond In the longer term:…….
A common job evaluation scheme.
Standard policies for all the partner organisations.
Greater development and career opportunities for staff in the shared service.
Greater development and career opportunities for staff in each authority.
A quality training programme that meets the needs of the partners, staff and managers on a timely basis.
Standardised terms and conditions across the East Kent authorities.

9. Service Delivery Model and Approach
Started role on 1st September 2009
Set Cost Envelope
Lots of work/analysis had been done
How (and what) would we deliver?

10. Support Tier Pyramid JULI
Tier 3 – Specialist or Policy Development
Tier 2 – Case Consultancy (ER/H&S/Learning/OD)
Tier 1 - One Touch Consultancy (OTC) (ER/H&S/Learning/Employee Line [CCC]/Resourcing)
Tier 0 – Self Service (ESS/MSS Intranet/Online Learning/Payslips)
JULI
Describe the process of managing contact, provide example:
“It works like any on-line service ie Amazon, what you need mainly available online but for more specialist issues or advice you can still reach us”
Acknowledge a huge amount of work needs doing on the self service area, we are aware of this and will be working with you to continually improve the service, the real bonus is we only need do this once for all customers.
Example 1 Tier 0: You have an enquiry with regard to you current leave allowance and balance of leave, this can be done by viewing you own records online just as you can now with Select HR
Example 2 Tier 1: You wish to discuss a case of persistent short term patterned absence and put in place a sickness absence management arrangement using the policy appropriate to your organisation, the One Touch consultants will be able to guide you through this process and where appropriate assist with Occ. Health referrals and if necessary refer you to a case consultant where they deem this appropriate.
Example 3 Tier 2: Where a case has been taken through the One Touch Consultancy processes (5/3 rule), a PIP has been put in place but poor performance continues to be a problem L&D and or ER Case Consultants will need to be involved to support you in resolving the matter.
Aligning business plan with project plan (software), some services will go live in January others will be phased in or have transition rearrangements in place, these may be different for each District and we’ll liaise with you.

11. Real time, immediate need service initiated by customers
Service Delivery
Business Support
Case Consultants
HR Administration
One Touch Consultancy
Elapsed time, pro-active, cyclical and project based service initiated by customers and HR directly
Real time, immediate need service initiated by customers
Click on each of the 4 x boxes to see them enlarged.

12. Click on the ‘Case Consultancy’ box to return to the previous slide.

13. Click on the ‘HR Business Support’ box to return to the previous slide

14. Click on the ‘One Touch Consultancy’ box to return to the previous slide

15. Click anywhere on the screen to continue with presentation.

16. Flexible Workforce Business Support Case Consultants HR Administration
One Touch Consultancy
Flexible Workforce

17. East Kent HR Partnership

18. The New Service Advice available at time of need
Support available on site when necessary Resilience within team to respond to peaks and troughs of demand
Wide range of experience and expertise across all services offered with access to external support as necessary
Development of self service functionality for managers and staff

19. Phase 1 – back office system
Where are we now?
February 2010
June 2010
HR / Payroll system
Phase 1 – back office system
Phase 2 - self service
04 January 2010
Case Consultancy
HR Admin
One Touch Consultancy
Click once to bring up 2nd element of timeline.

20. Questions