1. Work/Life Balance

2. Drivers for Change -High level of Sickness Absence -Areas of high staff turnover -Recruitment and Retention (problem areas) -Employer Image (largest employer) -Asset Management Considerations -Concerns expressed in staff survey -Employment Act 2002 – Flexible Working

3. Process: Partnership Pilot  Internal Project Team Head of Personnel 2 colleagues  External Project Team Head of Occupational Health 2 consultants  Selection of pilot schemes/staff groups  flexible workbase – internal audit/social workers  extended flexitime - Chief Executive ’ s dept

4. WLB Strategy – Menu Extended Flexi-time Flexible Workbase Annualised Hours Career Break Purchasing Annual Leave Voluntary Reduced Hours Job Share Scheme Term Time Only Individual Homeworking Compressed Hours Child Care Vouchers

6. Organisation Employees Managers Advantages

7. In the future: IIP – Work/Life Balance Award Continue to develop individual policies Monitor results