1. Building Public Service Capability National School Excellence
HR BALANCED SCORECARD 2010/11
Building Public Service Capability
National School Excellence
Reputation
Financial Viability
IMPACT (TARGET 1)
Work with managers and senior leaders to identify the skills requirements to deliver the Core Learning Programme and to put into place interventions to meet them, including flexible resourcing options.
INTERNATIONAL (TARGET 4)
By end August 2010 develop an international support package, including clarification of overseas allowances for those on long term assignments
ADDITIONAL
Set out a learning and development plan which will support the National School to deliver the skills required for the business, including the publication of a staff Learning Directory in June 2010
Develop an approach to identifying and developing talent across the School so that it is ready for roll out during 2011/12
Clarify and support career development opportunities, including the development of a careers ‘one stop shop’ intranet page by end July 2010
PEOPLE (TARGETS 5 & 6)
By end June 2010 have processes in place to remind all staff and managers of their responsibilities under the current sickness absence policy
By September 2010 review and implement the sickness absence management policy
Ensure that the employee engagement action plans for 2009 are monitored, communicated and actions celebrated.
Participate in the 2010 civil service wide engagement survey and develop and publish an action plan by 31 March 2011.
ADDITIONAL
By end July 2010 provide appropriate HR advice and support during the implementation of the organisational blueprint.
By September 2010 review the pay structure to ensure it is robust, meets the needs of the business and takes into account civil service reward principles. (Removed - CS Pay Freeze)
By end July 2010 identify key HR processes to be reviewed and then use LEAN methodology to ensure they are effective and efficient.
STAFF (TARGETS 19 & 20)
By end July 2010 review how the School is marketed as an employer and across 2010/11 put into place interventions that will raise its profile as an attractive option within the civil service.
By October 2010 review the induction process to ensure that it is relevant to the needs of staff
CUSTOMERS (TARGET 17)
To develop a HR Business partner approach to increase understanding of the needs of the business.
Re-develop the HR intranet site so that it is easily navigated and accessible.
ADDITIONAL
By end June 2010 review the School’s approach to tackling Bullying and Harassment so that staff have clarity about the support available to them.
By end September develop a set of HR team values and standards so that our customers know what to expect when they have contact with us.
OUT-TURN (TARGET 22)
Ensure alignment of HR budget and resources to business needs during identifying savings and efficiencies where possible.
Ensure 2010 pay offer is affordable and in line with civil service reward principles.
COSTING (TARGET 23)
Agree workforce ‘establishments’ across the business and put in place appropriate controls to manage headcount.
ASSET MANAGEMENT (TARGET 24)
Ensure any people impact of the London premises project is assessed and implemented in accordance with best practice HR.
ADDITIONAL
Raise managers awareness of HR information by publishing key HR metrics monthly.
DEFERRED
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