CATHERINE SWEENEY Assistant Director of Administration (HR) Newry and Mourne District Council...
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Transcript of CATHERINE SWEENEY Assistant Director of Administration (HR) Newry and Mourne District Council...
CATHERINE SWEENEYAssistant Director of Administration (HR)
Newry and Mourne District Council
EMPLOYEE RELATIONS AND PAY & REWARD
Industrial Relations Framework
Employee Relations Employee Relations
Work to dateIssues to consider
Work to dateWork to date
Framework has been consulted
upon in 2013 – widely supported
Endorsed by LGRJF
NIJC Review has been undertaken
Draft Constitution for ER Framework
has been drawn up for consultation
Employee Relations and Pay Employee Relations and Pay & Reward Working Group& Reward Working Group
Chair David McCammick and Roger Wilson
HR Leads Karen Hargan and Catherine Sweeney
LGSC Dermot O’Hara
Council Membership
Sharon CurransJohn AdamsGillian ArthurHelen DevlinMarissa CanavanMark McAnenyRosemary McCulloughTommy Wright
TU Membership
Bumper Graham, NIPSADavy Edmont - UNITE
Issues in establishing ER Issues in establishing ER frameworkframework Authority to devise a new Employee Relations
Framework
Model Framework proposed - Employers’ and
Trade Union side membership of the Board and
Working Committee
Constitution, work plan and successor
arrangements for NIJC and LGRJF
Employers’ side resourcing
Consultation arrangements
Timeframe for implementation
Authority to produce Authority to produce FrameworkFrameworkLocal Government Staff Commission NI
Section 40 (4) (f) of the Local Government Act (NI)
1972, as amended, to:
(f) Promoting or assisting the establishment of, or
establishing, procedures for the negotiation between
councils.... and officers of councils ..... or associations
representing any of them, of standard rates of
renumeration, or other terms and conditions of
employment, for officers of councils ... and
recommending the adoption by councils ... of rates,
terms and conditions so negotiated.'
Authority to produce Authority to produce FrameworkFrameworkLocal Government Reform Joint Forum
3.6 of Terms of Reference
'Developing terms of Reference and making
recommendations for consultation and
negotiating, machinery for local government post
April 2015.
All decisions of the Joint Forum will be
promulgated under the authority of the LGSC
under Section 49(4)(f) of the Local Government
Act (NI) 1972
Aims of New ER Aims of New ER FrameworkFrameworkA negotiating and consultation framework
reflective of the new 11 Councils
An agreed Employee Relations Framework
that delivers results, enables change
sectorally and locally provides consistency
A time bound, priority based work plan
agreed to meet the HR needs of Councils
Provides for consultation between all levels
in the Framework
Advantages of Model Advantages of Model
Separation of Strategic (Board) and
Operational (Working Committee)
Direct nomination by Employers / TU
on to Board and Working Committee
Driven by Sector needs and can be
supported by a work plan
ER FrameworkER Framework
Membership of the Board Membership of the Board and WGand WGBest practice suggests 14 max for Board or
Working Group (Employer Side -7+ TU Side -
7)
Challenge for TUs to agree the membership NIJC – Unite/ATGWU – 5; Unite/Amicus – 1; GMB - 5 ;
NIPSA – 5; SIPTU - 1
LGRJF – NIPSA - 4; UNITE – 2; GMB - 1
Challenge for Employers’ Side to reflect
views of 11x Elected Members, Chief
Executives and HR Leads
Employers Side - Employers Side - Suggestion?Suggestion?Consultative and Advisory groups consisting of
representatives of 11 Councils from which nominations are made to participate in the Board / Working Group
Board nominations - issues to consider Elected Member nominations directly or from another
source?
Position of Responsibility in new councils ?
Tenure?
Board Working Group – issues to consider Rotation arrangements?
Fixed term in position?
Sharing responsibilities across councils?
Employer Side Employer Side nominationsnominations
Resourcing FrameworkResourcing Framework
◦Options to be considered for
Employer Side Officer - funding, location,
support, performance management
◦Secretariat
◦NJC / NIJC
Way forwardWay forwardBy end of January 2015
(Reconstituted) Meeting of Working Group - facilitated by LRA - to agree Draft Constitutions for Board, and Working Group; and Disputes Procedure
February / March 2015
- Consultation on Constitutions, (ie roles, powers, what can be negotiated regionally, locally, etc); resourcing issues
January / March 2015
Management Side HR Leads / Chief Execs to develop priority areas for work plan proposals for 2015/2016 to be consulted upon; and model for resourcing the ER Framework
Mid March 2015
Nominations to sit on Board and Working Group
Start of April 2015
1st meeting of the Board
Pay and Reward Pay and Reward An item on the Work Plan for the new ER Framework
aimed at providing
◦ Consistencies in how we approach R&S, L&D,
Performance
◦ Service delivery efficiencies – Payroll / HR
Components
◦ Common T&C
◦ Common job families / Standardised JDs / Catalogue of
jobs
◦ Job Evaluation redefined
◦ Generic approach to pay / simplified pay / flexible pay
packages