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									      The Investors in People Standard
        Guide for Top Managers and
                  Members




                        Organisational Development Wheel
                                         Plan - Do - Review



                                    Prepared by: Corporate HR
                                        Date: August 2008

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Background

The Council is to be reviewed in January ’09 in order to retain the Investors in People
accreditation status. Achieving IiP accreditation is not just a ‘Council’ priority – meeting the IiP
Standard indicators is a requirement for every single service of the Council. In essence IiP
benefits services through:

   Improved employee communication and involvement`
   A better understanding of the service among employees
   A more skilled workforce
   A higher level of motivation among the workforce
   A framework for planning future strategies
   Improved customer satisfaction
   Improved employee satisfaction
   Continuous improvement

Having a positive approach to the IiP standard can help each service to actively involve staff
in the Plan, Do and Review process.

Cross-council diagnostic work, undertaken earlier in the year highlighted Indicators 9 and 10
to be the areas where most improvement is needed. Action at service and corporate level
needs to continue to address this potential ‘risk’.

IiP Review Process

The method that the Managing Assessor and the Internal Review Team will use in gathering
evidence for the IiP Review assessment will be through structured interviews of a
predetermined sample of managers and other employees. The Managing Assessor will
interview members of the Corporate Leadership Team and a selection of other key
stakeholders e.g. Members and Trade Union representatives. The Internal Review Team will
interview a sample of senior and middle managers, and other employees.

This guide has been developed to support the managers It offers an understanding of the
Investors in People key principles and the ten indicators. Most importantly it puts into context
what each indicator means to them. Also, a number of links are shown to help managers
generate ideas.



The key principles
The Standard is based on three key principles:

       Developing strategies to improve the performance of the organisation – an
        Investor in People develops effective strategies to improve the performance of the
        organisation through its people.
       Taking action to improve the performance of the organisation – an Investor in
        People takes effective action to improve the performance of the organisation through
        its people.
       Evaluation of the impact on the performance of the organisation – an Investor in
        People can demonstrate the impact of its investment in people on the performance of
        the organisation.



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The indicators
The ten indicators are grouped under the key principles as follows:

Plan

     1. A strategy for improving the performance of the organisation is clearly defined and
        understood.
     2. Learning and development is planned to achieve the organisation’s objectives.
     3. Strategies for managing people are designed to promote equality of opportunity in the
        development of the organisation’s people.
     4. The capabilities that managers need to lead on, manage and develop people
        effectively are clearly defined and understood.

Do

     5. Managers are effective in leading, managing and developing people.
     6. People’s contribution to the organisation is recognised and valued.
     7. People are encouraged to take ownership and responsibility by being involved in
        decision-making.
     8. People learn and develop effectively.

Review

     9. Investment in people improves the performance of the organisation.
     10. Improvements are continually made to the way people are managed and developed.




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                                                          The Investors in People Standard*

Principle 1:                                                Developing strategies to improve the performance of the organisation
                                                            An Investor in People develops effective strategies to improve the performance of the
                                                            organisation through its people.


       Indicator                               Evidence                             Questions to ask yourself                         Links
1.
A strategy for                      1. Top managers make sure the         How have you linked team objectives to LCC      Planning Framework
improving the                          organisation has a clear           vision, outcomes and priorities?
performance of the                     purpose and vision supported                                                       The Corporate Business Plan
organisation is clearly                by a strategy for improving its    Does your Learning & Development (L&D)          2008-2011
defined and                            performance.                       investment follow these priorities?
understood.                         2. Top managers make sure the                                                         Service plans
                                       organisation has a business        What are your measurable performance
                                       plan with measurable               objectives?
   (plan, do , review)                 performance objectives.
                                    3. Top managers make sure             Do all your service areas have service
                                       there are constructive             plans?
                                       relationships with
                                       representative groups (where       What is your policy and practices on
                                       they exist) and the groups are     supporting people who are new to your
                                       consulted when developing          directorate/induction?
                                       the organisation’s business
                                       plan.                              What are the agenda items on Directorate
                                    4. Managers can describe how          JCC meetings?
                                       they involve people when
                                       developing the organisation’s
                                       business plan and when
                                       agreeing team and individual
                                       objectives.



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       Indicator                               Evidence                          Questions to ask yourself
2.                                  1. Top managers can explain the     How are you aware of L&D needs within your Corporate Workforce
Learning and                           organisation’s learning and      service/s?                                 Development Plan
development is                         development needs, the plans
planned to achieve                     and resources in place to        How does your L&D plan link to specific        Training Plan
the organisation’s                     meet them, how these link to     objectives?
objectives.                            achieving specific objectives                                                   Staff survey service level
                                       and how the impact will be       How will you resource these L&D needs?         reports and action plans
(plan, do , review)                    evaluated.
                                    2. Managers can explain team        What are your plans to monitor the impact of
                                       learning and development         L&D on specific objectives throughout the
                                       needs, the activities planned    year?
                                       to meet them, how these link
                                       to achieving specific
                                       objectives and how the impact
                                       will be evaluated.
3.                                  1. Top managers can describe        How do you engage with staff diversity in      The Equality Standard
Strategies for                          strategies they have in place   team and service planning?
managing people are                     to create an environment                                                       Workforce Strategy
designed to promote                     where everyone is               How does your directorate ensure that
equality of                             encouraged to contribute        managers engage and involve staff?             Equality Groups/BME
opportunity in the                      ideas to improve their own                                                     Groups etc
development of the                      and others people’s             Do you have a staff suggestion scheme?
organisation’s                          performance.                                                                   Staff survey results
people.                             2. Top managers recognise the       Do you regularly add directorate messages
                                        different needs of people and   to team talk to keep people informed?          JPRs
(plan, do , review)                     can describe strategies they
                                        have in place to make sure      How do you reply to questions raised from
                                        everyone has appropriate and    team talk?
                                        fair access to the support
                                        they need and there is          What is you directorate doing to promote
                                        equality of opportunity for     effective appraisal for all?
                                        people to learn and develop
                                        which will improve their        How do you ensure people have access to

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                                       performance.                    L&D as an outcome from appraisals?
                                    3. Managers recognise the
                                       different needs of people and
                                       can describe how they make
                                       sure everyone has
                                       appropriate and fair access to
                                       the support they need and
                                       there is equality of
                                       opportunity for people to learn
                                       and develop which will
                                       improve their performance.
4.                                                                     Note - Corporate capabilities – Leadership     Leadership and Management
The capabilities                    1. Top managers can describe       and Management Standards are currently         Competencies
managers need to                       the knowledge, skills and       being piloted and will be launched in the
lead, manage and                       behaviours managers need to summer.                                            Management Development
develop people                         lead, manage and develop                                                       Programme
effectively are clearly                people effectively, and the     Have you got locally defined capabilities/
defined and                            plans they have in place to     standards?
understood.                            make sure managers have
                                       these capabilities.             How have you used LLP2 to develop your
(plan, do , review)                 2. Managers can describe the       middle management team?
                                       knowledge; skills and
                                       behaviours they need to lead, How are you embracing the new Leadership
                                       manage and develop people       behaviours?
                                       effectively.
                                                                       What do you do to ensure that line managers
                                                                       arrange effective induction for everyone who
                                                                       is new in role?




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Principle 2:             Taking action to improve the performance of the organisation
                         An Investor in People takes effective action to improve the performance of the organisation through its people.

        Indicator                               Evidence                       Questions to ask yourself
5.
Managers are effective              1. Managers can explain how
in leading, managing                   they are effective in leading,
and developing                         managing and developing
people.                                people.
                                    2. Managers can give
(plan, do , review)                    examples of how they give
                                       people constructive feedback
                                       on their performance
                                       regularly and when
                                       appropriate.
6.
People’s contribution               1. Managers can give
to the organisation is                 examples of how they
recognised and                         recognise and value people’s
valued.                                individual contribution to the
(plan, do , review)                    organisation.
7.
People are                          1. Managers can describe how
encouraged to take                     they promote a sense of
ownership and                          ownership and responsibility
responsibility by being                by encouraging people to be
involved in decision-                  involved in decision-making,
making.                                both individually and through
(plan, do , review)                    representative groups, where
                                       they exist.
8.
People learn and                    1. Managers can describe how
develop effectively.                   they make sure people’s
(plan, do , review)                    learning and development
                                       needs are met.

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Principle 3:               Evaluating the impact on the performance of the organisation.
                           An Investor in People improves the performance of the organisation.

      Indicator                              Evidence                            Questions to ask yourself                      Links
9.                                  1. Top managers can describe        Approximately what is your total annual
Investment in people                   the organisation’s overall       spend on L&D? On average how many days        Staff survey
improves the                           investment of time, money        learning do employees receive?
performance of the                     and resources in learning and                                                  Training Plan
organisation.                          development.                     How involved are your managers in the
                                    2. Top managers can explain,        development of their staff?                   Workforce Development
(plan, do , review)                    and quantify where                                                             Plans including Staff
                                       appropriate, how learning        What are your strategic priorities and how    survey and IiP actions.
                                       and development has              have you planned L&D to support?
                                       improved the performance of
                                       the organisation.                How do you systematically check that L&D is
                                    3. Top managers can describe        making the difference? Did this meet your
                                       how the evaluation of their      goals? Did you do this in the best way?
                                       investment in people is used
                                       to develop their strategy for    When you have evaluated past L&D
                                       improving the performance of     initiatives what have you learnt and what
                                       the organisation.                have you changed?

                                                                        How has staff retention been improved by
                                                                        your induction processes?
10.                                 1. Top managers can give            How have you adapted your strategy/           Development plans
Improvements are                       examples of how the              approach to L&D in the light of evaluation?
continually made to                    evaluation of their investment
the way people are                     in people has resulted in
managed and                            improvements in the
developed.                             organisation’s strategy for
                                       managing and developing
(plan, do , review)                    people.




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Your IiP Contacts:

Each service has nominated IiP contacts, who are responsible for the co-ordination of the
assessment within their service.

They also have responsibility for supporting and advising their senior management teams on:
current IiP requirements and how these should be embedded within the Service, how to
address areas of development identified in the gap analysis and assessment process and
sharing progress made against action plans.

Please contact your IiP contact in the first instance if you have any specific queries regarding
the IiP review in your service or general queries relating to Investors in People.

     IiP Advisor                            Service                 Telephone contact

Gillian Bruce              Housing                                        Ext. 2211

Laura Fairburn             Leisure (Environmental & Leisure            01757 213758
                           Services)
Janet Dolan                Environmental Services                         Ext. 2246
                           (Environmental & Leisure Services)
Ralph Gill                 Benefits (Finance & Central                    Ext. 2264
                           Services)
Drew Fussey                Community Safety (Policy &                     Ext. 2151
                           Performance)
Robert Brigden             Development Services                           Ext. 2076

Julie Claxton              Central Admin. (Finance & Central              Ext. 2180
                           Services)
Kelly Hamblin              Legal and Democratic Services                  Ext. 2206

Paula Grainger             Human Resources/Corporate                      Ext. 2317




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