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Training &
Development
Prospectus 2008/2009
1
Warrington Borough Council’s
vision 2010
Our vision
“To make Warrington an outstanding town
in the north west, with opportunities for all”
Our values
• listening and engaging
• being open and transparent
• investing in our people
• investing in our communities
• aiming to be outstanding
2
Diana Terris Cllr Ian Marks
Chief Executive Leader
Foreword from Chief Executive Diana Terris and
Council Leader Cllr Ian Marks
Last year, we introduced this prospectus by saying the environment for local government
continues to change at an ever-greater pace and we had chosen to set ourselves some
very challenging objectives. How right we were!
As we write this we have just received the official result of last years Corporate
Assessment from the Audit Commission. We have been confirmed as an Excellent – 4
Star Council and Improving Well and we can prove it! We realise this result could have only
been achieved through the hard work and dedication of officers and members alike.
It was very timely that we both jointly signed up in January this year to the government’s
challenge to improve UK skills to enable us to deal with an ever demanding competition for
business and to improve the economy. This “Skills Pledge” was a clear public commitment
to our workforce and Council that we shall:
• Actively encourage and support our employees to gain skills and qualifications that will
support their future employability and our Members to meet the needs of the people of
Warrington:
• Actively encourage and support our employees to acquire basic literacy and numeracy
skills, and with Government support work towards their first Level 2 qualification in an area
that is relevant to our organisation:
• Demonstrably raise our employees’ skills and competencies to improve organisational
performance through investing in economically valuable training and development.
We are really proud of all of our achievements, however the coming year will present us
with more challenge. We wholeheartedly endorse the corporate training and development
programmes outlined in this prospectus together with programmes in your Directorates and
encourage you all to take advantage of every opportunity they provide.
3
From the Head of Human
Resources & Organisational
Development
Rachel Robins
As I took up my post in October 2007, I knew I was joining an excellent authority with an
excellent Human Resources and Organisational Development service. This prospectus is a key
tool to our service.
It is just as important for us to plan our People resources to deliver our services as it is to plan
the services themselves.
During 2008 we will ensure that all this activity and planning is brought together in our People
Strategy which will be delivered late spring.
Organisational Development is pivotal to us achieving our Vision of making Warrington an
outstanding town in the Northwest with opportunities for all. Accordingly, my personal goal is to
create employment and an organisational environment that is healthy and safe and which
recruits, develops, rewards and retains the right people with the right skills to deliver outstanding
services, recognising equality and diversity.
I am passionate about unleashing potential. I am driving through an approach to building
capacity through rigorous workforce planning, managing our talent and developing workforce
skills in a way that suits the Council and your service.
The Personal Development Centre at Irwell Road has distinguished itself for a number of years
in providing the right training to meet the corporate needs of the Council and the unit works hand
in glove with other training units within Directorates and with our external regional networks.
Our Apprenticeship programme continues to achieve results way ahead of national trends and I
would recommend that you take advantage of the services available to units to recruit and train
locally sourced young people dedicated to working in the public service.
I am delighted to be able to introduce and fully endorse this prospectus of training and
development.
Rachel Robins
Head of Human Resources & Organisational Development
4
Welcome
from the Head of Training
& Development
Paul Sinclair
The saying “imitation is the best form of flattery” certainly applies to our prospectus as a
number of Authorities have used our format having accessed it on our Website.
Following the Common Business Process Review of training last year, the PDC usage has
increased by over 30% and financial year 2007/8 will see us achieving a record number
visitors to Irwell Road in excess of 5000.
Our programmes continue to have something for everyone at all stages of their employment
from induction to retirement. In response to feedback from past participants, we have
reconfigured The Welcome to Warrington corporate induction programme.
Our New Managers’ Programme continues to be well subscribed and some new courses
have been introduced to meet new demands identified through PR&D.
Our Apprenticeship Team was awarded the Matrix Quality Standard for their work on
information, advice and guidance offered to the community and workforce and new
qualifications have been added to our range of accredited National Vocational Qualifications.
A new addition this year is the Middle Managers’ Change programme, which is aimed to
bridge the gap between the New Managers Programme and the Council’s Leadership
programme. Other courses are coming on stream throughout the year so watch out for
reviews, which we undertake every three months.
I sincerely hope you find this prospectus useful and that it meets your particular needs.
Although our customer satisfaction target of 95% continues to be met as always we are not
resting on our laurels. We are always open to suggestions for innovative ways of developing
our workforce so please come and talk to us.
Best wishes
Paul Sinclair Chartered FCIPD, MCMI, FITOL
Head of Training and Development
Human Resources
5
How Your Training & Development is identified
Step 1 – Service Planning
The process of identifying training and development and ensuring your
training is most effective starts with your Service, Team and Individual
Performance Plans.
Step 2 – Performance Review & Development Gap Analysis
Your line manager will measure your performance and development
against PR&D generic and management competences. Any gaps in
competence or new requirements for your role together with any course of
. action are agreed with your line manager and recorded on your PR&D
forms. Refer to the table overleaf to enable you and your line manager to
select the most appropriate courses.
Step 3 – Directorate Approval and Prioritisation
Completed PR&D development plans are then forwarded to your
Directorate Performance Units who will collate and present them to
Directorate Management Teams for approval and prioritisation. Your line
manager will explain any non-approved demands to you.
Step 4 – Approved Nominations for Action
Nominating officers then contact the PDC with their approved demands.
The PDC will schedule courses and inform you directly of provisional
course dates.
Step 5 – Confirming acceptance of date(s)
You will then need to discuss this offer with your line managers and confirm
your attendance with the PDC. The PDC will send you confirmatory
information two weeks before the course date.
Step 6 – Course Evaluation
You will be asked to complete a confidential evaluation form before you
leave the training course.
Step 7 – Impact Evaluation
Your line manager will need to discuss the outcome of the training with you
in due course as part of routine reviews of PR&D.
6
Linking the corporate com petences* to the corporate training program m e of courses
Com petences P rim ary link to trainin g course Second ary lin k to tra ining
course
G eneric Com petences
Y our Directorate Perform ance M anager M aking a Presentation
KN OW LE DG E w ill ad vise you of occupational training in Powesolve
AN D your departm ent or team Effective C om plaint H andling
EX PE R TISE Financial S kills for M anagers
P erform ance M anagem ent in W arrington Eq uality & Diversity
O PE RA TIO NA L D evelop ing S ervice & Team P lans Dealing with C onflict
SK ILLS P erform ance R eview & D evelopm ent W orking W ith A ggression
P rocess Em ploym ent Law U pdate
H ow to Im prove E m ployee Perform ance IC T Skills
R ecruitm ent and Selection -W ord
P roject M anagem ent (awareness) -E xcel
P roject M anagem ent (2 day) -P owerPoint
N ew Manag ers’ Prog ram m e -O utlook (e-m ail &
T eam working C alendar)
Im proving A ttendance -Intranet & Internet
T im e M anagem ent Apprenticeships leading to
M iddle M anag ers Change P rogram m e N VQ s in B usiness
A dm inistration & IT
E quality & D iversity Tim e Manag em ent
PE RS O NA L N ew Manag ers’ Prog ram m e Chang e Manag em ent
ATTR IB UTE S C reating a Positive Im age Problem S olving
B e Assertive, B e Positive Team working
M anaging P ersonal Stress W rite First Tim e
Im proving A ttendnace Directorate Briefings
CO R PO R AT E C reating a Positive Im age PR & D
W O RK ING P artnership W orking Project Manag em ent
H ealth & Safety (awareness)
E quality & D iversity Just a Minute (m inute
D ealing with Freedom of Inform ation taking)
M iddle M anag ers Change P rogram m e Report W riting for
R isk M anagem ent M anagers
Taking the C hair
C om m unicating with the C ustom er Apprenticeships leading to
CU S TO M ER C ustom er C onsultation NV Q s in B usiness
FO C US D evelop ing S ervice & Team P lans Adm inistration, Custom er
E quality & D iversity Service and Call C entre
E ffective Com plaint Handling O perations
C om m unicating Effectively Creating a P ositive Im ag e
CO M M U NIC AT I N ew Manag ers’ Prog ram m e covers Training the O ccasional
O N SK ILLS T eam Briefing and Networking Skills Trainer
P resentation Skills Taking the C hair
W rite First T im e M anaging Conflict
W orking W ith Aggression Just a Minute (m inute
B e Assertive, B e Positive taking)
C om m unicating with the C ustom er Apprenticeship Schem e
Keyskills – C om m unication
SE LF P erform ance M anagem ent in W arrington Creating a P ositive Im ag e
DE VE LO P M E N D evelop ing S ervice & Team P lans New M anagers
T AN D P erform ance R eview & D evelopm ent Program m e includes a
PE RS O NA L P rocess num ber of self
RE SILIE NC E H ow to Im prove E m ployee Perform ance developm ent tools
Identifying and m anaging Stress in Y our M anaging Personal S tress
T eam
7
C o m p etence s P rim ary lin k to train in g co u rse S eco n d a ry lin k to
train in g co u rse
M anage m ent C om petences
Le adership D e velopm ent P rog ram m e N ew M anag ers’
LE A D E R S H IP P rog ram m e
M iddle M anag e rs C hang e P rogram m e D ealing with
MANAGES C onflict
AND ADAPTS
TO C H A N G E
P e rform ance M anagem ent in W B C N ew M anagers’
M A N A G IN G D e veloping S ervice & T eam P lans P rogram m e
PERFORMAN CE
P e rform ance R eview & D evelopm en t E m p loym ent La w
P rocess U pd ate
H o w to Im pro ve E m ploye e
P e rform ance
Id entifying an d m anaging S tress in
Y o ur T eam
Le adership D evelopm en t P rogram m e
P A R T N E R S H IP S
P O LIT IC A L Le adership D evelopm en t P rogram m e O ve rvie w &
S K ILL S M iddle M anag e rs C hang e P rogram m e S cru tiny for
O fficers
P e rform ance R eview & D evelopm en t N ew M anagers’
M O T IV A T IN G P rocess P rogram m e
A N D M A N A G IN G
PEO PLE
H o w to Im pro ve E m ploye e E m p loym ent La w
P e rform ance U pd ate
Im proving A ttendance
P e rform ance M anagem ent in C rea ting a
S E LF W arrington P ositive Im age
D E V E LO P M E N T
AND PERSO NAL
D e veloping S ervice & T eam P lans N ew M anagers’
R E S ILIE N C E P e rform ance R eview & D evelopm en t P rogram m e
P rocess inclu des a
H o w to Im pro ve E m ploye e num ber of self
P e rform ance deve lopm ent
Id entifying an d M anaging S tress in tools
Y o ur T eam M an aging
P ersonal S tress
P e rform ance M anagem ent in E qu ality &
S E R V IC E W arrington D ive rsity
P L A N N IN G
D e veloping S ervice & T eam P lans D ea ling w ith
P e rform ance R eview & D evelopm en t C onflict
P rocess W orking W ith
H o w to Im pro ve E m ploye e A ggression
P e rform ance E m p loym ent La w
R ick M anage m ent U pd ate
CORPORATE Le adership D evelopm en t P rogram m e E qu ality &
GOVERNANC E D ive rsity
Le adership D evelopm en t P rogram m e D eveloping
O R G A N IS IN G N e w M anage rs’ P rogram m e S ervice and
AND CO-
M iddle M anag e rs C hang e P rogram m e T ea m P lans
O R D IN A T IN G
H ow to Im prove
E m p loyee
P erform ance
*Refer to Performance Review and Development toolkit for full
8 breakdown of behaviour requirements of each competence
Contents
Part 1 - New Starters’ Programme 10
Part 2 - Service Improvement Programme 12
Part 3 - New Managers’ Programme 45
Part 4 - Middle Managers’ Change Programme 52
Part 5 - Performance Management Programme 55
Part 6 - Information Technology 60
Part 7 - Personal Life Planning Programme 68
Part 8 - Apprenticeship Team 71
Part 9 - Consultancy, Advice & Facilitation 73
9
Part 1
New Starters’ Programme
Welcome to Warrington
The Range of Council Services with
The Range of Council Services with
tours
tours
Local Government Quality Standards
Local Government Quality Standards
The Service User
The Service User
Your employment with WBC
Your employment with WBC
Town Hall Personal
Development Centre
Our Values
Our Values
10 being open and transparent
being open and transparent
Welcome to Warrington
This is a Corporate Induction Programme for those
employees new to Warrington Borough Council.
The purpose of the programme is to provide new employees
with information about the Council, its Mission, Purpose and
Values and the way in which it works to meet the needs of
the citizens of Warrington.
The two day programme will include:-
´Presentations by senior management on our
responsibilities and the workings of the various directorates.
´Briefings by key employees about life within WBC.
´Visits to areas and places of interest in the town.
Course Dates
Course 1 - May 8 & 9
Course 2 - July 2 & 3
Course 3 - Sept 23 & 24
Course 4 - Nov 19 & 20
Course 5 - Jan 13 & 14 (2009)
Course 6 - Mar 5 & 6 (2009)
11
Part 2
Service Improvement
Programme
This is a programme of courses aimed at employees with
This is a programme of courses aimed at employees with
responsibility for particular operations at all levels.
responsibility for particular operations at all levels.
Outlined in the following pages is:-
Outlined in the following pages is:-
A brief overview of each course.
A brief overview of each course.
An explanation of how managers will benefit from attending
An explanation of how managers will benefit from attending
each course.
each course.
How the Council will benefit from increased skills and
How the Council will benefit from increased skills and
knowledge.
knowledge.
Who should attend?
Who should attend?
Operational managers, supervisors and other individuals, who
Operational managers, supervisors and other individuals, who
have an identified service need.
have an identified service need.
You can apply to attend any of these courses through the
You can apply to attend any of these courses through the
usual PR&D process. The nominated officer for training within
usual PR&D process. The nominated officer for training within
your department will then forward your name to the PDC.
your department will then forward your name to the PDC.
Our Values
Our Values
12 investing in our people
investing in our people
Part 2
Service Improvement
Programme
Communicating Effectively 16
Working with the Customer 17
Creating a Positive Image 18
Managing Conflict 19
Equality & Diversity 20
Financial Skills for Managers 21
Health & Safety 22
Identifying & Managing Stress in Your Team 23
Managing Personal Stress 24
13
Part 2
Service Improvement
Programme
Improving Attendance 25
Project Management Awareness 26
Project Management 27
Recruitment & Selection 28
Team Working 29
Time Management 30
Write First Time 31
Writing for Work 32
Report Writing for Officers 33
14
Part 2
Service Improvement
Programme
Making a Presentation 34
Be Assertive, Be Positive 35
Just a Minute 36
Working with Aggression 37
Taking the Chair 38
Training the Occasional Trainer 39
Powersolve Enquiry Training 40
Powersolve Training for Managers 41
Risk Management 42
Dealing with Freedom of Information 43
Effective Complaint Handling 44
15
Communicating Communicating
Effectively
Effectively
Purpose:
To establish the importance of effective communication at work and to
consider ways in which verbal, non-verbal and written communication can
be improved.
What you will learn:
How effective communication can enhance personal and professional
relationships.
Some key concepts of communication.
Some key skills of effective communication.
How writing can be improved by applying ‘Plain English’ techniques.
Benefits for the employee:
Improved verbal and written communication skills.
An understanding of how people interact with each other.
Understand the need to write clearly, concisely and with the audience
in mind.
Benefits for the Council:
Clear and effective communication.
Helps to promote the council as friendly and approachable.
The council maintains continuous improvements.
Course Dates
Course 1 - July 1
Course 2 - Sept 3
Course 3 - Feb 12 (2009)
16
Working
Communicating
with the
Working with
with the
Customer
Customer
the Customer
Purpose
To identify and develop the skills needed to communicate effectively with either
members of the general public and/or colleagues.
What you will learn:
The various skills used in communication.
The value of body language.
The power of the spoken word.
The impact of UK laws on communication.
The challenge to adapt our service to meet the needs of the customer.
Benefits for the employee:
A greater understanding of “the customer”.
Review of current standards and possible development needs.
Knowledge of Council’s “safe working practice”.
Acknowledgement of the Council’s need to offer a high standard of service.
Benefits for the council:
A more job satisfied and fulfilled workforce.
Resident “value for money” goal met.
Achieve customer satisfaction targets.
Gain external recognition of our services.
Course Dates
Course 1 - May 16
Course 2 - July 23
Course 3 - Nov 12
17 Course 4 - Jan 22 (2009)
Creating a
Positive Image
Creating a
Positive Image
Purpose:
To enable individuals to promote the Council in a positive and professional way
through their manner and behaviour.
What you will learn:
Why ‘image’ is important to the Council.
How the appearance and behaviour of individual employees can affect the
image of the council.
How verbal communication can be improved.
How understanding body language can improve relationships with others.
How performance at conferences and seminars can be improved.
Benefits for the employee:
Increased self-confidence and self-awareness.
Improved verbal and non-verbal communication.
Improved presentation skills.
Able to represent the Council at conferences and seminars in a confident,
positive and professional manner.
Benefits for the Council:
Council Policies and issues are communicated effectively to a wider
audience.
Improved relationships with local and national organisations.
Officers are able to express the policies and views of the Council assertively.
The Council is portrayed in a positive way.
Course Dates
Course 1 - July 31
Course 2 - Feb 11 (2009)
18
Managing
Conflict Managing Conflict
Purpose:
To give managers/supervisors the skills to identify and deal with conflict
at work, and to manage the outcome effectively.
What you will learn:
Why conflict at work occurs and how it is expressed
Transactional Analysis - a model for understanding behaviour
Conflict ‘mapping’ - a conflict resolution tool.
A range of management 'soft skills' to manage conflict effectively
Benefits for the employee:
A competency framework for managing conflict at work
Increased confidence to deal with situations of conflict.
Improved staff relationships and morale.
Benefits for the Council:
Evidence of improved communication and co-operation.
Conflict is identified before it escalates.
Improved staff relationships and morale.
Employees work together to deliver council and service priorities.
Course Dates
Course 1 - June 9
Course 2 - Nov 11
19 Course 3 - Jan 9 (2009)
Equality
& Equality & Diversity
Diversity
Purpose:
To ensure that all individuals are aware of the laws protecting colleagues
and customers from discrimination against race, gender, age, disability,
religion and sexual orientation.
What you will learn:
How the Law protects against discrimination.
How prejudices can affect behaviour.
How the Council and individuals can prevent prejudice at work.
Appropriate and inappropriate language and behaviour in everyday
situations.
Benefits for the employee:
Improved personal awareness and understanding of the law relating to
discrimination.
Clear guidelines of management responsibilities.
Able to identify their own and others’ prejudices.
Able to take action to prevent personal litigation.
Benefits for the Council:
All managers are fully briefed on the legal aspects of discrimination.
All managers are fully briefed on the corporate approach to equality
and diversity.
Course Dates
Course 1 - May 19
Course 2 - July 7
Course 3 - Oct 14
Course 4 - Feb 5 (2009)
20
Financial Financial Skills
Skills for
Managers for Managers
Purpose:
To equip managers and budget holders with the required skills to manage their
financial responsibilities more effectively.
What you will learn:
An overview of Local Government finance.
How the Council manages its finances.
Budget preparation management/monitoring.
The role of Powersolve, the Council’s financial system.
End of year procedures, reporting and Performance Review.
Preparing the final accounts.
Benefits for the employee:
Increased understanding of council finances.
Able to monitor and prepare a budget.
Able to use management ‘tools’ for budget control.
Able to prepare the final accounts.
Benefits for the Council:
Managers are fully briefed on Council finances and budget control.
Evidence of effective financial control within departments.
Course Dates
Dates available on request
21
Health
& Health & Safety
Safety
Purpose:
To ensure that individuals understand and implement the regulations and laws
relating to health and safety at work.
What you will learn:
Current health & safety legislation.
The consequences of inadequate health & safety provision.
Identifying and assessing risks and hazards at work.
Accident reporting and procedures.
How to implement ‘best practice’.
Benefits for the employee:
Gain a clear understanding of the legal requirements placed on the
organisation and individuals at work.
Able to promote a proactive approach to health & safety.
Able to identify and assess risks and hazards.
Benefits for the Council:
Health & Safety throughout the council is managed effectively.
Promotes a safe and healthy workplace.
All employees understand their personal responsibility to health & safety at
work.
Course Dates
Course 1 - June 10
Course 2 - Sept 10
Course 3 - Dec 3
Course 4 - Mar 10 (2009)
22
Identifying & Identifying & Managing
Managing Stress
in Your Team Stress in Your Team
Purpose:
To provide the knowledge and skills needed to help minimise and reduce the risk posed
by stress to you, your team and the Council.
What you will learn:
The causes and symptoms of stress.
The difference between stress and pressure.
An overview of the law relating to work-related stress.
An overview of the HSE Management Standards for risk assessing stress.
Knowledge of a range of skills and behaviours to help managers prevent and reduce
stress at work.
Benefits for the employee:
Able to identify stress in self and others.
Able to minimise the risks posed by stress at work.
A suggested management competency framework of skills and behaviours needed
to manage stress effectively.
Benefits for the Council:
Stress in the workplace is identified and managed effectively.
The legal and business risk to the Council from Stress related problems is
minimised.
Evidence of reduced sickness/absence levels across the Council.
The council meets its objectives, service targets and maintains. continuous
improvement.
Course Dates
Course 1 - June 24
Course 2 - Oct 7
Course 3 - Jan 29 (2009)
23
Managing Managing Personal
Personal
Stress Stress
Purpose:
To help participants identify the sources of personal stress, recognise how
stress manifests itself and explore ways of coping with stress more effectively.
What you will learn:
The causes and symptoms of stress
The difference between stress and pressure
Why some personalities are more prone to stress
Some strategies for coping with stress.
Benefits for the employee:
Able to identify the source(s) of personal stress.
Able to minimise the risk posed by stress by taking
responsibility for themselves and their actions
Awareness of a range of stress relieving and coping strategies
Benefits for the council:
Individuals manage personal stress more effectively by taking
responsibility for themselves and for their actions
Evidence of reduced sickness/absence levels.
The legal and business risk to the Council from stress related
problems is minimised
Course Dates
Course 1 - May 2
Course 2 - Dec 2
Course 3 - March 3 (2009)
24
Improving
Attendance Improving Attendance
Purpose:
To equip managers/supervisors with sufficient knowledge and confidence to
implement the council’s Improving Attendance Policy and procedures, so that they
can manage attendance and absence effectively.
What you will learn:
Why managing attendance is an important management function.
The council’s policy and procedures applying to absence management.
The roles and responsibilities of managers, employees and others in the
process.
How to conduct Return to Work interviews and Absence Review meetings.
Benefits for the employee:
A sound understanding of the council’s policy and procedures for managing
attendance.
Able to manage staff attendance in a confident and professional manner.
Able to demonstrate a clear, fair and consistent approach to managing
absence.
Benefits for the Council:
Managers are fully briefed and support the council’s Improving Attendance
Policy.
Evidence of reduced absence levels and costs.
The council meets its objectives, service targets and maintains continuous
improvements.
Course Dates
Course 1 - Apr 30, Course 2 - Jun 2, Course 3 - Jun 27,
Course 4 - Jul 24, Course 5 - Aug 5, Course 6 - Sep 30, Course
7 - Oct 29, Course 8 - Nov 27, Course 9 - Dec 18,
Course 10 - Jan 22, Course 11 - Feb 20, Course 12 - Mar 17
25
Project
Management Project Management
Awareness
Awareness
Purpose:
This introductory one day workshop is for anyone engaged in projects for the first
time or as a refresher if it has been some time since you last worked on a project..
What you will learn:
The different types of projects.
The phases a project is likely to experience.
The roles of the key officers.
Methods of working and techniques available.
An overview of the Council’s Project Approval Management Method (PAMM).
Benefits for the employee:
Increased effectiveness and efficiency through a structured approach to
projects.
Improved understanding of the role of the client, customer or sponsor of the
project.
Increased awareness of tools and techniques.
Benefits for the Council:
Better use of resources.
Evidence of complying with accepted practices.
Reduced risk of failure in terms of cost and time.
Course Dates
Course 1 - June 2
Course 2 - Oct 6
Course 3 - Mar 2 (2009)
26
Project
Management Project Management
Purpose:
This 2 day course aims to give practising or potential Project Managers an insight
into current approaches and case studies on the successful management of
projects.
What you will learn:
The Project Management Lifecycle.
Quality models for Project Management.
Your responsibilities as a Project Manager.
Planning, measuring and keeping the project on track.
Clear communication methods.
A detailed explanation of the Council’s Project Approval Management Method
(PAMM).
Benefits for the employee:
Recognise the difference between project working and normal management.
Identify the qualities of a project manager and other key roles.
Confidently plan, organise and document a project.
Understand the basics of risk management.
Benefits to the Council:
Best use of all resources, more “joined-up working” to keep projects within
budget.
Viewed as professional, effective and less wasteful in the use of tax-payers
money.
Clients, customers or sponsors of projects are satisfied with the outcome.
Course Dates
Course 1 - Jul 21 & 22
Course 2 - Jan 29 & 30 (2009)
27
Recruitment
&
Selection
Recruitment & Selection
Purpose:
To enable individuals to carry out the process of filling vacancies with the right applicant
in accordance with the Council’s Recruitment & Selection Policy & Code of Practice.
What you will learn:
The role of HR in advertising and appointing staff.
How to prepare a Job Description and Person Specification.
How to conduct a panel interview using effective questioning and listening skills.
The legal aspects of Recruitment & Selection.
Benefits for the employee:
Able to act confidently and professionally when recruiting new staff.
Confidence that you are acting within the requirements of the Law.
Able to use a range of interpersonal skills in interviewing situations.
Will hold a “Licence to Recruit” for Warrington Borough Council
Benefits for the Council:
Managers are fully briefed and able to support the Council’s Recruitment & Selection
Policy and Code of Practice.
Builds capacity by recruiting suitable and effective candidates.
Saves the Council time and money.
Demonstrates a professional image to potential candidates .
Reduces the risk of legal challenge.
Course Dates
April - 2 & 29 Aug - 6 & 19 Dec - 4 & 16
May - 7 & 20 Sep - 11 & 16 Feb (09) - 12
June - 3 & 26 Oct - 2 & 15 Mar (09) - 24
July - 8 & 23 Nov - 6 & 25
28
Teamworking
Teamworking
Purpose:
For managers and supervisors to develop teams at all levels to achieve targets,
improve services and develop people through effective teamworking.
What you will learn:
Personal motivation, values and benefits.
Belbin Team Roles and complementary roles.
Conflict and conflict resolution.
Teams and team development.
Identifying personal leadership style.
Continuous improvement.
Benefits for the employee:
Increased self-awareness and awareness of others.
Why their contribution to the team is important.
Able to recognise the contribution of others in a team.
A clear action plan to improve personal performance.
Improved job satisfaction and enrichment.
Benefits for the Council:
Evidence of improved communication and co-operation.
Employees work together to deliver Council and departmental service priorities.
Improvement in quality and productivity.
Less absenteeism, increased morale.
Ownership of problems.
Course Dates
Course 1 - Jul 4
Course 2 - Oct 23
Course 3 - Mar 19 (2009)
29
Time
Management
Time Management
Purpose:
To help individuals use the most valuable resource of time, more effectively.
What you will learn:
When is the ‘best time’ for you?
Where is your time lost.
What to do with “time wasters”.
How to prioritise your workload effectively.
Benefits for the employee:
Able to use time more effectively.
Able to control how to use your time.
Able to plan workloads.
How to make more unpleasant tasks more tolerable.
How to make more time for YOU.
How to find time for the development of self.
Benefits for the Council:
Evidence of increased productivity.
More efficient use of staff resources.
Effective planning and scheduling.
Course Dates
Course 1 - June 6
Course 2 - Oct 2
Course 3 - Jan 28 (2009)
30
Write First
Time
Write First Time
Purpose:
To help participants to write clearly, concisely and with the audience in
mind, using a range of ‘Plain English’ techniques.
What you will learn:
Why some ‘official’ writing is inappropriate for use in
business today.
The importance of appropriate tone and style.
The techniques of writing in ‘Plain English’.
Some rules of grammar.
Benefits for the employee:
A sound understanding of the need to write clearly and
concisely.
A confident approach to written communication.
Benefits for the Council:
Written communication is clear and easy to understand.
Helps to promote the Council as professional and
approachable.
The Council meets its objectives, service targets and
maintains continuous improvement
Course Dates
Course 1 - Apr 11
Course 2 - Nov 5
Course 3 - Mar 24 (2009)
31
Writing
for
Writing for Work
Work
Purpose:
To provide an opportunity for participants to brush up their writing skills in a
relaxed and supportive environment.
What you will learn:
How to plan what to write.
How to get your ideas together.
How to make sure your sentences make sense.
Some strategies to remember how to spell difficult words.
How to plan and write a simple report.
Benefits for the employee:
A more confident approach to writing.
Able to write short reports for work.
The opportunity to develop your writing skills in the future.
Benefits for the council:
Improved written communication
Reduced waste and duplication.
(Maximum of 8 People)
Course Dates
Course 1 - Jul 17
Course 2 - Feb 18 (2009)
32
Report Writing Report Writing
for Officers
for Officers
Purpose:
This course supports the Report Writing Guidance that has been produced specifically for
reports that need to be presented to the Council’s Executive for a Decision.
What you will learn:
The structure of the report
The planning timescales needed to be able to meet the Executive Board schedule of
dates in the Corporate Calendar
What constitutes a Key Decision
The Forward Plan and its processes
What information may be placed into the private part of the agenda
Benefits for the employee:
Understanding roles and responsibilities of authors
Understanding who needs to be consulted in the drafting of reports
I mpact of key Decisions on Service Planning
Provides a consistent and transparent process for evidence gathering for external
scrutiny of officer involvement and consultation
Benefits for the Council:
Provides a consistent and transparent process for evidence gathering for external
scrutiny of decisions affecting the Community and our Partners
Supports the council’s drive to engage the community
Enables the Forward Planning Process to achieve the Corporate Plan
Enables achievement of Local Area Agreements, Community Plans and Neighbourhood
Agreements
Course Dates
Dates available on
application
33
Making a Making a Presentation
Presentation
Purpose:
To give participants the skills and confidence to plan, prepare and deliver a presentation, with
the audience in mind.
What you will learn:
How to plan and prepare a presentation.
How to get your ideas together.
How to write clear objectives.
The skills of presenting.
Benefits for the employee:
A confident approach to planning and delivering presentations.
An opportunity to present to an audience in a safe and supportive
environment.
Receive constructive feedback.
Benefits for the Council:
Council policies, issues are communicated effectively to a wider audience
Presentations to groups enhance and contribute to a positive image of the
Council.
*This is a 2-day course. Participants will need to prepare a 5 minute ‘talk’ to deliver on
Day 1. This can be about any subject and can be delivered in any way they feel is
appropriate.
Following on from Day 1, participants will need to prepare a 10 minute work-related
presentation to deliver on Day 2.
(Maximum number of participants 6)
Course Dates
Course 1 - Jul 7 & 14
Course 2 - Nov 17 & 24
Course 3 - Mar 12 & 19 (2009)
34
Be Assertive,
Be Positive
Be Assertive, Be Positive
Purpose:
To define aggressive, passive and assertive behaviours and to demonstrate how
assertive behaviour can help participants to take responsibility for their own life and
choices.
What you will learn:
How to recognise aggressive, passive & assertive behaviours.
How attitudes can influence perceptions and behaviours.
Essential communication skills that contribute to assertive
behaviour.
Your rights in conflict situations.
The skills of assertiveness.
How to assert yourself.
Benefits for the employee:
Able to express your needs, preferences and feelings in a manner
that is not threatening to others.
A sense of self esteem, value and worth as intelligent, capable and
equal human beings is established.
Benefits for the Council:
Promotes direct, honest and clear communication between
individuals.
Individuals taking responsibility for themselves and for their actions.
Course Dates
Course 1 - Jul 29
Course 2 - Oct 21
Course 3 - Feb 24 (2009)
35
Just a Just a Minute
Minute
Purpose:
To improve the overall effectiveness of participants responsible for recording
and writing minutes of meetings.
What you will learn:
The role and responsibilities of the minute secretary.
How to prepare the Agenda.
Some techniques for taking notes at meetings.
How to write up and set out the minutes.
A Plain English approach to writing the minutes.
Benefits for the employee:
Your role and responsibilities as a minute taker/secretary
clearly defined.
A confident approach to recording and writing the minutes.
Able to select an appropriate style of minutes to meet the needs
of your meeting/organisation.
Benefits for the Council:
Records of meetings are accurate and communicated
effectively.
Minutes are clear and easy to understand.
(Maximum number of participants 10)
Course Dates
Course 1 - Jun 20
Course 2 - Dec 4
36 Course 3 - Mar 26 (2009)
Working with Working with Aggression
Aggression
Purpose:
To give participants who deal with aggressive people as part of their job, the
confidence and skills to defuse violence and aggression.
What you will learn:
The Council’s commitment to the safety and well being of staff.
How to recognise the signals of aggressive behaviour.
A range of skills and techniques to defuse aggressive behaviour.
The importance of assessing risks to your personal safety.
Benefits for the employee:
Increased confidence when dealing with aggressive individuals.
Able to develop positive actions/strategies to deal with difficult
situations in the future.
Able to contribute to a safer working environment.
Benefits for the Council:
Policy and procedures for dealing with aggressive people are
communicated and managed effectively.
Contributes to and promotes a safer workplace.
Employees understand their responsibilities to personal safety.
Course Dates
Course 1 - Jul 22
Course 2 - Nov 13
Course 3 - Feb 26 (2009)
37
Taking
Taking
the
the
Chair
Taking the Chair
Chair
Purpose:
To equip employees with the skills necessary to run an effective meeting.
What you will learn:
The role of the “Chair”.
The responsibilities of the “Chair”.
The skills required of a good “Chair”.
The pitfalls of meetings.
Benefits for the employee:
More effective use of meeting time.
More productive meetings.
More time available for other duties.
Benefits for the Council:
Increased productivity.
Better use of resources.
Greater efficiency.
Improved communications.
Course Dates
Course 1 - June 27
Course 2 - Jan 8 (2009)
38
Training the
Training the
Training the
Occasional
Occasional
Trainer
Occasional Trainer
Trainer
Purpose:
To develop and increase the skills of those employees who occasionally are
required to train members of the general public or colleagues.
What you will learn:
How an individual learns.
The learning process.
Developing a training course.
The various training aids available.
About your “performance” as a trainer.
Difficult situations in the training room.
The value of evaluations.
Benefits for the employee:
Greater understanding of the learning cycle and the ways in which people learn
Development of your own learning style.
Practical experience of giving a training session in a secure environment.
Receiving constructive and beneficial feedback.
Seeing yourself as others see you.
Benefits for the Council:
More constructive and professional approach to training.
More efficient and better use of resources.
Pro-active approach to resident issues.
Established standard across the Council.
Course Dates
Course 1 - Aug 5, 6 & 7
Course 2 - Dec 9, 10 & 11
Course 3 - Mar 25, 26 & 27 (2009)
39
Powersolve
Training the
Enquiry
Powersolve Enquiry
Occasional
Training
Trainer
Training
Purpose:
To equip users with the required skills to perform enquiries on Powersolve
What you will learn:
How to access Powersolve
How to change your password
What are dynamic and snapshot enquiries and when to use them
What are the different ledgers and what information is included on each
How the general ledger is set up in terms of hierarchy and security
How to ‘drill down’ to view further information for different types of transactions
How to view a creditors invoice
What commitments are and how they affect budgets
Budget profiles
Benefits for the employee:
Increased understanding of how to use Powersolve
Increased understanding of the different ledgers and the information available on each
Increased understanding of how commitments should be used
Benefits for the Council:
Users are able to obtain the information they require from the Corporate financial system.
Who should attend
This course is intended for those who wish to obtain information from Powersolve. Note that
budget holders/cost centre managers should attend the course entitled ‘Powersolve Training for
Managers’.
Course Dates - AM ONLY
Course 1 - Jul 15 Course 4 - Dec 8
Course 2 - Aug 4 Course 5 - Jan 27 (2009)
Course 3 - Nov 18 Course 6 - Feb 10 (2009)
40
Training the
Powersolve
Occasional
Powersolve Training
Training
Trainer
for Managers for Managers
Purpose:
To equip managers and budget holders with the required skills to manage their financial
responsibilities more effectively.
What you will learn:
How to access Powersolve
How to change your password
What are dynamic and snapshot enquiries and when to use them
How the general ledger is set up in terms of hierarchy and security
How to ‘drill down’ to view the charges/income on your cost centre
What commitments are and how they affect your budget
Budget profiles
Benefits for the employee:
Increased understanding of how to use Powersolve to control budgets
Increased understanding of how and why budgets should be profiled
Increased understanding of how commitments should be used
Benefits for the Council:
Managers are able to obtain information to assist with budgetary control
Evidence of effective financial control
Who should attend?
Budget holders/cost centre managers. For other users, please refer to the course
entitled ‘Powersolve Enquiry Training’
Course Dates - AM ONLY
Course 1 - Jul 15 Course 4 - Dec 8
Course 2 - Aug 4 Course 5 - Jan 27 (2009)
Course 3 - Nov 18 Course 6 - Feb 10 (2009)
41
Training the
Risk
Occasional
Management
Trainer
Risk Management
Purpose:
To ensure that the Council adopts and embeds a consistent framework within
which Risk Management will be carried out across the Authority
What you will learn:
The Council’s attitude towards assessing and dealing with risks to its
operations
Understand methodologies and processes used in Strategic Risk Management
Understand the importance of Risk Management to our service delivery
Outline of roles and responsibilities and how the strategy will work
Benefits for the employee:
Understand what are the likely risks to our operation
Clear outline of roles and responsibilities
Provides opportunity to practice the processes involved
Meets the requirements of external scrutiny
Understand the criteria of likelihood and impact on services
Benefits for the Council:
Aligns routine operations to include management of risks
Builds capacity
Provides evidence for external scrutiny
Avoids unforeseen costs in maintaining services
Course Dates
Dates available on
42 application
Training the
Dealing with
Dealing with Freedom of
Occasional
Freedom of
Trainer
Information
Information
Purpose:
To brief Officers who may have to handle requests for information under the Freedom of
Information Act 2000 and the Environmental Information Regulations 2004 for Warrington
Borough Council
What you will learn:
Understand the scope of the underlying legislation
Definitions of environmental data and personal data
Appreciate the interaction between the legislation and other enactments including the Data
Protection Act 1998
Identifying a request for information under the legislation
Undertake a study of the exemptions and exceptions that can be applied
Understand the application of the public interest test including when, how and who should
apply it
Know how to deal with requests to review a response
Understand the duty to assist
Raise awareness of publication schemes
Benefits for the employee:
Actual sample requests will be used for discussion
Opportunity for issues specific to any of the delegates to be raised and discussions to take
place during the course
Specialist speaker will also be available throughout the day for any specific issues any
delegate may wish to discuss
Benefits for the Council:
Complies with legislation
Contributes to external reputation for transparency
Minimises use of resources and costs in dealing with requests
Course Dates
Course 1 - Sep 18
43
Effective Effective Complaint
Complaint
Training the
Handling
Occasional Handling
Trainer
Purpose:
A one day skills course in investigating complaints, delivered by experienced LGO investigators.
Participants can draw on a fund of knowledge gained from our experience of over three decades of
complaints investigation. The course presenter will also be familiar with the authority’s complaints
procedure.
What you will learn:
The course is interactive using a variety of activities and materials including:
Participants’ experience of making complaints and our experience of what can go wrong
Research findings on what contributes to customer satisfaction and trust in service providers
A troubleshooting exercise to consider the problems staff encounter and possible solutions.
Participants work on a case study. Using their expertise and drawing on the experience of the
investigator, they define, investigate and reach a conclusion on a complaint. The presenter explains the
principles applied by the LGO for resolving complaints and this is applied to the case study.
•The presenter offers guidance and insight throughout the day on applying the LGO’s principles of good
practice in investigating complaints.
Benefits for the employee:
The aim of the course is to help participants to develop their skills in:
Defining and analysing complaints
Planning investigations and making the best use of sources of information
Evaluating information and making sound decisions
Communicating those decisions effectively
Resolving and learning from complaints
Overcoming common problems.
Who should attend?
For local authority staff whose jobs involve dealing with complaints in the higher stages of the
complaints procedures, after the informal stage and up to the point of deciding the complaint. It is a
course for managers, team leaders, departmental and corporate complaints officers.
For those receiving and dealing with the earlier stages of complaints the Good Complaint Handling
course is recommended
Course Dates
Dates available on
44 application
Part 3
New Managers’ Programme
Ì The New Manager
Ì Managing Your Resources
Ì Managing Your People
Ì Managing and
Communicating with Your Team
Ì Managing Yourself and Your
Time
Our Values
Our Values
listening and engaging
listening and engaging
45
New Managers’ Programme
Day 1
The New
Manager
Day 2 Day 3
Managing Managing
Your Your
Resources People
Day 4 Day 5
Managing &
Communicating Managing
with your Team Yourself and
Your Time
“The Building Blocks of Management”
This 5 day programme has been developed with the ‘new’ or ‘first line’ manager in mind. It aims to
address the following questions:-
Ì What is expected of you as a manager?
Ì How should you manage your people?
Ì What do you need to know?
Ì Are there any special skills you need?
We have asked experienced managers in the council what they consider to be essential management
skills, and have combined their responses with external expertise in key areas. The following pages
outline what you will learn on each of the 5 days, how you will benefit from each day’s training and how
the council will benefit from your increased knowledge and skills.
To benefit from this programme, you must attend ALL the 5 days.
Who should attend? Course Dates
All new and first line managers. Programme 1 - May 29, Jun 5, 12, 19 & 25
Programme 2 - Sep 12, 19, 26, Oct 3 & 10
Programme 3 - Jan 19, 27, Feb 3, 10 & 17 (2009)
In addition to the programme dates above, you will be invited to attend 2 lunchtime sessions with your
line manager:
A pre-course lunch to find out more about the programme and the level of commitment expected from
those attending. The pre-course lunch dates are:
Programme 1: May 12 Programme 2: Aug 20 Programme 3: Jan 7 (2009)
A post-course lunch to identify any difficulties / opportunities in putting learning into action at work.The
post-course lunch dates are:
Programme 1: Jul 30 Programme 2: Nov 21 Programme 3: Apr 2
46
Day
1
Day 1 -
The New Manager
Purpose:
To develop a clear understanding of the Council’s objectives and the
legislation within which the Council must operate.
What you will learn:
Ì The content & structure of the New Managers’ Programme.
Ì How the Council meets its objectives and priorities.
Ì Your role & responsibility as a manager within the council.
Ì How to prepare and conduct Performance Review &
Development (PR&D) interviews with members of your team.
Ì An introduction to speed-reading.
Benefits for the employee:
Ì Increased understanding of how your job role relates to the
council’s priorities.
Ì Clear guidelines on council procedures and the manager’s role
within the council.
Ì Increased knowledge of the structure of local government and
the democratic process.
Ì Able to identify and prioritise appropriate training and
development needs of individuals in your team.
Benefits for the Council:
Ì New and first line managers are fully briefed about the council’s
business and how it meets the needs of local people.
Ì Managers have knowledge and understanding of council policies
and procedures.
47
Day
2
Day 2 -
Managing Your Resources
Purpose:
To help new managers understand the way in which Council finances are
managed, to raise awareness of health & safety at work and to gain an
insight into the successful management of projects.
What you will learn:
Ì How the council gets its money and how it is spent.
Ì The council’s procedures for ordering goods and choosing
supplies and suppliers.
Ì Your responsibilities for health & safety at work and an overview of
current legislation.
Ì How to manage projects effectively.
Ì Receive an overview of the Council’s Project Approval
Management Method (PAMM).
Benefits for the employee:
Ì Able to manage budgets & other resources within your team.
Ì An understanding of council finances.
Ì Able to put into practice council procedures for ordering goods.
Ì Awareness of health & safety issues at work.
Ì Able to manage projects successfully and use PAMM where
appropriate.
Benefits for the Council:
Ì Budgets and resources are managed effectively.
Ì A speedier, corporate approach to purchasing goods from
approved council suppliers.
Ì Projects are managed effectively in accordance with PAMM.
Ì Managers have up to date knowledge of health & safety legislation
and awareness of safety issues and responsibilities.
48
Day
3 Day 3 -
Managing Your People
Purpose:
To help new and first line managers select and appoint people and to
manage Human Resource (HR) policies and procedures fairly and
effectively within their teams.
What you will learn:
Ì How employment law protects the workforce and the
organisation.
Ì Clear guidelines for recruiting & selecting the right
person for the job.
Ì An overview of the council’s Apprenticeship Programme
and how it could contribute to the recruitment process.
Ì How to improve attendance in your team.
Ì Clear guidelines on handling discipline and grievance
issues.
Benefits for the employee:
Ì A professional approach to selecting and recruiting
people.
Ì Able to promote a positive attendance culture in your
team and manage absence effectively.
Ì A knowledge of the Council’s Disciplinary and Grievance
Procedures and the legislation around discipline and
dismissal.
Benefits for the Council:
Ì New managers are fully briefed to act within the law.
Ì Evidence of reduced levels of sickness absence.
49
Day 4 -
Day
4
Managing & Communicating
With Your Team
Purpose:
To develop effective teams and team roles and to improve verbal and
written communication.
What you will learn:
Ì What makes a team and the benefits of team working.
Ì The importance of effective communication.
Ì An introduction to writing in ‘Plain English’.
Ì How to improve your meeting and networking skills.
Ì How to identify and manage stress in your team.
Benefits for the employee:
Ì Able to work more effectively with your team/s.
Ì Improved verbal communication.
Ì A clear and concise approach to written communication.
Ì Able to identify signs of stress in self and others.
Benefits for the Council:
Ì Improved verbal and written communication.
Ì Positive and effective team working across the council.
Ì Stress is identified and managed.
50
Day 5 -
Day
Managing Yourself and
5
Your Time
Purpose:
To explore new ways of working within teams, to organise time at work
effectively and to ensure that equality and diversity underpins our work
activities.
What you will learn:
Ì Some useful techniques to manage time more effectively.
Ì WBC’s commitment to equality and diversity.
Ì How to coach and develop individuals to bring about
improvements at work.
Ì A ‘new’ awareness of personal characteristics, qualities and
preferences.
Ì How personal analysis can be used to enhance the roles of
the manager and team members.
Benefits for the employee:
Ì Able to use your time wisely at work.
Ì Able to improve areas of your work and/or services to ensure
that they meet the requirements of equalities & diversity
legislation.
Ì Able to use coaching skills to improve the performance of
others.
Ì Discover more about your personal characteristics and the
characteristics of your team members.
Benefits for the Council:
Ì More effective use of time at work.
Ì Improved work performance through coaching.
Ì The development of individuals and teams to help meet the
council’s objectives and government legislation.
51
Part 4
Changing Directions of
Middle Managers’
Management
Change Programme
This two-day programme is designed to
This two-day programme is designed to
Build on the learning from the New Managers’ Programme
Build on the learning from the New Managers’ Programme
Prepare middle managers for the higher levels of management
Prepare middle managers for the higher levels of management
Develop partnership working
Develop partnership working
Provide an understanding of future leadership requirements
Provide an understanding of future leadership requirements
Prepare Middle Managers for Flexible working
Prepare Middle Managers for Flexible working
In addition to the above programme, the following courses in our
In addition to the above programme, the following courses in our
Service Improvement programme are regarded as “must attend” and
Service Improvement programme are regarded as “must attend” and
a pre-requisite of attending this programme
a pre-requisite of attending this programme
Recruitment and Selection
Recruitment and Selection
Project Management Awareness
Project Management Awareness
Improving attendance
Improving attendance
Financial Skills for Managers
Financial Skills for Managers
Equality & Diversity
Equality & Diversity
Our Values
Our Values
aiming to be outstanding
aiming to be outstanding
52
Middle Managers’ Change
Programme - Day 1
Purpose:
To introduce a model for change accepted as crucial to Warrington’s
Transformational Change Agenda
What you will learn:
What is Warrington’s Transformational Change programme
What your role is in terms of delivering the change plan in your area
What you need to know about workforce behaviour during times of
change
What areas for development do you need
Benefits for the employee:
Clear and consistent message about the Council’s change
programme
Opportunities to share experience and knowledge of dealing with
change
Action plan to realise your potential
Benefits for the Council:
Recognises potential talent for future succession planning
Capacity building
Course Dates
Dates on Application
53
Middle Managers’ Change
Programme - Day 2
Purpose:
To introduce partnership working to reinforce the need to engage our
operational partners in the community we serve and the further into regional
and sub-regional networks.
What you will learn:
What is Warrington’s Network of partner organisation
What your role is in terms of engaging with organisations as partners
What you need to know about networking
What future community-wide inspections will involve
What areas for development do you need
How to deal with flexible working arrangements
Benefits for the employee:
Clear and consistent message about the Council’s approach to working
with partner organisations
Opportunities to share experience and knowledge of networking
Understand organisational politics and your sphere of influence
Action plan to realise your potential
Benefits for the Council:
Identifies resources to work with and through partner organisations
Provides evidence of commitment to community engagement and place-
setting for future inspections
Course Dates
Dates on Application
54
Part 5
Performance
Management Programme
Performance Management in Warrington
Performance Management in Warrington 56
56
Developing Service & Team Plans
Developing Service & Team Plans 57
57
Performance Review & Development
Performance Review & Development 58
58
How to Improve Employee Performance
How to Improve Employee Performance 59
59
Our Values
Our Values
investing in our people
investing in our people
55
Performance Management
in Warrington
Purpose:
To provide an overview of the Corporate Performance Management Framework and
how the Departments and Services will be required to implement and monitor its key
components.
What you will learn:
Community Strategy and the Corporate Plan for 2007/8.
Overview of current Key Performance Issues.
The Service Planning Hierarchy - Directorate, Service, Team & Individual.
The role of Performance Indicators.
Monitoring, review and reporting requirements.
How PR&D supports the Council’s Performance Management Framework.
Central government’s performance requirements for local government.
LPSA and CPA requirements.
Benefits for the employee:
Gains an introduction into the wider Corporate Performance agenda.
Understands the key issues influencing Service, Teams and their own performance
plans.
Identify their own and their teams’ performance planning and reporting
responsibilities.
Benefits for the Council:
All employees are aware of the Council’s key performance issues.
Departments support and implement the Corporate Performance Management
Framework.
Course Dates
Course 1 -
Course 2 -
Course 3 -
56
Developing Service &
Team Plans
Purpose:
To enable managers and individuals to gain a thorough understanding of the
Council’s Performance Management Framework (PMF).
What you will learn:
What Performance Management means and why it is important.
The components of the Council’s PMF.
How to determine and audit priority Performance Indicators.
How to set Performance Objectives and targets.
How PMF will work in practice - key processes roles and responsibilities.
How to monitor and report performance consistently.
Understanding Corporate Performance Assessment.
Benefits for the employee:
Improved personal awareness and understanding of Performance
Management.
Understanding your contribution to Corporate, Departmental and Team
Performance Plans.
Able to implement the requirements of the Council’s PMF.
Able to lead your team in creating a Team Performance Plan.
Benefits for the Council:
Managers are fully briefed and able to support the Council’s Performance and
Service Planning Process.
Evidence of service improvements and process of addressing the Council’s
Performance priorities.
Course Dates
Course 1 -
Course 2 -
57
Performance Review &
Development Process
Purpose:
To enable managers and individuals to understand and implement the Council’s
Performance Review & Development process with all Council employees, in order to
support the continuous improvement of services.
What you will learn:
The Performance Review and Development (PRD) process.
How PRD supports the Council’s Performance Planning Framework.
How to set individual performance objectives and targets.
How to create effective development plans.
How to monitor and assess performance consistently.
Benefits for the employee:
Gains a clear understanding of what is expected of them.
How their performance will be assessed.
How they contribute to team and organisational objectives.
Involvement and commitment to their own performance and development plan.
Understanding of their own and their manager’s responsibilities regarding
performance management.
Benefits for the Council:
Performance of all employees is managed effectively.
Employees understand and work to deliver Council and departmental service
priorities.
Employees are developed to reach their full potential.
Course Dates
Course 1 - May 16
Course 2 - Sep 18
Course 3 - Jan 15 (2009)
58
How to Improve Employee
Performance
Purpose:
To enable managers to support individual employees to improve their
performance.
What you will learn:
How to identify under performance.
Use different techniques to address under performance.
How to give constructive feedback.
Awareness of the Councils managing employee performance procedure.
How to devise and monitor individual improvement plans.
Benefits for the employee:
Participants will be clear in their responsibility to address under performance.
Participants will be able to deal positively and pro-actively with performance
issues.
Participants will be able to keep individuals informed of what’s expected of
them.
Benefits for the Council:
Employees are supported to improve their performance and service delivery.
Services are delivered more effectively and efficiently.
The Council has a clear process for dealing with performance issues.
Course Dates
Course 1 - Jul 18
Course 2 - Nov 4
Course 3 - Feb 5 (2009)
59
Part 6
Information Technology
The use of desktop computers extends to almost all operations
The use of desktop computers extends to almost all operations
at WBC to enable us to communicate electronically with
at WBC to enable us to communicate electronically with
colleagues and customers alike.
colleagues and customers alike.
At the start of your employment you will be given instructions to
At the start of your employment you will be given instructions to
help you find your way round the systems in operation at
help you find your way round the systems in operation at
Warrington.
Warrington.
Our IT Department operates a Help Desk Facility should you
Our IT Department operates a Help Desk Facility should you
experience operational problems in your work. We also deliver
experience operational problems in your work. We also deliver
training courses at the Personal Development Centre (PDC) for
training courses at the Personal Development Centre (PDC) for
most applications.
most applications.
These courses are deliberately designed to concentrate on a
These courses are deliberately designed to concentrate on a
range of operational tips, techniques and shortcuts to increase
range of operational tips, techniques and shortcuts to increase
your effectiveness on this area of work, covering:-
your effectiveness on this area of work, covering:-
Word
Word
Excel
Excel
PowerPoint
PowerPoint
Further guidance will also be offered on appropriate and
Further guidance will also be offered on appropriate and
acceptable use of computers at work, covering e-mail,
acceptable use of computers at work, covering e-mail,
Employee-mail, and both Internet and Intranet usage.
Employee-mail, and both Internet and Intranet usage.
Our Values
Our Values
investing in our communities
investing in our communities
60
Operational IT
Induction
Purpose:
To introduce Operational IT and Business Solutions to new employees and to explain the way
we work.
What you will learn:
When to contact Operational IT
When to contact Business Solutions
An overview of how to use Outlook
The advantages of EAS (exchange archiving solution)
How and where to store your saved documents, User Area or Shared Area
An introduction to Siren and how to log and track your own calls
The complaints and Escalation procedures within OIT
About Internet Access
About Health & Safety (VDU Assessment)
Benefits for the employee:
A confident approach to contacting OIT or Business Solutions
Effectively manage your own user area or shared area
Understand and manage your archived e-mails
Able to log and track your own IT calls
Awareness of councils policy on the Internet and phone usage
Awareness of Health & Safety
Benefits for the Council:
Employees working more effectively
Improved productivity
The efficient use of e-mail
Efficient use of server disc capacity
Reduced sickness due to improved awareness of H&S in respect of using computer
equipment
Improved work planning
(Maximum number of participants - preferably 1 but can be done in group sessions if required)
Course Dates: As and when required by new starters
61
Using your PC at WBC
Purpose:
To enhance the understanding of e-mail and file storage, enabling participants to work more
effectively. To empower people to log their own IT calls.
What you will learn:
How to get the best out of Outlook ie auto signature, personal address books, creating sub
folders etc.
An overview of EAS (exchange archiving solution) & Mailbox limits
How and where to store your saved files and folders
An overview of SIREN - the new way to log and track your own IT calls
Benefits for the employee:
Enable you to manage your e-mail account effectively and efficiently
Understand and manage your archived e-mails
A greater understanding of the way files are stored and backed up
A confident approach to logging and tracking your own IT calls on SIREN
Benefits for the Council:
A standard and efficient approach to the use of e-mail
Less storage space required for e-mail
A unified approach to saving files and folders, therefore less duplication of data
An online system for logging and tracking IT calls leading to improved business intelligence
and improved use of staff resources.
(Maximum number of participants 15)
Course Dates Course Dates
Course 1 - Apr 9 PM - Quattro 5th Floor Mtg Rm
Course 2 - Apr 21 PM - St Werburghs Rm 38 Course 9 - Sept 17 PM - Palmyra House 3rd Floor
Course 3 - May 13 PM - Palmyra House 3rd Floor Course 10 - Oct 14 - Bewsey Old School
Course 4 - June 11 PM - Hawthorne Ave Conf Rm Course 11 - Oct 22 PM - New Town House Rm 5
Course 5 - June 13 PM - Bewsey Old School Course 12 - Nov 25 PM - St Werburghs Rm 38
Course 6 - June 17 PM - New Town House Rm 5 Course 13 - Dec 10 PM - Palymra House 3rd Floor
Course 7 - Jul 16 PM - St Werburghs Rm 38 Course 14 - Dec 11 PM - Quattro 5th Floor Mtg Rm
Course 8 - Sept 10 PM - Quattro 5th Floor Mtg Rm
62
Course Dates
Course 1 - Jun 9
Course 2 - Jul 14
Course 3 - Oct 6
63 Course 4 - Mar 9
Course Dates
Course 1 - Sep 15
Course 2 - Oct 13
Course 3 - Nov 10
64 Course 4 - Jan 12 (2009)
Course Dates
Course 1 - Oct 20
Course 2 - Feb 9 (2009)
Course 3 - Mar 16 (2009)
65
Course Dates
Course 1 - Oct 27
Course 2 - Feb 23 (2009)
Course 3 - Mar 23 (2009)
66
Course Dates
Course 1 - Jun 16
Course 2 - Oct 7
Course 3 - Feb 16 (2009)
67
Part 7
Personal Life Planning
Programme
Mid Life Financial Planning 69
Planning for Retirement 70
Our Values
Our Values
investing in our people
investing in our people
68
Mid Life Financial Planning
According to experts, around 45 is the last time you can
make any serious financial provisions for the next era in your
lifecycle, retirement. This fact has been borne out by the
many employees, who, having attended the Council’s
“Planning for Retirement” course, said “I wish I’d known
earlier”.
To address this problem, we have arranged two half-day
training sessions with experts in pension and financial
planning. The sessions will provide an opportunity for
employees to explore and examine issues around their
personal pensions and financial status, with a particular
focus on Local Government Pension, State Pension, and
guidance on financial planning/management.
Course Dates
Course 1 - Oct 22
69
Planning for Retirement
Retirement is the third chapter in your life’s history. With advances
in medical science and a better diet, there is potential for this to be
another long and significant chapter. However for life to continue to
be full, diverse and meaningful, it will need some planning.
Retirement should not just happen. For retirement to be successful
and worthwhile, it must be planned like all other major events in your
life. Employees who are due to retire in the next twelve to eighteen
months are invited to attend this course where advice and guidance
will be offered on a variety of issues relating to retirement. Partners
are welcome to join individuals on the course.
The financial information and pension benefit details given at the
Mid-Life Financial Planning sessions will be updated and there will
be an opportunity for a short, private discussion with the financial
advisor. There will also be a short presentation on looking after your
health in retirement and practical advice on personal safety.
Several other speakers will offer suggestions of how you might
spend that new found “spare” time with either voluntary or paid work
- should you still be undecided.
You can apply to attend this course by contacting your line manager.
Course Dates
Course 1 - June 17 & 18
Course 2 - Feb 18 & 19 (2009)
70
Part 8
Apprenticeship Team
Apprenticeship Frameworks
Other NVQ’s
Our Values
Our Values
investing in our people
investing in our people
71
Apprenticeships
The Council’s commitment to providing paid employment with training for school leavers has been
recognised by the local Learning and Skills Council. They have awarded WBC a contract to deliver full
apprenticeship and advanced apprenticeship frameworks including the Key Skills and Technical
Certificate in the following disciplines:
Administration.
Customer Service.
I TQ.
Team Leading.
Management.
Child Care Learning and Development.
Contact Centres
Retail
Child Care
Social Care
WBC will provide and arrange:-
A personal training programme with individual targets.
Release from the workplace to attend formal training at the PDC.
Personal assessor and workplace supervisor support.
A range of other support listed in an “Entitlements” brochure.
Information, advice & guidance on development opportunities available.
For further information contact the PDC on 458100 or look at the Council’s website -
www.warrington.gov.uk/apprenticeships.
To support the full workforce the PDC can deliver the following NVQ and skills for life qualifications to
staff who are not eligible for apprenticeship funding.
Administration Level 2 to 4
Customer Service Level 2&3
ITQ Level 2&3
Team Leading Level 2
Management Level 3&4
Assessor Award (A1) Level 3
Verifier Award (V1) Level 3
Contact Centres Level 2&3
Retail Level 2 & 3
Key Skills Level 1, 2, 3 & 4
All candidates will have:
A personal training programme with individual targets.
A personal assessor and Internal verifier assigned to them.
Information, advice and guidance specific to the qualification being worked towards.
72
Part 9
Consultancy, Advice and
Facilitation Service
Advice on Workforce Development
Business Service Planning
Away Day Facilitation
Personal and Team Development
Our Values
Our Values
aiming to be outstanding
aiming to be outstanding
73
Consultancy, Advice &
Facilitation Service
Purpose
More Departments are taking advantage of “Away Days” to formulate their
Business Service Plans, Review departmental, team and individual performance,
consider new and improved ways of working or dealing with organisational
change.
The Workforce Development Team can help in this process by offering advice on
the structure of such events or facilitating on the day.
Benefits to the department:
We can help you focus on the real objectives and outcomes you require.
Advise on recent best practice.
Offer personal and team analysis tools coupled with personal coaching and
mentoring.
Recommend approaches and services from external sources beyond our
current qualifications and expertise.
Provide accommodation away from the workplace.
Benefits to the Council:
Improved Performance Management.
Effective Business Planning.
Better targeted team and personal development.
Improved staff morale and job satisfaction.
74
75
How to find us
Warrington Borough Council
Personal Development Centre
Irwell Road, Warrington, WA4 6QR
76 Phone - 01925 458100
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