ITEM No 6
Salford City Council
“SCC’s Corporate Approach to delivering the Employment Plan”
Corporate Employability Action Plan (2006 – 2007)
No. Priority Description Key Actions Deadline/Progress Lead
1. Develop a joint Investigate Agree corporate approach. Corporate mapping initiative – GIS being under Paul Coward
Information / corporate taken. ICT, Customer
performance approach to GIS The council is nine months into a twelve month & Support
management (Geographical initiative that will; establish a spatial data dictionary Services
system to inform Information and repository of „fit-for-purpose‟ data, implement an
planning and System). intranet mapping system for data sharing, and
targeting of provide an internet mapping system for informing
services to the and interacting with the public.
community. A supplier has been selected (CadCorp Ltd) and
work commissioned which will:
Give all users simplified access to complex
Provide a new and powerful method
interaction with the public
Increase data sharing
Implementing Electronic Government
Enhance CRM for non-address based
reports/requests (Phase II)
Reduce the Freedom of Information burden
Allow the map visualisation of address based
Combine of disparate data sets
Assist in the identification of cause and effect
Driving the initiative forward, Paul Coward,
Corporate GIS Consultant Customer and Support
Services Directorate ICT Services Division E-
Government Services Section.
Development of Intranet and Internet systems
commissioned for implementation in June
and July 2006
Initial data sets for web-mapping systems
Data Audit under way to determine quantity
and quality of spatial data
Shared Spatial Data Warehouse
commissioned for implementation in July
Phase 1 webGIS rollout in June/July with Phase II
(Additional data and functionality) in
Spatial Data Warehouse to be implemented in July
2006 after which incremental population can begin
by all directorates
September 2006 everything in place by then to be
handed over to a new member of staff with GIS
Need to gain Establish Funding Paul Coward working on this with Dave Hunter. Customer &
corporate “buy-in” requirements. Look at Developments: Support
– system costs to implement and Services
dependant upon operate a corporate GIS. Presented to Corporate ICT Board, Elected
what info is input. Investigate funding of GIS Members Technical Group, Neighbourhood
via top slicing across Managers and Urban Vision Management
Ongoing dialogue with; existing user
community; Capita (Urban Vision); Corporate
ICT Board; and ICT staff involved with other
potentially related projects.
Development of Ward profiles will be Paper based ward profiles will be made available Alan Tomlinson
ward profiles developed which will give during July 2006.
an overview of key stats,
performance information Following that work will begin in ensuring that the
and consultation results on internet/intranet based information portal delivers all
a ward by ward basis the information available in the ward profiles.
Development of July 2006 Alan Tomlinson
2 Raise profile of Employability Nominate Directorate Directors Team considered this on 18th May 2006 Chief Executive
employability agenda needs to Employability Champions & Directors
agenda. be “championed”
corporately at a
Consider if Employability Directors Team considered this on 18th May 2006 Chief Executive
should become a Cabinet will be available at the Scrutiny meeting & Directors
Work Plan Priority
Consider Employability as Directors Team considered this on 18th May 2006 Chief Executive
a core element on the & Directors
Balanced Score Card,
which each directorate
would need to address
Commitment to Directors Team considered this on 18th May 2006 Chief Executive
development of a Cabinet & Directors
3 Improve Access to Potential co- Commitment to corporate ED/Children‟s Services/ Community Health and Chief Executive
SCC Employability location/joining- approach to Social Care to consider scope for joint delivery/co- & Directors
Services up of commissioning /location of location of complimentary services.
employability services e.g. Jobshop
services. service, Children‟s Centres Mapping of existing and planned locations required,
Libraries, 1-stop-shops, followed by joint planning meeting.
Develop Web Use “Think Employability” Think Employability is on the Service Improvement ED (Emily
based and as vehicle for delivery Agenda Kynes) &
telephone access Customer &
to Information Review & re-launch An Action Plan has been drafted detailing Support
and services for Employability Web pages timeframes for both Web Access and phone pilot Services
Learning & Skills Pilot 1 telephone number Cohen)
for Employment, Learning
& Skills Provision
Improve Co- Consider either Directors Team considered this on 18th May 2006 Chief Executive
ordination of extension of Business & Directors
Work Placements education Partnership
across SCC (BEP) Contract with
Salford Foundation, or
extension of role for
to Co-ordinate ALL SCC
placements (provide a
single point of contact)
4 Improve Raise Inter Improve access to This will be addressed via Think Employability ED (Emily
communications agency / information via Intranet / Project described above. Kynes) &
and understanding department Website & Customer &
of internal awareness. Ensure links to partners Support
structures and Services
responsibilities to (Richard
enable close Cohen)
Consider pooling Coordinate / join up Action Salford‟s Economic Development Forum and Salford EDLSP
of resources/Joint Plans and undertake joint Lifelong Learning Partnership have now merged
working bids for external funding (Salford Economic Development, Learning & Skills
e.g. ESF. Partnership). The EDSLP should seek to co-
ordinate/endorse bids for Employment, Learning &
Skills projects in Salford.
Directors to consider & advise on internal/cross Chief Executive
directorate pooling /alignment of resources &
Commitment to Develop Joint Action Directors to consider scope of a Joint Action Chief Executive
ongoing Learning Set. Learning Set &
communications Action Learning Sets – Directors
& joint working cross directorate NB. Note relationship with „Transform Network‟
representation by officers, established at last Directors Team meeting.
specific tasks / challenge
to be set
5. Raise the profile of Develop Co- Promote good practice Directors to nominate Marketing & Communications Chief Executive
opportunities, ordinated Raise aspirations of representative to Corporate Employability Group &
activities & Communications citizens Directors
achievement Strategy for Celebrate achievements
Salford Employability Raise awareness of
Raise profile of Take Corporate Directors Team considered this on 18th May 2006 Chief Executive
agenda with Employability Action Plan
Senior Manager to Leadership Road show
and gain buy-in to
Consider Annual Annual celebration of Directors Team considered this on 18th May 2006 ED to Lead
Salford achievements to recognise
Employment, Employers, trainees &
Learning & Skills Learners
celebration Certificates / Awards to be
SCC/ Partnership achievements and good
6. Recruitment Develop role of Deliver on SCC as SCC as an Employer Plan endorsed at Strategy and HR
practices to foster SCC as an Employer Action Plan Regeneration Scrutiny Committee 01.11.04
wider access into exemplar
employment within Employer and Continue to input to Public SCC as an Employer Progress report to Customer
the City Council. work with other Sector Employers Group Services Scrutiny Committee on 25th April 2005
Public sector Further reports on a quarterly basis.
partners to rollout
joint initiatives SCC as an Employer Group and Public Sector as an
Employer Group now merged and called Public
Sector Employers Group
Public Sector Employers Action Plan agreed at
Public Sector Away Day held Jan 05. First Action
from Plan Public Sector – Jobs In Salford recruitment
event held on 13th September 2005.
SCC as an Employer Group and Public Sector as an LSP
Employer Group now merged and called Public
Sector Employers Group. Group has now not met
since September 2005 – Question whether it should
continue as a „standing‟ group or brought together for
particular initiatives? LSP has agreed to convene a
meeting of the Public Sector group to agree new
priorities & joint strategies
SCC HR Review Roll out of Options tool kit Options launched. -September 2005 HR
and HR team to approach to SCC
embrace recruitment and selection. Review of Recruitment & Selection Code of Practice
employability to include „Options‟ and provide practical advice and
agenda, with steps for recruiting a more diverse workforce.
support from ED Complete by 31st July 2006.
directorates Programme of training for managers on new
processes etc. from September 2006 to March 2007
Now embedded within First Line Managers Training
Corporate Consider setting Individual Directorate targets for BVPI groups have HR
employment/ new/additional been set and are reviewed at QPEs and Director‟s
engagement “Diversity/Inclusion” targets Performance Quarterly.
target groups to by directorate.
be set Consider whether additional targets need to be set
Key target groups e.g. for groups not included in BVPIs e.g. looked after
local people, BME, children and people with disabilities.
disabled, people on IB.,
ex-offenders, people aged Directors to consider/decide on which should be Chief Executive
50+, children leaving care, SCC target groups &
people with learning Directors
Positive Action Develop a Core and Core and management competency framework now HR
Programmes/ management competency established. To be introduced into recruitment and
Strategies top framework selection. By 31 July 2006. (see above).
Develop a Clerical/admin pool Clerical/admin pool established targeting BME and
groups into Chief Executive
to meet temporary staffing Disabled applicants. Ongoing
employment in needs & provide routeway
SCC into employment for target 22 people employed through admin/clerical pool to date Directors
continuation of Extended schools work Extended work experience placements for yr 10 and 11
current strategies experience placements children disaffected from academic achievement.
& development Ongoing.
of new ones Extended work experience placements for looked after
children. From September 2006
Establish a partnership with Establish a partnership with supported employment
supported employment organisation to develop access routes for people with
significant disabilities. May 2006.
Deliver at least one supported employment job in each
Directorate by April 2007 (as per previous agreement by
Undertake Job Fairs Joint Public Sector Recruitment Event held September
Undertake Job Fairs to attract applicants from BME,
disabled and young people. Ongoing.
Develop a “Young Young ambassadors to undertake promotions at schools
Ambassadors” Programme to and colleges. Ongoing.
encourage people under 25
into employment in SCC 3 Schools to be visited a term
Children‟s Services to
consider rollout of Young
Ambassadors programme to
deliver “Raising Aspirations”
Develop Initiatives to increase Initiatives to increase BME recruitment into social care
BME recruitment workforce. Ongoing.
Clerical/admin pool established and ongoing.
Establish schemes for Establish schemes for increasing employment of ex-
increasing employment of ex- offenders and people involved with drugs and alcohol.
Introduce „Gateway‟ by December 2006.
Develop a “Public sector Develop in Partnership with LSC by March 2007.
Apprenticeship” to be piloted
in SCC First Intake April 2007
Consider Develop a Positive Active Directors Team considered this on 18th May 2006 ED/HR
Development of Training Programme &
SCC Positive secure funding
for target groups
Consider Salford Develop and secure Directors Team considered this on 18th May 2006 Chief Executive
Mentoring project funding for Salford &
to train mentoring project Directors
how to support &
training and in
7. Improve Skills of Agree a strategy Agree targets The Council‟s new competency framework aspires to
SCC Workforce for the delivery of a minimum „level 2‟ workforce.
Skills for Life
(Move On) Extrapolation of national statistics for the local
training to government workforce suggests that approximately
existing 1000 employees are below „level 1‟ in literacy and
employees and 4000 in numeracy.
As an interim it is proposed setting a target of Directors
achieving minimum of‟ 2500 employees raising their
qualification in literacy and numeracy by one level by
Assuming this is delivered at 500 a year this would Lifelong
contribute 30% of Salford‟s enhanced (LPSA2) Learning
targets by July 2009.
SCC to consider signing up to the GO local Govt Directors
It is estimated that each employee would need on HR, Lifelong
average 20 hours tutoring to achieve the Learning
qualification. The cost of the tutoring will be met by
The Skills for Life strategy for local authority employees
should map the city‟s Skills for Life Strategy
A pilot Skills for Life programme is nearing completion,
managed by a Joint Steering Group (including members
and Trade Unions). The infrastructure is currently weak,
and an increase in ULR and learning champions needs to
be developed. An additional post financed through LPSA2
will become available to support the process across the
public sector. Skills for Life is also a priority for the
Organisational Development Team in HR and, as other
public sector organisations eg PCT, Ambulance Service
etc are also developing a Skills for Life strategy, this
should be referred to the Public sector Employers‟ Group
Adopt an overall In addition to basic skills training the government is
plan to continue promoting a „train to gain‟ approach for low-skilled
to develop low staff to achieve a level 2 qualification (NVQ or
skilled staff (Train otherwise). This training is funded by the LSC and
to Gain) Salford has 300 free places in 2006/7 (which is likely
to continue on the basis of the 2006/7 opportunities
being used up).
This process will increase individual employability
and improve workforce skills and performance.
Although there are existing programmes for NVQ Directors
qualification is some service areas there is no overall
approach that can maximise the available funding.
From this a development plan for low-skilled staff HR, Lifelong
can be devised and delivered. Learning