Head_of_Human_Resources by nuhman10


									                         Head of Human Resources

Contents                                                                Page

Recruitment Arrangements                                                   1

The City of Edinburgh Council                                              4

Department of Corporate Services                                           6

Post of Head of Human Resources                                            9

Job Specification                                                         12

Summary of Terms and Conditions                                           14

Council Structure

Further Information

   A Human Resource Strategy for the City of Edinburgh Council

   Change Management Programme and Human Resource Strategy Implementation Plan

   Health, Safety and Well-being Strategy

   Joint Staffing Watch Figures, December 2002

   The Smart City Vision
                                           Head of Human Resources
                                       Recruitment Arrangements

Applications                           The City of Edinburgh Council invites applications for the post of
                                       Head of Human Resources. This information pack has been
                                       prepared for the information and assistance of prospective

                                       All candidates must complete the attached application form and
                                       equal opportunities monitoring form.           To facilitate the
                                       recruitment process it is important that you complete all
                                       sections of the application form. You may also submit
                                       additional relevant material in support of your application.

Employment References                  Employment references will only be taken up for candidates who
                                       are short-leeted. Any candidate who wishes to be advised prior to
                                       their referees being invited to submit a reference should indicate
                                       this clearly beside the names of their referees.

Requirements                           In considering candidates' applications, the Council will be
                                       looking for evidence of a successful track record at senior level,
                                       in a large complex organisation, of improving organisational
                                       performance through strategic HR initiatives. This will include
                                       experience of leading and delivering a major change programme.
                                       In this challenging role, you must be a strong leader with strategic
                                       vision and the ability to be creative and innovative. You will also
                                       have significant experience of managing staff, ideally from a
                                       variety of related disciplines.

                                       A degree level qualification is essential and corporate
                                       membership of the CIPD is highly desirable.

Completed Application                  Completed application forms should be submitted by 12 noon on
                                       Friday 25 April 2003 to:

                                               Jim Inch
                                               Director of Corporate Services
                                               The City of Edinburgh Council
                                               Wellington Court
                                               10 Waterloo Place
                                               EDINBURGH EH1 3EG

                                       The envelope should be marked 'Personal and Confidential -
                                       Chief Officer Application'. Applications will be acknowledged
                                       on receipt.

Interview Arrangements                 Candidates selected for long-leet interview will be advised of the
and Provisional                        interview date and arrangements as soon as possible after the
Timetable                              closing date. The long-leet interviews will be conducted in
                                       Edinburgh by the Director of Corporate Services, along with a
                                       senior colleague. In addition, there will be testing and candidates
                                       will be advised and given details when called for long-leet

                                       Candidates selected for short-leet interview will be advised of the
                                       interview date and arrangements as soon as possible after the
                                       long-leet interviews.

                                       The short-leet stage will be conducted by a Recruitment
                                       Committee of Elected Members, appointed for this purpose. This
                                       will consist of two separate parts - a session involving candidates
                                       in making a 15 minute presentation and a formal interview.

                                       The provisional timetable is:

                                       25 April 2003                   Closing date for applications

                                       By 30 May 2003                  Long-leet interviews and testing

                                       Week commencing
                                       16 June 2003                    Presentation Session and Short-leet

                                       26 June 2003                    Council considers nomination and
                                                                       makes appointment.

Medical Examination                    Candidates called for interview will be required to complete a
                                       Statement of Medical History Form and, if required, attend for a
                                       medical examination.

Rehabilitation of                      All unspent convictions must be declared. If called for interview
Offenders Act 1974                     you will, therefore, be required to complete a declaration form.
                                       This should be returned in a sealed envelope to the Chair of the
                                       Interviewing Panel and will only be opened if you are offered the
                                       post. Any information given will be treated in strictest
                                       confidence and information provided about convictions that are
                                       deemed to be irrelevant will be disregarded.

Asylum and Immigration                 This Act requires that any new employee recruited is eligible to
Act 1996                               work in the UK. The successful candidate will be required to
                                       provide original evidence of his/her eligibility to work in the UK,
                                       eg National Insurance Number or visa/work permit.


Canvassing                             Candidates should note that canvassing members of the Council,
                                       directly or indirectly, in connection with this post shall disqualify

Provision of False                     Candidates should also note that the provision of false
Information                            information or the omission of material information in the
                                       application, or at interview, may lead to summary dismissal.

Evidence of                            Candidates will be required to bring evidence of their
Qualifications                         qualifications to the short-leet interview.


                                           The City of Edinburgh Council
Council Profile                        The Council provides essential services to a population of almost
                                       half a million people. It does this through the eight departments
                                       of Education, Social Work, City Development, Environmental
                                       and Consumer Services, Culture and Leisure, Housing, Finance
                                       and Corporate Services. The Council spends £971 million each
                                       year in gross terms on all services including housing. The
                                       Council’s net budget is £626 million. A further £211m will be
                                       invested in capital projects over the coming three years. The
                                       Council employs around 19,500 members of staff and is
                                       committed to using its resources to provide the best possible
                                       quality of life for the people who live in, and who visit

                                       The political composition of the Council is as follows:

                                       Labour                         31
                                       Conservative                   14
                                       Scottish Liberal Democrats     12
                                       Scottish Nationalist Party      1

                                       TOTAL                          58

                                       Edinburgh is recognised as an attractive city in which to live and
                                       work. A major capital city with a high international profile, it has
                                       many leading institutions of further and higher education. It is
                                       well known for its cultural and historic attributes, its high quality
                                       environment and quality of life.

                                       Edinburgh has one of the fastest growing economies in the UK.
                                       The City provides employment for nearly 250,000 people, largely
                                       in the service sector. Banking and financial services, retail
                                       distribution, hotels and catering, higher education and
                                       government are the principal employers. In the manufacturing
                                       sector, brewing and electronics are key employers.

                                       The Council sees, as a key priority, the provision of services on a
                                       'best value' basis and, when provided in-house, delivered through
                                       well developed organisational arrangements. It also collaborates
                                       with neighbouring local authorities, the voluntary sector and other
                                       partners in the delivery of services. The Council is committed to
                                       high quality service provision, closeness to the community and
                                       customer care.

                                       The Council also pursues a policy of strong civic leadership,
                                       committed to playing a dynamic role on the local, national and
                                       international stage. The Council has a strong commitment to
                                       corporate management, a willingness to innovate, and a
                                       determination to set the highest standards.

Political Management                   The Council has replaced the traditional committee system with
                                       an Executive, seven scrutiny panels and six local development
                                       committees. Regulatory committees such as Licensing and
                                       Planning have been preserved. A Pensions Committee has
                                       responsibility for oversight of all Pension and Trust Fund matters.

Senior Management in                   The Council Management Team comprises the Chief Executive
the Council                            and the eight Heads of Department who play a key role in the
                                       corporate management of the authority. The Council structure is
                                       shown at the back of the pack.

Further Information                    Details of the Department of Corporate Services and the post of
                                       Head of Human Resources are included in the pack. Enclosed
                                       with this pack you will also find the following background

                                          A Human Resource Strategy for the City of Edinburgh
                                           Council - The People Approach
                                          Change Management Programme and Human Resource
                                           Strategy Implementation Plan, 30 July 2002
                                          Health, Safety and Well-being Strategy, December 2001
                                          Joint Staffing Watch Figures, December 2002
                                          The Smart City Vision

                                       For further information the following can be found on the
                                       Council’s website:

                                          Delivering the Smart City
                                           This document is currently being revised and updated.

                                        A-Z of Council Services (online only)

                                        Key Facts and Figures 2002-2003


Department of Corporate Services
Corporate Services is a central Department whose main business is the provision of internal
services to the whole Council. It also provides some direct services to the public and support
services to other agencies and partners. There are currently five divisions and three DSO services:

   Strategic Support Services
   Personnel & Management Services
   Council Secretary
   Corporate Communications
   Legal Services
   Fleet Maintenance, Catering and Cleaning DSO’s

The Department of Corporate Services has about 1,300 FTE staff, including DSOs, providing
services to other Council departments (approximately 66% of activity), supporting the corporate
and democratic core services (25%) and providing direct services to the public (9%).

The Department is currently being reviewed and this work is nearing completion. It will result in
changes to the above structure.

Service Mission

The Department’s overall mission is to:

   provide high quality consultancy and support services that our customers value
   provide effective support to the Chief Executive, the Council Management Team and, through
    them, members of the Council in the development and implementation of the Council’s
    strategic initiatives
   provide effective quality direct services
   support the Council in becoming one of the top performing Councils in the UK
   drive the Council’s corporate agenda forward and promote cross service working

Department Aims

In support of the Service Mission the Department has the following broad aims to:

   provide quality services to all its customers, internal and external,
   communicate and consult effectively
   develop the Council as an organisation and its staff
   promote the city nationally and internationally
   support and improve city governance
   support the Council’s objectives in relation to social inclusion, equalities, sustainability,
    community safety and reducing poverty and disadvantage


The Corporate Context

Corporate Services is responsible for taking forward a number of wider corporate aims on behalf of
the Council. The Department has a unique position since it both provides the framework for
corporate action and is central in providing strategic direction for the organisation. The majority of
the Department’s work is concerned with providing services to other Departments and the Council
as a whole.

The Department supports the leadership of the Council by responding to both national and local
policy agendas. At national level these include Community Planning, Joint Futures, Single Status
and E- Government. This role will continue to develop during 2003-2006 as the Scottish
Parliament’s legislative output grows.

The Department aims to provide the effective co-ordination of strategic direction and policy
development that is essential to good local government. In recognising the complexity of the
Council as an organisation and its need to continually improve performance, the Department’s
functions centre on:

   supporting the Chief Executive and decision making processes within the Council
   democratic processes, elections and new political management arrangements
   improving local governance
   strategic direction for the Council
   improving corporate planning, policy development and implementation
   HR support and development
   meeting customers’ and citizens’ needs
   organisational development and continuous improvement
   supporting and improving partnership working
   consulting and communicating with citizens
   responding positively to new national policy objectives

At local level the Department directs the Council’s ‘modernisation agenda’ by supporting the
implementation of the main elements of the Council ICT Smart City Vision and Change
Management Programme, the Human Resource Strategy and the Communications Strategy. The
Smart City Vision is about changing the way the Council organises and delivers its services to be
efficient, effective and customer focused. It includes using information communications
technology (ICT) to deliver these services to citizens, business and organisations. The Human
Resource Strategy will assist the Council in recruiting the best possible people for each job,
developing these people and managing their performance to ensure the delivery of the Council's
services and strategic goals. The Communications Strategy will assist the change agenda by
providing appropriate, targeted information to customers, citizens and staff as well as providing
feedback channels. The Department plays a central role in developing and supporting the work of
the Edinburgh Partnership Group and the aims contained in the City Plan.

The Council must respond effectively to new national policy initiatives and policy priorities and
ensure that the Council is seeking new ways to improve its management of resources. Corporate
Services is directly responsible for ensuring the Council meets these challenges. Current priorities,
which will dominate throughout 2003-2006, include:

   Community Planning and the City Plan
   Corporate Planning and the Council’s Strategic Work Programme

   Environment, Equalities, and European and International Strategies
   Social Inclusion and Community Safety
   Communications
   Best Value
   ICT Smart City Vision
   Implementation of Human Resource Strategy

Strategic Direction and Future Developments

Two on-going reviews will have a significant impact on the Department’s strategic direction and its
response to internal and external challenges and pressures.

The Departmental review of Corporate Services, recently approved by Council, will address some
of the resource and capacity issues arising from the new political management arrangements and
the ICT Programme. While there have been some recent changes to the way the Department is
organised, (such as the transfer of Architectural Services to Housing and City Development),
further organisational changes as part of the review will assist the Department to focus on its core
activities and objectives. Included in this is an opportunity to consider how the Department
supports improvement across the Council. The aim is to ensure that the Department is able to
deliver the right services in the best way possible. It is planned to implement all parts of the
Departmental review during 2003-2004.

The Department is preparing an outline agenda for a series of strategic Council reviews likely to be
reported after the May 2003 elections. Developments arising from the work and the fresh priorities
presented by a new administration will also have a significant impact on the Department’s future
work programme and strategic direction.

Post of Head of Human Resources
The Council recently agreed to the creation of a new post of Head of Human Resources. HR was
previously the responsibility of the Personnel and Management Services Manager. However, with
the development of the Council’s ambitious Human Resource Strategy, the Council recognises the
need to strengthen the HR function under a chief officer dedicated to this role. The main duties and
responsibilities of the post are set out in the Job Specification, included in this pack.

The new Head of HR initially will have management responsibility for approximately 30 FTE staff
in the following areas:

Employee Relations and Occupational Health & Safety

The Employee Relations and Occupational Health and Safety Sections jointly provide a wide range
of corporate support and advisory services for the Council. The service includes the development,
implementation and maintenance of employment policies, procedures and practices aimed at
supporting the strategic and operational needs of the Council, including the HR Strategy. The
Section supports Departments in employment legislation, national and local agreements, service
conditions, equal employment opportunities, industrial relations, and the health, safety and
wellbeing of employees.

In support of the Council's commitment to employee health and safety, an Occupational Health,
Safety and Well-being Strategy was approved by the Executive of the Council on 4 December
2001. The strategy has the principal aim of working towards a best practice approach to the
Council's health and safety arrangements, setting out 6 Key Aims, supported by strategic objectives
covering a wide range of issues. In addition, a detailed work plan to implement the Strategy has
also been prepared covering a three-year period (2002 to 2005) and work is progressing on a
number of fronts, co-ordinated by the Health and Safety Section.

Employee Development

Employee Development is responsible for developing, implementing and maintaining learning and
development policies for the Council. This work supports the Council’s political, cultural and
service needs; promotes the Council’s participation in new learning and development initiatives;
and reflects the national training agenda.

The corporate generic skills training programme is prepared by Employee Development in
consultation with departments. Full details are published in the ‘Directory of Courses'. Courses are
continually evaluated to ensure they are meeting the needs of customers. Employee Development
is also responsible for managing the Council’s training facilities at Redhall House

The section also supports a number of corporate policies. These cover Recruitment and Selection,
Disability Discrimination, Employment Issues, Performance Management, Career Development,
Young Persons Training, and Work Experience and New Deal Initiatives.


Personnel Support Services

The Personnel Support Services Section provides a comprehensive personnel service to the
Departments of Corporate Services and Finance. In addition, they have responsibility for:

   the corporate personnel information system
   providing staffing / management information and statistical returns
   maintaining the Council’s on-line job vacancy management system
   supporting the Recruitment Control Group and Chief Executive / Heads of Department in senior
    officer recruitment

The Section is committed to continuously improving its service to meet customer needs and will
participate in a number of key service improvement initiatives, including supporting the HR
Strategy, equalities monitoring, and improving recruitment and selection.

In addition to the above, the Head of HR will be responsible for the job evaluation and some of the
organisational development functions, which are currently part of the Management Services
Section. A priority for the Head of HR will be to advise the Council on the future approach to Job
Evaluation and its implementation as part of the Single Status Agreement.

The Head of HR will also have a key role in co-ordinating the work of the personnel functions
throughout the Council. At present, most departments have their own personnel, staff development
and training functions, with staff reporting to the Head of Department. Under these arrangements,
there have been variations in the interpretation and application of policies and terms and conditions
in different service areas. It is also difficult to ensure consistent standards of service provision.
The centralisation of personnel staff under the Head of HR is currently under consideration.
Initially, the problems will be addressed by taking a more co-ordinated approach to the
management of the personnel function. At this stage, it is proposed that departmentally based
personnel staff remain at their current locations and continue to support their respective services. A
key factor in how the personnel function is structured in the future is the Council’s office
rationalisation programme and the move to a new Council Headquarters in October 2005.

There is also a case to consider bringing together the personnel and payroll functions. This
opportunity was created when the Council adopted the Midland Trent HR System, which has the
facility to integrate both salaries & wages and personnel functions. We are currently implementing
the payroll module of this system. A business case will then be submitted to integrate the HR and
payroll functions, with anticipated benefits in quality of service, efficiency, cost and workflow

Central to the reconfiguration of personnel services and the way in which they are provided is the
development of a more open and accessible computerised personnel information system. One
proposal currently being considered is the introduction of web enablement such that line managers
and staff may have controlled access to personnel information through their PC. Such a system
would secure user-friendly access to personnel services at the point of application, allowing line
managers to take more responsibility for decision making on HR issues at a local level.


Human Resource Strategy

In the 2002/3 plan period the Personnel and Management Services Division has been responsible

   Completion of the HR Strategy documentation and implementation plan
   Implementation of a series of strategic and corporate policy issues including-
     fair treatment at work policy
     phased introduction of employment equalities performance indicators
     a revised recruitment and selection policy
     code of practice on the use of electronic communications
     approval of annual appraisal schemes for the Chief Executive and directors
     development of an ongoing programme of events for senior managers
   Employee Development initiatives including training on the Council’s Customer Care Charter
    and training for 1500 participants in election processes for the 2001 Parliamentary General
   Development of an Occupational Health, Safety and Wellbeing Strategy and associated work
   Advice and negotiation relating to employment and industrial relations issues affecting the
    Council and its workforce

The Head of HR will be responsible for implementing the new Council Human Resource Strategy
including the organisation of the HR function within the Council. The strategy is to be
implemented through three Task Groups, each charged with developing one of the three major
themes within the strategy, as approved by the Council Executive in April 2002. These are:

   planning for the future
   developing a learning organisation
   a supported workforce

Each Task Group has prepared a work plan, approved by the Council HR Steering Group chaired
by the Director of Corporate Services. The Head of HR will also be a member of the Steering
Group and will have management responsibility for the three Task Group leaders. The
implementation, throughout 2003, will involve HR representatives from all Council departments. It
is a challenging task requiring the refocussing of HR services, a new approach to leadership and
management of staff across the organisation, and a major commitment to supporting staff in all
service areas.

Other HR-related issues include:

   Development and implementation of the Council’s response to changes in employment
    legislation (e.g. Employment Rights, Race Relations, and other employment discrimination
   Continuing harmonisation activities linked to the Scottish Agreement on Single Status (i.e.
    conditions of service and pay issues)
   Continuing programme of work in line with Council's Health, Safety and Wellbeing Strategy
   Developing Leadership, Coaching and Mentoring, Customer Care and IT Skills


                                      CITY OF EDINBURGH COUNCIL

                                      HEAD OF HUMAN RESOURCES

                                           JOB SPECIFICATION

1.       RESPONSIBLE TO:                   Director of Corporate Services


-        The Head of Human Resources is responsible for the development of HR
         related policies and procedures which support the Council's strategic
         objectives and ensure that the Council's statutory obligations in relation to
         staffing matters are met.

-        He/ she is responsible for providing the Director of Corporate Services, the
         Chief Executive, other members of the Council Management Team and,
         through them, the Council with professional HR advice and support.

-        He/ she is responsible for the effective organisation and management of
         the Council's HR resources and for the professional development of
         human resources staff.

-        He/ she is responsible for the implementation, monitoring and review of
         the Council's HR related strategic work programmes including the Human
         Resources and Health & Safety Strategies


-        To support and advise the Director of Corporate Services in his/her
         strategic role and contribute to the corporate management of the Council
         with particular regard to Human Resources matters.

-        To provide professional HR advice and support to the Chief Executive,
         Council Management Team and, through them, to the Council and
         represent the Council in corporate HR discussions with recognised Trade
         Unions, COSLA, Government departments and other external agencies.

-        To lead HR policy development matters, ensure a responsive employer
         approach to employment legislation obligations and changes and support a
         consistent and corporate approach to HR issues in the Council.

-        To implement the Council’s HR Strategy and Health & Safety Strategy
         through the management of allocated resources and the provision of advice
         and guidance to Officer Groups and Heads of Department as appropriate.


-        To review the industrial relations machinery and procedures operated by
         the Council (including grievance, discipline, disputes) and strengthen the
         arrangements for collective bargaining and staff consultation.

-        To manage ongoing HR aspects of organisational review and change
         processes having regard to good employment practice.

-        To develop an employee reward and benefits strategy which will effectively
         support the Council’s core strategies and objectives.

-        To support the Council’s progress towards achievement of IIP status.

-        To support the implementation and            monitoring    of   performance
         management throughout the Council.

-        To support the mainstreaming of employment equalities and diversity in
         HR matters.

-        To progress implementation of the Single Status Agreement (including job
         evaluation, bonus payments and harmonisation of conditions of service).

-        To streamline the Council’s HR administrative procedures, building on new
         technology solutions aimed at supporting the devolvement of activities to
         line management.

-        To develop, implement and maintain a computerised human resources
         system for the Council and co-ordinate appropriate workforce monitoring

-        To participate in review of the Council’s payroll and personnel functions
         and report on the feasibility of combining and re-organising these services.
         Thereafter to implement the Council's decisions.

-        To manage and co-ordinate, as appropriate, HR services in the Council and
         support the professional development of HR staff.

-        To develop and maintain an HR Service Plan in support of the Council’s
         objectives and priorities.

-        To undertake any other relevant and appropriate duties as determined by
         the Director of Corporate Services.


                                           The City of Edinburgh Council

                             Summary of Terms and Conditions of Employment

                                             Head of Human Resources

The conditions of service applicable to the post are those set out in the National Agreement on Pay
and Conditions of Service of the Scottish Joint Negotiating Committee for Local Authorities
Services, as adopted by the City of Edinburgh Council.

Salary                                £71,274 with effect from 1 April 2003. This is based on JNC spinal
                                      column point 34 plus a Council supplement.

Location                              Based initially at Council Headquarters, Wellington Court, 10
                                      Waterloo Place, Edinburgh. However, during your employment you
                                      may be required to work at any workplace within the area of the

Pension Fund                          Employees may join or transfer in to the Pension Scheme
                                      administered by The City of Edinburgh Council. Employee basic
                                      contribution is 6% of salary.

Sick Pay                              In accordance with the Scheme of Pay and Conditions of Service
                                      which provides, during the first year of service 5 weeks at full
                                      allowance and 5 weeks at half allowance rising after 5 years to 26
                                      weeks at full allowance and 26 weeks at half allowance.

Hours of Work                         The Council's working week is 35¾ hours. The normal office hours
                                      are Monday to Thursday 8.30am to 5.00pm and 8.30am to 3.40pm on
                                      Friday, with a lunch break of 1 hour 5 minutes each day.

                                      The hours worked will be those required to fulfil the duties and
                                      responsibilities attached to this position.

Holiday Entitlement                   Annual holiday entitlement is 29 days increasing to 30 days after 10
                                      years continuous service with this Council or its predecessors. There
                                      are also 10 public holidays in a year.

Relocation                            The Council operates a Relocation Scheme providing financial
                                      assistance, in appropriate cases, up to a maximum of £5,896.

Car Allowances and                    The postholder will be classified as an Authorised Car User.
Travel Expenditure                    Approved business mileage will be paid at Inland Revenue Authorised
                                      Car Mileage Rates, currently 40p per mile for the first 10,000 business
                                      miles run and 25p per business mile thereafter. Actual travel and
                                      other expenses reasonably incurred in respect of duties on behalf of
                                      the Council are also reimbursed.


Trade Union                           The Council supports the principle of collective bargaining and
Membership                            encourages all employees to become members of an appropriate Trade

Period of Notice                      Appointment subject to termination by either side giving 12 weeks'
                                      written notice.

Political Restriction                 The post is politically restricted under the terms of the Local
                                      Government Housing Act 1989. This means that the postholder is
                                      restricted in his/her activity with a political party.

Smoking                               The Council operates a Control of Smoking at Work Policy which
                                      bans smoking in Council buildings and vehicles.

March 2003


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