Sligo Borough Council - Human Resources

Human Resources

Sligo County Council is one of the largest employers in the county with 491 staff on its payroll at the end of 2004.

The Human Resources Department is responsible for recruitment for both Sligo County Council and Sligo Borough Council. In 2004, 70 interview boards were set up by the County Manager to interview candidates for 108 permanent and temporary positions in both authorities. 807 candidates were interviewed; male – 337, female 470.

The Human Resources department is also responsible for dealing with Industrial Relations, implementing human resources policies, maintaining staff records, staff welfare, training, and the delivery of various support services.

Industrial Relations

During 2004, Sligo County Council continued to work with the trade unions who represent staff in order to achieve good working relationships, and to reconcile demands with, the minimum of conflict. The trade unions and the Council both recognise the importance of stable industrial relations, and are committed to maintaining a well-managed industrial relations environment to minimise disputes
affecting the level of service to the public. As a result, no working days were lost to strikes in 2004.

In line with requirements set out in “Sustaining Progress – Social Partnership Agreement 2003-2005” Sligo Local Authorities prepared detailed Modernisation / Change Agendas which covered all aspects of the Local Authorities work activities. These agendas were negotiated extensively with the unions in 2004, with over 50 meetings taking place. Agreement was reached with all parties with regard to the agendas, and implementation of same is now proceeding.

Staff Welfare

Sligo County Council in 2004 continued to implement the Work-Sharing and Term-Time schemes which were introduced in 2003. Both schemes proved popular, with a total of 30 staff availing of them. The Parental Leave scheme was introduced in 1998 and 16 staff availed of it in 2004. The human resources department continued its work with the Equality Action Team in 2004 to deal with all equality issues in a fair and impartial manner.

Employee Assistance Programme

A comprehensive support structure was put in place in 2004 to assist staff in resolving personal and work related problems, which may be impacting on job performance and effect their well-being and enjoyment of life. This has proved to be beneficial to the staff members who have sought assistance, as well as to the Council.

Work Placements

During 2004, the Council continued its association with placement schemes for students in schools and colleges. 18 students were given an opportunity to work in various areas of both Local Authorities. This scheme is very beneficial to students as they are obliged, as part of their courses, to gain some experience in an office –working environment. In addition 13 students pursuing engineering / planning qualifications availed of work experience programmes during the summer months.

Excellence Through People

It is a requirement under Sustaining Progress – The Social Partnership Agreement 2003 – that in recognition of the critical role of training and development that Local Authorities pursue the FÁS “Excellence Through People Award” during 2003/2004.

This is a national standard for Human Resource development and the main objectives of the standard are:

To encourage the development of staff to full potential so as to maximise their contribution to the needs of the organisation.
To show recognition for organisations that have achieved this aim.
To set a benchmark for training, development and involvement of staff in the workplace.

The process involved an assessment by FAS of the training and development function, employee communication and involvement systems within the Directorate.

The Directorate of Housing, Social, Cultural and Corporate Services achieved this accreditation in 2003. The accreditation in respect of 4 other directorates within the Council was achieved during 2004 with the awards will be presented in early 2005.

- Excellence Through People Symbol

Expenditure on Training

Sustaining Progress – The Social Partnership Agreement 2003 set a target for local authorities of achieving a minimum spend of the equivalent of 3% of the total payroll on staff training and development. This figure represents not only the actual cost of the course, but also the trainee displacement cost, and travelling and subsistence allowances. Local authorities are required to publish information on the percentage spend of payroll on training & development.

The expenditure on training and development as a percentage of the total payroll costs for Sligo County Council in 2004 was 6.4%, well in excess of the 3% target.

Training Initiatives

During 2004, particular emphasis was placed on the training needs of the Area Staff. This was reflected in programmes such as:

Non National Roads Training Programme

Staff attended courses on signing, lighting and guarding at roadworks, winter maintenance and Safepass training

Health & Safety

Training courses included site dumper training, grader driver training, safe use of abrasive wheels, and training for safety representatives, and Safepass

Waterworks Caretakers

An eight day programme was held in Sligo over the period November 2003 to February 2004. One of the aims of the programme was to prepare the participants for the National Skills Certificate in Water and Wastewater Plant Operation. All of the participants successfully completed the programme which involved written assessment and practical on-site tests.

ECDL

Sixty four staff completed the ECDL programme and presentations of certificates were made at two ceremonies during the year. As part of the induction training for new Councillors, training on “introduction to computers” was provided over 7 evening sessions for 10 members of the Council.

Return to Learning

The Return to Learning project is a partnership initiative between the Local Authority National Partnership Advisory Group (LANPAG) and the Department of Education and Science (DES), supported by the National Adult Literacy Agency (NALA). The project aims to give staff an opportunity to attend a workplace basic skills course. Participants benefit from the course by improvement of their literacy skills, an increase in self-confidence and a rekindling of an interest in learning. The Return to Learning programme was launched in March for outdoor staff, with 15 staff pursuing same.

NUI Diploma in Irish

This programme was launched in September 2004. This is one of the initiatives undertaken by Sligo Local Authorities to ensure a better availability and higher standard of services through Irish. The course aims to provide participants with a high standard of communication and writing skills in Irish. There are 14 staff members participating in this two year programme, which is accredited by N.U.I. Galway.

FETAC Certification

One of the most significant initiatives was customer service training, which was delivered over 12 days and facilitated the introduction of the Customer Response Desk Sligo County Council is now the pilot Local Authority for achieving certification for Customer Service Skills training. To achieve this certification, four staff members successfully completed this course.

The certification process is currently being evaluated by the Local Government Management Services Board to see if the process can be applied to other Local Authorities.

Other programmes delivered during the year included Equality Training, First-Aid and Safe Pass Training. The Council also piloted 2-day Personal Development Programmes for Staff Officers, which proved to be very intensive but worthwhile based on the feedback from participants.

Staff Education Scheme

54 staff members are currently funded to pursue courses directly relevant to their work. This scheme will continue in 2005. The courses covered include:-

NUI Certificate in Local Government Studies
NUI Diploma in Local Government Studies
NUI Diploma in Irish
FÁS Certificate in Waste Management
FÁS Certificate in Building Control
Post Graduate Diploma in Health & Safety
IPA Certificate in Public Procurement
Degree in Construction & Economics
Bachelor of Science – Housing & Community Studies
B. Sc. Economics in Information & Library Studies

Management Development Programme

During 2004, a management training and development programme for Directors of Services, Senior Executive Officers and Senior Executive Engineers and analogous grades was delivered on a Regional basis by the IMI. This programme followed on from the Pricewaterhouse Coopers (PWC) report “Role Profiling and Training Needs Analysis for Local Government Management Service Board” which
stressed the importance of senior staff having the range of skills and competencies required to lead the Local Authority to meet the challenges it now faces, and to achieve the expectations of stakeholders at times of limited resources.

SLIGO COUNTY COUNCIL STAFF

Sligo County Council extends its appreciation to the following staff who retired in 2004:

Mr Ambrose Fleming, (Retired Driver)
Mr John Finn, (Retired Labourer)

Sligo County Council remembers staff who passed away in 2004:

John Pat Devins
Brendan Beglane
Donal O'Rourke

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Home News Council Members sligo400 About Us Contact Us Services Publications Annual Report 2001 Annual Report 2002 Annual Report 2003 Annual Report 2004 Cathaoirleach Intro Managers Foreword Council Members Strategic Committee Corporate Services Customer Services Housing and Building Human Resources Library/Museum Communications Heritage Office Civil Defence Fire Services I.T. Infrastructure/Roads Community and Enterprise Planning and Environment Finance Photo Diary Conferences/Seminars Annual Report 2005 Annual Report 2006 Annual Report 2007 Annual Report 2008 Annual Report 2010 Corporate Plan Contact Summer 2007 eContact 2006 eContact 2007 eContact 2008 Sligo Borough Council Draft Budget 2008 eContact 2009 eContact 2010 Section 15 Reference Manual Council Meetings Development Plans	Human Resources Sligo County Council is one of the largest employers in the county with 491 staff on its payroll at the end of 2004. The Human Resources Department is responsible for recruitment for both Sligo County Council and Sligo Borough Council. In 2004, 70 interview boards were set up by the County Manager to interview candidates for 108 permanent and temporary positions in both authorities. 807 candidates were interviewed; male – 337, female 470. The Human Resources department is also responsible for dealing with Industrial Relations, implementing human resources policies, maintaining staff records, staff welfare, training, and the delivery of various support services. Industrial Relations During 2004, Sligo County Council continued to work with the trade unions who represent staff in order to achieve good working relationships, and to reconcile demands with, the minimum of conflict. The trade unions and the Council both recognise the importance of stable industrial relations, and are committed to maintaining a well-managed industrial relations environment to minimise disputes affecting the level of service to the public. As a result, no working days were lost to strikes in 2004. In line with requirements set out in “Sustaining Progress – Social Partnership Agreement 2003-2005” Sligo Local Authorities prepared detailed Modernisation / Change Agendas which covered all aspects of the Local Authorities work activities. These agendas were negotiated extensively with the unions in 2004, with over 50 meetings taking place. Agreement was reached with all parties with regard to the agendas, and implementation of same is now proceeding. Staff Welfare Sligo County Council in 2004 continued to implement the Work-Sharing and Term-Time schemes which were introduced in 2003. Both schemes proved popular, with a total of 30 staff availing of them. The Parental Leave scheme was introduced in 1998 and 16 staff availed of it in 2004. The human resources department continued its work with the Equality Action Team in 2004 to deal with all equality issues in a fair and impartial manner. Employee Assistance Programme A comprehensive support structure was put in place in 2004 to assist staff in resolving personal and work related problems, which may be impacting on job performance and effect their well-being and enjoyment of life. This has proved to be beneficial to the staff members who have sought assistance, as well as to the Council. Work Placements During 2004, the Council continued its association with placement schemes for students in schools and colleges. 18 students were given an opportunity to work in various areas of both Local Authorities. This scheme is very beneficial to students as they are obliged, as part of their courses, to gain some experience in an office –working environment. In addition 13 students pursuing engineering / planning qualifications availed of work experience programmes during the summer months. Excellence Through People It is a requirement under Sustaining Progress – The Social Partnership Agreement 2003 – that in recognition of the critical role of training and development that Local Authorities pursue the FÁS “Excellence Through People Award” during 2003/2004. This is a national standard for Human Resource development and the main objectives of the standard are: To encourage the development of staff to full potential so as to maximise their contribution to the needs of the organisation. To show recognition for organisations that have achieved this aim. To set a benchmark for training, development and involvement of staff in the workplace. The process involved an assessment by FAS of the training and development function, employee communication and involvement systems within the Directorate. The Directorate of Housing, Social, Cultural and Corporate Services achieved this accreditation in 2003. The accreditation in respect of 4 other directorates within the Council was achieved during 2004 with the awards will be presented in early 2005. - Excellence Through People Symbol Expenditure on Training Sustaining Progress – The Social Partnership Agreement 2003 set a target for local authorities of achieving a minimum spend of the equivalent of 3% of the total payroll on staff training and development. This figure represents not only the actual cost of the course, but also the trainee displacement cost, and travelling and subsistence allowances. Local authorities are required to publish information on the percentage spend of payroll on training & development. The expenditure on training and development as a percentage of the total payroll costs for Sligo County Council in 2004 was 6.4%, well in excess of the 3% target. Training Initiatives During 2004, particular emphasis was placed on the training needs of the Area Staff. This was reflected in programmes such as: Non National Roads Training Programme Staff attended courses on signing, lighting and guarding at roadworks, winter maintenance and Safepass training Health & Safety Training courses included site dumper training, grader driver training, safe use of abrasive wheels, and training for safety representatives, and Safepass Waterworks Caretakers An eight day programme was held in Sligo over the period November 2003 to February 2004. One of the aims of the programme was to prepare the participants for the National Skills Certificate in Water and Wastewater Plant Operation. All of the participants successfully completed the programme which involved written assessment and practical on-site tests. ECDL Sixty four staff completed the ECDL programme and presentations of certificates were made at two ceremonies during the year. As part of the induction training for new Councillors, training on “introduction to computers” was provided over 7 evening sessions for 10 members of the Council. Return to Learning The Return to Learning project is a partnership initiative between the Local Authority National Partnership Advisory Group (LANPAG) and the Department of Education and Science (DES), supported by the National Adult Literacy Agency (NALA). The project aims to give staff an opportunity to attend a workplace basic skills course. Participants benefit from the course by improvement of their literacy skills, an increase in self-confidence and a rekindling of an interest in learning. The Return to Learning programme was launched in March for outdoor staff, with 15 staff pursuing same. NUI Diploma in Irish This programme was launched in September 2004. This is one of the initiatives undertaken by Sligo Local Authorities to ensure a better availability and higher standard of services through Irish. The course aims to provide participants with a high standard of communication and writing skills in Irish. There are 14 staff members participating in this two year programme, which is accredited by N.U.I. Galway. FETAC Certification One of the most significant initiatives was customer service training, which was delivered over 12 days and facilitated the introduction of the Customer Response Desk Sligo County Council is now the pilot Local Authority for achieving certification for Customer Service Skills training. To achieve this certification, four staff members successfully completed this course. The certification process is currently being evaluated by the Local Government Management Services Board to see if the process can be applied to other Local Authorities. Other programmes delivered during the year included Equality Training, First-Aid and Safe Pass Training. The Council also piloted 2-day Personal Development Programmes for Staff Officers, which proved to be very intensive but worthwhile based on the feedback from participants. Staff Education Scheme 54 staff members are currently funded to pursue courses directly relevant to their work. This scheme will continue in 2005. The courses covered include:- NUI Certificate in Local Government Studies NUI Diploma in Local Government Studies NUI Diploma in Irish FÁS Certificate in Waste Management FÁS Certificate in Building Control Post Graduate Diploma in Health & Safety IPA Certificate in Public Procurement Degree in Construction & Economics Bachelor of Science – Housing & Community Studies B. Sc. Economics in Information & Library Studies Management Development Programme During 2004, a management training and development programme for Directors of Services, Senior Executive Officers and Senior Executive Engineers and analogous grades was delivered on a Regional basis by the IMI. This programme followed on from the Pricewaterhouse Coopers (PWC) report “Role Profiling and Training Needs Analysis for Local Government Management Service Board” which stressed the importance of senior staff having the range of skills and competencies required to lead the Local Authority to meet the challenges it now faces, and to achieve the expectations of stakeholders at times of limited resources. SLIGO COUNTY COUNCIL STAFF Sligo County Council extends its appreciation to the following staff who retired in 2004: Mr Ambrose Fleming, (Retired Driver) Mr John Finn, (Retired Labourer) Sligo County Council remembers staff who passed away in 2004: John Pat Devins Brendan Beglane Donal O'Rourke < Back Next >

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