It is acknowledged that there is a need for a greatly enhanced organisational manpower and succession planning system as employees should have clarification on any plans for re-organisation/restructuring for the present and future. This is in line with the partnership arrangement existing within Sligo Local Authorities. Such planning should include the level of staffing required, proposals for re-organisation and restructuring and training & development needs. The adoption of such a plan will ensure that there is adequate provision for the future numbers and skill sets of employees in all areas of the Local Authority.
Staff mobility is a feature of Sligo local authorities. This policy has many benefits; these include staff having an opportunity to gain knowledge and understanding of different areas. Staff can benefit from being re-assigned to other operational areas in terms of personnel development and growth. The introduction of new personnel into an area can help to bring a new perspective and a fresh look with the potential benefits for service delivery.
It is the policy of the Sligo local authorities that the practice of staff mobility be continued. In implementing this policy the following safeguards will be applied:
All positions within Sligo local authorities are publicly advertised and filled following competition. Responsibility for the filling of a number of senior positions however rests with the Public Appointments Service. It is the policy of Sligo local authorities to give careful consideration to the filling of vacancies by determining the purpose and deliverables of each position. This is in line with the Council’s policy to ensure value for money and to be in a position to respond to the changing internal and external environment.
It is widely accepted that Training and development are the keys to successful organisations prospering.
The Council is committed to helping all staff gain the knowledge, skills and attitudes to achieve the goals set out in the Corporate Plan. The Council is also dedicated to the promotion of a learning culture within the organisation in order that staff achieve their full potential.
The Councils aim is to achieve a level of investment in staff training & development of at least 3% of payroll costs. Identification of training needs is carried out in partnership with the staff in both authorities. In addition to training carried out directly by or on behalf of both bodies, a Staff Education Scheme is in place to assist staff undertaking courses of education or training.
Work is presently taking place on the development of a performance management and development system (PMDS) nationally which will be rolled out in 2005. The development of such a system will facilitate line managers and staff to manage information and to focus on development needs.
The authorities have the following human resources policies and procedures in place: