HUMAN RESOURCE DEVELOPMENT

Staff Mobility

Staff mobility is a feature of Sligo County Council. The policy has many benefits which 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 County Council that the practice of staff mobility be continued. In implementing this policy the following safeguards will be applied:

• The avoidance of an unacceptable level of turnover among staff to ensure that sufficient continuity will apply;
• Ensure that a high level of skills and knowledge are retained in an area.

Recruitment and Selection

All positions within Sligo County Council 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 County Council to give careful consideration to the filling of vacancies by determining the purpose and deliverables of each position.

Training and Development

It is widely accepted that Training & Development is key to a successful organisation. 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 providing relevant Health & Safety training to all staff.

Performance Management

A performance management and development system (PMDS) was rolled out nationally in 2005. The development of this system facilitated line managers and staff to work together to identify employees duties, work objectives and any areas for development. Work is presently being undertaken by the Local Government Management Services Board on the re-design of the Performance Management Development system.

Managing Performance 

Managing Performance (formerly referred to as PMDS) is concerned with ensuring that strategic objectives contained in the County Council's Corporate Plan are translated into operational objectives for teams and individual employees throughout the organisation. The Corporate Plan is used a foundation to generate Team Development Plans within every department and this in turn leads to the creation of Personal Development Plans for every employee. These plans will contain goals, targets and timeframes that are designed to ensure that staff in the organisation contribute effectively to delivering a quality service to the public.

Industrial Relations

Regular meetings take place between HR staff and Union representatives/officials where IR issues arise. The Council is committed to resolving IR issues as soon as possible once an issue arises and thus avoid escalation of the issue.

Superannuation

Pension and lump sum calculations are carried out on a regular basis by the HR department. Once an employee is nearing retirement age or indicates their intention to retire from the Council, their lump sum and pension entitlement is calculated and arrangements are made for the payment of the relevant sum. Work is at an advanced stage on the implementation of a system where Superannuation statements will be readily available to all employees.

HR, Payroll and Superannuation System

The Council is committed to the continued roll out and maintenance of the new integrated HR, Payroll and Superannuation system. The following modules have been implemented:

• Organisational Structure
• Time and Attendance
• Payroll
• Recruitment
• Central Statistics Office Returns

Work is at an advanced stage on the implementation of the Superannuation module and work is progressing on the implementation of the Training module. Human Resources Policies and Procedures Sligo County Council has the following Human Resources policies and procedures in place:

• Annual Leave
• Flexi Leave
• Parental Leave
• Study Leave
• Force-Majeure Leave
• Adoptive leave
• Paternity leave
• Carers Leave
• Sick-Pay scheme
• Shorter Working Year
• Work-sharing
• Policy on Attending Courses/Conferences/Seminars
• Staff Education Scheme
• Mobile Phone Policy
• Dignity at Work Policy
• Non Smoking Policy
• Grievance and Disciplinary Procedures