| Recommendation | Action | Timescale |
|---|---|---|
| Performance Appraisal | Guidance
and training updated to include equal opportunities considerations Standard diversity objective enforced for all staff Standard management objective enforced for all staff includes diversity considerations HR Review following appraisal to ensure consistency and fairness across RCPOFollow up questionnaire to staff to assess effectiveness of process including equality considerations Review core skills framework |
Completed
Completed Completed Updated to end May 2007 End May 2007 End Dec 2007 |
| Recruitment Policy and Procedures | Review
written policy
Update
processes and documentation including ensuring guaranteed interview for
those with disabilities; introducing two ticks disability symbol;
reviewing style and placement of ads; introducing role profiles for all
jobs; considering other selection methods to complement Panel interviews
Introduce
equal opps reporting
Include
interview training including equal opps considerations in 2006/7
corporate training programme
|
Underway and updated to end May 2007 |
| Probation Policy | Review policy and supporting procedures and documentation to ensure consistency of approach across RCPO | End May 2007 |
| Career Break | Review policy and supporting procedures and documentation | End June 2007 |
| Bullying and Harassment | Review policy and supporting procedures and documentation | Draft completed – seeking agreement end June 2007 |
| Flexible Working Arrangement and Flexitime | Review existing policies and practices through a working group including management reps, union reps and lawyer and non lawyer staffing reps | Working Group met Feb 2007;
MB agreement March 2007; follow up consultations with unions and implementation to follow |
| Maternity Policy | Review policy and supporting procedures and documentation | Drafted end March 2007; MB approval April 2007; currently consulting with unions |
| Adoption Leave and Pay; Paternity Leave Policy, Parental Leave Policy | Review policy and supporting procedures and documentation | End June 2007 |
| Other Special Leave Policies | Review policy and supporting procedures and documentation | End August 2007 |
| Grievance Policy | Review policy and supporting procedures and documentation | End June 2007 |
| Misconduct /Managing Poor Performance Policies | Review policy and supporting procedures and documentation | End September 2007 |
| Learning and Development Policy | Review policy and supporting procedures and documentation including developing and implementing feedback forms and regular reporting on participation in learning and dev activities develop 2007/8 corporate training programme in discussion with Div Hds | End May 2007 |
| Improving Performance by Managing Sickness Absence | Review
policy and supporting procedures and documentation including developing
and implementing feedback forms and regular reporting on participation
in learning and dev activities
develop
2007/8 corporate training programme in discussion with Div Hds
|
Drafted end March 2007; MB agreement April 2007; follow up consultation and implementation |
| Clarify arrangements for provision of occupational health | Review policy and supporting procedures and documentation | End March 2007 Completed |
| Review welfare arrangements | Review policy and supporting procedures and documentation | End September 2007 |
| Organisational Change Policy (including Redundancy) | Review policy and supporting procedures and documentation | End June 2007 |
| Retirement Policy | Review policy and supporting procedures and documentation | End August 2007 |
| Salary Sacrifice | Introduce as part of platform of family friendly polices | End March 2007 Completed |
| Holiday Play Scheme | Consider membership of CS holiday play scheme as part of platform of family friendly policies | End May 2007 |
| Recognition Scheme | Introduce to show wider appreciation of all staff and monitor to show fairness and consistency of approach across RCPO | End January 2007 Completed |
| Exit Interviews and Questionnaires | Introduce to monitor reasons for leaving including checking whether any bullying and harassment experienced | Updated to end May 2007 |
| Consider application for Investors in People accreditation | End Dec 2007 |