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Flexible Working The Cambridgeshire Experience PowerPoint Presentation
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Flexible Working The Cambridgeshire Experience

Flexible Working The Cambridgeshire Experience

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Flexible Working The Cambridgeshire Experience

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  1. Flexible Working The Cambridgeshire Experience Maxine Harriman June 2009

  2. Drivers for Change External • Demographics • Modernising government • Sustainability • Employee benefits • Employment legislation changes Internal • Council’s Modernisation Agenda • Council as ‘Employer of Choice’/People Strategy • Council’s ‘Travel to Work’ Plans

  3. What ‘flexibility' have we got? • Flexible contracts (how work is done) • Flexible working time (when work is done) • Flexible work locations (where it is done)

  4. Flexible Contracts • Full Time/Part Time • Job Share • Term Time Only • Annualised Hours • Fixed Term • Relief • Contracts for Services

  5. Flexible Time • ‘V’ Time • Compressed Hours • Flexi-time/TOIL • Variable start/finish times

  6. Flexible Work Location • Tele-working/Mobile Tele-working • Home-working (permanent, occasional, ad-hoc) • Hot-Desking

  7. The Delivered Outcomes • HR Policies/Procedures • Flexible Working Policy/Flexible Working fact sheets/checklists. • Employment contracts • Leave arrangements

  8. The Delivered Outcomes • Development of Touchdown Centres • ICT equipment/facilities to support permanent/occasional home working and hot-desking arrangements • Introduction of flexible loan scheme • New training opportunities • Successes publicised (Countywide)

  9. Benefits • Working hours to suit personal preference/domestic responsibilities • Improved time management/organisation skills • Productivity level increases • Less commuter travel (less pressure on traffic congestion/car parking facilities)

  10. Barriers • Suitability of tasks/job role • Short-term investment to reap long-term gains • Individual employee type (motivation/initiative/self discipline/time management) • Management culture – by outputs>inputs • Changes to working practices (e.g. clear desk policy, contract arrangements)

  11. The Added Value Difficult to evidence take up, but there is: • noticeable change in culture (more positive attitude towards flexible working) • increase in requests for formal/informal contract changes (e.g. TTO and 9-day fortnights) • increase in number of employees accessing county systems remotely. • positive feedback from performance appraisal documents, the Employee Survey and new recruits who see CCC as ‘Employer of Choice’