THE DUBLIN CITY PUBLIC SECTOR SITE
Work in the Dublin City Public Sector Site is continuing to progress with notable developments in each of the Working Groups established to steer the work of the Site.
Opening up recruitment:
The objective of this Working Group is to develop an open and innovative human resource (HR) recruitment policy, which will address barriers to entry-level recruitment. An audit is to be carried out, in conjunction with the South Dublin Public Sector Site, on the skills, qualifications and competencies for the entry-level positions of General Operative and Clerical Officer. Discussions with representatives from the Local Appointments Commission (LAC) have taken place and the audit process will now begin in September. This research will be used to reform hr recruitment practice.
Equality/Diversity Training Module:
Recent activity in progressing the development of an equality and diversity training module for staff has included the organisation of focus groups with General Operative grades in the Dublin City Public Sector Site for August. Research is also being carried out into existing ‘good practice’ training models with a view to adapting them into a new training programme.
Developing a life-long learning strategy:
An induction programme for new entry-level Clerical Officer recruits has now been designed and delivered – this incorporates a coaching/mentoring programme. As part of this process, focus groups were held with staff shortly after recruitment and six months later following completion of the pre-probation period. Potential barriers to career progression were also discussed. A leaflet, to promote awareness of lifelong learning opportunities, is currently being developed.
THE SOUTH DUBLIN PUBLIC SECTOR SITE
It’s been a very busy three months. The finalisation of the Site action plans and co-operation of the site partners has enabled the roll-out and progression of Site goals.
Jobs Analysis Training:
Agreement has been reached with the Local Appointments Commission (LAC) on the format for audit of the Clerical Officer position in the public sector. September 10th has been agreed for the commencement of jobs analysis training. Five participants from this site with five colleagues from the Dublin City Public Sector Site will participate. On the completion of training, the audit will be conducted in both sites. A final report is anticipated by December 2003.
Medical Secretary Training:
Advertising and recruitment of staff, from all grades within Tallaght Hospital, has commenced for the medical secretary training module, aimed to facilitate in-house progression. Training will be delivered within the hospital over four Wednesdays in September. FETAC/ NCVA Accreditation at Level II will be available to successful participants. Plans are in hand to extend this training outside the hospital to Community Employment (CE) participants.
Report on CE Skills and Progression
This commissioned report, based on Focus Group meetings held with supervisors and participants on Community Employment schemes, sited in South Dublin County Council has been completed. It has been circulated to interested parties. Discussions are planned on the feasibility of implementing the recommendations. Copies available from the Site Co-ordinator on request.
EQUAL AT WORK
WHAT’S HAPPENING?
APRIL – JUNE 2003
An EU-Funded Initiative under the EQUAL Programme
/ /Welcome to the 2nd quarterly newsletter of the Equal at Work Project.
equal at Work is busily delivering on its action plans and beginning to focus on the dissemination and mainstreaming of learning that is emerging. Read on to find out more…
Access & Diversity - A New Vision of Work:
The first Equal at Work conference is taking place on 25th September 2003 in Croke Park Conference Centre. Entitled ‘ Access & Diversity – A New Vision of Work’, this conference will focus on recruitment, progression, culture of equality, diversity awareness and employment legislation. Attendance fee for Equal at Work DP members is €60. Hope to see you there.
Interim Evaluation Report:
Hibernian Consulting will begin work on the Interim Evaluation Report on Equal at Work in early September. Meetings will be set up with site co-ordinators and DP members over the summer months. The National Interim Evaluation is also scheduled to begin over the summer.
Dublin Transnational Exchange:
The Dublin Transnational Exchange has been scheduled for 19-21 April 2004. Ideas for programme of events welcomed. The programme will conclude with the second Equal at Work Conference on 22nd April 2004.
THE PRIVATE SECTOR SITE
The first Job-Rotation programme to be implemented in a private sector company has been successfully completed.
Twelve long-term unemployed people completed the pre-vocational training element of the JobRotation programme in early April. Following interviews with Keelings, nine participants were given placements in the company while the remaining three secured placements in Northside Partnership, Speedpak and Baldoyle Resource Centre.
The programme in Keelings Distribution Ltd. was completed on 6th May and participants were presented with certificates. Seven of the participants were offered full time employment with Keelings. Since then, one participant has been promoted into Keelings Finance Department and another has applied for a Team Leader position within the company.
The members of the Private Sector Site are looking forward to rolling out JobRotation II.
THE COMMUNITY & VOLUNTARY SECTOR SITE
The C&V Sector Site is attempting to gain a better picture of the HR practices and issues relating to equality and diversity within community and voluntary organisations.
Two pieces of research, currently being carried out, will help to inform the sector in relation to good practice and will, hopefully, impact in the longer term on both the organisations and Government agencies/departments who fund them.
Working Group on HR Policy and Practice.
Questionnaires have been distributed to a sample of community and voluntary organisations to gather information on existing recruitment and progression practices. Issues addressed included recruitment practices, progression routes, appraisal systems, and mechanisms to ensure equality and diversity and work life balance. The findings of this work and other research will contribute to the development of a training module for the National College of Ireland on Equality and Diversity within the C&V Sector.
Working Group on Pay and Conditions
A report examining the pattern of funding within the sector and the relationship between the funding mechanisms of government agencies/departments and the pay and conditions in the recipient organisations is currently being finalised. It is hoped that this research will help Equal at Work and the C&V Sector to identify and promote good practice in relation to these issues.
In addition, Exchange House, the lead organisation for the C&V site is undergoing an Equality Audit through the Equality Authority. The findings of this should inform organisations in the sector with an interest in the issues of equality and diversity and HR practices.