Legal Services Staff Engagement & Key Changes
Crafting a new structure for legal services staff in Cumbria, this briefing outlines proposals, feedback, and key changes. Details on the Council's position, staff engagement, and final structure are provided, along with the introduction of new roles and enhancements. Explore the evolution of job titles, the addition of positions, and the process for achieving organizational goals without redundancies.
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Presentation Transcript
Legal Services Staff Engagement Final Briefing 28th June 2018 Serving the people of Cumbria
Agenda Council Position and Recap on Objectives Feedback received Final Agreed Structure Key Changes Timeline and Stages of the Process Including VR Applications Employee Support and Advice Next Steps & Key Dates Serving the people of Cumbria
Council Position and Review Objectives This is a redundancy consultation however in this instance the Council is confident that there will not be any need for redundancies. The proposed changes involve increases to staffing and the creation of an additional new role that is required to fulfil the business needs of the Council. The aims of the review are to: Create an additional Lead Lawyer role; a change in job title from Solicitor to Lawyer throughout the service. Serving the people of Cumbria
Proposals, Feedback and Engagement Around 30 staff attended initial engagement sessions. Around 20 staff attended the midpoint sessions. Seven individual 121s were facilitated as well and there were no group sessions. Trade Union commitment and attendance welcomed. Many FAQs and consultation responses received and thoroughly considered. Serving the people of Cumbria
Key Changes Serving the people of Cumbria
Key Changes (continued) The following posts, which do not form part of the consultation, will be added to the existing structure to increase capacity: An additional Legal Officer: within litigation team will assist with some the capacity issues enable solicitors who are currently clerking appeals focus on other legal work provide resilience and ensure that work is more appropriately carried out at the right level. The introduction of apprentices into the legal structure: At senior levels already approved awaiting confirmation of suitable training provider lower level legal apprentices to assist with business support functions (level 3), two in child care (one in Barrow, one in Carlisle) and one in litigation (Carlisle). An additional Commercial Lawyer (funding to be confirmed): can act as a project lead from a commercial perspective Serving the people of Cumbria
Final Structure Serving the people of Cumbria
Feedback & Response Feedback Response Change in job title:- Understand the reasons and supportive Ability to recognise qualifications in correspondence We will agree a process for individuals to have their specific qualification noted on correspondence. Lead Lawyers:- Positive step recognition of what management is trying to do Concern that does not go far enough Worry that may prove divisive Concern as to how the Lead Lawyer posts will be divided across the teams Some anxiety about how this works with team in Barrow Difference in size of teams and career progression opportunities Management recognise that this proposal is just one part of reviewing our structure Further consideration given as to how we divide the posts across the teams Childcare Team is the largest team but has more career progression opportunities already. Lead Solicitors in the Childcare Team will have to support across the whole team wherever located. Serving the people of Cumbria
Staffing The service will consist of : Serving the people of Cumbria
Timeline and Stages of the Process Serving the people of Cumbria
Reshaping Process Engagement Period (4 weeks) 17 May 15 June Implementation From 1st July 2018 From 1st July 2018 Implementation Assimilation and Vacancy Preference Process From 29 June Assimilation and Vacancy Preference Process From 29 June Engagement Period (4 weeks) 17 May 15 June Serving the people of Cumbria
Employee Information Website www.cumbria.gov.uk/employeeinformation/ Wellbeing Serving the people of Cumbria
Voluntary Redundancy Applications VR window closed on 15 June 2018 Review and decisions for VR applications will be carried out mid July onwards. Final VR sign off by the Chief Executive Serving the people of Cumbria
Assimilation Assimilation process will compare old and new roles to determine where assimilation appointments can be made Direct Assimilation - the job grade/ scale/ range is the same and - must be a 75% or more match (substantially similar) overall against assimilation criteria Assessed Assimilation - the job grade is different - a further assessment process is required to ensure the job holder has the necessary skills, knowledge and competences to fulfil the requirements of the post - it is the responsibility of the employee to identify and objectively evidence that a new post is substantially similar (75%), which must be verified by two managers (Service Manager and Service Assistant Director) Competitive Selection - Following direct and assessed assimilation, where it is identified that there are more people than posts, a competitive selection process will be necessary. Serving the people of Cumbria
Proposed Interview Timetable Following the assimilation process, if posts are deemed a 75% or more match to the new role profiles then interviews will be held on the 9th and 10th July at Cumbria House The panel will be; Kate Turner / Ben Spencer / Kelly Clark Format will be a 5 min presentation on a topic which will be given to all candidates a week before the proposed interview and 3 interview questions. Duration approx. 30 mins in total. Arrangements for cover will be made wherever possible for court commitments etc. If annual leave has been planned for the above dates, please inform Louise Farish and alternative arrangements can be made. Serving the people of Cumbria
Final Outcomes Personalised outcome letters issued from w/c 16 July Any vacancies which have not been filled through the assimilation process will be advertised internally. Serving the people of Cumbria
Support and Advice Learning & Development Service Trade Union Representatives Employee Information Website People Management Pension s Advice Serving the people of Cumbria
Coping with Change Wellbeing Employee Wellbeing Service Management Referral Self Referral Better Health at Work Cumbria - NHS Mental Healthcare Links to Useful National Helplines and Websites Managing Stress Useful information to help you identify and find appropriate support www.cumbria.gov.uk/healthandwellbeing/betterhealth/default.asp Serving the people of Cumbria
Next steps The Statement of Change, Presentation, Structures, Post Specifications and FAQ s are all available on the Employee Information Website. We will start the process of assimilating employees into positions within the new structure. Serving the people of Cumbria
Discussion & Questions? Serving the people of Cumbria
Key dates & Contact Information Interviews currently expected to take place on the Position Title Lead Lawyer Date 9th and 10th July 2018 Final Outcomes from w/c 16th July 2018 People Management Advisor Name Number (Might not want this on for larger reviews) Trade Union Representatives GMB Rep Name Rep Contact info Unison Rep Name Rep Contact info Unite Rep Name Rep Contact info Your Pension Service - 0300 323 0260 - Askpensions@ localpensionspartnership.org.uk Serving the people of Cumbria
