In addition we intend to develop talent and succession planning through a range

In addition we intend to develop talent and

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Manager and Supervisory Charge Hand Programmes. In addition, we intend to develop talent and succession planning through a range of individual leadership and development programmes Flexible Working - the Government Flexible Working policy covers flexible and part-time working with the aim to attract and retain staff. In accordance with this policy, staff have the right to request flexible working arrangements and the Government undertakes to consider applications on an individual basis 14 UNCLASSIFIED /var/filecabinet/temp/converter_assets/79/b4/79b4e3c7f8353a14b0b24747c3b2b9a56460f76d.doc
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UNCLASSIFIED 9. Recommendations (proposed March 2014) 9.1 Phase 1 – July 2014 to April 2015 Activity Initiative Outcome Develop HR personnel to enable them to understand and raise awareness about diversity and the implications of imminent legislative changes relating to diversity in Jersey; both as employer and providers of services. (1) Diversity and Discrimination Law Workshop for all HR Directors, HR Senior Business Partners, HR Managers – mandatory training (31 employees) Completed July 2014 Develop leadership and management capability that enable them to develop Action Plans that will support the improvement and implementation of diversity strategies within service planning and delivery (2) Diversity and Discrimination Law Workshop for all Chief Officers / Senior Management Team, HR Directors, HR Senior Business Partners, HR Managers – (100 employees) Completed October 2014 Develop capability and skills that will enable them to recognise, understand and support the diverse needs of staff and employees (3) Diversity information included in all Management Training Modules including: Performance management MMP Strategic/Executive Leadership Recruitment and Selection Completed October 2014 (4) Provide Employee Briefing Fact Sheets about Diversity and Discrimination Law November 2014 All employees to broaden knowledge and understanding of Diversity and Discrimination Law (5) Provide Employee Briefing Fact Sheets about Diversity and Discrimination Law November 2014 Ensure that hiring mangers receive training prior to carrying out recruitment (6) Continue to provide Recruitment and Selection Training NA (Business as usual) 15 UNCLASSIFIED /var/filecabinet/temp/converter_assets/79/b4/79b4e3c7f8353a14b0b24747c3b2b9a56460f76d.doc
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UNCLASSIFIED 9.2 Phase 2 – Incorporated into Business as usual activity during the period January 2015 to December 2015 Activity Initiative Completion All employees to broaden knowledge and understanding of Diversity and Discrimination Law (7) Diversity Awareness Training e-Learning Module – mandatory for all staff 2015 Develop HR’s capability and skills that will enable them to deliver and design training and blended solutions for internal cascade delivery to ensure cost-effectiveness (8) Provide train the trainer workshops for HR to ensure in-house expertise in equality and diversity initiatives By February 2015 Identify barriers to career progression or development, particularly in under-represented groups (9) Use data to identify areas for improving through succession
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