CHARITY COMMISSION

SERVICE DELIVERY AGREEMENT 2001-04

E Managing People

E1 Civil service reform

Business planning

The Commission maintains a rolling medium term business plan, produced by a specialised business planning unit. Following discussion to ensure consistency with overall targets and objectives, every division feeds its own plan into that for the department. The current document covers the two years from April 2000, to allow interim planning following the SR 2000 settlement. Plans for 2001-02 will be incorporated into a new three-year plan due to be produced in April 2001. Operational targets are now being cascaded down to individual job plans as part of a new management system.

New pay and appraisal systems

The department is carrying out a comprehensive review of its pay and appraisal systems. During 1999-2000 it examined performance management and appraisal. The outcome took into account Modernising Government recommendations and new arrangements were implemented from 1 April 2000. These establish clear and strong links to the Commission’s business planning systems, whereby targets and strategic organisational objectives are set at a departmental level, and are then cascaded down through divisional to individual levels, via job plans. The department is currently reviewing the current pay and grading system and the outcome will be known and implemented by Spring 2001.

Maintaining IiP accreditation

The Commission achieved IiP accreditation in November 1999, and is due for reassessment in the Autumn 2001. Individual job plans are linked to overall business objectives, and include targets with measurable outcomes and the identification of development needs linked to competences.

Diversity

Departmental targets have been set for under-represented groups at all levels, and a system for analysing career progression and for profiling under-represented groups available to feed senior grades is being considered. The department is developing a range of questions for inclusion in its staff survey to check staff perception of commitment to, and progress on, diversity. The survey is planned for January 2001.

The departmental Business Plan includes the main areas of work for equality and diversity, and the department has produced a Diversity Action Plan for 2000-02. An appropriate competence is being introduced for all staff, and the inclusion of diversity objectives in all managers job plans is being explored.

Family friendly policies

The Commission has a wide range of family friendly policies and special leave provisions. The non-pay reward package is being reviewed in the light of Cabinet Office guidance, and a "back-to-basics" review of work/life balance policies will be started in December 2000.

Leadership

The Commission is currently working on its Vision and Values statement to complement the draft Vision and Values statement for the Civil Service. It is also reviewing its management competences in full consultation within the department. These are due to be finalised by November 2000.

A new leadership/management development programme incorporating new leadership qualities will be introduced by February 2001. New leadership and management competences will be used for recruitment and appraisal, and for an assessment of leadership style and development needs for managers.

360 degree feedback is being introduced for all SCS staff, based on the draft SCS competences. This will be followed by the identification of individual development plans. The new leadership programme will include modules on managing diversity, team building, introduction to management, and core management skills, as well as leadership. It will be implemented from March 2001 onwards, and will be followed by personal development programmes, including a revised competence framework to be reviewed/updated to take account of new vision and values, changing business needs and new SCS competences.

Consulting with staff

Beginning January 2001, an annual staff survey will be carried out to track staff views and perceptions about working in the Charity Commission and to measure against Cabinet Office and other external benchmarks. The results will form the basis for action plans to improve management practices and policy.

E2 Wider public sector reform

The Commission will join the pilot programme of quarterly review meetings with other non-ministerial departments.

E3 Sickness absence

The Commission will achieve a reduction in the annual average of 10.4 days absence per person to 7.3 days by 2003.

Consistent with the Government’s aim of reducing the incidence of ill-health retirement in the public sector, the department will ensure that the rate of ill-health retirement is reduced in line with the Government target which equates to a maximum of two per year by 2005.