Previous Article Next Article Independent arbitration to settle two-tier workforceOn 17 Jun 2003 in Personnel Today Comments are closed. Employers and unions have agreed to independent and binding arbitration tosettle disputes over ‘two-tier’ workforces in local government. Under a new code of conduct unveiled earlier this year, which coverscontracts between local authorities and private firms, future staff willreceive pay and conditions which are no less favourable than those oftransferred staff. Subject to approval by local government minister NickRaynsford, the code will be enforceable through independent and bindingarbitration, which is expected to be delivered by Acas. Mary Mallett, president of the Society of Personnel in Local Government (Socpo),welcomed the agreement. “Enlightened public authorities have been doingthis sort of thing for years,” she said. “If you treat people likecommodities, they will behave as such. They will either jump ship or will notfeel committed.” The CBI described the new deal as “workable for business”. Related posts:No related photos.
Related posts:No related photos. Previous Article Next Article LettersOn 30 Sep 2003 in Personnel Today Comments are closed. This week’s lettersAre you releasing potential or just sweating the asset?Company brochures often talk about the importance of ‘releasing thepotential’ of all employees, thereby enabling them to feel fulfilled in theworkplace. By finding out what their wants and needs are, by enrollingemployees on relevant training programmes and by encouraging them to take anactive part in company-wide activities, it is hoped their pent up and untappedabilities will be released. But every thesis has its antithesis, and I have noticed in my discussionswith work colleagues, business associates and friends that instead of feelingfulfilled by the added opportunities being presented to them, some simply feeldrained by the process. Instead of releasing potential, they feel that as acorporate asset they have been well and truly sweated. Many people neither want nor expect all of their potential to be used in theworkplace. They see work as a place to come to earn some money, to do the jobthey’ve been asked to do, and then return home in the evening unscathed andunstressed. The last thing many want is for the goalposts to be constantlymoved or to be presented with new ‘challenges’ or ‘personal developmentopportunities’. In a recent management meeting I attended, an HR director was attempting tointroduce a ‘skills analysis’ procedure. All managers were asked to return totheir teams and attempt to classify their various team members’ talents,knowledge and interests into categories such as ‘interpersonal’, ‘coaching/teaching’,‘technical’, ‘creative’, ‘managerial/supervisory’ and ‘practical’ in an attemptto investigate whether or not the organisation was releasing the potential ofits staff and, more importantly, whether staff were getting the most out of theiremployment. No doubt the HR director’s intentions were honourable, yet when anothermanager indicated that his team might be suspicious of the process, I realisedhow important it is to explain and manage it effectively. Exercises of thisnature can be seen as an attempt by management to get more out of their teammembers for no tangible return. So where should the line be drawn between ‘releasing potential’ and‘sweating the asset’? Is there always going to be a division between those whoperceive such initiatives as a threat and those who see them as a realopportunity for personal fulfilment? The majority of us are not motivated by money per se; being stretched andstimulated intellectually are much more important. There are also, of course,those who simply do no want to give any more than they are already giving anddo not see work as the main outlet for the release of their potential. Suchviews should be appreciated and, provided the team member is performing his/herjob to the required standard, no attempts made to ‘force’ any extra potentialfrom them. By communicating benefits to individuals effectively, by listening to theirneeds and wants and by being open about the consequent benefits to theorganisation as a whole, managers should be able to encourage people toundertake the processes that do release their full potential, creating a “win-win”situation for everyone. Additionally, a working environment should be provided which encourages andsupports knowledge sharing through coaching and mentoring schemes, and whichprovides thanks and recognition for a job well done. In this way employeesshould be more motivated to give closer to 100 per cent of their potential totheir employer – or at least have had the opportunity to do so. Jan Bailey Marketing manager, The Leadership Trust Public sector joins in the war for talentThe pipeline for talent is perhaps the most vital issue facing employers inthe current climate regardless of sector or type. Here we are, five years onfrom when McKinsey’s War for Talent hit desks across the HR community and manyof us still don’t have the answers to fill the skills gaps that will drive UKplc in to the future. I totally support the fact that the Employers Organisation has produced a‘Guide to Workforce Planning in Local Authorities’ (news, 16 September). Theneed to help assess ‘how many employees are and will be needed and to ensuresufficient and appropriate training and development is provided’ in the publicsector is no longer an issue for bluechips alone. The war for talent isn’t confined to the public sector. In the interimarena, rates have risen by 15-20 per cent in the past 12 months and in thepermanent sector, salaries for senior roles often equate to those expected byHR directors in the private sector. Good people see the public sector and local government as a good careermove, but candidates who may have cut it in an investment bank still need to bethe right ‘fit’ for an utterly different culture. Organisations need to rely onsuppliers who can create a pipeline for talent, thinking strategically andsupporting HR departments and candidates in identifying the skills they need toflourish in the future. Jane Robson Joint managing director, Courtenay HR The inter-personal e-learning paradox Your article ‘E-learning Curve’ (22 July) highlighted the challenge ofachieving e-learning success. Nowhere is this more of a challenge than in the area of achievingprofessional and management skills. It is broadly accepted that e-learning, with the appropriate support andcustomisation, can achieve satisfactory results for knowledge, procedural andlower level technical subject areas. However, the case is not so clear whereinterpersonal skills are concerned. Paradoxically, surveys show the lack of interpersonal skills in ourworkforce is the single most significant limiting factor on corporate success. Experience shows that it is only when we combine e-learning with humancontact and communication, and appropriately structured opportunities topractice skills learned via e-learning, that real performance leaps in creatingwinning relationships can take place. Just half a day of intense, customised,classroom training will enable learners to reinforce and practice newtechniques learned in e-learning modules. As a result of this small but significant investment, learner motivationwill be greatly enhanced and they will gain the vital ability to apply newskills. For HR and training departments, this means an increased uptake ine-learning materials and a better-skilled workforce but perhaps mostsignificantly, a sure fire way of realising the benefits from the e-learninginvestment. Brian Sutton Chief educator, QA The men in white coats are waiting Terry Lunn filled me with dismay and concern (Letters, 19 August). Hislittle rant seems incompatible with his membership of the professional body forpeople he refers to as ‘unsavoury HR accomplices’. I see he is an independent consultant – many might hope he is not holdinghis breath waiting for new business, because few potential clients will beat apath to his door when they see what he thinks of corporations and HR people.Some also might feel he ought worry more about the men in white coats, ratherthan fixate on his obsession about black bags. Roger Loughney HR director, Corporate details supplied Read the smallprint or prepare to pay up Over a long period I was forced to buy an HR product (originally about £400which, with negotiation was reduced to £200) by a company that was constantlyabusive and harassing over the phone and by letter. My only fault was that I did not return the trial document within thecompany’s designated timescale. There are definitely some sharp practitioners and practices out there (News,5 August). You need to read the small print especially if they are lesser knownsuppliers. On the other hand, people like Croners appreciate the busy lives we lead anda phone call is all that is needed to extend a product trail. That sort ofunderstanding is invaluable to people like myself who hardly have time to readthe post let alone review a new product. Sue Smith HR director, Bowlplex plc Skills divide at the top is breachable I was not at all taken aback to see that research released this month foundthat just one in five senior managers throughout FTSE100 companies have atechnical background, whereas 90 per cent of chief executives are degreeeducated. At a time when boardroom diversity is under the spotlight, particularlyfollowing the publication of the Higgs Report (News, 5 August), this surveyhighlights the great extent of the skills divide at the top. This should come as no surprise to HR practitioners, who for decades havebeen considered secondary to other disciplines when it comes to boardpromotion. While the situation has improved to a great extent in recent years, thevalue that a strategically focused HR practitioner can add to a business hasyet to be realised by many senior management teams. Given that technology andpeople form the backbone of almost every organisation, it does confound thatsuch little emphasis is placed upon their management at the highest level. Itappears short-sighted and stagnant that British business has failed totransform the make-up of management in accordance with changing businessprocesses. Some may argue that technically-minded professionals and HR practitioners donot have the skills necessary to ascend to the board. However, while there is aneed for an understanding of the intricacies of the corporate world, of equalimportance is the sheer wealth of knowledge and ability to manage complexprocesses and issues that they bring. Certainly, I wouldn’t suggest that all management professionals besuperceded by IT and HR specialists, but in light of the present imbalancechange does need to occur. Balance sheets, profit and loss and financial reporting are essential to thecontinuation of a business, but equally important are the people that make ithappen. Ian Sharland Managing director, LogicaCMG Enterprise Services Wear their’s a spell cheque the CVs err… In his article on writing a perfect CV cover letter (Careerwise, 16September) Scott Beagrie quite rightly advises readers not to rely on their ownproof-reading abilities, but to involve a friend or colleague. From experience, I would add another warning: don’t rely on your computer’sspell checker to correct things for you. I’ve seen too many applications which include correctly-spelled words – butthey are the wrong words! For example, ‘there’ and ‘their’ are both spelledcorrectly, but they are not interchangeable – spell- check with great caution. Tim Wells Senior analyst, Nationwide Building Society
Oxford University’s Jewish Society and the Aegis Society , a grassroots movement against genocide, will organize and sponsor a torch-lit march through Oxford city-center for Holocaust Memorial Day on Sunday, January 27th.The march will be celebrating the 63rd anniversary of the liberation of the Auschwitz-Birkenau concentration camp in 1945 – the very end of the Second World War. The commemoration walk is scheduled to begin at the Jewish Centre in Jericho at 5:45 pm.OUSU president Martin McCluskey thinks the significance of this event is heightened after the Holocaust denier David Irving’s controversial visit to the Oxford Union last term.“Education about the Holocaust seems even more pertinent now. For people who haven’t heard a Holocaust survivor speak before, it’s incredibly powerful and brings home how horrendous it was,” commented McCluskey to the Oxford Times.Other commemorative events are scheduled for Sunday, including a talk by a Holocaust survivor at the Jewish Centre, at 4 pm. Oxford University Chabad Society will be holding a lecture on Sunday by Professor Sir Michael Howard, president emeritus of the International Institute for Strategic Studies and who was Regius Professor of Modern History at Oxford. His mother was Jewish, fought in the Italian Campaign during the Second-World-War and was twice wounded and won a Military Cross at Salerno. The lecture will begin at 8 PM at the David Slager Chabad Jewish Centre on George Street.Cherwell 24 is not responsible for the content of external links
A funeral mass was offered Aug. 25 at St Joseph of the Palisades Church for Sylvester Sanzari, 62, of West New York. He passed away Aug. 21. Born in Jersey City he was a retired employee for the West New York Department of Public Works. He was the brother of Philip, Michael, and Lawrence Sanzari, Susan Pleger, Sharon Wellenheider and the late Debra and Joseph. He is also survived by many nieces and nephews. Services arranged by the Vainieri Funeral Home, North Bergen.
We have updated the guidance handbooks for civil finance and escape cases.Civil finance handbook changesOne of the main changes is the update to the guidance on whether a claim should be rejected, assessed or ‘document requested’. This change was dealt with recently in a GOV.UK news article on 22 March 2018.We have also updated the rates section to provide additional clarity on the rates payable in family cases.Escape cases handbook changesThe main changes relate to additional guidance on rates in housing cases, means assessment and guidance for asylum work.We have also added in a template for use where there has been third party support.The VAT section in both handbooks has been updated.Full details of the changes for civil cases and escape cases can be found at the front of the handbooks.How to use the handbooksThe electronic handbooks for both civil finance and escape cases contain our operational requirements and guidance.They should be used together with the cost assessment guidance and also the relevant contracts.Further informationFunding and costs assessment for civil and crime matters – to download the ‘electronic handbook’Submit a claim for payment – to download ‘Guidance for escape case claims’Improvements to reject process to speed up payments – GOV.UK news story on 22 March 2018
Jagged Little Pill, the musical production based on Alanis Morissette‘s hit 1995 studio album, will make its Broadway debut this fall and winter. Morissette shared the news of the musical’s forthcoming arrival to Broadway with a post to her Facebook on Friday, stating the production will open at the Broadhurst Theatre on December 5th. Previews for the show will begin on November 3rd.Related: All-Star Musicians Perform Alanis Morissette’s ‘Jagged Little Pill’ For Planned Parenthood BenefitThe musical premiered last year with a reported sold-out run at the American Repertory Theater in Cambridge, MA. The musical, along with its accompanying book, was directed/written by Diane Paulus. Jagged Little Pill also features choreography from Sidi Larbi Cherkaoui, and musical supervision/orchestrations/arrangements of Morissette’s music by Tom Kitt.Eva Price, one of the show’s producers, also told the New York Times that their show would be revised for its Broadway premiere later on this year.“We were quite happy with the work we did on our original musical, but you can always keep improving,” Price said of the show’s initial reception. “The changes we have made are many, many little ones that add up to a more streamlined, layered, and deeper show. The world has continued to change, and that has affected the writing and the direction.”The musical’s storyline follows the Healys, a seemingly perfect suburban family grappling with uncomfortable truths about many of the urgent issues deeply affecting our communities and our world today, including struggles with prescription pain medication, according to Broadway.com.Fan club presale for tickets to the show begins this Monday, May 6th, at 10 a.m. EST. Fans can click here to register for early ticket access. Fans can also watch the video below for a behind-the-scenes look at the show’s rehearsals prior to its debut last spring.Jagged Little Pill Rehearsal: A First Look[Video: American Repertory Theater]
Read Full Story The Harvard Innovation Labs recently published its 2020 Year in Review, featuring a selection of accomplishments that current and former Harvard Innovation Labs teams have achieved in 2020.Since January, the Harvard Innovation Labs nurtured more than 700 ventures across its three-lab ecosystem: the i-lab for student ventures, Launch Lab X GEO for alumni-led ventures, and the Pagliuca Harvard Life Lab for biotech and life science start-ups founded by Harvard students, alumni, faculty, and postdoctoral scholars.Throughout 2020, the Harvard Innovation Labs has focused on bringing together and supporting these ventures during an extraordinary time in history, and spotlighting their incredible work. In May, the Harvard Innovation Labs welcomed more than 4,000 participants from 87 countries to an interactive virtual celebration of Harvard innovators participating in the 9th Annual Harvard President’s Innovation Challenge , where $510,000 in Bertarelli Foundation prizes were awarded to winning teams. The Harvard Innovation Labs also launched two interview series, Women Founders Lead the Way at Harvard and Venture Voices, for students and alumni to share their stories.Read the Harvard Innovation Labs 2020 Year in Review here.
Notre Dame Security Police (NDSP) notified students of a sexual assault that allegedly occurred outside a campus residence hall early Saturday. In an email to the student body Tuesday night, police stated that a student was sexually assaulted by an acquaintance outside a dorm in the early morning hours. A third party reported the assault to a campus administrator, the report stated. Police warned students to be vigilant regarding sexual assault. “Sexual assault can happen to anyone at any time,” the email stated. “College students are more likely to be assaulted by an acquaintance, which means the assault could be part of the campus community. Being aware of your own safety and watching out for your friends are important steps you can take to reduce the risk of sexual assault.” Information about sexual assault prevention and resources for survivors of sexual assault are available on the NDSP website, ndsp.nd.edu, and through the University’s Committee on Sexual Assault Prevention.
Notre Dame Security Police is investigating a report of indecent exposure occurring Tuesday at about 7:45 p.m. between DeBartolo Hall and the Snite Museum of Art, according to an email sent Tuesday night.Two people reported that a man in a red Ford pickup truck with an Indiana license plate exposed himself, the email stated. After being noticed by witnesses, he reportedly drove south on Eddy Street and off campus.The suspect was described to police as a white male in his late 20s or early 30s, the email stated. He reportedly was unshaven with short brown hair, wearing blue jeans and a red t-shirt.The email advised students to call Notre Dame SafeWalk for an escort when walking on campus after dark by calling 574-631-5555. Tags: indecent exposure, NDSP
The magical hour – the one I used to call lunch – transforms into the time to escape my life and disappear into the woods. I lace up my running shoes and weave between the fading mountain laurel, slowing my breath to take lingering inhales of the blooming honeysuckle.Whenever I get that pinched up feeling when only abrupt, short answers roll off my tongue, I know I must get out into the woods and pound out the miles. When I don’t know the answer because I haven’t figured out the right question, the forest offers wisdom.More often than not, in between oaks and pines the answer reveals itself.I go into the forest to unravel my life from the goals that become intertwined with my identity – the new book I’m writing this summer, the lifestyle I want to create for my son, the business I started a year ago.I’m learning to listen to the birds, to the sound of my own feet. My focus turns to lifting my feet high enough to avoid roots and snakes. I scan the trail, committing to a path and then looking ahead. Sweat trickles down my back, my shirt clings to me.I become more aware and curious about my surrounding in and out of the forest. I want to be connected with the earth’s cycles, to see the sunset and the moonrise. I want to be alert for the blinking fireflies, to mark summer’s arrival with open arms.The moss and ferns blur green in my peripheral vision. The dense canopy dwarfs me, reminding me of Mother Nature’s magnitude, along with my own place out here.I am small. So are the things I call problems. The fears that keep me awake at night won’t be remembered in a month.I enter the forest to lose myself, giving myself permission to let go, to change directions, or forge ahead on a new path. In the process, becoming the best version of myself, one still flawed with all the same problems but with a better perspective.There are days though, when no matter how hard I try to make time, I never get to the trailhead. I’m so married to my to-do list that I don’t break myself away from my computer.It was my writing mentor, not my running coach who provides an answer:“If you miss working on your book one day, begin again the next. You haven’t fallen off the wagon. This isn’t recovery. This isn’t boot camp. You’re just writing a book. It’s a new day. Come back to your desk.” ~Ariel GoreAnd so it is with the woods. If I miss the cure-all green for a day, I can go back. I am just running in the woods and it’s a new day. I don’t need to wait for an invitation to reinvent myself.The forest is waiting.