Report Summary
This report provides members of the People Committee with an overview of Your Voice Matters Bi-annual Update.
To access the full document please open the PDF document above.
To view as accessible content please use the sections below. (Note that tables and some appendixes are not available as accessible content).
Meeting
The publication discussed was referenced in the meeting below
People committee - 27 November 2023
Date : 27 November 2023
Location : online
Ambitions Update
Ambitions closed since last update
The following ambitions have closed since the last bi-annual update presented to the SPA People Committee on 31 May 2023:
• Leadership
Target investment to first and second line managers on the subject of emotional intelligence, knowing their people and the key elements, including coaching, of developing ‘Supportive Leaders.’
Relatedness - Managers and leaders given the skills and be expected to translate the organisational vision, tone and focus to their people in a way that connects the importance of all work to the common aims.
Give clarity on the expectation of all people managers and leaders as detailed in the CVF and through the launch of ‘MyCareer’ as role modelled by all of the Force Executive.
• Wellbeing
Develop a proactive wellbeing approach that further enhances the support regarding psychological resilience, self-care including how to get sufficient, high-quality sleep and reduce fatigue/burnout with a focus on those working shifts.
Ambitions in progress
1.5 This includes:
• Leadership
Top 250 leaders in the organisation have a personal development plan.
• Hindrance Stressors
A programme of activity that communicates the expectation that all managers and leaders will be proactive in creating and promoting continuous improvement opportunities where their people can bring forward ideas on how to reduce inefficiencies and increase effectiveness.
• Behaviours
Invest in the role of Tutor Constable – setting expectations of behaviours early.
Change the lived/living experience of people who raise or are impacted by grievances - create a shift to early reconciliation/mediation.
Recognise contributions that go above and beyond through ‘real-time’ recognition.
• Enablers
Target Operating Model – Articulate how this connects and aligns to the broader picture (Change / Strategic Workforce Plan).
Criminal Justice Reform – to reduce the amount of time our people spend in court.
A summary of the ambitions closed since the last bi-annual update and those which remain open are shown in Appendix A.
