Changing and empowering our workforce.
We need to reduce the size of our workforce and develop skills and capability to drive up performance.
What does this mean?
- Fewer employees at all levels with a further reduction in layers of supervision and management
- Workforce reduced in a planned way over time
- Redundancies on a voluntary basis wherever possible
- People work flexibly in terms of what they do and where they work
- Skills meet the needs of the job
- Those most affected by change are well informed and supported throughout
- Employees feel empowered to make decisions and do a better job for customers
- Employees understand the need for change, increased efficiency and improvements
How are we going to make this happen?
Reducing employee numbers will be carefully planned to minimise the impact on employees and customers and we’ll talk about it openly with staff and Trades Unions.
- Recruitment freezes, redeployment, early retirement and voluntary packages
- Organisational design including a new management structure
- Workforce planning - thinking ahead to meet future needs
- Leadership and skills development for managers and employees
- More home working for example in Council Tax and Housing Benefits Service
- More mobile working for example in Environmental Services; Development Services; Social Work; Building Services; and Local Services Network
Within this Workforce Change section you will find information to manage and support your employees during change.
You can keep up to date with the council’s plans for change at fish.fife.gov.uk/thinkchange or from a PC at home, in a library or learning centre on fifedirect.org.uk/thinkchange
Changing and empowering our workforce is a key part of our planning - thinking ahead to identify the skills and capabilities we need in the future and where and how we reduce our workforce.