Archives for January 15th, 2003

PROGRESS WITH ETHNIC RECRUITMENT BUT PROBLEMS COME LATER

Headlines, PublicNet: 15 January, 2003

Three years into a ten year programme to raise the proportion of people from ethnic minorities in the police, prison and probation services and the Home Office, it has become clear that the culture is changing slowly. Figures published by the Home Office show that recruiting staff from ethnic minorities is not as difficult as retaining them or ensuring their career progression.The percentage of the working age population who are from minority ethnic communities is estimated as 7% and the targets set in 1999 are intended to reflect this proportion by 2009 . The targets relate to those from the black, Asian and mixed communities living in England and Wales.

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IMPROVEMENT IN PUBLIC SERVICES NEEDS RADICAL CHANGE AS WELL AS INVESTMENT

Headlines, PublicNet: 15 January, 2003

Investment in public services in Scotland must be matched by changed working practices and 21st century attitudes. This commitment to change was sent to public service workers across Scotland by First Minister Jack McConnell. Speaking to an audience of police recruits he used examples from the criminal justice system to stress that investment, whether in people or new technology, must go hand in hand with reform in structures, attitudes and behaviour.There is a quality gap to close between the criminal justice service people expect and the service they too often receive. There are problems of overload, uncertainty, duplication of planning and effort, cases appearing again and again without resolution – and the time wasting and upset this causes. Too many police officers are wasting their time grappling with old fashioned procedures and outdated bureaucracy, hanging around courts for cases that are don’t get called. Victims are left unsure about what is happening to their case or when it will be concluded. And witnesses are called to court just to be sent away again.

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TOTAL REWARD

Abstracts, PublicNet: 15 January, 2003

By Charles CottonThis practical guide sets out ideas on how best to recruit, retain and motivate employees using a range of reward mechanisms that go well beyond pay and perks. It confirms that traditional rewards such as pay and benefits remain important fundamentals, but argues that they are not the only factor when it comes to rewarding employees for their efforts. The report highlights the individual nature of reward. At certain times it may be possible to concentrate on the luxury of job interest and personal development, while at other times, security and paying the mortgage are the driving forces. Total Reward concludes that the cardinal rules of reward need to be rewritten and that by putting less emphasis on financial aspects to retain top talent, organizations can appeal to the personal values and lifestyle choices of today’s employees. They can begin to create the sort of mutually beneficial employment relationship that will help build the mindset required among employees to direct their efforts to the key strategic priorities of the organization.

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