Person responsible for managing the assessment

HR & Learning Adviser

Name and brief description of the service / policy to be assessed

Training & Development.

Training & Development is an area of work split into strategy and operational.  Operational activity is undertaken by service areas and central administration.  Strategy by two specialist HR staff.

Objectives of the service/policy to be assessed

The HR specialist staff objectives are to –

• Develop policy and procedures to enable effective training and development in HBC
• Provide advice and support
• Lead on corporate learning activity

The central admin objectives are to –

• Provide a service enabling the administration of training and development
• Deliver a service in accordance with policy, procedures and legislation

Baseline/monitoring data 2006/07

All employees

Service/policy outcome evaluation

Addressed via:

• Internal liaison such as advice meetings
• Business planning process
• Monitoring mechanisms

List of main stakeholders/beneficiaries

• Officers
• Partners (other Local Authorities, Capita etc)
• Third Party suppliers

How representative is the ‘stakeholder’ list above?

100%

Who benefits from the service/policy?

All the above.

In what area are there concerns that the policy could have a differential impact

Race √

Disability √

Gender

Age

Religious beliefs √

Sexual Orientation

Please explain for each of the target equality groups, but in particular race, disability and gender:

Areas of concern that the service/policy could have a differential impact  

Race – communication in different languages and enabling input from all areas of the workforce and potential employees.

Disability - access to documentation e.g. large print fonts, physical access in Civic Offices, audio and visual aids. Signers to support people.  Mix of learning activity

Gender – None

Age –none

Religious Beliefs – Holding learning programmes on dates or times inconvenient.

Sexual Orientation – None

Differential impact

Lack of opportunity to access services.

Lack of publicity material in native languages.

Reasons for any differential impact

Policy and procedures need updating

Generally one approach is set for group learning activity

Are there any barriers to opportunities or access for some groups?

Potential for cultural and language barriers.

Complaints data

No complaints have been received on equality issues.

Are there disadvantages caused by discrimination?

No

Are there opportunities to better promote service/policy inclusion?

Via a thorough review of policy/process, training and learning for staff. 

Have you undertaken any consultation?

None taken yet – policy and process subject to staffing matters consultation and union routes.

Consultation outcomes

Informed policy, procedures and practice

Assessment conclusion

The service is not considered to be discriminatory in its practice.  

Monitoring timetable

To be reviewed in HR workplan.

Please ensure that you have provided as much evidence as possible to support the responses you have given.

Additional Comments

Training & development is underpinned by equality legislation and best practice.  Many checks are in place to ensure that we do not discriminate or unfairly disadvantage staff when applying for or accessing learning opportunities.  Improved evaluation methods should better demonstrate the benefits of effective learning.  This needs to be addressed through policy and procedural updates

Signed:  HR & Learning Adviser                                                    (Completing Officer)

Signed: Head of Organisational Development                            (Head of Service)

Date:  20^th Aug 2007