HM TREASURY

Service Delivery Agreements

SECTION E: MANAGING PEOPLE

E.1 Civil Service Reform

The Treasury’s change programme is organised around eight themes:

securing the right resources and using them efficiently
managing people and business effectively
Developing our skills to meet our changing needs
achieving a dramatic improvement in the diversity of people who work here
building a Treasury where everyone is treated with decency and respect
using information more effectively
starting to prepare the new office for the Treasury; and preparing the Treasury for its new office
better two-way communication with staff and with the outside world

Key targets include:

E1.1 To retain Investors in People accreditation.

E1.2 To create an inclusive culture in which diversity is valued and different views are actively sought and listened to. Contribute to civil service diversity by ensuring that by 2004-05:

34% of Treasury SCS members are women
25% of the total of our Directors and above are women
3.2% of Treasury SCS members are from ethnic minority backgrounds;
3.0% of Treasury SCS are people with disabilities

E1.3 Bring in talent by using open competitions wherever possible, and by increasing inward secondments and loans.

E1.4 Bring on talent by providing good quality training and development opportunities, including outward secondments and loans.

E1.5 To enhance leadership skills, ensure that all members of the SCS, and 25% of non-SCS managers have completed 360 0 feedback by the end of 2001.

E1.6 The Treasury will continue to improve its business planning system by subjecting it to independent peer review in Spring 2001.

E.2 Sickness absence

E2.1 The Treasury will reduce sickness absence by 0.5day by April 2001 and 0.8 day by April 2003, measured from a 1998 baseline of 5.3 average working days absence per staff year.

E2.2 Consistent with the Government’s aim of reducing the incidence of ill-health retirement in the public sector, the department will operate effective occupational health policies and sound management practices which achieve levels of ill-health retirement by 2005 consistent with or better than the best quartile target of 3.72 retirements per 1,000 employees.