Work/Life Balance

Drivers for Change

-High level of Sickness Absence

-Areas of high staff turnover

-Recruitment and Retention (problem areas)

-Employer Image (largest employer)

-Asset Management Considerations

-Concerns expressed in staff survey

-Employment Act 2002 – Flexible Working

Process: Partnership Pilot

Internal Project TeamHead of Personnel2 colleagues

External Project TeamHead of Occupational Health 2 consultants

Selection of pilot schemes/staff groups flexible workbase – internal audit/social workers extended flexitime - Chief Executive’s dept

WLB Strategy – Menu

• Extended Flexi-time• Flexible Workbase • Annualised Hours• Career Break• Purchasing Annual Leave • Voluntary Reduced Hours• Job Share Scheme• Term Time Only• Individual Homeworking • Compressed Hours• Child Care Vouchers

DRIVERS FOR CHANGE DRIVERS AGAINST CHANGE W Suspicion

Commitment Trust Investment potential Employees/organisation L

Fear National/European Initiatives/ Legislation/Directives B Commitment

Cost

Organisation

EmployeesManagers

Advantages

In the future:

• IIP – Work/Life Balance Award

• Continue to develop individual policies

• Monitor results