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Haringey Council

HR measurement - towards a balanced scorecard

Steve Davies Acting Head of HR

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• Develop a basket of measures from existing HR data/ metrics

• Demonstrate organisational effectiveness in managing people

• Provides VFM measures

Aims

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HR measurement framework

Value Based Metrics

Corporate based

HR Outcome measures

Organisation focussed

Operational HR metrics

Efficiency measures

HR analytics

Workforce data

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HR measure - categories

Value Based

HR Outcomes

HR Efficiency measures

Workforce data

Organisational fitness – Ability of organisation to deliver excellent services.

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Organisational HR performance – effectiveness of organisation in managing people performance.

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HR customer focus – degree to which People & OD delivers services that meet customer expectations and provide value

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Organisational Capacity – level of staff resourcing and capacity within the organisation

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Organisational fitness Measures include: Customer satisfaction, ROI measures, Perf level/

competency of staff, resource/ capacity measures indicating good employer

Organisational HR performance Measures include: Employee satisfaction, Absence reporting, Disciplinary/

sickness actions, No. of days suspension, Appraisals conducted, ET claims

HR customer focusMeasures include: HR Customer satisfaction surveys, HR costs/ capacity,

Recruitment speed, HR performance measures, Training programme success

Organisational Capacity Measures include: Vacancy rates, Turnover rates, Workforce profile

(ethnicity, disability, age, etc.), Agency staff, Sickness absence rates

HR measures

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HR Balanced Scorecard People & OD Scorecard - Jun07.xls

Haringey Council's People & OD Scorecard - June 2007

ORGANISATIONAL FITNESS ORGANISATIONAL PERFORMANCE

Ability of organisation to deliver excellent services Effectiveness of organisation in managing people performance

Freq. Score Target Rating Progress Freq. Score Target Rating

% of staff understand Haringey's aims & objectives 2 yr 90 % who believe their opinion is sought on decisions about their work 2 yr 64

% of staff believe their performance has improved due to L & D 2 yr 64 % who feel their manager gives them timely performance feedback 2 yr 63

% of staff believe different parts of the Council work well together 2 yr 47 % that have a written work plan or appraisal 2 yr 75

% of staff believe the way we do things keeps improving 2 yr 68 % of staff who were clear about Council aims & objectives when joining 2 yr 60

% of residents think Haringey are doing a good job A 64 % of ET claims won by employee A 6.25 10

% of residents think Haringey keep them informed & involved A 67 Average no. of days suspended Q 118 70

% of residents are satisfied with complaint handling A 28 33.5 % of teams with recorded absence M 88 90

% of employees with over 2 and less than 10 yrs service Q 48 60 % of employees attending booked training courses Q 92.2 90

% of voluntary leavers within 1st year Q 18 10 Sickness absence rate M 9.45 8.8

% of internal promotions Q 12.7 10

RIDDOR reportable accidents per 100,000 employees Q 43 281

Redeployment savings A 105,346£

No. of FTE employees Council sickness equates to M #REF! 261

Effectiveness Index % #REF! Effectiveness Index % #REF!

PEOPLE & OD CUSTOMER FOCUS ORGANISATIONAL CAPACITY

Degree to which People & OD delivers services that meet customers Level of staff resourcing and capacity within the organisation

expectations and provide value

Freq. Score Target Rating Freq. Score Target Rating

% of employees rating training courses as Good/Excellent to obj being met Q 91 80 % agency staff as a % of workforce Q 12.1 19

Employees per HR & ODL professional A 85 95 % vacancy rate Q 26 15

Recruitment speed (no. of weeks) Q 12 10 % turnover Q 17.4 14.4

% of successful redeployees A 31 33 % voluntary turnover Q 9.8 9

Average no. of days taken to redeploy an employee A 69 60 % of employees from B & M E communities Q 45.1 39.3

% of new starters that get a part 1 induction Q 89 90 % of employees declaring they have a disability Q 5 4.9

% of job evaluations completed within timescale Q 100 90 % of top 5% of earners from B & M E communities Q 20.6 26

% of pre-employment paper screen checks within timescale Q 89 90 % of top 5% of earners that are women Q 51.7 50

% of health referrals processed within timescale Q 84.4 90 % of employees 55 and over Q 15.8 25

% of employees under 25 Q 4.0 8

Effectiveness Index % #REF! Effectiveness Index % #REF!

Overall People & OD Effectiveness index % #REF!

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• Provides a framework that is flexible and easy to construct from existing HR data/ metrics

• Provides a measure of organisational effectiveness in managing staff

• Provides a platform for additional measures and benchmark opportunities

Scorecard deliverables

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• Questions

Thank you

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