Aims of the policy or strategy
The fundamental reason for carrying out this redesign is that there are a number of inconsistencies with terms and conditions that stem back to 2013 when Public Health moved from an NHS service to local authority control. Further issues are listed below. The current COVID-19 situation has highlighted more starkly the pressures on resource and management capacity, which will be addressed through this organisational redesign. Dealing with COVID-19 will be a long term feature of public health and so it needs to become an integral part of the responsibilities and structure, and not seen as a separate short term crisis that overrides the other programmes and services that Public Health delivers.
Although it could be argued that now is not the time to undertake an organisational redesign, it can equally be argued that there is never a good time, and the longer endemic issues are left the worse it is for the effective functioning of the service.
The total number of staff that are having their terms and conditions updated to Greenbook Day 1 (Dorset Council terms) is 24 and is broken down as follows:
- agenda for Change staff 15
- Consultants 3
- Optum6
In addition, some staff may have their Job Titles updated and be supplied with a new Job Description to ensure their JD reflects the actual work they do.
Background to the proposal
The issues and inconsistencies that need to be addressed are identified as:
- the current organisational structure is unsuitable for the team’s functions
- roles and reporting lines are not aligned to the work structure
- contribution levels, expectations and working practices are not consistent
- responsibilities are not clearly understood
- the purpose and priorities of the team are unclear and undefined.
- the employment Terms and Conditions are inconsistent
- morale is low with some people
Additionally, the team needs to relocate from Princes House to County Hall (both located in Dorchester) early in 2021. Doing this as part of a wider organisational redesign will be beneficial as it will help reinforce the changes.
There is no expectation of a reduction in posts, and no redundancies are planned
Intelligence and communication
Data, information, evidence and research used and how it has influenced the decision-making process
We used the follow data to inform the proposal:
- employee data from DES which is the councils HR database.
- business case for the restructure for Public Health. We have also reviewed TUPE documents.
- information from the above has been used to help develop proposals that do not
- adversely affect protected characteristics at this current time.
- service and individual consultation meetings will take place with relevant employees and this EQIA will be updated as the process takes place
This data told us that we have the following numbers of staff:
- DCC 32
- DC 14
- Agenda For Change 14
- Consultant3
- Optum 7
Information in DES is reliant on employees populating these fields themselves and as this is not mandatory there are some instances where no information has been recorded, or the individual has chosen not to provide such information. There will be an opportunity in the consultation to gather further details about those with protected characteristics, for example, if they have any additional requirements or are in a caring role. Data recorded for full time and part time employees has been included below for information. Full time 10 and Part time total 14:
- DC/DCC are council staff
- Consultant/Agenda for Change are previous NHS employees
- Optum are the employees who worked for Livewell before they were acquired by DC.
Engagement or consultation that has taken place as part of this EqIA
None as yet, but it is intended to be early June for 45 days.
A summary timeline is provided below:
- Discovery& Preparation – June 2021
- EmployeeConsultation
- Period 45
- Days - Early June 2021 for 45 days.
More information may be received as the process continues and this
The EqIA will be updated accordingly.
As and when further information is available regarding the LGPS Regulations and this will be communicated to trade unions and employees.
The EQIA can be updated for areas stated in the action plan following the consultation process.
Feedback and communication
The person who leads the consultation for each employee will feed back
Assessment
Impacts of the policy or strategy
| Impacts on who or what | Effect | Details |
|---|---|---|
Age: | Neutral | All employees will be treated equally regardless of age. There is a number of employees aged over 50, but no reason why they should be adversely affected. This could become a resilience issue in the future, but the service would provide relevant training where required |
Age group affected | n/a | 21-64 (see below breakdown) Agenda for change: 40 – 59, 6 of which are over 50 Consultants: 45 – 51, 2 of which are over 50 Optum: 32 to 60, 4 of which are over 50 |
Disability: (including physical, mental, sensory and progressive conditions) | All employees will be treated equally regardless of their disability status however, if someone should declare a disability during the consultation - reasonable adjustments will be made to enable them to fully participate in the process and post the outcome of the process, so any adjustments/adaptations will be implemented. | |
Disability group affected | n/a | Employees with dyslexia and other hidden disabilities such as communication needs – will ensure that communications are easily understandable and give support if needed. A one to one meeting will also take place for everyone concerned, so that information can be exchanged verbally |
Gender Reassignment & Gender Identity: | Unclear | No information has been declared as Dorset Council does not ask for this data, as such we are not able analyse as to whether there would be impact at this present time. However, all employees will be treated equally regardless of gender. |
Unclear | We have a small number of employees on maternity leave, and at risk of identifying these employees, we will not share the number. Service Managers will provide documents from the consultation process and keep in touch during the consultation and post preference stages | |
Race and Ethnicity: | Neutral | All employees will be treated equally regardless of race or ethnicity. The consultation is an opportunity for employees to share any equality data. |
Religion or belief | Unclear | We have insufficient data at this present time to analyse this however all staff will be treated equally regardless of their religion or belief. All consultation meetings will be held within the normal working week. Where employees are unable to attend meetings, service managers will contact employees for one to one conversations |
Sexual orientation | Unclear | We have insufficient data at this present time to analyse this however all staff will be treated equally regardless of their sexual orientation |
Sex (consider both men and women | Unclear | There is a higher representation of female employees 20 (83.3%) and 4 (16.7%) are male employees. It is not thought that the female employees will be disproportionally affected in any adverse way. The impact is unclear |
Marriage or civil partnership: Rural isolation Armed Forces communities | Neutral | No impacts have been identified at this present time. |
Carers | Neutral | We do not have this data recorded, However the Council offers flexible working conditions and opportunities for part time hours or personalised working patterns. All employees have the right to request such arrangements and this has been communicated to staff |
Single parent families | Neutral | No impacts have been identified. Childcare may be an issue for employees, but the Council offers flexible working conditions and opportunities for part time hours or personalised working patterns. All employees have the right to request such arrangements and this has been communicated to employees |
Social & economic deprivation: | Neutral | Advice will be available for employees to fully understand any changes to their terms and conditions. Council policies exist to mitigate negative impacts. |
Key to effects or impacts
Positive -the proposal eliminates discrimination, advances equality of opportunity and/or fosters good relations with protected groups.
Negative - protected characteristic group(s) could be disadvantaged or discriminated against
Neutral - no change/ no assessed significant impact of protected characteristic groups
Negative - protected characteristic group(s) could be disadvantaged or discriminated against
Action plan
| Issue | Action to be taken | Person responsible | Date to be completed |
|---|---|---|---|
Ensure EqIA Remains relevant | Review and update throughout the restructure and consultation process | Jon Wright | n/a |
Ensure EqIA is visible | Ensure EqIA is visible Publish in employee engagement documentation. Raise in consultation meetings | Jon Wright | n/a |
Employee awareness of new terms & conditions | Employee awareness of new terms & conditions Publish in employee engagement documentation. Raise in consultation meetings | Consultation lead | n/a |
People who have agreed the EqIA
Officer completing thisEqIAJon Wright, Paul Loach, Sarah Longdon
Date:10 June 2021
Equality LeadSusan Ward-Rice
Date:24 June 2021
Second sign offBecky Forrester
Date:25 June 2021
