Renfrewshire Council

Right for Renfrewshire Q&A

What's happening?

Elected members today (19 February), approved proposals to further progress Year 1 of the Right for Renfrewshire programme.

This means we will now progress and implement six agreed service designs over the coming months:

  • Customer and Transactional Services
  • Placeshaping
  • Developing Communities
  • Community Protection
  • Facilities Management
  • Prevention and Early Intervention.

What will Right for Renfrewshire deliver?

  • A leaner, more efficient organisation that is right for people and right for communities
  • Resource focused where it is needed most
  • Clarity about what the council is best placed to deliver
  • Services designed around people and local need
  • Greater staff empowerment, integrated teams and mobile working
  • Community empowerment
  • Greater collaboration with partners
  • The right culture to develop the skills and potential of our workforce.

When will I know what the proposed changes are and how they affect me?

Service Designs will now be finalised and your manager will be in touch to explain what this means for you. The priority is to speak to employees whose posts are in-scope and to those who have continued to express an interest in VR/VER. The level of detail available on the changes being implemented by each service design will differ due to the nature of services involved, but we are aiming to update all staff within the coming weeks and regularly throughout the change process.

Due to the size and scale of the Prevention and Early Intervention service design we are continuing our work on the detailed design process, and we expect to be in a position to present our proposals to elected members at the Leadership Board in June.

Future changes to how we deliver our services will be subject to ongoing consultation with employees and trades unions.

I have expressed an interest in VR/VER - when will I know the outcome of this?

For those who have continued to express an interest in each of the service designs currently being progressed, your manager will be in touch with you to arrange a face-to-face briefing and these will take place from tomorrow (20 February) onwards. This will involve discussion of your application and what happens next. Decisions on which posts can be released are being made against the need for the council to retain certain skills and job roles. Not all those who continued to express an interest in VR/VER will be able to be released at this time and the timing of release will be phased over the coming months to support the needs of the service.

For employees whose posts are in scope as part of the Prevention and Early Intervention service design, these conversations will be later this year.

Will everyone leave at the same time?

No. As each individual service design is running at different times, staff who leave the council will do so on a phased basis over the course of 2020/21. It has always been a priority to make sure the timing of release is phased to support the needs of the service.

If I can leave the council, how will I find out and when will I be released?

Arrangements to meet with all staff who have continued to express an interest in VR/VER are being arranged to take place from 20 February onwards. This will involve discussion of your application and what happens next with your manager. The timing of voluntary release will depend on the needs of the service and will take place over the course of 2020/21.

Staff whose posts are in scope as part of the Prevention and Early Intervention service design will be updated on the timeline of their Service Design, which will progress later in the year.

How and when do I find out why I am not being released?

Arrangements to meet with staff who continue to express an interest in VR/VER are being arranged to take place from tomorrow, 20 February onwards. This will involve discussion of your application and what happens next. If your expression has not been accepted at this time, the reason will be shared with you.

For staff whose posts are in scope as part of the Prevention and Early Intervention service design, this will be later this year.

If I am not being released, can I re-apply for VR/VER in future?

There may be the opportunity to keep your expression of interest on file and this will be discussed with you.

Is the service design for my area completed and when will I find out what this will look like?

Now that the proposed service designs are approved, the priority is to finalise designs and share information on future change with staff who are in-scope. The timings will vary for each service design and your manager will be in touch to arrange a briefing in the coming weeks.

Due to the size and scale of the Prevention and Early Intervention service design we are continuing our work on the detailed design process, and we expect to be in a position to present our proposals to elected members at the Leadership Board in June.

Can I apply for VR/VER when I have seen the service design?

Yes, there will be further opportunities to decide whether you wish to express an interest in VR/VER when the new designs are confirmed.

Who makes the decision on VR/VER?

Elected members make the decision on whether to progress service designs. The decision to approve applications is based on the requirements of the new service design and the skills and expertise the council needs to retain.

I didn't express an interest in VR/VER, when will I know what is happening to my post?

The priority is to update staff as quickly as possible. Once service designs begin to take shape, any proposed changes to posts will emerge and the timeframe for this will be discussed with you by your manager.

The timings will vary for each service design, and your manager will be in touch to arrange a face-to-face briefing.

Will my post be changing and when will it change?

Once service designs begin to take shape, any proposed changes to posts will emerge and the timeframe for this will be discussed with you by your manager. The priority is to update staff as quickly as possible. The timings will vary for each service design, and your manager will be in touch to arrange a face-to-face briefing.

Will I have a new manager?

If changes to your line management emerge through the service design process this will be discussed with you by your current manager.

How long will it take for changes to my post and service to be made?

As each individual service design is running at different times the timings of this will vary. Once service designs begin to take shape, any proposed changes to posts will emerge and the timeframe for this will be discussed with you by your manager. The priority is to update staff as quickly as possible. The timings will vary for each service design and your manager will be in touch to arrange a face-to-face briefing.

When will Year 2 service designs be announced?

We are currently moving to implement the majority of the first set of service designs. While this is taking place, work will begin to scope out the next set of proposed service designs for the coming year. Elected members will be updated on the proposed next set in the coming months.

Where can I find more information on Right for Renfrewshire Programme

If you have any questions or would like more information about the Right for Renfrewshire programme, please speak with your line manager in the first instance or visit the Right for Renfrewshire pages on our intranet or public website. The Right for Renfrewshire R Magazine (issued in December and available online) also provides you with more information on the programme, including what it is and why we are doing it.

What are the service designs in Year 1 being progressed?

The agreed six service design projects for Year One of the programme are: 

Year 1 projects (2019-20)

Objective

Placeshaping

Sandra Black, Chief Executive

Alasdair Morrison, Head of Regeneration

Redefining our relationships with our partners and making sure as a Council that we work closer with each other and with our partners pooling resources, ideas and energy to secure the future well-being of Renfrewshire.

Community Protection

Led by Mary Crearie, Director of Communities, Housing and Planning

Oliver Reid, Head of Communities and Public Protection

Making sure services are targeted to where they can have maximum impact, working with our partners and local communities, sharing intelligence and data to deliver systems and processes that keep communities safe.

Facilities Management

Led by Gordon McNeil, Director of Environment and Infrastructure

Diane Gillies, Head of Facilities Management

Designed around the needs and future requirements of local people, communities and staff to provide modern, safe and sustainable buildings and services.

 

Customer and Transactional Services

Led by Alan Russell, Director of Finance and Resources

Rhona McGrath, Head of Business and Customer Services

Simplify service requests for employees and customers by automating and integrating common processes, enabling people to self-serve and find information easily, and designing tailored support for people with complex needs.

 

Developing Communities

Led by Mary Crearie, Director of Communities, Housing and Planning

Laura McIntyre, Head of Policy and Commissioning

Working with local communities to adapt services to meet their needs, making them more accessible and building local capacity so people can take a more active role in their community.

 

Prevention and Early Intervention

Led by Steven Quinn, Director of Children's Services

John Trainer, Chief Social Work Officer

Working with children, families and individuals who require support from specialist housing and social work services, to make sure they receive this at the earliest opportunity, ensuring our services have a positive impact.

 

When will I know if there will be new roles?

As each individual service design will run at a different pace, this will vary, and you will be kept up to date on progress directly from your manager as soon as the information is available

How will new roles be filled?

When new roles are created, or existing roles are amended, there will be a requirement for these roles to be evaluated using the Council's Job Evaluation process.  Job evaluation is recognised by the Council as a fair and transparent method of grading roles on the principles of equal pay for work of equal value. There are several ways in which posts within the new service design will be filled, including matching, ringfencing and training and redeployment.

Updated on 19 February 2020