Human Resources

The Human Resources Department looks after all staffing related matters in Sligo County Council e.g. recruitment, training, maintenance of personnel records, industrial relations, payroll, superannuation, time and attendance, etc. It is also responsible for implementing statutory and non-statutory staff welfare policies and procedures and maintains stable industrial relations within the Organisation. The Human Resources Department works to create an equitable, consultative and supportive working environment within Sligo County Council.

Due to the onset of the Covid-19 pandemic in March 2020, many activities within the HR Department were significantly impacted on. Much of the focus of the HR Department was subsequently aimed at addressing issues arising from the Covid-19 crisis.

With the onset of the Covid-19 pandemic in early 2020, the potential implications for society in general and the organisation in terms of staff and services was becoming increasingly more apparent. At this time a Business Continuity Plan was developed which looked at the critical essential services which the Council would have to maintain in the event of a full-scale pandemic, the staff required to ensure these services could be delivered and what backup would be required in the event of staff absences due to illness etc, the potential risks to delivery of these services and how to address them. This plan provided the Council with a checklist of actions to prepare for the impact of the crisis and to ensure critical services were maintained.

As restrictions were elevated, the Council had to make very significant adjustments to the way we work to comply with HSE and Government advices and guidelines on how to conduct business in a way that protected the health and safety of our employees to the greatest extent possible. An in-house Covid-19 Co-ordinating Group was established in March 2020 to identify and oversee actions to maintain safe working environments and to ensure the HSE / Government advices were implemented. This group continues to meet regularly. Covid-19 Compliance Officers were appointed, and a Lead Worker Representative and Worker Representative nominated by the Trade Unions were appointed to work collaboratively with the employer to assist in the implementation of measures and monitor adherence.

Complying with social distancing advice represented a major challenge, and the Council succeeded in rapidly rolling out home working capability to the extent that about 80% of office-based staff were working from home at the height of the restrictions. As restrictions began to ease, the Government published Return to Work Safely Protocols in May 2020 to support employers and workers to put measures in place to prevent the spread of COVID-19 in the workplace. The Government’s Roadmap for re-opening Society and Business set out a fivephase framework for re-opening commencing on 18th May 2020.

Very significant costs were incurred in adapting workplaces, work practices, public access arrangements, etc, to comply fully with COVID-19 related public health protection measures.

As restrictions were again escalated to the highest level from midnight on 21st October 2020, working arrangements and practices were altered in line with Public Health and Government advices with the focus on maintaining essential services and supporting Communities and businesses. Imposition of restrictions of various levels and social distancing continued to be the norm throughout 2020, which impacted on how Council staff work and deliver services.

Staff Recruitment

Due to the onset of the Covid-19 pandemic, many activities and in particular recruitment were impacted upon. 2020 saw a reduction in the number of posts filled as competitions were unable to be progressed due to social distancing and travel restrictions. However, a number of posts were filled in the area of Community and Economic Development, the Arts Department, Fire Services, and a number of temporary administrative posts.

Vacancies for open posts are advertised in the local and/or national press and also on Sligo County Council’s websites and on Social Media sites. In total, 16 recruitment competitions were held in 2020, from which 18 posts were filled.

Due to the restrictions imposed as a result of the pandemic, Sligo County Council had to review its procedures in carrying out interviews and moved to a system of online interviewing, through Microsoft Teams, during the last quarter of 2020.

Retirements

During 2020, a total of 12 staff retired from the service of Sligo County Council. (See Appendix 1)

Training and Development

As with recruitment, training delivery was particularly impacted on by the onset of the Covid-19 pandemic. Sligo County Council is dedicated to providing relevant training, within its resources to all staff. Training activity in 2020 particularly focused on Health and Safety. Funding for training was made available to the Council under the headings of Non-National Roads Grant, Water Services Grant and Environmental Grant and these were expended on the provision of relevant courses for staff working in those areas.

Industrial Relations

It is the policy of the Human Resources Department to foster a good industrial relations climate and, in this regard, regular meetings take place between the HR Department and Union representatives/officials. The Council is committed to resolving IR issues, in an open and co- operative manner as soon as possible once an issue arises.

Staff Welfare

The Human Resources Department is responsible for formulating and implementing a range of policies and support mechanisms to help staff manage their work-life balance. The HR Department manages the Sick Leave Scheme and provides employee assistance when required. This service is provided through a full-time Staff Welfare Officer available to all staff and through Health Assured, an organisation which the Council has entered into an agreement with to deliver employee assistance as required.

Details of all family friendly policies are available on the Council’s intranet, which include Shorter Working Year Scheme, Parental Leave Scheme, Work Sharing Scheme, Career Breaks, Force Majeure Scheme, Bereavement Leave and Maternity and Paternity Leave.

Payroll

The Human Resources Department is responsible for the administration of Payroll in conjunction with MyPay. Three No. Paygroups are paid on a fortnightly basis, Wages and Wages Pensions, Salary and Salary Pension and Monthly Fire Fighters.