Tender Details
To effectively implement the Managing Absenteeism Strategy the following needs to occur:
1. Workforce Planning and Strategy unit to finalise the Sick Leave Policy and Forms - in consultation with all stakeholders, and approval of Assistant Director General, Corporate Services and the Director General.
2. Workforce Planning and Strategy unit to develop a Working Party - identify key stakeholders who can assist planning and delivering the strategy.
3. External provider to develop a Training Strategy. Provider must have experience in absence management to design, develop and deliver a one day training program to managers who manage others. People Development will also conduct training on Absenteeism Management for managers from BD&M and Law Access who are participating in the Coaching Culture Framework project.
4. Communications unit and Workforce Planning and Strategy unit to develop a Communication Strategy The strategy will need to focus on resources and forums available to effectively communicate the initiative to all managers and employees. This may possibly include development of a DVD and Promotional material.
5. HR Services unit and Workforce Planning and Strategy unit to develop a reporting framework to ensure effective reports are provided to managers and the Executive Committee to assist in the monitoring and benchmarking process. Also, the development of a reporting plan is required with the assistance of the Assistant Director of HR Services, HR Systems Manager, and Senior Performance Analyst, Finance and Strategy.
6. Workforce Planning and Strategy unit (in consultation with all key stakeholders) is to plan the implementation of the strategy by determining the dates for:
Policy Implementation
Absenteeism Awareness Day
Briefing of Executive and Business Centre Managers
Sydney Metropolitan and Regional training
1. Workforce Planning and Strategy unit to finalise the Sick Leave Policy and Forms - in consultation with all stakeholders, and approval of Assistant Director General, Corporate Services and the Director General.
2. Workforce Planning and Strategy unit to develop a Working Party - identify key stakeholders who can assist planning and delivering the strategy.
3. External provider to develop a Training Strategy. Provider must have experience in absence management to design, develop and deliver a one day training program to managers who manage others. People Development will also conduct training on Absenteeism Management for managers from BD&M and Law Access who are participating in the Coaching Culture Framework project.
4. Communications unit and Workforce Planning and Strategy unit to develop a Communication Strategy The strategy will need to focus on resources and forums available to effectively communicate the initiative to all managers and employees. This may possibly include development of a DVD and Promotional material.
5. HR Services unit and Workforce Planning and Strategy unit to develop a reporting framework to ensure effective reports are provided to managers and the Executive Committee to assist in the monitoring and benchmarking process. Also, the development of a reporting plan is required with the assistance of the Assistant Director of HR Services, HR Systems Manager, and Senior Performance Analyst, Finance and Strategy.
6. Workforce Planning and Strategy unit (in consultation with all key stakeholders) is to plan the implementation of the strategy by determining the dates for:
Policy Implementation
Absenteeism Awareness Day
Briefing of Executive and Business Centre Managers
Sydney Metropolitan and Regional training
Location
NSW Regions: Sydney
RFT Type
Selective Tenders - An invitation to tender that is made to a limited number of tenderers, from a Pre-qualified Panel. Tenderers are pre-qualified, for an ongoing program of works or services, on a proven record of satisfactory performance in the category for which tenders are sought.
