WELCOME TO THE HUMAN RESOURCES DEPARTMENT
The Human Resources Function in our Local Authorities is a principal component of organisation’s internal support structures.
A dedicated Human Resources Department operates under the leadership and direction of Director of Services.
Key elements of the Human Resource Function are as follows:
These key elements of the Human Resource Function translate into following day to day activities:
Further information in relation to activities is set out hereunder
Recruitment and Selection are essentially concerned with finding, assessing and engaging new employees or promoting existing ones. Its primary focus is to match the competencies of candidates with the demands and rewards of the job. The Minister for the Environment and Local Government has prescribed the qualifications and conditions of office for all grades of employments within the Local Authority. Longford County Council is an equal opportunities employer and recruitment of staff takes place strictly on merit. Independent interview boards are appointed by the Manager to recommend the most suitable candidates for appointment in accordance with the qualifications and job description for the grades concerned. Recruitment and Selection decisions are among the most important decisions made by the Manager because they are a prerequisite to the development of an effective workforce. Managerial and professional grades are recruited by the Public Appointments Service on behalf of the Local Authority. Requests are made to the Public Appointments Service by the Local Authority when vacancies arise in these grades and the recruitment process is conducted by the public Appointments Service, culminating in a recommendation for appointment being made to the County Manager.
Our recruitment practices are underpinned by our core values of integrity, fairness, transparency and respect for all. All appointments are made on merit in an open and impartial manner. All recruitment practices are updated in line with evolving recommended best practice.
Manpower planning involves the management of staff resources for the effective operation of the organisation, including planning for recruitment, deployment and retirements. The core numbers of permanent staff must be maintained within the Department of the Environment and Local Government's approved staff complement.
Workplace partnership in Longford County Council aims to achieve through consensus with management, unions and staff lasting progress and new work practices with a common goal of creating a better working environment and delivering services of the highest quality to the people of County Longford.
Longford County Council aims to achieve and maintain good working relationships in a spirit of partnership with Unions and Staff Representatives to reconcile conflicting demands with the minimum of conflict. The fostering of good industrial relations promote the resolution of issues at local level. In cases where it is not possible to get resolution at local level, the industrial relations machinery involving the Labour Relations Commission and the Labour Court are used.
Longford County Council is committed to a Programme for Equality to ensure all employees are treated in an equitable manner and have adopted a formal written policy 'Dignity at Work to give effect to this commitment.
Longford Local Authorities are committed to the promotion of the Equality Agenda in all its areas of responsibility.
As a demonstration of this commitment Longford Local Authorities have formed an Equality Action Team comprised of representatives of staff and facilitated by the Equality Officer. The Equality Action Team work closely with the Equality Officer in the development and implementation of organisational equality policies.
Employees of the Council are entitled to Annual Leave in compliance with the Organisation of Working Time Act, 1997. In addition, the Council continues to promote family friendly policies and assist staff members in that area in making available to them opportunities for Worksharing, Term Time Leave, Parental Leave, Career Breaks, Flexitime and Special Leave.
Longford Local Authorities operate in an environment of continual change and acknowledge the importance of having a highly trained and developed workforce in order to provide a modern and effective service responsive to the needs of our customers. Longford Local Authorities recognise the paramount importance of learning to its business, and provides a culture which promotes and supports continuous learning and development.
The Local Authorities respond to the training and development needs of staff with proper programmes focused on the business needs and which enables staff to develop to their full potential and achieve continuous improvements in service.
Longford Local Authorities have introduced a Performance Management Development System (PMDS), which provides a structured mechanism for targeting training at both the business needs of the organisation and at staff’s personal development needs. The system requires staff together with their line managers to identify the specific competencies needed to achieve the goals and objectives agreed for their area under the organisation’s Corporate Plan. Every member of staff then has the opportunity to develop these competencies through appropriate and agreed training. The system ensures that business objectives are met, while also ensuring that staff are equipped with the knowledge, skills, attributes and behaviours that are appropriate to their role and necessary for their further development.
In recognition of the importance of training and development, the commitment made under recent social partnership agreements to devote 3% of payroll to the training and development of staff, has year on year being exceeded.
Further information on all the services delivered by the Human Resources Department may be obtained by contacting the Department at Aras an Chontae,Great Water Street, Longford.
Direct Line contact Numbers (043) 3343346 / 3343478