Workforce and Employment Highlights of our Achievements Employer Intelligence


To support authorities in transforming public services, our “employer intelligence strategy” commits us to progressively develop detailed information on policy development, ideas and initiatives designed to provide increased productivity. The information is shared on a confidential basis and will be a cornerstone of the new member-only zone within the website.


What we’ve done:


• provided individual and collective advice on implementation planning, good practice research and legislative changes Intelligence sharing topics


• selection criteria, redundancy payments and redeployment processes used within redundancy programmes


• reshaping senior management pay structures • local terms and conditions, flexible working arrangements


What next: A series of implementation workshops on ‘hot’ topics; local terms and conditions, TUPE and flexible working arrangements.


Dealing with complex employment issues


North West Employers have worked very closely with Wirral on a very sensitive employment issue. When you ring for help you expect to receive sound employment advice which is what we got, but the real value is to have a trusted confidant to sound things out with and help you think through your options. North West Employers seem to understand the real life pressures in authorities and were always there to help with the difficult questions on a tight timescale. All authorities have difficult issues to deal with and having a place to get independent advice and support is invaluable


A responsive service that combines specialist knowledge of the sector with employment law expertise, enabling detailed interpretation of national and local agreements and how they interact with employment law. We also provide mediation services to resolve individual or corporate disagreements.


What we’ve done:


This year the employment advice service has been heavily involved in providing specific advice on; • redundancy selection and appeals • interpretation of terms of employment at schools • the removal of the default retirement age, and • changing contractual terms What next:


• managing staff transfers to academy schools, social enterprises, partnerships and private providers


• developing local collective agreements


Chris Hyams Head of Human Resources and Organisational Development, Wirral Council


Our year at a glance 7


In these challenging times for HR professionals when resources are tight, it has proved invaluable to utilise the sub regional employment data that NW employers have collated for the benefit of its members


Mirriam Lawton Asst Chief Exec People & Performance, Tameside MBC


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