People and Culture Review
Launch date: 27/01/2021
Review status: Call for evidence
What is the review about?
The Panel are undertaking a review of the People and Culture strategy, policies and procedures of the public sector specific to:
- Bullying and harassment;
- Exit interview; and
- Disciplinary matters.
The Panel will:
- Arrange public hearings with the States Employment Board and Minister(s) to ascertain process and procedure;
- Review employee exit interviews to ascertain the number undertaken and outcomes from these;
- Review whether the findings and recommendations of the 2018 HR Lounge Report have been considered and implemented;
- Review the findings of the follow up report from the HR Lounge expected Q4 2020;
- Gather views from relevant stakeholders by conducting research primarily confidential interviews, as appropriate;
- Gain advice and guidance from relevant expert adviser and international best practice;
- Present a report to the States Assembly on the Review’s findings and recommendations.
Terms of reference
1. To conduct detailed scrutiny of the policies and procedures in place for the States Employment Board as an employer. This will include, but is not limited to consideration of:
a) how bullying and harassment is handled;
b) the effectiveness and impact of the disciplinary procedure;
c) the effectiveness and impact of the employee exit interview process; and
d) how the workplace culture is impacted by the employment policy and practice.
2. To consider the effectiveness of the States Employment Board in implementing employment codes of practice, HR policy, and securing improvements for employee wellbeing. This will include, but is not limited to consideration of:
a) The policy and procedural changes implemented, following the HR Lounge Report into Bullying and Harassment (February 2018).
b) The findings of the HR Lounge Q4 2020 report.
c) The action taken following the recommendations published in the report by the Comptroller and Auditor General, ‘Role and Operation of the States Employment Board’, (March 2019).
3. To consider the culture within the Government of Jersey as a workplace. This will include, but is not limited to consideration of:
a) how the implementation of employment policy affects employee morale and well-being;
b) how restructuring has impacted employee morale and well-being;
c) the turnover of staff employed, particularly in Revenue Jersey; and
d) the wider impact of people management and the policy and procedure relating to employment practice.