Small firms give staff more courses

first_imgRelated posts:No related photos. Thelatest Training Trends survey by the Industrial Society estimates that theaverage employee will have 4.5 days of training this year compared to the 4.7days in 2000.Andin contrast to last year’s Training Trends figures, SMEs are offering onaverage more day’s training than larger organisations, points out IndustrialSociety project manager Rachel Taylor. “Larger organisations are nowproviding fewer training days than over the past two years,” she added.Shebelieves that SMEs are increasingly showing that they are taking trainingseriously. “They seem more interested in developing their staff than thelarger organisations,” she said.However,the greatest number of training days is offered by medium-sized organisations(501 to 1,000 employees). They are offering around five training days, asopposed to the 4.2 days offered by organisations with more than 2,500 people.Thesurvey showed a significant increase in the use of coaching and mentoring (up 6per cent from last year to 67 per cent ), and computer-based learning (anincrease of 6 per cent to 56 per cent). In comparison, video-based learning isdown 5 per cent to 32 per cent. Theuse of coaching and mentoring has increased across all job types and levels,but most significantly for administrative and clerical staff – by 36 per centof respondent organisations compared with 27 per cent last year. Previous Article Next Article Comments are closed. Small firms give staff more coursesOn 1 Jun 2001 in Personnel Todaylast_img read more

Training

first_imgRelated posts:No related photos. Previous Article Next Article Comments are closed. TrainingOn 18 Jun 2002 in Personnel Today Thisweek’s training newsMusicschoolHMVhas launched a new initiative to offer young people work placements and formaltraining that could lead to a vocational qualification. The music retailer hasteamed up with qualification provider Protocol to offer Foundation ModernApprentice-ships in retail operations and customer service.  www.protocol.co.ukNewLaing centreLaingTraining has opened a fourth construction training centre, which will bededicated solely to safety. It will train all Laing staff with a range of CITBaccredited courses including first aid and scaffold safety. The firm currentlyspends around £3.5m a year on training but with 400 employees in training atany one time, another centre was needed.  www.laing-homes.co.ukPioneeringcourseThejoint management team at Sandwell Council has completed a pioneering trainingcourse to improve services for disabled people. All 22 managers completed aninteractive telephone test designed to bring a better appreciation of thedisabled. The scheme was piloted by 100 council employees last autumn and isnow being offered to all staff. www.sandwell.gov.ukHeinekene-learningHeinekenis using a new e-learning programme to improve the effectiveness of itsmanagers. The firm, which employs more than 40,000 staff in 170 countries, isusing a system provided by training company Intellexis. The courses enablemanagers to apply financial skills to all aspects of the business. Similartraining has been in place for six years but moving online makes it cheaper andmore widely available.  www.intellexis.comVirtualmed schoolFiftyleading medical institutes from around the world are meeting in Scotland todiscuss proposals for the first international virtual medical school. Theinitiative will use the latest training technology to provide health workerswith international expertise. E-learning provider Epic carried out a feasibilitystudy and the firm claims the project will have a major impact on highermedical education.  www.epic.co.ukEEFlearndirectTheEngineering Employers’ Federation has joined the ETMA/Ufi learndirect hub withthe introduction of nine e-learning centres. They will be based at EEF regionalassociations across England and have been set up as part of the Governmentinitiative to improve workforce skills. Courses available will include IT,retail distribution and business and management.  www.eef.org.uklast_img read more

Reinventing the fire service

first_imgRelated posts:No related photos. After a seemingly endless dispute over pay and working conditions, the fireservice is settling down to a new way of working. Nic Paton reports The firefighters pay dispute – men and women in their distinctive yellow andbrown uniforms huddled around braziers as motorists drive by hooting – may seemlike an age ago, but for HR professionals working in the service, thechallenges are just beginning. The publication of the Government’s White Paper,Our Fire and Rescue Service, in June – the same month as agreement was finallyreached between the Fire Brigades Union (FBU) and management – means HR willhave its work cut out for many months, if not years. Based in part on the earlier recommendations of the independent Bain Inquiryinto the service, the White Paper outlines ways of modernising and overhaulinga service in which many of the working practices date back to the 1930s and, insome cases, seem positively archaic to the modern observer. The paper talks at length about the changing role of the fire service fromone that, as one service professional puts it, “squirts water onfires” to that of a modern day fire and rescue service, encompassing fireprevention and anti-terrorism assistance among its more traditional tasks. From the HR perspective, the key change is likely to be the introduction ofa new ‘integrated personal development system’ (IPDS) that will replace theservice’s 12 ranks with seven ‘roles’, based on national standards and aframework of skills and competencies. These will be linked to a new paystructure, or ‘grey book’, itself based on the agreement thrashed out betweenthe FBU and management. This structure is due to be agreed in November. Added to this, a multi-level entry system will be introduced, so that peoplecan enter the service at any level, rather than being forced to start at thebottom and work upwards. There will also be an accelerated development schemeto identify high-fliers and help them move on to management levels. New selection tests will be introduced, medical standards for employmentwill be reviewed and a diversity strategy will be developed to encourage awider range of employees into the service and to help tackle bullying. At a service level, there will be an ‘integrated risk management planning’system. This will give managers more flexibility to plan and allocate resourceslocally, including assessing which shift patterns will be most appropriate. Asyet it’s unclear whether this will lead to job cuts. The current discipline regulations are also to be abolished and replacedwith a framework of regulations based on best practice guidance from theconciliation and arbitration service Acas. Pensions provision will be reviewed,looking at things such as who is eligible to remain in the scheme, the groundsfor taking early retirement and local authority funding. Pay, pensions, training and working arrangements for retained firefighterswill be reviewed, too, and the paper calls for more sharing of HR operationsbetween smaller brigades and more collaborative working on human resourcemanagement The introduction of the IPDS and new pay structure, in particular, will bekey factors in helping to bring modern HR practices into the service, believesPeter Brook, head of personnel at Greater Manchester County Fire Service. “Through IPDS we will be able to identify core competencies and make itpossible systematically to assess performance against roles and developtraining needs against competencies,” he explains. The introduction of modern procedures on discipline is long overdue, hebelieves. “Some of our disciplinary regulations are more suited to theRoyal Navy of 50 years ago rather than a modern fire and rescue service. Nowdiscipline procedures will be based on modern employment law,” said Brook.A key challenge will be in giving local managers the relevant HR skills toimplement the changes. Best practice on things such as workplace assessment,competence appraisals, and the handling of disciplinary and capabilityprocedures will all have to be incorporated into training and developmentprogrammes. The overhaul of the pension structure and the introduction of more diversityand family-friendly policies will also focus the minds of the service’s HRexperts, Brook suggests. With the legacy of the dispute still hanging over theservice, getting buy-in at all levels, and particularly from the FBU, will bevital. “I think a lot of the workforce are up for change now,” saysBrook. “Many of them appreciate that some out-dated working practices havebeen exposed to media scrutiny in the past year, and nothing will be the sameagain. But we have to be careful not to throw the baby out with the bathwater.There is a lot that is good about our current culture too. There is, forinstance, a lot of youth and community work that is done by firefighters intheir spare time on a goodwill basis, developing good links with the localcommunity, particularly in deprived areas.” Some changes have already been accomplished. There is now a national HRforum where personnel and HR managers meet to discuss changes and share bestpractice. There are also regional forums where more local experiences can beshared and strategies for collaboration drawn up, and more services are workingto pool training and development, occupational health and recruitment services.”The service needs more input from HR professionals with experience ofbest practice in other sectors,” says Brook. “Many HR policy andsupport roles have traditionally been performed by uniformed officers, whereastheir operational experience might be better utilised to develop the frontlineservice and the new community safety strategies, that will be expected from amodern fire and rescue service.” The introduction of multi-tier entry systems will also help to bring thisabout, allowing HR professionals to join the service at senior levels, hesuggests. In the long-term, the willingness of the FBU to accept the proposed changesmay well be tested. Like many unions, it is composed of moderates – withgeneral secretary Andy Gilchrist widely accepted as one of them – and moretraditional hardliners. As part of the pay negotiations, for instance, middle managers will be movedon to a new negotiating forum that is likely to have the effect of creating anew power block within the service to offset some of the negotiating strengthof the FBU. And, it is clear that, despite the dispute having now been settled, there isstill suspicion in some quarters about the changes. The FBU has yet to make a formal response to the White Paper. And whenPersonnel Today contacted the union for a contribution to this article, aspokesman said the views expressed in these pages – largely those of HRprofessionals working in the service – had been “absolutelyappalling”, adding, “I’d rather talk to The Sun than to you”. The Bain Inquiry was more specific than the White Paper about the need formore HR professionals to work in the service to help push through change. ButDavid Willingham, personnel manager at Humberside Fire and Rescue Service, isclear that an expansion of the HR function, both in terms of bodies needed andin its perceived role within the service, is a key element of making thechanges a reality. “We are going to need more HR people on the ground. There will need tobe more of an emphasis on the close working of different groups. Theintroduction of the IPDS has significant resource implications,” he says. “The profile of HR will be raised by all this. It gives us anopportunity better to co-ordinate activities. The fire service has tended tooperate in splendid isolation over the years, it has been very insular. A lotof the issues are about getting ownership throughout the organisation, makingpeople see that change is about benefiting all of the organisation, gettingpeople to understand what is happening and the reasons why,” he adds. For some brigades it may mean less of an upheaval than for others.Humberside, for instance, has had NVQs in place for some time, so there isalready an assessment process available. Others will have to start fromscratch, but the changes should not be a huge surprise. “IPDS has been on the cards for years. It started being developed inthe early 1990s and it is coming to fruition now,” says Willingham. HR will need to be “upskilled” he says, if it is to cope with andlead the changes. There will be a need to have a professional HR functionthroughout the service, stresses James Dalgleish, head of HR at London FireBrigade. “People management is at the core of modernising the service. It willbe much more co-ordinated, there will be national and regionalco-ordination,” he says A lot is riding on the success of the HR function to transform itself asmuch as the service it works for. “The emphasis needs to be on the factthat we are getting HR professionals together and are leading change, puttingthat development agenda together,” adds Dalgleish. Lessons for HR from the strike– Any dispute tends to leave a legacyof bitterness, so in its aftermath it’s vital to keep looking forward– With any change process it is important to seek the co-operationand partnership of the employees and unions– HR cannot allow the past to rule the futureTimeline of the dispute2002AprilFirefighters call for a 40 per cent pay rise, which would take fully  qualified basic pay to £30,000 a yearMayFire Brigades Union conference discusses calls for industrial action,including strikes, if pay claim is not metJune     Thousands of firefighters march through London in support of pay claimSeptemberThousands of firefighters lobby talks in London aimed at prevent- ing thestrike as pressure starts to grow. With managers offering just 11.3 per centover two years, positions hardenOctoberTalks continue. Strike planned for the end of the month called off at the lastminuteNovemberTony Blair takes a hard line, saying “no government on earth” couldmeet the FBU demands. Employers and FBU agree a deal in all-night talks, onlyfor it to be blocked in the morning by John Prescott. First, two-day, strikebegins on 14 November. Army Green Goddess fire engines and crews drafted in.  Second eight-day strike begins on 22 NovemberDecemberThird strike suspended after intervention by Acas2003January              With no agreement reached, third strike goes ahead, with firefighters’ walkingout for a two-day stoppage, with another scheduled for a week later. Prescottwarns that the Government plans to force through a pay deal and introduce aFire Service BillFebruaryFBU pledges not to set any new strike dates after first talks between all sidesat Acas MarchEmployers make a 16 per cent ‘final offer’, which is rejected by the FBUand more strike dates are set. But a 24-hour strike set for March 20 is calledoff at the last minute as talks continueAprilEmployers write to all firefighters setting out guarantees over pay. Further payoffer rejected, but FBU vows not to strike during war with IraqMayFire Service Bill begins its progress through ParliamentJuneAgreement finally reached on the 16 per cent pay increase, with firefightersvoting three-to-one in favour. Firefighters receive 4 per cent more in theirnext pay packets, followed by 7 per cent in November and the remaining increaseby July 2004 – taking the basic salary to £25,000. Deal includes modernisationof the fire service and consultation about changes Comments are closed. Reinventing the fire serviceOn 28 Oct 2003 in Personnel Today Previous Article Next Articlelast_img read more

Raytheon Delivers RAM Block 2 to US Navy

first_img View post tag: Navy View post tag: americas Authorities August 28, 2014 View post tag: RAM “As today’s threats continue to evolve, RAM Block 2’s enhanced features give an unfair advantage to naval warfighters across the globe,” said Rick Nelson, vice president of Raytheon Missile System’s Naval and Area Mission Defense product line. “Along with demonstrating a long-standing international partnership, the RAM program has a record of 91 consecutive months of contractual on-time deliveries, and continues its remarkable success rate of over 90 percent during flight tests.”RAM is a cooperative program between the U.S. and German governments with industry support from Raytheon and RAMSYS of Germany. The RAM Cooperative program has been in place for over 30 years and has enjoyed excellent integration and technology sharing between both countries.The initial Block 2 delivery milestone was marked by a ceremony at Raytheon Missile Systems that was attended by U.S. and German naval dignitaries, and Raytheon leaders and RAM program and team members.[mappress]Press Release, August 28, 2014; Image: Raytheon Raytheon Company delivered the first Block 2 variant of its Rolling Airframe Missile system to the U.S. Navy as part of the company’s 2012 Low Rate Initial Production contract. RAM Block 2 is a significant performance upgrade featuring enhanced kinematics, an evolved radio frequency receiver, and an improved control system. Raytheon Delivers RAM Block 2 to US Navy View post tag: deliverscenter_img Back to overview,Home naval-today Raytheon Delivers RAM Block 2 to US Navy View post tag: Block 2 View post tag: News by topic View post tag: US Navy View post tag: Naval Share this article View post tag: Raytheonlast_img read more

USS George Washington Hosts US Navy’s CNO

first_img View post tag: Naval View post tag: USS George Washington View post tag: CNO View post tag: americas View post tag: US Navy Authorities View post tag: News by topic Back to overview,Home naval-today USS George Washington Hosts US Navy’s CNO View post tag: Navy US Navy’s Chief of Naval Operations (CNO), Adm. Jonathan Greenert, visited the crew of the aircraft carrier USS George Washington (CVN 73) at Naval Air Station North Island, San Diego Aug. 17.After serving for seven years as the U.S. Navy’s only forward-deployed aircraft carrier in Yokosuka, Japan, the George Washington conducted a hull-swap with the aircraft carrier USS Ronald Reagan (CVN 76).Greenert spoke about the George Washington’s upcoming deployment around South America and the ship’s scheduled return to Norfolk, Virginia.[mappress mapid=”16698″]Image: US Navy USS George Washington Hosts US Navy’s CNO August 19, 2015 Share this articlelast_img read more

Indiana State Police Partners with the DEA and the Indiana Prescription Drug Abuse Task…

first_imgOn Saturday, October 22, 2016 the Drug Enforcement Administration (DEA) is sponsoring the 12th nationwide “Prescription Drug Take Back” initiative.  The “Take Back” initiative seeks to prevent prescription drug abuse and theft through proper disposal of prescription drugs.Collection sites will be set up nationwide for expired, unused, and unwanted prescription drugs which will be properly disposed of without threat to the environment.  This program is for liquid and pill medications.  Needles, new or used, will not be accepted for disposal.  This service is free and anonymous with no questions asked.Once again, the Indiana State Police are pleased to partner with the DEA, and as in the past, the drugs may be dropped off at any Indiana State Police Post, except the Toll Road Post.  The event will be on Saturday, October 22, between the hours of 10:00 a.m. and 2:00 p.m.Also, partnering with the Indiana Prescription Drug Abuse Task Force, the Indiana State Police will host a drop off site on Friday, October 21st, from 11:00 a.m. to 1:00 p.m. inside the Indiana Government Center North public entrance off of Robert Orr Plaza in Indianapolis.  This is between the government north and south buildings, immediately west of the State Capitol building.To locate the state police post closest to your home or business, click this link for Indiana State Police on the Map.To find other locations in Indiana or across the U.S. that are participating in the Drug Take Back initiative, click this link to the DEA.The Drug Take Back events are the safe, popular and responsible way for the public to legally and dispose of prescription drugs with no questions asked.FacebookTwitterCopy LinkEmailSharelast_img read more

Air Quality Forecast

first_imgOzone(peak 8-hr avg)(expected)NA*NA*NA*NA*NA* ThursdayFebruary 9FridayFebruary 10SaturdayFebruary 11SundayFebruary 12MondayFebruary 13 OzoneAir Quality IndexNA*NA*NA*NA*NA* Fine Particulate(0-23 CST avg)Air Quality Indexgoodgoodgoodgoodgoodcenter_img Air quality forecasts for Evansville and Vanderburgh County are provided as a public service.  They are best estimates of predicted pollution levels that can be used as a guide so people can modify their activities and reduce their exposure to air quality conditions that may affect their health.  The forecasts are routinely made available at least a day in advance, and are posted by 10:30 AM Evansville time on Monday (for Tuesday through Thursday) and Thursday (for Friday through Monday).  When atmospheric conditions are uncertain or favor pollution levels above the National Ambient Air Quality Standards, forecasts are made on a daily basis.Ozone forecasts are available from mid-April through September 30th.  Fine particulate (PM2.5) forecasts are available year round. * Not Available and/or Conditions Uncertain.Air Quality Action DaysOzone Alerts are issued by the Evansville EPA when maximum ozone readings averaged over a period of eight hours are forecasted to reach 71 parts per billion (ppb), or unhealthy for sensitive groups on the USEPA Air Quality Index scale.Particulate Alerts are issued by the Evansville EPA when PM2.5 readings averaged over the period of midnight to midnight are forecasted to reach 35 micrograms per meter cubed (µg/m3).Current conditions of OZONE and FINE PARTICULATE MATTER are available in near real-time on the Indiana Department of Environment Management’s website.FacebookTwitterCopy LinkEmailSharelast_img read more

Ocean City Police Activity Report for March 29 to April 4

first_imgApril 2, 2015: ThursdayCalls for service: 60Motor Vehicle Stops: 16Motor Vehicle Accidents: 1Property Checks: 18Alarms: 2The Police Department assisted with 6 fire and 6 EMS callsMotor vehicle accident, 800 block 6th St., at 7:20pm April 4, 2015: Saturday Calls for service: 118Motor Vehicle Stops: 484Motor Vehicle Accidents: 1Property Checks: 29Alarms: 9The Police Department assisted with 3 fire and 3 EMS callsTheft, 800 block Plaza Pl., at 10:25amObstruction, 900 block Haven, one in custody, at 11:12amMotor vehicle accident, 1200 block Asbury Ave., at 12:22pmTheft, 600 block Haven, at 7:44pm March 31, 2015: TuesdayCalls for service: 58Motor Vehicle Stops: 13Motor Vehicle Accidents: 2Property Checks: 17Alarms: 2The Police Department assisted with 4 fire and 1 EMS callsMotor vehicle accident, 3300 block West Ave., at 8:40amFraud, 600 block Battersea Rd., at 10:27amMotor vehicle accident, 3600 block Central Ave., at 12:21pmWarrant, 2600 block Asbury Ave., one in custody, at 12:59pm OCEAN CITY POLICE SUMMARIZED WEEK’S ACTIVITIESMarch 29 – April 4, 2015Calls for Service: 551Daily Average: 79 April 1, 2015: WednesdayCalls for service: 71Motor Vehicle Stops: 17Motor Vehicle Accidents: 0Property Checks: 24Alarms: 3The Police Department assisted with 4 fire and 3 EMS callsVerbal, 600 block Wesley Ave., at 11:07am March 29, 2015: Sunday                                                Calls for service: 83Motor Vehicle Stops: 36Motor Vehicle Accidents: 0Property Checks: 17Alarms: 3The Police Department assisted with 5 Fire and 3 EMS callsWarrant, 200 block 9th St., one in custody, at 12:21amWarrant, 400 block Ocean Ave., one in custody, at 4:37amTheft, 400 block Haven Ave., at 9:54pm PUBLIC SERVICE ANNOUNCEMENTS:Just a reminder that it is a violation of a City Ordinance to have dogs on the boardwalk anytime during the year.City Ordinance 87-17sec.4-32 prohibits any Boat/Trailer over 22 feet in overall length from being parked on a city street. Any boat/trailer less than 22 feet in overall length can only remain on a city street for three consecutive days. Officers will be issuing summons and towing boats/trailers for any observed violations. Ocean City Police Department March 30, 2015: Monday Calls for service: 53Motor Vehicle Stops: 21Motor Vehicle Accidents: 2Property Checks: 13Alarms: 1The Police Department assisted with 3 Fire and 1 EMS callsBurglary, 1200 block Simpson Ave., at 8:41amMotor vehicle accident, Pembroke La., at 1:15pmMotor vehicle accident, 9th St. & Ocean Ave., at 2:53pmWarrant, 500 block Wesley Ave., one in custody, at 4:36pmTheft, 600 block 7th St., at 7:05pmTheft, 800 block St. Charles Pl., at 8:01pm April 3, 2015: FridayCalls for service: 105Motor Vehicle Stops: 43Motor Vehicle Accidents: 0Property Checks: 27Alarms: 1The Police Department assisted with 1 fire and 3 EMS callsWarrant, 4000 block Central Ave., one in custody, at 9:49pmHarassment, 1600 block Simpson Ave., at 12:30pmTheft, 800 block West Ave., at 1:38pmlast_img read more

Jeannine Lamb, age 59, of Ocean City

first_imgJeannine Lamb, age 59, of Ocean City passed away Friday, November 11, 2016 at her home.She is survived by her mother Madeleine A. (Lynch) Lamb and seven brothers and sisters.Predeceased by her father: John J. Lamb and sister: Yvonne Winkelspecht.Her Funeral Service and interment will be held privately.www.godfreyfuneralhome.com.last_img

IU School of Medicine looking for volunteers for COVI9-19 study

first_imgCoronavirusIndianaLocalNews By Jon Zimney – November 18, 2020 0 309 IU School of Medicine looking for volunteers for COVI9-19 study Facebook Google+ Pinterest Twitter WhatsApp WhatsApp Facebook Twitter Previous articleElkhart County moves into the state’s COVID-19 Red categoryNext articleYoung congratulates Trump Administration for quick work on vaccines Jon ZimneyJon Zimney is the News and Programming Director for News/Talk 95.3 Michiana’s News Channel and host of the Fries With That podcast. Follow him on Twitter @jzimney. Google+ (Photo supplied/Indiana University) The I.U. School of Medicine in Indianapolis has started enrolling volunteers for a late-stage clinical study of a possible COVID-19 vaccine from AstraZeneca.After the school was chosen in September as one of a dozen sites across the country to study the vaccine candidate, more than 3,000 Hoosiers volunteers.About 1,500 will actually be selected. Dr. Cynthia Brown, who is leading the study, told Inside Indiana Business, the research team is looking to enroll Hoosiers that are representative of the demographics of Indianapolis, from race to age to pre-existing conditions. Pinterestlast_img read more