Equality impact assessment - acting up policy

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1. Scope

• All panel members have read the policy
• You understand the aims, purpose and outcomes of the policy

1.1 List the main policy aims / outcomes, who benefits and how

• To provide a clear procedure to make sure acting up payments are applied consistently and fairly.

1.2 What data, research or evidence is available which is relevant to this equality impact assessment (EIA)?

• No current reports available.

1.3 Is there further data or information you think would be useful in carrying out this assessment?

• Need to be able to track who is receiving an acting up grade – payroll to flag end dates on all future acting up payments so reports can be run.
• Payments will stop automatically on these end dates unless managers review and extend them.

2. Consultation

2.1 Which groups were consulted when preparing the policy/EIA? (include dates when consulted)

• Staff Disability Forum - 7 February 2011
• BME Staff Forum - 7 February 2011
• JCC (Unions) By email - 7 February 2011
• HR Advisory – comments requested - 5 January 2011
• Staffing Policy Committee - 9 March 2011

2.2 Is further consultation required?

• No

3. Assessing impact and strengthening the policy

3.1 Using data collected (1.2) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

• Positive impact to make sure that all groups are treated consistently and fairly

3.2 Is there anything which could be included in the policy to help promote equality of opportunity and good staff relations or eliminate discrimination, harassment or unfair treatment?

• Nothing identified

3.3 Is there anything that can be done to improve accessibility and understanding of the policy amongst staff?

• HR advisory to make sure any FAQs are passed to policy team to make sure policy is updated to include these.

Remember to add any recommendations to the action plan at the end of the form

4. Summary

4.1  Will the policy will meet the council’s responsibilities in relation to equality and human rights?

• Yes – as it stands

4.2 Have you identified anything through this EIA which should be more widely adopted in other policies or built into planning/strategy work?

5. Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.3 – further data or information	HR Payroll and administration team to make sure all acting up payments have an end date in SAP which will enable tracking of payments. Policy team to update change form to ask managers to specify end date.	31 March 2011	31 March 2011	HR Payroll admin Policy officer
3.3 – improve accessibility and understanding	HR advisory to pass any FAQs on to policy team to make sure policy is updated to include these	31 March 2011	31 March 2011	HR Business Partners

6. Sign-off

This policy has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed:

Panel sign-off

• HR Policy Officer - 7 February 2011
• HR Policy Officer - 7 February 2011
• Chair of staff BME Forum - 7 February 2011
• Equalities Officer - 7 February 2011
• SDF Rep - 7 February 2011
• Deputy HR Manager - 7 February 2011
• Senior HR Adviser - 7 February 2011

Quality sign-off

Equality and Diversity Partner - 8 April 2011

Director level sign-off

Service Director Human Resources & Occupational Development - 8 April 2011

Last updated: 18 April 2011