The local government workforce is changing. The number of staff directly employed by councils is likely to decline. There will be more joint working and the skills required will change. Councils will need to manage and motivate their workforce to increase productivity and transform local public services.
We represent local authorities in negotiations with trade unions and the government over pay and conditions. We also advise local authorities and related employers on national negotiating machinery.
We provide advice and guidance on workforce issues and employment law, and help councils develop a framework for their roles and responsibilities as employers.
And from strategy through to action and evaluation, our consultancy service delivers advice and support to help local authorities solve their HR problems.
Modernising Pay and Rewards
The LGA has teamed up with Mercer Consulting and the PPMA to produce a new toolkit which looks at the key issues of redesigning jobs to increase efficiency and linking pay to performance.
The toolkit is a companion to the LGA's own research report on pay progression in local government.
Other useful information on a strategic approach to pay and rewards is available on this website as well as a detailed review of the pros and cons of different pay systems and structures.
Planning for reward modernisation needs member support and we have also produced a guide to pay and rewards for members to help with this, for website members only.
Up-to-date information on the achievement of workforce change can be found in our regular pay and workforce surveys and bespoke information on market pay analysis can be obtained by joining the low-cost Epaycheck database.
The toolkit stresses the importance of making efficient and proper use of job evaluation systems. Working with the unions, the LGA has recently revised the advice and guidance available on the NJC job evaluation scheme. Many of the refreshed technical guidance notes are generally applicable for other schemes as well.
The LGA recognises the value and importance of equalities and inclusion, not only as a legal obligation for employers, but as a way of attracting, developing and retaining talent.
Comprehensive information and advice for HR teams about the transfer of public health staff in to local government.
A recent workshop at the LGA conference heard how workforce integration as part of wider public service integration is a complex multi-layered issue.
These standards and framework set out the shared core expectations of employers which will enable social workers in all employment settings to work effectively.
The LGA has followed up the guidance it issued on the Living Wage November 2013 with a survey of local authority practice with regard to implementation. It makes for interesting reading.
Highlights some key employment issues relevant to the transfer of schools from maintained to academy status, including TUPE and continuous local government service.
Europe and its impact on local government as employers.
The Employers' have received the unions' pay claim for 2014. This section provides the updates.
The LGA Workforce Team has brought together information from councils who have adopted new approaches and practices to deliver services. This includes all the latest and updated mutual spinouts case studies (updated for Summer 2013).
A strategy developed with the Health and Safety Executive recognising that everyone has a role to play in improving health and safety including employers, workers, contractors and trade unions.