Initiative 5.1

Head of Administration

Broadening and extending the training and learning programmes for staff in order to improve the effectiveness of the organisation.

Objectives: 5 Priority: Medium to High Themes: 5

Progress during 2003/04

• Initial plan and strategy assessed by Management Team
• Some sampling of skills already undertaken

2004/05

Establish a 3-year training plan which reflects corporate. Key elements will link to the Leadership initiative and other external programmes, while including:

• assessment and development of IT skills
• common standards of resource management
• communication skills
• project management skills

Fulfil national role by serving as a research resource for partner museums and the regions, encouraging the exchange of staff and providing training opportunities through courses, secondments and fellowships

2005/06

Develop plan further and implement

2006/07

Review and evaluate training plan

Resources:
Additional part-time training support agreed

• Inadequate staffing & budget resources (ensure that activities fit the budget available)
  
• Lack of sufficient management attention (check back with Management Team for evaluation)
  
• Failure to identify key training needs (test with staff and check against appraisal information)
  
• Failure to secure effective training (take references and seek in other sectors if required)

• High percentage of all training needs met
  
• staff satisfaction rating is high for training courses and workshops
  
• Retention of staff remains high across the organisation

Monitored as part of regular management work

Initiative 5.2

Head of Administration

Develop the equality action plan, following the equality action survey with the ambition of diversifying the workforce

Objectives: 5 Priority: Medium to High Themes: 1, 5

Progress during 2003/04

• Equality Action Plan created and agreed by Management Team
• Discussions with other national museums initiated

2004/05

Implement action plan aimed at:

• Increasing awareness of employment opportunities at the Gallery to ensure we attract candidates from all sections of the community
• Providing training opportunities at the Gallery through work placements and internships
• Providing Equality awareness training for all staff

2005/06

• Develop plan further and check participation

2006/07

• evaluate action plan

Resources:
Additional resources required for internship and to support Global Graduates programme

• Lack of staff resources in personnel to support change (utilise new part-time training help)
  
• Inadequate training and recruitment resources (balance programme with resources)

Ineffective recruitment campaigns (re-examine marketing and advocacy strategy)

• Percentage increase in applicants and appointments from disabled, black and ethnic minority people

Monitored on an on-going basis from data from application forms and comparative data from National Museums Directors' Conference