Conveyancers help to make the effective conveyancing process
We have also updated our recruitment policy taking into account all relevant legislation and up to date guidance from ODPM and the Cabinet Office. Within the overall Race Equality Scheme we have developed and will now implement our own two-year Action Plan. This process will complement our progress in equality proofing our processes and policies leading to a more equitable working environment for all. The Agency has supported its drive for a diverse workforce by investing in training of 8 people to become harassment investigation officers. They are now able to provide support to our staff who may consider they have been subject to harassment in the workplace. We have provided our staff with welfare and counselling services, to address any concerns.
Our provision has extended to providing not only specialist external consultants but we have also appointed a dedicated senior manager as our Welfare Manager. This post provides internal focus for both staff and managers to air issues of concern and seek resolutions or remedial action. The Agency has continued to move towards more openness and accountability, by inviting Trades Union representatives and observers drawn from our own staff. We continue to work closely with Trade Union representatives and our staff to develop policies and outcomes in a constructive and inclusive manner. The Anonymous Feedback Scheme was launched in April 02 and has become a popular conduit where staff can raise concerns anonymously and with confidence. Profile has evolved into an informative newsletter with contributions from staff within the organisation. Detailed info here: E Conveyancing Brisbane
The newsletter covers items such as management issues, legislative items of interest and progress of new and important areas of work within the Agency. Profile is also used to introduce new members of staff to a wider audience and contains details of staff moves. The Agency has been successful in negotiating additional funding from Treasury for its e-business projects. This amounts to £3.2m to take forward work on electronic interfaces for market evidence, remote working and to implement a financial management and human resources IT systems.
Although this is an Agency initiative, we have taken it forward in partnership with all interested parties. The system is in operation in 6 local authorities with many others showing great interest in the technology. VICTOR has been deployed to 45% of the service and through volume and day to day management of our workload we have found areas requiring further development.