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The Treasury report 'Strengthening Long Term Partnerships' published in March stated "value for money achieved in PFI projects should not be at the expense of staff terms and conditions". Its down to private and public sector organisations alike to prevent a two tier workforce from being created and ensure all their staffing activities are compliant with changing employment regulations.

SMi's annual conference 'Staffing Issues in PPP/PFI Projects' will once again explore the political, financial and legal aspects of workforce and HR in public private partnerships. Delegates will hear both theoretical and practical presentations with real case studies from local authorities, central government, contractors and trusts.

Attend to hear the latest on:

  • The regulations governing the rule of TUPE and REM
  • Public sector pensions forum
  • The new equality duties – how will they affect you?
  • NHS & Local Authority staffing
  • An update on the drive to eliminate the two-tier workforce
  • Best practice in staff transfers
  • Corporate social responsibility
  • Recruiting and retaining staff

Hear contributions from experienced practioners:

  • John Pilkington, Managing Director, Amey
  • Norman Rose, Director General, BSA
  • Mandy Wright, Associate Director, IDeA
  • Bob Fox, Skills Director, 4ps
  • Andrew Macey, Project Director, 4ps
  • Jon Spain, Senior Actuary, Government Actuary Department
  • Norman Kinnear, PFI Facilitator, Scottish Executive Health Department
  • Kevin Coyne, National Officer for Health, Amicus
  • Margie Jaffe, National Officer, UNISON
  • Heather Wakefield, National Secretary for Local Government, UNISON

Conference programme

8:30 Registration & Coffee

9:00 Chairman's Opening Remarks

John Pilkington

John Pilkington, Managing Director, Amey Group Plc

9:10 PUBLIC SECTOR STAFFING

Bob Fox

Bob Fox, Senior Executive, 4ps

  • Understanding partnership working
  • Procurement and project management skills needed by project teams and beyond
  • Understanding and influencing project success factors
  • Public collaboration and the “political” dimension
  • Transition (hard) and change (soft)
  • Partnership management and service delivery skills
  • 9:50 LOCAL AUTHORITY ISSUES

    Mandy Wright

    Mandy Wright, Associate Director, IDeA

    ·                Shared services: where and why

    ·                Pitfalls and best practice in collaboration

    ·                The new equality duties: things to consider

    ·                How will the duties affect PPP?

    10:30 Morning Coffee

    11:00 TUPE AND SECONDMENT MODELS

    David Gollancz

    David Gollancz, Partner, Field Fisher Waterhouse

    ·                Retention of employment: the Emperor's new clothes?

    ·                Dacas v Brook Street: a fly in the ointment?

    ·                Celtec v Astley: a spanner in the works?

    11:40 VALUING THE HUMAN POTENTIAL

    Joanna Lloyd-Davies

    Joanna Lloyd-Davies, Head of PPP/PFI and major projects, Metzger Search and Selection Limited

  • Evaluating and benchmarking capability
  • Succession planning
  • The resourcing process – attracting, measuring and retaining
  • 12:20 Networking Lunch

    13:50 UNFUNDED PUBLIC SERVICE PENSION SCHEMES

    Jon Spain

    Jon Spain, Senior Actuary, Government Actuarys Department

    14:10 STAFF PENSIONS AND THE FAIR DEAL REQUIREMENTS

    Gillian Duggan

    Gillian Duggan, Group HR Director, Amey Group Plc

    14:30 PENSIONS AND PROCUREMENT

    Heather Wakefield

    Heather Wakefield, National Secretary for Local Government, UNISON

    Glyn  Jenkins

    Glyn Jenkins, , U N I S O N Local Government

    14:50 PENSION FORUM

    15:10 Afternoon Tea

    15:40 POLICY, GUIDANCE, CODES AND LAW

    John Brookes

    John Brookes, Solicitor, Capsticks Solicitors

  • Impact of agenda for change
  • Expanded obligations under TUPE
  • Other policy, codes and guidance: things to consider
  • Adapting to changing obligations
  • Successfully staffing partnerships
  • 16:20 AGENDA FOR CHANGE

    Sian Errington

    Sian Errington, Research Officer, Amicus

  • Amicus’ role
  • Why are Hard FM staff excluded?
  • Are they being adequately protected?
  • How does this affect staff and projects?
  • What is being done to address the situation?
  • 17:00 Chairman’s Closing Remarks and Close of Day One

    8:30 Registration & Coffee

    9:00 Chairman's Opening Remarks

    Ian Keys

    Ian Keys, Partnerships Director, Pinnacle psg

    9:10 PROTECTING THE WORKFORCE

    Margie Jaffe

    Margie Jaffe, National Officer, UNISON

    ·                Two tier workforce, an update

    ·                Negotiated agreements across the UK

    ·                The impact of the equality duties

    ·                What needs to be done?

    9:50 TWO-TIER WORKFORCE: SCOTLAND'S APPROACH

    ·                Scottish context

    ·                Scottish ministers/STUC protocol

    ·                Forth Valley hospital project

    ·                Applying the agreement

    ·                Soft FM bidding process

    ·                Managing the issues

    Norman Kinnear

    Norman Kinnear, PFI Facilitator, Scottish Executive Health Department

    Neil McCormick

    Neil McCormick, Clinical Change Project Director, NHS Forth Valley

    10:30 Morning Coffee

    11:00 WORKFORCE PROTECTION: DURATION AND APPROACHES

    Robert Davies

    Robert Davies, Partner, Clifford Chance

    ·                Public sector concerns

    ·                Employment law considerations

    ·                Private sector issues

    ·                Case Study: Barts and the Royal London

    ·                Squaring the circle between the Code of Practice on Workforce Matters and the Retention of Employment Model

    12:20 Networking Lunch

    13:50 SMOOTHING THE PATH

    David MacDonald

    David MacDonald, Director of Facilities Management, HBG Facilities Management

    ·                Before the transaction: working with authorities and trade unions

    ·                Interaction on successful projects

    ·                What to consider during the transfer process

    ·                Gained experience: valuing the transferred staff

    14:30 LONG TERM STAFFING ISSUES

    Ian Keys

    Ian Keys, Partnerships Director, Pinnacle psg

    ·                Some early schemes are finishing.  What’s happening to the staff: taken back in house or transferred to another contract?

    ·                What proportion of original staff remain and how do they feel about public and private employment?

    ·                What has been the HR history of the contract?

    ·                What are the lessons for other and yet-to-be contracts?

    15:40 CHANGES IN TERMS AND CONDITIONS OF PPP EMPLOYEES

    Oliver Lodge

    Oliver Lodge, Audit Principal, National Audit Office

    ·                NAO’s work in this area

    ·                Survey findings

    ·                Value for money issues

    16:20 CORPORATE SOCIAL RESPONSIBILITY

    Dan Forbes-Pepitone

    Dan Forbes-Pepitone, HR Director, Dalkia

    ·                CR or CSR

    ·                Corporate responsibility in context to PPP/PFI

    ·                Risk management vs corporate commitment

    ·                Questions to ask, actions to take

    17:00 Chairman’s Closing Remarks and Close of Day One

    +

    Workshops

    PPP/PFI, communities and cultural change
    Workshop

    PPP/PFI, communities and cultural change

    The Hatton, at etc. venues
    26th January 2007
    London, United Kingdom

    The Hatton, at etc. venues

    51/53 Hatton Garden
    London EC1N 8HN
    United Kingdom

    The Hatton, at etc. venues

    HOTEL BOOKING FORM

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    WHAT IS CPD?

    CPD stands for Continuing Professional Development’. It is essentially a philosophy, which maintains that in order to be effective, learning should be organised and structured. The most common definition is:

    ‘A commitment to structured skills and knowledge enhancement for Personal or Professional competence’

    CPD is a common requirement of individual membership with professional bodies and Institutes. Increasingly, employers also expect their staff to undertake regular CPD activities.

    Undertaken over a period of time, CPD ensures that educational qualifications do not become obsolete, and allows for best practice and professional standards to be upheld.

    CPD can be undertaken through a variety of learning activities including instructor led training courses, seminars and conferences, e:learning modules or structured reading.

    CPD AND PROFESSIONAL INSTITUTES

    There are approximately 470 institutes in the UK across all industry sectors, with a collective membership of circa 4 million professionals, and they all expect their members to undertake CPD.

    For some institutes undertaking CPD is mandatory e.g. accountancy and law, and linked to a licence to practice, for others it’s obligatory. By ensuring that their members undertake CPD, the professional bodies seek to ensure that professional standards, legislative awareness and ethical practices are maintained.

    CPD Schemes often run over the period of a year and the institutes generally provide online tools for their members to record and reflect on their CPD activities.

    TYPICAL CPD SCHEMES AND RECORDING OF CPD (CPD points and hours)

    Professional bodies and Institutes CPD schemes are either structured as ‘Input’ or ‘Output’ based.

    ‘Input’ based schemes list a precise number of CPD hours that individuals must achieve within a given time period. These schemes can also use different ‘currencies’ such as points, merits, units or credits, where an individual must accumulate the number required. These currencies are usually based on time i.e. 1 CPD point = 1 hour of learning.

    ‘Output’ based schemes are learner centred. They require individuals to set learning goals that align to professional competencies, or personal development objectives. These schemes also list different ways to achieve the learning goals e.g. training courses, seminars or e:learning, which enables an individual to complete their CPD through their preferred mode of learning.

    The majority of Input and Output based schemes actively encourage individuals to seek appropriate CPD activities independently.

    As a formal provider of CPD certified activities, SMI Group can provide an indication of the learning benefit gained and the typical completion. However, it is ultimately the responsibility of the delegate to evaluate their learning, and record it correctly in line with their professional body’s or employers requirements.

    GLOBAL CPD

    Increasingly, international and emerging markets are ‘professionalising’ their workforces and looking to the UK to benchmark educational standards. The undertaking of CPD is now increasingly expected of any individual employed within today’s global marketplace.

    CPD Certificates

    We can provide a certificate for all our accredited events. To request a CPD certificate for a conference , workshop, master classes you have attended please email events@smi-online.co.uk

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