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Background to the event

Over the last 15 years the policies of Compulsory Competitive Tendering (CCT) and market testing have led to dramatic changes in the way local councils deliver many of their services. Over that period tens of thousands of staff have transferred from local councils to private contractors

Until the early 1990’s these workers were offered little or no protection following the contracting out of their jobs. Most found themselves doing the same work for a private contractor, but on lower pay, poorer terms and conditions, with no pension schemes.

Legal challenges in the nineties led to a greater protection for the workforce. Today when a service is privatised the workers are usually transferred to the contractor on their existing terms and conditions, protected by TUPE (more recently pensions have been included).

However these welcome changes provide transitional relief only. As there are cases where pay and conditions are now cut, and new employees are offered no protection at all invariably creating a two-tier workforce.

The event will address the regulations governing the rule of TUPE and REM and will look at how this affects PPP schemes and the impact of recruitment and retention of staff.

Case studies will be drawn from local authorities, central government, contractors and trusts and will give practical examples of how REM has been piloted in the UK.

Benefits of Attending

  •  Learn about the impact of employment systems on the bidding costs
  •  Hear the preliminary results of the National Audit Offices Survey into staffing and the quality of PPP/PFI deals 
  • Address the latest issues on the two-tier workforce - what happens to those who are not covered by the old protocol?
  • Review experiences to date of real staffing issues in PPP/PFI projectsexperiences to date of real staffing issues in PPP/PFI projects 
  • Gain in insight into public service pension schemes 
  • Draw upon case studies from different sectors from the UK 
  • Evaluate staffing issues from both a public and private sector perspective through local authority case studies, and commercial organisations’ experience with TUPE

A Unique Opportunity to learn from leading industry experts including:

  • David Gollancz, Head of Procurement & Commercial Contracts, Treasury Solicitors Department
  • Jon Spain, Senior Actuary, Government Actuary's Department
  • Jason Smith, Audit Manager PPP, National Audit Office
  • Robert Hann, Director, Legal & Joint Services, Public Private Partnerships Programme, 4ps
  • Robin Hartley, Project Manager, Project Estate, Ministry of Defence
  • John Williams, Director of Public Services, Confederation of British Industry
  • Margie Jaffe, National Officer, Unison
  • Barry Fawcett, Assistant Secretary, National Union of Teachers
  • Margaret Shynn, Associate Director Human Resources, Barts and The London NHS Trust
  • Alan Last, HR Manager - PFI, University Hospital Birmingham NHS Foundation Trust
  • John Whitefoot, Head of Employment Relations, Serco
  • Geoff Shewry, Services Director, Carillion Health
  • Ralph Murray, Healthcare Consultant, AMEC
  • Ian Keys, Partnership Director, Pinnacle psg
  • Andrew Garbutt, Account Director, Berkshire Consultancy

Conference programme

8:30 Registration & Coffee

9:00 Chairman's Opening Remarks

Norman Rose

Norman Rose, Director-General, Business Services Association

9:10 BEST VALUE CODE OF PRACTICE

Robert Hann

Robert Hann, Director Legal & Joint Services, Public Private Partnerships Programme

  • The ODPM Code of Practice on workforce matters
  • Transferred staff, new joiners
  • The 4ps, EO and IDEA contract guidance and drafting
  • Handling of workforce matters in contracting in general
  • Impact on the two-tiered workforce
  • 9:40 EFFECT OF TUPE CAPS

    John Williams

    John Williams, Director of Public Services, Confederation of British Industry (CBI)

  • New TUPE regulations (revised regulations)
  • Disclosure of workforce information
  • What terms & conditions transfer under TUPE for PPPs?
  • Does TUPE effectively protect former local government staff?
  • Costing the new workforce
  • 10:10 Morning Coffee

    10:30 BIDDING FOR CONTRACTS

    David Gollancz

    David Gollancz, Head of Procurement and Commercial Contracts, Treasury Solicitors Department

  • Tender process
  • Bidding process
  • Tendering and selection of preferred bidder
  • Issues that arise from TUPE/REM that affect contracts
  • Retaining staff
  • 12:00 THERE ARE MORE HR ISSUES THAN REM & TUPE IN PFI PROJECTS

    Alan Last

    Alan Last, HR Manager-PFI, University Hospital Birmingham NHS Foundation Trust

  • Practical implications for the wider workforce
  • Project impact on the relationship with the local TU's
  • What happens when organisations do not outsource soft services
  • Providing effective HR support to the project
  • 12:30 Networking Lunch

    13:30 STAFFING AND THE QUALITY OF PPP/PFI DEALS

    Jason Smith

    Jason Smith, Audit Manager PPP, National Audit Office

  • The NAO's role and experience
  • Government's 'fairness measures'
  • Rationale for work in this area
  • Scope and methodology
  • Survey of employment terms and conditions - what we found
  • 14:00 A UNION PERSPECTIVE

    Margie Jaffe

    Margie Jaffe, National Officer, UNISON

  • What is wrong with the two-tier workforce?
  • Is the code working?
  • The roll out
  • Challenges
  • 14:30 LESSONS LEARNED IN PFI SCHOOLS

    Barry Fawcett

    Barry Fawcett, Assistant Secretary, National Union of Teachers

  • Building Schools for the Future
  • PFI: The effect on school staff
  • Risk transfer?
  • Facilities management issues
  • 15:00 Afternoon Tea

    15:20 PRACTICAL LESSONS ON STAFF ISSUES

  • Taking a staff-centric perspective
  • Managing the shift in skills
  • Leadership in the customer/supplier relationship
  • Living with complex organisational models
  • Andrew  Garbutt

    Andrew Garbutt, Account Director, Berkshire Consultancy Ltd

    Robin Hartley

    Robin Hartley, Project Manager, Project Estate, Ministry of Defence

    15:50 LARGE SCALE PFI

  • Dealing with staffing complexities on large scale projects
  • Terms and conditions offered to transferred staff
  • Putting networking and best practice into place
  • The need for good communication
  • pensions
  • Practical lessons learnt
  • Margaret Shynn

    Margaret Shynn, Associate Director Human Resources, Barts and the London NHS Trust

    David Bell

    David Bell, Corporate HR Manager, PFI Project, Barts and the London NHS Trust

    16:20 NHS CASE STUDY

    Ralph Murray

    Ralph Murray, Healthcare Consultant, AMEC

  • The issues from the PPP standpoint
  • Retention and employment
  • Transfer of employees
  • Multi-skilling
  • The project team continuity and commitment
  • Privacy issues
  • Government plans to protect staff transferring from NHS to private finance
  • 16:50 GREAT WESTERN HOSPITAL

    Geoff  Shewry

    Geoff Shewry, Service Director, Carillion Health

  • Delivering long term solutions
  • Sustainability initiatives
  • Staff satisfaction
  • Transfer of staff streamlining the process
  • Providing better communication
  • Creating the right culture
  • 17:20 THE LOCAL AUTHORITY PFI STAFFING ISSUES AGENDA

    Ian Keys

    Ian Keys, Partnerships Director, Pinnacle psg

  • Overview of projects
  • Issues that have arisen from projects
  • Practice and politics
  • Developments on the horizon
  • 17:50 Chairman's Closing Remarks and Close of Conference

    18:00 Drinks Reception

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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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