Please see below updates on some of the main issues that Central Trade Union Side have been dealing with.
People Survey: Issued 29 April 2025 and we would encourage our members to take the time to complete the survey as it is a good opportunity for members to register views with Senior Management. To note, CTUS had requested including a question on Hybrid and flexible working however a Pulse survey has been offered as an alternative.
NICS People Strategy 2025-2030: Has been issued with the appropriate CTUS consultation taking place on the themes and details of the 5-year plan and we provided our comments and input on issues including pay, recruitment/career progression and health & wellbeing. The plan sets out there will be ongoing work around the following nine initiatives in the first two years with Permanent Secretaries overseeing and being responsible for these, all subject to appropriate consultation:
- Simplify and streamline the recruitment process;
- Introduce a new corporate approach to strategic workforce planning;
- Complete a review of Civil Service professions;
- Improve digital skills;
- Complete a HR policy renewal programme;
- Improve the workforce’s health and wellbeing;
- Set out a fair total reward approach in a new Pay and Reward Strategy;
- Equip and support managers;
- Build capability with a focus on collective leadership.
Hybrid Working Policy: A revised draft policy has been received by CTUS and is currently the subject of consultation. Management Side have stated their intention to move to a minimum attendance requirement for all staff.
Revised Maternity and Adoption Leave Policy: Has been introduced with effect from 6 April 2025 as part of the recent Pay settlement. CTUS pressed for this to be backdated to 1 August 2024, but NICS were unable to action that.
Grievance, Dignity at Work & Standards of Conduct Policies: Policies have been revised and the main issues for CTUS included making sure that the lengthy delays for grievance hearings etc. were addressed and improved for members. The policies will remain live with the view that they can be revisited should additional issues emerge.
Deputy Principal & Staff Officer Competitions: Consultation on the DP competition concluded with Management Side reaffirming their intention to launch both the DP and SO as external recruitment competitions. CTUS provided evidence supporting our position during the engagement and that we could not agree to the decision as our members had an expectation to have internal career progression. Among other points we also raised the need to have regard for the ongoing workforce planning that would help determine future numbers required in the service. As a compromise could not be reached, CTUS registered a disagreement on 28 April 2025.
AO Merit List: Work continues on the development of a list to publish as soon as possible in order to fill the high number of vacancies that exist. CTUS will continue to press for updates on the details.
Flexible Working, Job Sharing/Part-Time: Continues to be raised at all formal Central Whitley meetings including Equality, Diversion and Inclusion, Resourcing, and Employee Relations. CTUS have raised that Departments also need to look at how they can better provide part-time working and job-sharing opportunities to members, and this will also be picked up at Departmental Whitley meetings.
Filling Vacancies from Current Competitions and Merit Lists: After further discussions NICS have agreed to direct that Business Areas should consult first with Local TUS over any intention to fill a vacancy from another competition’s live merit list. That action will be recorded on a template as a box stating ‘LTUS agreement recorded and saved’.
Performance Management & Competency frameworks: These are due to be consulted on in the coming weeks.
As always CTUS will continue to ensure members’ interests are at the forefront of all ongoing consultation and will continue to keep you informed.