Aims of the strategy, policy, project or service
To converge the Fleet Services team, under the service manager for Fleet Services in order to create one team.
This means changing some of the reporting lines and relocating two employees from Charminster depot to Poundbury depot.
Context
During the formation of Dorset Council, the fleet maintenance function was combined across all of Dorset Council and this team sits under the Head of Waste Operations in Place based services.
The new council inherited two transport teams and five vehicle workshops. Dorset County Council had one transport team which was managed by a transport manager who has since retired. This team is based in the vehicle workshop office at Charminster Depot. Dorset Waste Partnership had one transport team which was managed by an operations and transport manager who has since left. This team was based at Poundbury Depot where there is a vehicle workshop. As part of the formation of Dorset Council both transport teams were brought together under the title of Fleet Services, and the decision was taken to have one service manager (transport manager) for Fleet Services.
In order to facilitate convergence between the offices into one functioning team, the structure and location of the team needs to change.
Intelligence and communication
Data, information, evidence and research used and how it has influenced the decision-making process
- Fleet Services Consultation Report June 2020
- Personal data from DES (local authority Employee information system) 20 May 2020
Once the above paper was issued, communications commenced with the affected employee group via individual consultation meetings, where the consultation paper was discussed.
Data that we already have about service users, or those the proposal will have an impact on
Data included in Step 3: Assessment is taken as from personal data inputted into DES (the local authority employee information system). These figures have been included within the equality impact assessment itself, wherever possible. However, this is a small team and some of the information would identify individuals and therefore is not used here.
There will be an opportunity to gather further details about those with protected characteristics, for example if they have any additional requirements or are in a caring role.
Engagement or consultation has taken place as part of this EqIA
- informal consultation.
- consultation involving trade unions; formal consultation process commenced on 12 July 2020.
The following table gives the timeline for the consultation period:
| Task | Comments | Commencing on |
|---|---|---|
| Approval from corporate director |
n/a |
22 June 2020 |
| Heads up with trade unions |
n/a |
w/c 6 July 2020 |
| Heads up with team |
n/a |
w/c 6 July 2020 |
| Consultation meeting with trade unions |
n/a |
w/c 13 July 2020 |
| Consultation meeting with employees and trade unions |
n/a |
w/c 13 July 2020 |
| Issue formal consultation letter to trade unions |
n/a |
20 July 2020 |
| Issue formal consultation letters to employees |
n/a |
20 July 2020 |
| Consultation period commences |
30 days |
23 July 2020 |
| Individual 1:1 consultation with employees concerned, if required, during consultation period |
n/a |
TBC |
| Respond to issues and revise plans as appropriate |
n/a |
TBC |
| End of consultation |
n/a |
21 August 2020 |
| Letter to employees confirming outcome of consultation |
n/a |
24 August 2020 |
| Implementation date |
n/a |
1 September 2020 |
Assessment
Impacts of the strategy
| Impacts on who or what | Effect | Details |
|---|---|---|
| Disability | n/a | n/a |
| Does this affect a specific disability group? | n/a |
Employee data does not identify any specific disability characteristics for any of these individuals. All employees will be treated equally regardless of their disability status however, if someone should declare a disability during the consultation - reasonable adjustments will be made to enable them to fully participate in the process and post the outcome of the process, so any adjustments/adaptations will be implemented. |
| Gender reassignment and gender identity | Unclear | No information has been declared as Dorset Council does not ask for this data, as such we are not able analyse as to whether there would be impact at this present time. However, all employees will be treated equally regardless of gender |
| Pregnancy and maternity: | Neutral | Currently there are no employees on maternity, paternity or adoption leave. |
| Race and ethnicity | Neutral | Employee data does not identify characteristics for these individuals. All employees will be treated equally regardless of race or ethnicity. |
| Religion or belief | Unclear | We have insufficient data at this present time to analyse this, however, all employees will be treated equally regardless of religion or belief. |
| Sexual orientation | Unclear | No impacts have been declared or identified. All employees will be treated equally regardless of sexual orientation. |
|
Neutral |
No impacts have been identified. All employees will be treated equally regardless of the protected characteristic |
Key to impacts
| Type of impact | Description of impact |
|---|---|
| Positive impact |
|
| Negative impact |
|
| Neutral impact |
|
| Unclear |
|
Action Plan
| Issue | Action | Person(s) responsible | Deadline | How will it be monitored |
|---|---|---|---|---|
| Consultation with affected employees | Consultation period will take place from 23 July 2020- to 21 August 2020, this will provide the opportunity for employees affected to put forward their views. | Tim Woolford | 21 August 2020 | Outcome of the consultation will be shared with employees and unions. |
| Informing employees of outcome of consultation | A formal management response to consultation on proposal for change is issued to employees and unions. | n/a | n/a | n/a |
| Implementation of new location | New location would be implemented on 1 September 2020 | n/a | n/a | Employees made aware through formal response |
Who has agreed this EqIA?
| Role | Name | Date |
|---|---|---|
| Officer completing this EqIA |
Tim Woolford |
26 June 2020 |
| Equality Lead |
Susan Ward-Rice |
10 August 2020 |
| Equality & Diversity Action Group Chair |
Dr David Bonner |
20 August 2020 |