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CAIRNGORMS NATIONAL PARK AUTHORITY
STAFFING AND RECRUITMENT COMMITTEE
FOR DECISION

Title: 		Update on HR Policy Development In Line With
		Harmonisation of Employer Arrangements Between the
		National Park Authorities: Capability Policy;
		Disciplinary Policy; Grievance Policy
Prepared by: 	Kate Christie, HR Manager
		David Cameron, Corporate Services Director

Purpose
To highlight three related policies that have been agreed by the staff through consultation at
the Staff Consultative Forum

Recommendations

That the Committee consider and sign off the policies

Background

One of the recommendations made in the Scottish Government’s 5-year Strategic Review of
National Parks in Scotland is that the scope for wider sharing of corporate services and
increased harmonisation of employer arrangements between National Park Authorities
should be examined.

Some of the key principles underpinning the joint work are that areas of development
should be those that are of mutual advantage to both Authorities and that each National
Park must retain its own identity and culture.

In May 2009, the Board endorsed the principal of joint working, and the development of
more robust, harmonised human resources and employer arrangements was one of the
areas identified.

In line with this, Loch Lomond and the Trossachs National Park Authority, and Cairngorms
National Park Authority are reviewing their HR policies with a view to adopting policies that
are similar in context, whilst still remaining unique to the culture of each organisation.

In writing the following three policies, both the CNPA and LLTNPA’s policies were
reviewed and combined, and the final policies agreed by the CNPA’s Staff Consultative
Forum.

1) The Capability Policy (annex 1) is a new policy, to support employees into fully
performing the duties expected of them and to address issues of under-performance
on a formal basis. It is designed to deal with those cases where, despite the
application of agreed policies, procedures and good management practices and
support, the employee remains lacking in some area of ability, skill, competence or
knowledge and is consequently unable to carry out the required duties to an
acceptable standard. The procedure provides for a clear and structured path for
improvement; support and training; manager and member of staff working on and
discussing together; and employee representation where requested.

2) The Disciplinary Policy (annex 2) ensures consistent and equitable treatment of
employees that are considered not to be complying with acceptable standards. It has
been updated, to reflect updates in current Employment law.

3) The Grievance Policy (annex 3) provides the framework for dealing promptly,
fairly and consistently with employee complaints, which should not only result in staff
concerns being addressed but also provide a way of reconciling differences and
implementing workable solutions. The policy has been expanded, to be clearer on
the expected implementation of process, and more robust.

Kate Christie
David Cameron
June 2010