Job jeopardy staff to get council support

COUNCIL chiefs have launched a support programme for staff as they prepare to make hundreds of workers redundant to cover a £17.3million budget blackhole.

They say a range of measures will provide practical help and assistance for those at risk of redundancy.

Staff not at risk are also being offered support while Oldham Council plans a major restructure.

Initially, there were fears that 850 posts would go but savings have been identified to reduce this to 488 in 2009/10 with a further 56 set to lose their jobs between 2010 and 2012.

Chief executive Charlie Parker said staff welfare was paramount: “As part of the restructure, which is recognised as a necessary step, we do have to look at redundancies. Many of these are voluntary and we hope any compulsory redundancies will be minimal.

“Either way, we are determined to do everything we can to support our people through this process.”

The staff support programme includes a drop-in centre complete with internet access at the Civic Centre to offer resources such as help with job hunting, research, re-skilling and training opportunities, and tips on CV writing and completing application forms.

Events to provide information, guidance and advice on finances, pension arrangements, benefits, training, job search skills and volunteering, are planned, with the next one on April 23.

There will also be telephone and one-to-one counselling available to all employees, and their immediate family, via the Employee Assistance Programme (EAP), 24 hours a day.

In addition, a redeployment team to help staff find posts elsewhere in the organisation and training partners are identifying a range of qualification courses.

And there is an online guidance booklet for staff plus briefings for managers who may be required to deliver difficult news.

Regret

Council leader Howard Sykes said: “Of course we regret any redundancies, especially in these difficult economic circumstances, so I am glad to see so much support available.

“Equally, we want to support staff who are not at risk of redundancy – this is crucial as we appreciate there will be uncertainty about the future and potentially distress about colleagues leaving.

“I see this support being of long-term benefit.”