Online platform to deliver HR and workforce Metrics surveys and data benchmarking for local authorities across the country

Description

London Councils is seeking to procure an online platform to collect and hold HR metrics data and allow local government organisations to enter their own survey data and access a range of outputs. The aim is to enable participating local authorities to: • compare and assess their performance across a range of HR measures; • use data insights to help assess workforce capacity and delivery of services; • through benchmarking with other local authorities facilitate improvement and innovation The benchmarking of HR data enables evidence-based decision making on key issues. It empowers councils to assess performance and drive improvement. Councils can compare their performance on HR indicators and see where performance sits in relation to others, which can lead to the sharing of workforce policies and practices that will improve and innovate service. The application will provide results/benchmarking information, charts, pdf reports, scorecards, dashboards and Excel spreadsheet outputs that users can generate online. The online application is required to be operational for use from 1 April 2024 with a contract period of three years until 31 March 2027. There will be an option to extend this end date by one (1) year plus one further year. Lot 1: The overall objective is to deliver an online platform/website that allows users to upload data directly and download summary outputs. Other key objectives include: • Data Analysis: Analyse HR data to provide insights and key metrics that when compared with other councils data aid in decision-making and strategic planning. • Reporting: Generate customizable and interactive reports and dashboards to track key workforce/ HR metrics and trends. We are looking for a service provider that has the ethos of working with us as a partner, rather than merely be a provider of a fixed service/ product. We want a provider that has a disposition toward enhancement and development of the service as part of the core service offering, without recourse to formal variations to the contract and price. We recognise that time and cost can be involved in the development of amended or new survey requirements. Whilst significant development costs will be reimbursed, we hope that the chosen service provider will be prepared to absorb the time, effort and cost of product development if it facilitates innovation or improvement in the service provided. There is a formal change request process outlined below at section 24. HR metrics service requirements Group one - The HR Metrics Club list of surveys required for 2024-2025 and each subsequent year (April to March financial year) is anticipated to include: • Chief Officers' Pay • Pay & Benefits (excluding Social Care) • Pay & Benefits (Social Care) • Human Capital Metrics • HR Outputs • HR Resources • Terms & Conditions • Trade Union Membership & Facility Time • Agency Children's Social Workers (CSW) pay & numbers data • Analysis of DfE CSW data • Gender Pay Gap reporting • Agency Adults Social Workers pay & numbers data • Chief Executives London Committee (CELC) Diversity, Service and Pay band survey • Bespoke individual user surveys allowing users to create smaller, one-off surveys to which other users can respond • Pulse surveys created 'on the fly' through a web interface This full list of surveys, and their output requirements, can be found at Appendix A of the ITT. Data for the surveys is collected and published on a rolling timetable throughout the year, with roughly one per month. A full data collection and publication timetable for 2024-2025 is available on request. Group Two - The NARE Workforce Metrics Group require collection of a core set of HR workforce metrics focused on headcount and full time equivalent numbers of staff for different categories of data, e.g. gender, ethnic groups, disability, age bands, together with agency staff numbers. This limited data set should help to identify the overall size and scope of the workforce and is sufficient to enable broad analysis and comparison with other types of authorities and/or regions. The national workforce metrics survey requirements are listed at Appendix B of the ITT. Going forward there is scope to expand this core data set and link into, provide and utilise LGA workforce survey data including training spend, training days, turnover, vacancy rates, sickness rates, and percentages of women, ethnically diverse, disabled staff in the top 5% of earners. Additionally, the LGA have recently issued a group of workforce capacity surveys to capture council data on the use of agency staff and the current and future capacity needs in the following skill shortage areas: • adult social care • finance (in partnership with CIPFA) • building control (in partnership with Local Authority Building Control, LABC) • environmental health • children's social care • IT (in partnership with SOCITM) • legal. Going forward data and specific questions from these surveys may be collected and analysed by the online platform provider. An outline of the information collected from these surveys is outlined in Appendix B of the ITT.