Human Resource Management Strategy 2003 - 2005

Follow Up Actions in Support of Gender Equality and Equality Targets

Action Item Target Date
Monitor and track progress on agreed gender balance targets Quarterly monitoring, reporting to MAC & Annual analysis
Study of internal/interdepartmental competitions from a gender equality perspective After each internal/interdepartmental competition, with analysis, relevant follow-up & reporting to MAC
Monitor gender makeup of interview boards for internal/interdepartmental competitions After each internal/interdepartmental competition, with analysis, relevant follow-up & reporting to MAC
Monitor take up of family friendly
initiatives and track the career
progression of those staff availing of such initiatives 		Quarterly monitoring, reporting to MAC & Annual analysis
Monitor staff participation in training and staff development initiatives Quarterly monitoring, reporting to MAC & Annual analysis
Monitor the distribution of men & women across divisions Quarterly monitoring, reporting to MAC & Annual analysis
Monitor the potential flows, that is, the probable movement of staff at each grade, from HEO level and upward, as a result of vacancies arising through retirement over the next 3 years Quarterly monitoring, reporting to MAC & Annual analysis
Develop a gender equality guide for Interviewers & Assessors End of July 2003
Examine HR policies from a gender equality perspective and make recommendations for further actions Timescales in this area are dependent on development of policies under the HRM Strategy. Analysis will be carried out as each policy is completed. The Induction Policy to be gender proofed by September 2003

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