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Human Resource
Policy
REWM's survival depends on its
ability to make a significant contribution to the promotion
of race equality in the West Midland region. The quality of
its support for race equality organisations, of its research
and strategic leadership, and of the regional services it
provides, depends on the calibre of its people (see
our people).
Because of the
unpredictable and intermittent nature of its funding, REWM
has sought to keep the number of its core staff to the
minimum, to make use of independent consultants to deliver
specialist functions and outcomes, and to take on trainees
(usually university post-graduate students employed on a
part-time basis) to work as research assistants. All our
people are expected to possess the knowledge, skills and
experience necessary to undertake their responsibilities,
individually and as team members, to a recognisably high
standard of proficiency.
Staff,
consultants, trainees and volunteers work to company,
project and personal action plans, which they are expected
to deliver on time to the satisfaction of the Board, Chief
Executive and customers.
Staff are
expected to ensure they develop their race equality,
management, research, community regeneration, and other
skills, to a high standard.
REWM is
committed to providing Forum members with an appropriate
development programme and opportunities to update their
knowledge of race relations, policy issues and community
affairs, in order to improve the quality of the company's
and race equality organisations’ performance and to give
them strategic direction.
REWM
recognises that the continuing development and updating of
its personnel are essential to maintaining and improving the
quality of its services.
An
induction programme is provided for new staff, consultants,
trainees and volunteers at REWM and other regional race
equality bodies to assist them in undertaking their
responsibilities in a competent and efficient manner.
REWM
provides an annual staff development interview for all staff
and trainees (as required) and sets aside a budget
sufficient to pay for agreed personnel training programmes.
REWM
endeavours at all times to abide by its agreed:
training and development policy, and
training and development procedure
REWM has
developed a bi annual induction programme for its own people
and the personnel of the race equality organisations in the
region.
REWM
endeavours to develop and sustain quality circles covering
the main operations and activities of race equality
organisations.
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