| Action | Performance Indicator |
| Develop and publish a revised Human Resources strategy | Strategy published by end June 2009 |
| Review the manner in which organisational knowledge is captured, managed, shared and used and introduce new processes where deemed necessary | Each unit reviewed during 2009 |
| Review Training and Development Strategy and prepare new strategy for 2009 - 2011 | Strategy published by end March 2009 |
| Continue to support training and learning in relation to ADR | Identify further training and development needs and provide requisite response during 2009 and beyond |
| Produce a twice yearly report on training and development for consideration by senior management, Partnership and the Board | Reports available in July and December |
| Implement structured evaluation mechanisms for monitoring the effectiveness and appropriateness of training provided taking account of the work done by the National Centre for Partnership and Performance and other sources | Evaluation mechanisms in place and quarterly reports provided to Management |
| Undertake a full review of all aspects of the operation of head office functions. | Review to be completed by end 2008 with implementation plan in place for 2009 |
| Develop and implement relevant recommendations emanating from the Head Office Review | Implementation Plan completed by Q1 2009;
Implement during 2009 |
| Ensure continuing engagement with staff on training and development in the organisation through the Staff Development Work Group | Twice yearly review of work plan with Work group |
| In consultation with the Law Society of Ireland identify and develop any relevant appropriate training and development programmes for legal practitioners involved in the Private Practitioner service | Private Practitioner training to be continued to be provided as needed |
| Review the internal code covering best practice selection and recruitment policies to be utilised by the Board | Review conducted each year and reported to Senior Management Team and HR Committee of the Board |
Monitor the implementation of the Performance Management and Development System (PMDS) in the Board.
Review the system to ensure it is a meaningful tool for the achievement of the Board’s objectives. | Annual review with managers and Partnership. |
| Ensure that all time deadlines regarding completion of the various elements of PMDS are adhered to by all staff of the Board by carrying out regular audits and putting in place appropriate monitoring procedures. | Annual review by Human Resources |
| Maintain a structured means of responding to all training and development requests arising under PMDS. | All training requests to be collated on HRMS and quarterly reports provided to Management Team. |
| Implement the annual training needs analysis within the organisation | TNA conducted at beginning of each year |
| Ensure that the Board’s IT systems are user friendly, effective and responsive to changing requirements | New IT strategy incorporating a structured review process to be completed for Q.1 2009 |
| Further develop existing internal communications structures | Continue to develop internal communication structures.
At least 3 editions of LabLife to be published annually |
