Schedule Part 9 - Human Resources and Core Personnel

Human Resources Strategy

CFL shall have in place throughout the Grant Period a Human Resources Strategy which shall comply with the requirements contained in this Schedule Part 9. CFL shall implement, publish, and periodically review the Human Resources Strategy.

The Human Resources Strategy shall ensure that the workforce is well motivated, well led and has appropriate opportunities for training and skill development and that this supports recruitment and retention of the workforce to ensure the continuity of the Services, including at the point of transfer of the Services on expiry or termination of the Agreement.

CFL will be expected to work in partnership with the relevant unions. The Human Resources Strategy shall set out and demonstrate a commitment to foster constructive relationships and a partnership approach with trade unions and employees.

The Human Resources Strategy shall include:

1. a structure diagram showing lines of responsibility.
2. details of CFL’s approach to crewing, including the proposed employment arrangements.
3. crew configurations and numbers per sailing, noting seasonal variations.

• crew/passenger ratios and passenger certificate numbers throughout the year.

1. shift patterns to be adopted.
2. what (if any) changes to staffing arrangements CFL proposes, and how this would be achieved.
3. how CFL will endeavour to have a diverse workforce.

• CFL should provide details of a Strategic Workforce plan incorporating:
  1. an objective, transparent and fair recruitment process.
  2. a succession planning process for key grades, updated annually ensuring that there is always resilience in the staffing levels.
  3. A plan to employ and retain apprentices and graduates.
  4. employment management including the line of command and communication links between all parties including CFL and employment organisations for the identification of employment needs and opportunities for long term unemployed, the identification of eligible potential employees and the generation of employment programmes to support sea going and land-based operations.
• numbers and grades of staff in posts.

1. numbers and grades of staff who reside within the islands, within reasonable commuting distance to a port.

Deliverables and Milestones

CFL is required to provide all deliverables and meet all milestones outlined in Table 33. Additionally, CFL may propose additional deliverables and milestones for approval by Scottish Ministers.

Table 33

Deliverable/Milestone	Delivery Date
1.1.1. Produce, publish, and implement Human Resources Strategy.	Commencement Date
1.1.2. Review and amend HR Strategy	Annually

Workforce Equalities

CFL will comply with the general public sector duties under the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012.

CFL will be required to demonstrate proactive steps to eliminate discrimination and to promote equality.

CFL will be required to produce, publish, and implement a Workforce Equalities Plan which includes details of how CFL will monitor its effectiveness. CFL will be required to submit this plan on an annual basis, providing evidence of the activities carried out in accordance with the plan.

Deliverables and Milestones

CFL is required to provide all deliverables and meet all milestones outlined in Table 34. Additionally, CFL may propose additional deliverables and milestones for approval by Scottish Ministers.

Table 34

Deliverable/Milestone	Delivery Date
Produce, publish, and implement a Workforce Equalities Plan	Commencement Date
Review and submit an updated Workforce Equalities Plan on an annual basis	Annually
Report on performance against the Workforce Equalities Plan	Annually

Training and Employment

CFL shall ensure that all staff are appropriately trained to comply with all onshore and seagoing statutory obligations in relation to the delivery of the Services. Staff should be trained to reflect the highest standards of passenger safety and customer service for the full end to end customer journey experience.

CFL shall ensure that a suitably skilled and qualified workforce is available throughout the Grant Period to ensure the continued delivery of the Services. This must include adequate opportunities for officer cadets, modern apprenticeships and training for Deck, Engine, Catering, Ratings and Onboard Services.

CFL shall agree with Scottish Ministers a plan to review the major vessel fleet passenger certification levels and implement any agreed revisions

CFL shall provide a programme of mental health training for all seafarer and shore-based staff including similar arrangements for subcontractors, (a person or business that is hired by a contractor to perform a specific part or all of a larger project or contract).

CFL will provide an annual report on their training and staff development, including apprenticeships and staff qualifications and name a proposed person on the list of Core Personnel who shall have defined authority for establishing, maintaining, and reporting on the training programme.

CFL shall provide a named point of contact for all HR matters (with an additional support role as a minimum) for liaising with Scottish Ministers.

Deliverables and Milestones

CFL is required to provide all deliverables and meet all milestones outlined in Table 35. Additionally, CFL may propose additional deliverables and milestones for approval by Scottish Ministers.

Table 35

Deliverable/Milestone	Delivery Date
1.1.3. Review and report on training and staff development	Annually
Commence work on reviewing the major vessel fleet passenger certification levels with the Maritime and Coastguard Agency and agree a plan to implement any agreed revisions.	CP1

Core Personnel and Project Support

CFL shall identify and provide to Scottish Ministers a schedule of Core Personnel who shall be employed in connection with the Services.

CFL shall provide to Scottish Ministers an organisation chart detailing the responsibilities and reporting lines of each of the Core Personnel by the Commencement Date and shall update such chart as and when any changes occur.

Core Personnel may from time-to-time delegate any of the powers, functions and authorities vested in each of them to an assistant or agent. No such delegation or revocation shall have effect until Scottish Ministers have received notice of it in writing.

Core Personnel roles must not be vacant for more than ten business days.

Project Support

Any variance to the staff required for projects will be managed through the annual business plan a budget setting discussions with Transport Scotland.

Deliverables and Milestones

CFL is required to provide all deliverables and meet all milestones outlined in Table 36. Additionally, CFL may propose additional deliverables and milestones for approval by Scottish Ministers.

Table 36

Deliverable/Milestone	Delivery Date
1.1.4. Produce the schedule of Core Personnel	Commencement Date
1.1.5. Produce the Project Support schedule	Commencement Date
1.1.6. Update the Project Support roles to reflect any additional projects or changes	As required

Fair Work First

• CFL shall conform to any requirements relating to Scottish Ministers Fair Work First principles.