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Chessington Computer Centre annual report and accounts for 1 April to 31 July 1996.

Type

House of Commons papers

Notes

Received 19.08.99

Date

26 July 1999

Reference

HC 110 1998/99

House

House of Commons

Treasury minute on the tenth and twelfth to fourteenth reports of the Public Accounts Committee of session 1998/99 (HC 104, HC 174, HC 231 and HC 158).

Type

Command papers

Notes

Received 08.07.99; DEBATE;CH 25 NOV 1999; Received 08.07.99

Date

7 July 1999

Reference

Cm 4381

House

House of Commons

The final accounts of Chessington Computer Centre, Recruitment and Assessment Services and the Occupational Health and Safety Agency. Public Accounts Committee thirteenth report with proceedings, evidence (HC 231-i not printed separately) and an appendix.

Type

Select Committee reports; House of Commons papers; Parliamentary committees

Committee

Committee of Public Accounts

Notes

Received 12.05.99

Date

14 April 1999

Reference

HC 231 1998/99

House

House of Commons

The final accounts of Chessington Computer Centre, Recruitment and Assessment Services and the Occupational Health and Safety Agency. Minutes of evidence 8 February 1999. (Printed in HC 231).

Type

House of Commons papers; Select Committee oral evidence; Parliamentary committees

Committee

Committee of Public Accounts

Date

8 February 1999

Reference

HC 231-i 1998/99

House

House of Commons

Cabinet Office: the final accounts of Chessington Computer Centre, Recruitment and Assessment Services and the Occupational Health and Safety Agency. Report by the Comptroller and Auditor General.

Type

House of Commons papers

Notes

Received 28.01.99; Received 27.01.99

Date

25 January 1999

Reference

HC 154 1998/99

House

House of Commons

Howe, Earl

When the sales of HMSO, Chessington Computer Centre, Recruitment and Assessment Services and the Occupational Health and Safety Agency were completed. - Details given.

Asked by

Lord Wade of Chorlton (Conservative)

Type

Written questions

Status

Answered

Date

15 October 1996

Reference

574 c183WA

House

House of Lords

Chancellor of the Duchy of Lancaster

If he will comment on the progress of the sales of HMSO, Chessington Computer Centre, Recruitment and Assessment Services and the Occupational Health and Safety Agency. - Details given.

Asked by

David Nicholson (Conservative)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

Date

15 October 1996

Reference

282 c851-2W;282 c849-50W; 41081

House

House of Commons

Cabinet Office Minute dated 14 October 1996 concerning contingent liabilities consequent upon the privatisation of the Chessington Computer Centre.

Type

Unprinted command papers

Date

14 October 1996

House

House of Commons

Chessington Computer Centre Trading Fund (Revocation) Order 1996

SI 1996/1995 (Negative instrument). Coming into force 31 July 1996.

Department

Chancellor of the Duchy of Lancaster

Type

Statutory instruments

Date

30 July 1996

Reference

SI 1996/1995

House

House of Commons; House of Lords

Treasury Minute dated 23 July 1996 concerning a further financial objective for 1996/97 desirable of achievement by the Chessington Computer Centre.

Type

Unprinted papers

Date

23 July 1996

House

House of Commons

Chancellor of the Duchy of Lancaster

What changes have been made to the performance targets of Chessington Computer Centre Trading Fund for the current year.

Asked by

Alan Duncan (Conservative)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

Date

23 July 1996

Reference

39633; 282 c206-7W;282 c206W

House

House of Commons

Chessington Computer Centre annual report and accounts 1995/96.

Type

House of Commons papers

Notes

Received 22.07.96

Date

22 July 1996

Reference

HC 576 1995/96

House

House of Commons

Deputy Prime Minister;Property Advisers to the Civil Estate;Central Office of Information;Chessington Computer Centre;Central Computer and Telecommunications Agency;Civil Service College;HMSO;Civil Service Occupational Health and Safety Agency;Recruitment and Assessment Services;Security Faciliti

What is the total number of people employed by each of the next step agencies under his Department's control; how many of those employees are women; and at what Civil Service or equivalent grades they are employed. - Inc text of letters from agencies.

Asked by

Baroness Jowell (Labour)

Answering body

BUYING AGENCY

Type

Written questions

Status

Answered

Date

20 June 1996

Reference

32727; 279 c522-5W;279 c514-7W

House

House of Commons

Chancellor of the Duchy of Lancaster

Statement on progress of the sale of Chessington Computer Centre.

Asked by

Peter Butler (Conservative)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

Date

19 June 1996

Reference

33837; 279 c470W;279 c464W

House

House of Commons

Chessington Computer Centre annual report and accounts 1995/96. (Not printed - see HC 576)

Type

House of Commons papers

Date

18 June 1996

Reference

HC 482 1995/96

House

House of Commons

Chancellor of the Duchy of Lancaster;Property Advisers to the Civil Estate;Central Office of Information;Chessington Computer Centre;Central Computer and Telecommunications Agency;Civil Service College;Security Facilities Executive;HMSO;Civil Service Occupational Health and Safety Agency;Recruitm

If he will list for each of his Department's agencies what market testing has been carried out into the services they provide; and what were the results. - Text of letters from N E Borrett of PACE,Mike Devereau of COI, R N Edwards of Chessington Computer Centre, Robin Guenier of...

Asked by

Martin Redmond (Labour)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

For answer on

22 May 1996

Answered on

22 May 1996

Mr. Redmond: To ask the Chancellor of the Duchy of Lancaster if he will list for each of his Department's agencies what market testing has been carried out into the services they provide; and what were the results.[30047] Mr. Willetts: The market testing of services provided by this Department's agencies is a matter for their chief executives and for their customers. I have asked the chief executives to write to the hon. Member. Letter from N. E. Borrett to Mr. Martin Redmond, dated 22 May 1996: The Chancellor of the Duchy of Lancaster has asked me to reply to your Question about the market testing of our services. Property Advisers to the Civil Estate (PACE) was set up on 1 April this year following Ministers' decision to implement the findings of an Efficiency Scrutiny Report on the Management of the Government's Civil Estate. The roles of PACE set out in the Scrutiny recommendations which by their nature have to be performed in the public sector aim to ensure that the benefits of a centrally managed estate are retained following the transfer to departments of full responsibility for the properties they occupy. The Agency has a key role to promote co-operation between departments to enable them to obtain best value for money in the management of their properties. This may either be in relation to departments' or agencies' activity in the property market or promoting opportunities for inter-departmental rationalisation. PACE also provides a single central point for the provision of general property advice. The Central Advice Unit (CAU) was set up a year in advance of the Agency to assist departments taking on their new responsibilities. Where departments decide that it will not be economic to retain skills in-house, PACE provides intelligent client support on repayment terms. By charging for this particular service PACE are, in effect, being market tested by departments because the work would otherwise be carried out by their own staff. The Agency has been reconstituted out of Property Holdings (PH), which ceased to exist at the end of March. Since 1990, PH had managed the Government's Common User Estate (CUE), comprising mainly general purpose office property. PACE has therefore as a result inherited considerable experience in procuring and managing private sector services. Though maintenance responsibilities for some buildings on the CUE had been passed to departments, PH remained largely responsible for estates and most works services. In its last year (1995/96) PH had funding of £550 million for rents and £127 million for maintenance and new works. All estates and works services were undertaken by consultants and contractors in the private sector. During the early years of PH's existence services previously handled within Government by the Property Services Agency (PSA) had all been market tested. Consultants analysed Property Holdings savings from market testing. The level of fees paid under market tested commissions in 1992-93 were estimated to be some 40% less than the rates charged in the previous year under supply and service arrangements with the PSA. Letter from Mike Devereau to Mr. Martin Redmond, dated 20 May 1996: The Chancellor of the Duchy of Lancaster has asked me to reply, in respect of the Central Office of Information, to your question about the market testing of services. COI has not market tested any of the services it provides for clients in the last year. Its activities are subject to constant market testing by customers who are under no obligation to use its services. Letter from R. N. Edwards to Mr. Martin Redmond, dated 17 May 1996: The Chancellor of the Duchy of Lancaster has asked me to reply to your question about market testing in his department's Agencies. The Chessington Computer Centre has not carried out any market testing since April 1995. This is because Chessington has been working to prepare itself for privatisation in 1996. The sale of Chessington is on target for late July. There has however, been a steady programme of market tests carried out since April 95 by customers on the services we provide for them. I hope this provides the information that you need. If it does not please do not hesitate to get in touch. Letter from Robin Guenier to Mr. Martin Redmond, dated 20 May 1996: As Chief Executive of the Central Computer and Telecommunications Agency (CCTA), I am responding on behalf of the Chancellor of the Duchy of Lancaster to your recent question raised about market testing of services provided by CCTA. I am able to inform you that no services provided by CCTA have been market tested. Letter from S. H. F. Hickey to Mr. Martin Redmond, dated 20 May 1996: The Parliamentary Secretary has asked me to reply to your Question on the Market Testing that has been carried out into the services that the Civil Service College provides. The College provides training and consultancy services to the Civil Service and also the wider public sector and internationally. We have no tied customers and thus are operating in a competitive market with other providers of these services. About three quarters of our income in 1995/96 came from open courses run mainly at Sunningdale Park and our London centre. The remainder of our work is single-client training and consultancy and is normally won following some form of competitive tendering which may well form part of our customers' market testing programmes. The College carries out its own training and consultancy and we have not market tested any of this provision. We do however use a considerable amount of input from outside sources. Over 50% of teaching input is from non-Civil Service College Staff. This is a strategic decision to ensure quality, relevance and flexibility and ranges from associate lecturers doing individual sessions on a course to partnership with Price Waterhouse to jointly deliver courses on the Private Finance Initiative. Ancillary services which include services which are provided by us to our customers, such as hotel and catering services, have been subject to market testing. Letter from John King to Mr. Martin Redmond, dated 21 May 1996: The Chancellor of the Duchy of Lancaster has asked me to write to you directly, with information about SAFE's market testing. This is in response to your recent PQ addressed to him. SAFE is an Executive Agency with a remit to provide a range of security services to Government. It has no tied customers and as a result it is for our customers to choose to use the Agency and most do this through market testing or other forms of competitive bidding. The Agency undertakes a great variety work to a value of £40M to £45M per annum and I regret that it is impractical to list all the individual items. Recently, the Agency did, however, initiate a major market test of one of its four operational units--the Inter Despatch Services (IDS). The IDS has a turnover of about £2 1/2M per annum and the in-house team won against stiff competition from the private sector. The outcome has been significant price reductions for IDS customers. Letter from Chris Penn to Mr. Martin Redmond, dated 21 May 1996: In the temporary absence of our Chief Executive, I have been asked to reply, so far as HMSO is concerned, to your Parliamentary question about the market-testing of the services provided by the Chancellor of the Duchy of Lancaster's agencies. The cost-effectiveness of the services that HMSO offers is frequently tested in the market-place by our customers. There have been some losses but a significant and growing proportion of our business has been won in open competition. In terms of our own programme of market-testing, HMSO has tested a number of key service areas over the years, and our Annual Reports have regularly recorded the results. In the last year or so, we have announced the outcome of two market tests covering important elements of our Publications distribution business. A test of the order and enquiry services was awarded jointly to the in-house team and a commercial telesales company, EWA Ltd of Chelmsford. The new service began at the start of the year and is already demonstrating improvements in service standards. These include much reduced telephone call waiting times, increases in the numbers of order lines processed and a more proactive response to customers' needs. More recently, the test of receipt, storage and distribution arrangements was awarded to the in-house team with the prospect of both service and cost improvements. I hope this is helpful. Letter from Dr. E. C. McCloy to Mr. Martin Redmond, dated 20 May 1996: Mr. Willetts, Parliamentary Secretary, Office of Public Service, has asked me to reply to your question to the Chancellor of the Duchy of Lancaster asking him to list, for each of his department's agencies, the results of market testing of the services they provide. In the period since 1 April 1995 no market testing was carried out of the services provided by the Occupational Health and Safety Agency (OHSA). As part of the privatisation process of the Agency some government departments have indicated that they may wish to market test the provision of occupational health services but no formal announcements have been made. In the past (1994-95) the OHSA market tested the provision of laboratory services which resulted in an aggregate net value of efficiency gains of £7,000 in each of the three future financial years. Letter from Craig Muir to Mr. Martin Redmond dated 21 May 1996: I have been asked to reply to your Parliamentary Question concerning market testing into the services provided by Recruitment and Assessment Services (RAS). As you are no doubt already aware, RAS was established as an Executive Agency on 1 April 1991. We provide recruitment, consultancy and related services to government departments, executive agencies and other public service bodies. As a result of government departments and executive agencies being given responsibility to carry out their own recruitment above Executive Officer level in 1991 (with the exception of the most senior appointments and fast stream entrants), RAS was faced with the challenge of competing against private sector recruitment companies for public sector business. The great majority of RAS potential customers now subject recruitment agencies to market testing by competitive tendering on the range and quality of services they are able to provide before appointing the successful bidder. RAS is not immune from this process and our reaction from this increased competition was to continue to develop and expand the range of services and recruitment products we are able to offer, both to those who had decided to carry out their own recruitment (sometimes with our assistance) and to those who had selected RAS to run the recruitment campaign for them. Despite a general decline in the number of appointments on offer, the wider range of services and products we are able to provide led to 1994-95 being our most successful year since our inception. We had a marked increase in market penetration. Our share of Civil Service recruitment rose to 11% in 1994-95 (compared to 7% in 1993-94), and from a deficit of £333,000 in 1993-94 to a surplus of over £415,000 in 1994-95. There was also a significant increase in consultancy and other recruitment related services. In total, 1,173 consultancy days were provided in 1994-95, an increase of 146% over the previous year. I hope that you will see from the above that the services of RAS are in the continuous process of marketing testing; it is only by remaining competitive and high on quality that we will maintain our position as the leading provider of recruitment and related services to a wider market as we head for privatisation later this year. Letter from S. P. Sage to Mr. Martin Redmond, dated 20 May 1996: The Chancellor of the Duchy of Lancaster has asked me to reply on behalf of the Buying Agency to your recent parliamentary question concerning the market testing of the services provided by the agencies for which his department is responsible. You may find the following background useful. TBA is a government trading fund with a sales turnover this year projected at around £250m, an expenditure budget of £5m and 125 staff. The agency offers a full range of procurement services to its public sector customers. TBA has no tied customers or business. It operates on a fully commercial basis and must continue to minimise costs in order for its services to remain competitively priced and attractive to customers. All TBA's services are market-tested regularly by customers, either as a result of winning business through competitive tenders or through customers' own price comparison exercises.

Date

22 May 1996

Reference

278 c187-91W; 30047

House

House of Commons

Chancellor of the Duchy of Lancaster

Statement on the progress of the sale of Chessington Computer Centre.

Asked by

Richard Tracey (Conservative)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

Date

15 May 1996

Reference

29813; 277 c459W

House

House of Commons

Deputy Prime Minister;Property Advisers to the Civil Estate;Chessington Computer Centre;Central Computer and Telecommunications Agency;Civil Service College;HMSO;Civil Service Occupational Health and Safety Agency;Recruitment and Assessment Services;Security Facilities Executive;Buying Agency

What provision is available to employees of executive agencies under the control of his Department for (a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts,...

Asked by

Baroness Jowell (Labour)

Answering body

BUYING AGENCY

Type

Written questions

Status

Answered

For answer on

7 May 1996

Answered on

7 May 1996

Ms Jowell: To ask the Deputy Prime Minister what provision is available to employees of executive agencies under the control of his Department for (a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts, (k) annual hours contracts, (l) workplace nurseries, (m) child care allowances, (n) carers' leave and (o) career break schemes; and what criteria are used to judge eligibility in each case.[27589] Mr. Willetts: The implementation of policies on all of these matters is delegated to the chief executives of my agencies. I have, therefore, asked the chief executives of the Property Advisers to the Civil Estate, Central Office of Information, Chessington Computer Centre, Central Computer and Telecommunications Agency, Civil Service College, Her Majesty's Stationery Office, Occupational Health and Safety Agency, Recruitment and Assessment Services, The Security Facilities Executive and the Buying Agency to write to the hon. Member. Letter from N. E. Borrett to Ms Tessa Jowell, dated 3 May 1996: Deputy Prime Minister has asked me to reply to your Question relating to conditions of service and workplace facilities. The answer to each section in respect of PACE is as follows: (a) Maximum of 52 weeks paid and unpaid. (b) Full pay for three months and one week, or fourteen weeks, whichever is the longer. The above are automatic for permanent Civil Servants with one year's service. (c) Two days: this is automatic. (d) Up to five days paid leave--may be followed by unpaid leave. (e) A flexible working hours scheme operates. (f) Staff of any grade or sex may apply to be considered for part-time working. (g) Job sharing is available. (h) As at (d) above. (i) May be offered as part of an alternative flexible working pattern. The above are subject to approval by management. (j) Not available. (k) Not available. (l) None. (m) Not available. (n) As at (d) above. (o) A career break of up to five years (unpaid) may be granted for child rearing/elder care. To qualify, staff must be permanent employees who have satisfactorily completed an initial probation period. In addition, they must have a satisfactory record of attendance and conduct, and performance that fully meets the requirement of the grade. I trust that the above gives all the information. Letter from Mike Devereau to Ms Tessa Jowell, dated 1 May 1996: The Deputy Prime Minster has asked me to reply, in respect of the Central Office of Information, to your question about the provision of facilities for employees. COI operates the following schemes for all of its permanent staff: Maternity Leave Maternity Pay Paternity Leave Flexible Working Hours Part-time Work Job Sharing and through its special paid, or unpaid, leave arrangements: Parental Leave Leave to care for sick children Carer's Leave Career breaks Details of all these schemes and, where appropriate, the criteria used to judge eligibility are set out in the Staff Handbook, a copy of which is held by each staff member. There is considerable flexibility for staff employed on a part-time basis to agree contracts which suit their personal circumstances. For example COI currently employs people whose contracts allow them to: work from home, work three weeks in four, return to their homes in other countries for regular periods. COI does not provide in house child care or nursery facilities. However staff in London can use the Westminster holiday playscheme and free information and advice on childcare facilities is available to all staff from the private sector and the COI Welfare Officer. There is no provision for childcare allowances although COI offers a subsidy of 50% of the cost of the holiday playscheme. Letter from R. N. Edwards to Ms Tessa Jowell, dated 1 May 1996: The Deputy Prime Minister has asked me to reply to your Question about employee conditions and workplace facilities. The answer to each section in respect of Chessington is as follows: (a) 14 weeks paid. Maximum of 52 weeks paid and unpaid; (b) full pay for 14 weeks; (c) 2 days; (d) up to 5 days special paid leave in any one leave year may be granted when serious personal or domestic problems arise which require the personal attention of a staff member; (e) a flexible working hours scheme operates; (f) over 50 staff work part-time hours; (g) job sharing is available; (h) allowed as at d. above; (i) practised as the need arises; (j) not available; (k) not available; (l) a nursery on site for up to 24 children between 3 months and 5 years; (m) not available; (n) allowed as at d. above; (o) a Keep in Touch (KIT) operates, which allows for a period of up to 5 years special unpaid leave for staff who have to give up work because of unavoidable commitments. The criteria for eligibility where appropriate are as follows: a., b, and c. Automatic. d., h., i., n. and o. Subject to approval by line management and personnel. e. All staff, except computer shift workers and support staff, can work flexible hours. f. and g. We accommodate part-time working in most parts of Chessington and try to suit the needs of staff subject to business needs. With regard to job sharing this is agreed where there are 2 members of staff who can provide continuous cover between them; l. To date all requests for places have been met, but should demand exceed the number of places available, then priority is given to parents to whom a high level of training has already been given; or parents from grades where Chessington is experiencing a shortage of staff; or where particular skills are required. I trust the above gives all the information required. If not please do not hesitate to get in touch. Letter from Robin Guenier to Ms Tessa Jowell, dated 1 May 1996: As Chief Executive of the Central Computer and Telecommunications Agency (CCTA), I am responding to your recent question raised about certain aspects of working conditions for employees of departments under the control of the Deputy Prime Minister. In general CCTA's policies do not differ from those of the Cabinet Office. Maternity leave and maternity pay, paternity leave and parental leave are granted by CCTA in accordance with the Civil Service Management Code. We offer all staff the opportunity to participate in flexible working hours and part time working. We also have people on career breaks. We have had staff job sharing and have staff involved in home-working schemes. We do not have a workplace nursery but do offer an assisted holiday playscheme facility. While we have never been asked for term time contracts, annual hours contracts or carers leave we would consider any application sympathetically, within the guidelines of the Management code. Childcare allowance is not offered as a matter of course although we pay the additional cost of childcare if a member of staff is away on business or attending a residential training course. Letter from Dr. S. H. Hickey to Ms Tessa Jowell, dated 3 May 1996: The Deputy Prime Minister has asked me to reply to your Question about various provisions available to employees of the Civil Service College. (a) (b) Maternity Leave and Pay Paid maternity leave is available to all staff for a period of three months and one week provided that the employee makes a statement of their intention to return to work after confinement and is in paid service at the time the period of maternity leave begins and has rendered one year's service. Maternity leave can be extended to include unpaid leave for a further period provided that the total of paid and unpaid leave does not exceed 52 weeks. (c) Paternity Leave Two days paid paternity leave is available to all staff irrespective of grade or length of service. (d) Parental Leave No specific provision for parental leave but unpaid leave is available to all staff to cover need. (e) Flexible Working Hours A flexible working hours scheme is available to all staff up to and including SEO level subject to the business and operational needs of the organisation. (f) Part-Time Work Part-time working is available to all staff subject to the business needs of the organisation. (g) Job-Sharing Job-sharing is available to all staff subject to the business and operational needs of the organisation. (h) Leave to Care for Sick Children Two days special paid leave is available to all staff to provide for emergency care of sick children. Special unpaid leave is also available to all staff for an unspecified period determined by need and management agreement. (i) Homeworking There is no current provision for contracted home-working but the facility to work from home is available to all staff subject to management agreement. (j) Term-Time Contracts There is no current provision for term-time contracts. (k) Annual Hours Contracts There is provision for a limited number of annual hours contracts. Availability is determined by the business needs of the organisation. (l) Workplace Nurseries A workplace nursery is available to all staff. (m) Childcare Allowances There is no current provision for specific childcare allowances. (n) Carer's Leave Two days special paid leave is available to all staff to provide emergency care for infirm relatives. Special unpaid leave is also available to all staff for an unspecified period which is determined by need and agreement. (o) Career Break Schemes A career break scheme is available to all staff for a period not exceeding five years. Eligibility for career breaks is centred around domestic need such as childcare, care of elderly or infirm relatives, or relocation of partner's work to distant locations. All staff must state their intention to return to work before a career break is granted. Letter from Mike Lynn to Ms Tessa Jowell, dated 2 May 1996: I have been asked to reply, so far as HMSO is concerned, to your Parliamentary question about various employment provisions. The information is as follows: (a) Maternity Leave All pregnant employees qualify for 14 weeks leave regardless of their length of service or hours worked. Those with 1 or more year's service are entitled to 14 weeks paid leave, and up to 52 weeks unpaid leave. (b) Maternity Pay Employees with a minimum of 26 weeks service and up to 1 year's service receive statutory maternity pay (SMP). After 1 year's service they receive the first 14 weeks at full pay and 4 weeks at statutory maternity pay (SMP). (c) Paternity Leave 2 days paid leave may be taken either before, during or after the birth. (d) Parental Leave Where there is no immediate viable alternative, e.g. assistance from relatives, Urgent Domestic Leave of up to one week with pay may be taken. In exceptional circumstances this may be extended as unpaid leave. Adoptive leave, involving longer periods, is also available. (e) Flexible Working Hours Flexible working hours are arranged between managers and staff within each area. The determining factor is the need to staff the office for the duration of the working day, ensuring adequate cover at peak times. (f) Part Time Working HMSO encourages part time working and currently has 103 staff working part time between 15 and 35 hours per week. (g) Job Sharing Currently 8 jobs are shared, involving 16 members of staff. (h) Leave to Care for Sick Children Up to 1 week's paid leave, followed by agreed extended unpaid leave. (i) Home Working There are currently 5 people formally regarded as home working. In addition, many of our sales staff are based at home, with most of their work on the road. (j) Term Time Contracts There are currently no contracts of this nature. (k) Annual Hours Contracts HMSO has two units in London that work annual hours contracts, presently covering 116 staff. A further 75 will join the scheme later this year. (l) Workplace Nurseries and Childcare Facilities HMSO provides 20 places at a nursery at Norwich, in partnership with a local college, and 50 places per day at play schemes for the 6 school holiday periods. (m) Childcare Allowances The nursery and play schemes are subsidised by HMSO. (n) Carers Leave (Sick Nursing) Up to 1 week paid leave, followed by agreed extended unpaid leave, alternatively temporary adjustments to working hours may be granted. (o) Career Break Scheme Staff who have completed 2 years permanent service may be granted a Career Break for a maximum of 5 years. There are a total of 7 staff currently taking career breaks, and 3 have successfully returned. Letter from J. L. Gordon to Ms Tessa Jowell, dated 1 May 1996: The Deputy Prime Minister has asked me to reply to your questions. The information relating to the Occupational Health & Safety Agency is as follows:- _________________________________________________________________________________________________. (a) Maternity Leave \ Provision in accordance with | Civil Service arrangements (b) Maternity Pay / generally. (c) Paternity Leave OHSA allows 2 days special leave with pay. (d) Parental Leave Special leave with pay depending on particular circumstances, amount of annual leave etc. Each case decided on merit. (e) Flexible Working Hours Certain more junior grades at HQ participate in a scheme. Not appropriate in some areas because of the need to respond to customer requirements. \ OHSA has number of staff on | part-time work/job share. (f) Part-Time Work | Approval to some extent (g) Job Share | governed by needs of customers | and whether it is possible | to arrange hours around / requirements. (h) Leave to Care for Sick Children No circumstances have arisen, other than odd days when special leave with pay has been given. Any case would be dealt with on its merits. (i) Home Working No formal arrangements exist but where appropriate line manages have authority to authorise on a case by case basis. (j) Term-Time Contracts None currently in place but possible within constraints of customer requirements. (k) Annual Hours Contracts None in place. (l) Workplace Nurseries The Agency is small and staff too widely scattered to make this a viable proposition. (m) Childcare Allowances No provision. (n) Carers Leave No requests have been received to date but would most possibly be dealt with as special leave and each case dealt with on its merits. (o) Career Break Schemes Because of the size of the Agency it is difficult to operate a full career break scheme. There has been one case in recent years where a break of 2 years was approved. _________________________________________________________________________________________________. I trust this information is sufficient for your needs. Letter from Craig Muir to Ms Tessa Jowell, dated 3 May 1996: The Deputy Prime Minister has asked me to reply to your parliamentary question. Recruitment and Assessment Services are happy to provide the enclosed information. Recruitment and Assessment Services (RAS) follows the guidelines of the Civil Service Management Code in all issues. 1 Maternity leave/pay--Departments and Agencies must provide 3 months and 1 week's paid maternity leave (if paid monthly) and 14 weeks paid maternity leave (if paid weekly) to a woman civil servant for a period of continuous absence during confinement providing that she: A. state that she intends to return to work in the Civil Service after her confinement, and that she agrees to repay any payment made during that period if she fails to return (such payment will exclude any Statutory Maternity Pay to which there is entitlement); B. is in paid service with her department/agency at the time her maternity leave begins and has rendered at least one year's such service; C. is not employed on a casual, standby or short notice appointment; and D. is not employed on a Fixed Term Appointment of less than two years. 2 Paternity leave--male civil servants whose appointment is permanent or for two or more years are entitled to 2 days' paid paternity leave. Departments and agencies may allow paternity leave to any other appointment, at their discretion. Paternity leave cannot be paid during periods of unpaid absence. 3 Parental leave--RAS has not had any staff that have applied for parental leave, however each case would be assessed at the time of application. 4 RAS operates a system of flexible working hours for all permanent, fixed term and staff on loan. It is the responsibility of the line managers to ensure the system is not abused. RAS does not have anyone who is on a annual hours contract. 5 RAS has part time/and job sharing posts within its organisation, and is very mindful of staff needs. 6 Leave to care for sick children/term time contracts/carers'leave/career break--Departments/agencies have discretion to grant special leave with or without pay where they consider this to be necessary or justified. In determining whether special leave should be granted, departments and agencies should mainly have regard to the effect of such leave on the discharge of public business. In determining whether special leave with pay should be granted, departments and agencies will in addition need to be satisfied that the circumstances of the particular case justify such a concession. An example of special leave with pay would be for a bereavement of a close family member, 5 days with pay would be granted. 7 RAS does not provide workplace nurseries, or childcare allowances. 8 Home working--RAS allows staff to work from home providing they do not work in a supervisory role. They must be contactable by telephone and respond to queries within 1 hour. Letter from John Smith to Ms Tessa Jowell, dated 3 May 1996: The Deputy Prime Minister has asked me to reply to your Parliamentary Question: "To ask the Deputy Prime Minister, what provision is available to employees of executive agencies under the control of his Department for (a) maternity leave, (b) maternity pay, (c) paternity leave, (d) parental leave, (e) flexible working hours, (f) part-time work, (g) job sharing, (h) leave to care for sick children, (i) home-working, (j) term-time contracts (k) annual hours contracts, (l) workplace nurseries, (m) child care allowances, (n) carers' leave and (o) career break schemes; and what criteria are used to judge eligibility in each case." The answer to each section in respect of SAFE is as follows: (a) Maximum of 52 weeks paid and unpaid. (b) Full pay for three months and one week, or fourteen weeks, whichever is the longer. The above are automatic for permanent Civil Servants with one year's service. (c) Two days; this is automatic. (d) Up to five days paid leave--may be followed by unpaid leave. (e) A flexible working hours scheme operates. (f) Staff of any grade or sex may apply to be considered for part-time working. (g) Job sharing is available. (h) As at (d) above. (i) May be offered as part of an alternative flexible working pattern. The above are subject to approval by management. (j) Not available. (k) Not available. (l) None. (m) Not available. (n) As at (d) above. (o) A career break of up to five years (unpaid) may be granted for child rearing/elder care. To qualify, staff must be permanent employees who have satisfactorily completed an initial probation period. In addition, they must have a satisfactory record of attendance and conduct, and performance that fully meets the requirement of the grade. I trust that the above gives all the information required. Letter from S. P. Sage to Ms Tessa Jowell, dated 2 May 1996: The Deputy Prime Minister has asked me to reply to your Parliamentary Question. The provisions made available to employees within The Buying Agency in relation to questions A-O of your fax dated 29 April 1996 are largely determined by the policies currently laid down in the Staff Hand Book, as follows: (a) Maternity Leave A woman will be allowed paid maternity leave for a period of continuous absence before and after confinement of 3 months and 1 week or 14 weeks (whichever is the greater) provided that she satisfies the necessary criteria. "Confinement" is the date of birth of a child, whether living or not, after 24 weeks of pregnancy. (b) Maternity Pay This is covered by the Statutory Regulations within the EP(C)A 1973 and subsequent amendments TURER 1993. Statutory Maternity Pay is a statutory requirement which applies to the Civil Service as an employer in the same way as any other employer. (c) Paternity Leave Male staff are entitled to 2 days paid paternity leave. (d) Parental Leave No such category as yet for TBA. (e) Flexible Working Hours All staff are permitted to participate in a flexible working hours system unless there is a particular reason for them not being included. Flexible Working Hours are: (7.24 standard day) Core Times 7.30-10.00 am 12.00-14.00 pm 16.00-18.00 pm (15.30 pm on Fridays) Allowance to carry over from one period to the next Credit: 22.12 hours Debit: 11.06 hours (f) Part-time Work The Agency considers all requests. There are currently 8 members of TBA staff engaged on a part-time basis. (g) Job Sharing Job share has been arranged on 5 or 6 occasions in the past but there are no job share arrangements at present. As with (f) requests are considered and approval will be given to the mutual satisfaction of all parties. (h) Leave to Care for Sick Children Unpaid leave is granted for a limited period until more permanent arrangements can be made. (i) Home Working 15 TBA staff currently work from home. (j) Term-time Contracts Not applicable at present. (k) Annual Hours Contracts Not applicable at present. (l) Work Place Nurseries This has previously been investigated, however no scheme is presently in place. There is as yet no demand from staff. (m) Childcare Allowances Not applicable at present. (o) Career Break Schemes and What Criteria Are Used to Judge Eligibility Several TBA staff have availed themselves of the Career Break Scheme in the past.

Date

7 May 1996

Reference

277 c117-24W; 27589

House

House of Commons

Treasury minute dated 16 April 1996 concerning the Chessington Computer Centre Trading Fund.

Type

Unprinted papers

Date

16 April 1996

House

House of Commons

Chancellor of the Duchy of Lancaster

What key targets have been set for the Chessington Computer Centre Trading Fund for the current financial year. - Inc figures.

Asked by

Robert G Hughes (Conservative)

Answering body

Chancellor of the Duchy of Lancaster

Type

Written questions

Status

Answered

Date

1 April 1996

Reference

24353; 275 c19W

House

House of Commons

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