Level five

Policy and planning

Prompts

• Are (racial) equality objectives built into the job descriptions and performance indicators of all managerial staff, as part of the standard appraisal process?
• Is the department/ directorate considered an exemplar in its field?
• Is experience shared with colleagues from similar departments/ directorates in other local authorities, and used to support them in the development of their own good practice?
• Have regional, national or international networks with other authorities been developed and/or supported?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Reports, publicity, evaluations of events with other local authorities
• Documentation from regional, national and international networks with other authorities/ agencies/ service providers

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Service delivery and customer care

Prompts

• Are (racial) equality objectives built into the job descriptions and performance indicators of all managerial staff, and subject to the standard appraisal process?
• Is the department/ directorate considered an exemplar in its field?
• Is experience shared with colleagues from similar departments/ directorates in other local authorities, and used to support them in the development of their own good practice?
• Does the department/ directorate provide guidance on how to achieve a suitable standard to external suppliers who are unable to provide sufficient evidence of effective equal opportunities policy?
• Is appropriate action taken against contractors who fail to comply with (racial) equality requirements?
• Have regional, national or international networks with other authorities been developed and/or supported?
• What documented evidence is available to demonstrate the above?
• Sources of evidence
• Staff appraisal documentation
• Job descriptions and performance indicators of managers at all levels showing (racial) equality objectives and targets
• Guidance to external suppliers on how to achieve a suitable (racial) equality standard
• Records of the number and nature of complaints against external contractors and actions taken
• Documentation from regional, national and international networks showing active links with other authorities/ agencies/ service providers

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Community development

Prompts

• Are the effects of SRB expenditure on (ethnic) minority communities monitored and the results fed into the next round of bidding?
• Are (ethnic) minority organisations involved in the monitoring of SRB expenditure?
• In England and Wales, has expenditure on projects previously funded by Section 11 been maintained at a sufficient level to preserve essential/ appropriate services?
• Does the authority require each department/ directorate to identify how its policies will contribute to community development and meeting the needs of (ethnic) minorities?
• Are objectives on (ethnic) minority community development included in the performance indicators of senior managers in all departments/ directorates?
• Have regional, national or international networks with other authorities been developed and/or supported?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Bids and monitoring reports in which (ethnic) minority needs are a prominent feature
• Documentation showing resource allocation to projects previously funded by Section 11
• Bids and other funding applications that demonstrate partnership/ active consultation with the local (ethnic) minority voluntary sector and their communities
• Minutes from service planning, review and target-setting meetings showing active consideration of (ethnic) minority community development needs
• Job descriptions and performance indicators of senior managers that include objectives on (ethnic) minority community development
• Documentation from regional, national and international networks showing active links with other authorities/ agencies/ service providers

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Employment (recruitment and selection)

Prompts

• Are person specifications and applicant profiles continually reviewed?
• Have recruitment and selection targets resulted in an increase in the number of (ethnic) minority applicants and appointments?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Person specifications and applicant profiles
• (Ethnic) data on job applications, staffing appointments and grades
• Corporate/ departmental staffing objectives
• Staffing profiles showing increasing numbers of the (ethnic) minority staff by department, grade and salary

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Employment (developing and retaining staff)

Prompts

• How is the involvement of employees in the wider community recognised and valued?
• Does the authority/ department act as an exemplar of good employment practice, share its experiences with other local authorities/ agencies/ service providers and provide support for them with the development of their own good practice?
• Has the authority/ department built or supported (racial) equality networks with other authorities at regional, national and international level?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Staff newsletters
• Individual workplans and appraisals
• Reports, publicity, evaluations of events with other local authorities
• Documentation from regional, national and international networks with other authorities/ agencies/ service providers

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Marketing and corporate image

Prompts

• Does the appraisal of all media and communications staff include performance criteria relating to the promotion of (racial) equality?
• Are the results of (racial) awareness recall surveys used to inform the development and review of the media and communications policy?
• Are (ethnic) minority staff involved in high profile public events?
• Do the Chief Executive/ Directorate Heads promote the authority’s (racial) equality objectives and good practice in public statements, media interviews and at external events such as local government conferences?
• What documented evidence is available to demonstrate the above?

Sources of evidence

• Performance and appraisal criteria for media and communications staff
• Documentation showing the results of recall surveys and their impact on policy development and review
• Internal newsletters, reports and media items in which the contributions or achievements of (ethnic) minority staff are given a high profile
• Internal newsletters, reports and media items in which the authority’s/ department’s achievements in relation to (racial) equality are actively promoted

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