What impact it had

On the organisation

Right from the start, we have had to be clear about the position of “Our Code” in relation to Stirling Council employees' contractual and employment rights.

“Our Code” is not a substitute for any contractual agreements or disciplinary and grievance procedures. It enables employees to manage their own behaviour and to challenge other people’s behaviour at an informal stage. This should, in the long term, hopefully bring about a decrease in discipline and grievance issues as they are dealt with effectively before they have to become part of any formal process

On Employees and Councillors

“Our Code” is now in its third edition. Some Committee chairs and officers start meetings by propping it on the table as a reminder. Copies can go out with job packs to let potential employees know what kind of organisation they are thinking of joining. Copies can be seen poking out of top pockets, clipped onto diaries and attached to ID cards.

This case study illustrates the very real impact “Our Code” has had on our organisation.

An employee made a mistake in her diary and failed to turn up to run an event that would have made income for her Service. Rather than hide the error the employee went to her manager and explained what had happened. The manager focused on “Our Code” by saying "You have a right to make mistakes; your responsibility is to try and put it right". The employee did this by working hard to reorganise the event.