national hr report june 2016 - hse.ie
TRANSCRIPT
Data available as at 11th
July, 2016 Page 1
National HR Report
June 2016
HSE National HR Directorate Leaders in People Services
Data available as at 11th
July, 2016 Page 2
Leadership and Culture - Future Leaders Programme for Health and Social Care Professions
(Action 1.5)
The dates for the five Modules have been agreed - 26th September, 2016, 20th and 21st
October, 2016, 12th and 13th December, 2016, 23rd and 24th February, 2017 and 10th and
11th April, 2017. Advertising for applications has issued and closing date for receipt of
applications was 23rd June, 2016.
The Health and Social Care Professions Education and Development Advisory Group has signed
off on the Strategy which is currently under consideration.
National Staff Engagement Forum (Actions 1.9, 2.4, 2.1)
Our first ever National Staff Engagement Forum was held on Wednesday 22nd June, 2016. The
Forum through the creation of positive engagements with a broad community of staff has the
potential to assist cultural change and improve experience for our patients. The Forum has
members from a strategic engagement leadership group committed to driving the change
agenda and has a proportional representation of 50 staff members from across health and
social care services. Membership of the Forum is designed to accurately reflect the current staff
profile in the health service as shown in the 2015 Health Service Personnel Census. Over 270
staff members expressed an interest in participating in the Forum which will provide a space to
bring together thoughts and ideas about how we can engage with each other more fully in our
health service. The Forum will be a place where the voice of staff for creating a positive place to
work is heard and acted on. The members will assist the health services to scope and develop a
staff engagement strategy in the coming years which will directly influence and shape how we
involve all staff in the design and delivery of services.
PRIORITY 1 LEADERSHIP & CULTURE
Data available as at 11th
July, 2016 Page 3
Staff Engagement Survey (Action 2.2)
The second Health Service Employee Survey is due to launch this September. This important
2016 survey is being conducted to seek the views and opinions of our healthcare staff about
what it’s like to work in the Irish health services and builds on the first national staff survey
carried out in 2014. The survey will seek employees’ views on a range of themes concerning
them directly, such as, culture and values, working environment, career progression and
development, equality, diversity and inclusion, leadership direction and communications, staff
engagement, managing change, terms and conditions and job satisfaction.
A priority action for the Health Service People Strategy 2015-2018 is to conduct Staff Surveys to
ensure that the voice of staff is heard. Coupled with this is the need to work with our services to
take actions based on based on the findings. It is very important that as many employees as
possible participle in the Survey. Their feedback is important and will guide us on what we can
do to make our services better, both for our service users and for staff.
In order to support the effort to achieve good participation in the Survey we have assembled a
team of Survey Champions who will be actively involved in encouraging staff around the country
to complete the Survey. Our Survey Champions will be utilising their local networks and
channels and identifying opportunities to encourage take up of the Survey via local meetings,
briefings, email groups and local newsletters. They will actively promote the Survey in the weeks
prior to the launch using local knowledge and resources to ensure that as many staff as possible
are informed about the reasons for completing the Survey and the benefits which can be
realised when improvements are made based on Survey findings.
HR Twitter (Action 2.3)
For most up todate HR News and People Strategy developments, please feel free to follow us on
(@HSE_HR) – twitter.
HR Newsletter (Action 2.3.1)
The June edition of the HR Newsletter has been circulated and is available on the following link:
http://www.hse.ie/eng/staff/Resources/HR_publications/hrnewsletter_june16.pdf
HR HSE Website (Action 2.3.2)
The HR Website Editorial Group has reviewed the HR section of the HSE website and is working
with our colleagues in Digital Communications to reformat the content to ensure that
information is easier to access for our employees, Line Managers and HR personnel. Feedback
from our recent Communications survey was also taken on-board during this review.
PRIORITY 2 STAFF ENGAGEMENT
Data available as at 11th
July, 2016 Page 4
Health & Safety Update – June (Action 2.12 to 2.14)
National Health & Safety Function
Information
and
Advisory
Staff Safety and
Wellbeing
Website
• New improved website launched for the NSHF on the 14/05/2016
which improves access to safety documentation, guidance and
other supports. See web pages:
http://www.hse.ie/safetyandwellbeing.
• The following new SAGN’s, Checklist and FAQ were added to the
website in May 2016 i.e.
o SAGN 007:01 Documentation to support the implementation of
a Safety Management Programme
o SAGN 005:00 Suspicious Packages-Biological/Chemical Threats
by Post.
o CF021:00 Safety Checklist for Office Environments
o FAQ: 014:01 Statutory Occupational Safety and Health Training
Helpdesk • From the 24/04/2016 (the launch date for the new NHSF
helpdesk) to the 30/05/2016, 112 H&S requests logged to the
helpdesk.
• To log a request, click the following link to access the Health and
Safety Helpdesk:
http://pndchssdweb02.healthirl.net/Health.WebAccess/ss
Stress
Management
Seminars
• Stress Management Seminars - one held in Galway on the
09/05/2016
• Currently working with key stakeholders to identify a structure to
continue these seminars into the future
Other • Work continues on developing link for the distribution of Health
and Safety Alerts throughout the organisation. Consultation
process underway with the National Medical Device Equipment
Office
• Review of European Safety Week Campaign for 2016/2018 –
implementation /planning stage
Policy National Policy
development
In line with the National H&S Policy Team Work plan 2016, progressed
with the review of the following national PPPG’s
• HSE National Manual Handling and People Handling Policy,
2012
• HSE Guideline for Developing a Biological Agents Risk
Assessment for Healthcare Sector,2011
• HSE Policy on the Prevention and Management of Latex
Allergies,2011
• HSE Policy on the Prevention and Management of Stress in
the Workplace, 2012
PPPG’s Final
Stage
Consultation
Process
The following policies updated following consultation with staff side
and re-submitted to NJC for approval:
• HSE Corporate Safety Statement
• HSE Policy on the Prevention of Sharps Injuries
• HSE Guideline on the Safe Handling and Use of Cytotoxic
Drugs
Data available as at 11th
July, 2016 Page 5
• HSE Policy on Statutory Health and Safety Training
Protocol for
Communicating
Policies,
Procedures,
Protocols and
Guidelines
(PPPG’s)
• Commenced the development of an internal protocol for
communicating the launch of PPPG’s
Workshops /
Seminars
• Attended the Work Related Aggression and Violence – Perspective
and Impacts Seminar (DKIT)
Dangerous Goods
– National
Programme
• In collaboration with the Quality Improvement Division, provided
support regarding the development
of guidance for the safe transport of contaminated medical
devices.
Audit and
Inspection
Auditing • Roll out of National Health and Safety Level 1 audit programme
continues, timetables set for Our Lady of Lourdes Drogheda,
University Hospital Sligo, Mallow General, Bantry General and
University Hospital Tralee.
• 43 audits for CUH returned.
• Audit and Inspection Team participated in ETP assessment and
interview process
NIMS • Work ongoing to develop information/guidance documents for
Managers when completing employee related
accidents/incidents/near misses
Procurement of
services for
measurement of
Anaesthetic Gas
and Ergonomist
• Initial meeting with Office of Government Procurement (OGP)
held. To be pursued internally.
Training Development of
Training
Programmes
a. Training FAQ 014:01 with inclusion of training matrix is
complete
• Management of violence and aggression sub-group and continued
development Project Plan
a. Sub Group to review information provided by expert
consultant
b. Meeting with DKIT Proposal received and presented at
NHSF Team meeting (follow up required with LED and
further information required regarding procurement
consideration)
• Training Request Form (CF:019:01) and Cancellation Form
(CF:020:01) complete and available on the website
• Development of the Health and Safety Training Framework
Agreement in consultation with OGP
Data available as at 11th
July, 2016 Page 6
a) Specification for tender lots sent to OGP
b) Draft Technical Specification document is currently being
reviewed by training team
c) Next meeting with OGP is 22nd
June 2016.
• Reconfiguring specification of Manual Handling Training
Programme from current format into Training Specification
Standard No. FAS QA58/01 format.
H&S for
Managers E-
Learning Module
• Meeting with HSEland to further develop programme outline and
action plan.
o Final Draft Story Board sent to HSELand 26th
May 2016
Training delivery • Ongoing delivery and coordination of National Health and Safety
Training Programmes
• 16 Training Programmes delivered by Training Team 4th
May – 8th
June
• No Trained 178. No DNA 15. Cost to be incurred due to DNA’s
€794.00
Staffing • Follow up with Public Jobs.ie, Awaiting appointment of additional
Grade III Clerical Officer
Diversity Equality and Inclusion Update (DEI)
Diversity, Equality and Inclusion GOES LIVE on www.hse.ie/diversityequalityandinclusion
(Actions 2.9, 7.6 and 7.8)
Preventative Measures document going out to all Managers with contact names for the various
supports. Tendering process has commenced to engage providers of training interventions to 6
sites selected on a needs assessed basis, agreed between HSE and health service unions.
Graduate Internship Access Place (Actions 2.9, 3.17)
With the assistance of AHEAD Workplace Able Mentoring, a recruitment process has taken
place and an intern has been selected for one year commencing in July.
Proofing Checklist for HSE Events (Actions 2.9, 3.1)
Diversity Equality and Inclusion Proofing Checklist for all HSE training events, seminars and
conferences was launched at HSE Future Leaders Development Programme on June 20th
and will
be distributed for use throughout the HSE for all events.
Input at HR in Health Conference (Action 2.9)
Diversity Equality and Inclusion Strategic Plan 2015-2018 is presented during HR in Health
conference.
Dress Code and Uniform Policy (Actions 2.9, 8.8)
Data available as at 11th
July, 2016 Page 7
The Dress Code and Uniform sub-group of the Diversity, Equality and Inclusion Steering Group
have completed the consultation process of the draft policy. This is being followed by formal
union consultation in the NJIC Policies and Procedures forum.
National Wellbeing in the Workplace (Action 2.13)
Year to Date, the staff in Workplace Health and Wellbeing have achieved 900 hours of direct
engagement with staff providing support services.
There has been significant, proactive and productive engagement with primary stakeholders to
date including staff aligned to the Workplace Health and Wellbeing unit. A very successful joint
working group with cross union representation has been established and meets on a bi-monthly
basis.
There is ongoing work in integrating with Quality Improvement Division, Quality Assurance
Verification, Corporate Employee Relations, Mediation, Health and Wellbeing, Communications,
HIQA, IT and other divisions.
As required in the work plan for staff engagement (HR Strategy, Priority 2), existing structures
and processes which support employee engagement have been mapped and are in the process
of being fully notified to all stakeholders.
The next level of stakeholder engagements relate to Community Health Organisations and
Hospital Groups to determine the level of service required to be provided through the range of
staff support services aligned to the Workplace Health and Wellbeing Unit.
Examples of excellent practice across staff support services have been identified and will be
used as a basis for further development.
Processes for developing policies and procedures relating to Workplace Health and Wellbeing
will be advanced with all stakeholders.
90% of Workplace Health and Wellbeing staff read the HR monthly newsletter and the HR
monthly report and find it very useful in terms of communication of updates. Upcoming
newsletters will feature Employee Assistance Programme, Manual Handling and Occupational
Health editorial.
The working group comprising Occupational Health staff tasked to produce standard annual
reporting have concluded their work of the last 6 months. Well done to the members of the
group and thank you for your contribution which will be signed off by Clinical Lead,
Occupational Health for national implementation on July 12th.
Health Service Excellence Awards (Action 2.13.1)
HSE Excellence Awards Showcase events for HSE West and Southern areas took place during
June.
Data available as at 11th
July, 2016 Page 8
HR in Health Conference 2016 (Action 3.8.2)
There were 224 attendees from across the health service at the annual HR in Health Conference
2016 held at the Royal Hospital Kilmainham on 29th June, entitled 'Facing the Challenges,
Embracing the Future'.
The Director General opened the event with the key message that HR needs to role model what
is expected of the rest of the organisation, and needs to live up to the expectations of HR
service users. Mary Connaughton of the CIPD provided valuable feedback from the HR Feedback
Forum and keynote speakers, Dr. Leandro Herraro and Dr. Paul Sparrow provided stimulating
and challenging views on the future of HR. All presentations from the day are available on
www.hse.ie with the podcasts of the speakers available on hseland.ie. A panel discussion
rounded off the morning sessions, with a summary by the National Director of HR, Rosarii
Mannion, emphasising how far we have come with the implementation of the People Strategy
2015-2018.
HR were challenged to embrace ambiguity, to borrow from existing practice demonstrated by
others, to un-learn messages that are no longer useful to the organisation, and to create
organisational structures capable of rapid change and adaptability.
The four parallel workshops in the afternoon were of a more applied nature and offered
participants an opportunity to further network and explore new thinking. As well as workshops
by Dr. Herraro and Dr. Sparrow, there were presentations from the ESB and internal HSE
divisional updates from Occupational Health; Leadership, Education and Development;
Diversity, Equality and Inclusion; Employee Engagement and Performance Achievement.
Feedback on the day was extremely positive. Participants welcomed the opportunity to network
with peers and to keep up to date with HR best practice, with many commenting that they now
look forward to the HR in Health Conference as a valuable component of their annual continuing
professional development.
PRIORITY 3 LEARNING & DEVELOPMENT
Data available as at 11th
July, 2016 Page 9
Workforce Planning Group (Action 4)
Priority 4 of the Health Services People Strategy aims to ensure a comprehensive workplace
plan is in place based on current and predicted service needs, evidence informed clinical
pathways and staff deployment. It is also a key deliverable of the SRG Programme.
To give effect to Priority 4 the HR Division is committed to supporting and influencing the
development and implementation of a national integrated strategic framework for health
workforce planning, with the objective of recruiting and retaining the right mix of staff and
support operational workforce planning at service delivery level.
A cross Divisional Steering Group has been established and will meet in September to develop
and support implementation of Priority 4. Continued participation by Divisions, HGs and CHOs
will enable the HSE to contribute positively and constructively in the development of the
National Framework.
PRIORITY 4 WORKFORCE PLANNING
Data available as at 11th
July, 2016 Page 10
Service Employment Levels - May, 2016 (Action 5.1 – 5.13)
Update on EWTD Compliance - March (Actions 5.1, 5.8)
The following summarises the position regarding EWTD compliance to 31st
May 2016:
1. The data deals with 5,423 NCHDs – approximately 99% of the total eligible for inclusion.
Note that this is calculated on the basis that the number of NCHDs is increasing on a month
by month basis. The number of NCHDs included in May 2014 from the same group of
hospitals and agencies was 4,198, in May 2015 it was 5,035;
2. Compliance with a maximum 48 hour week is at 81% as of end May – up 1% from April;
PRIORITY 5 EVIDENCE & KNOWLEDGE
Data available as at 11th
July, 2016 Page 11
3. Compliance with 30 minute breaks is at 99% - unchanged from April;
4. Compliance with weekly / fortnightly rest is at 99% - unchanged from April;
5. Compliance with a maximum 24 hour shift (not an EWTD target) is at 96% - unchanged from
April;
6. Compliance with a daily 11 hour rest period is at 97% - unchanged from April. This is closely
linked to the 24 hour shift compliance above.
Summary and details attached at Appendix 1.
Attendance Management – April, 2016 (Action 5.6)
Target
April 2015
Full Year
2015
Previous
Month April 2016
YTD 2016 % Medically
Certified
(April 2016)
Absence
Rates
3.50%
4.02%
4.21%
4.69%
4.23%
4.68%
86.39%
NDTP Annual Report 2015 Launched (Priority 5.9)
NDTP has launched its 2015 Annual Report. The report outlines the activity and developments
within each of the three NDTP functions: Medical Education and Training, Medical Workforce
Planning and the Consultants Division, along with an update on additional areas of NDTP activity
during 2015 and some of the priorities for 2016.
Copies of the Annual Report 2015 are available on the NDTP website www.hse.ie/doctors or by
using the following link:
http://www.hse.ie/eng/staff/leadership_education_development/met/annrepts/hse-ndtp-
annual-report-2015.pdf
Data available as at 11th
July, 2016 Page 12
Performance Achievement (Action 6.4)
Final agreement has now been achieved with the staff panel of trade unions regarding the full
roll out of Performance Achievement process throughout all parts of the Health Service. In
order to underpin a consistent roll out of this new initiative, a National Steering Group has been
established, and terms of reference have been agreed and a first meeting of this group, which
will be jointly chaired by employers and staff side representatives, will take place on the week
ending 8th
July. (A copy of terms of reference for the group is attached).
Additionally, procedures with regards to the commencement of training and equipping of
managers with the necessary skill set to ensure that the implementation of PA will be actioned
in a consistent way throughout all services in being rolled out and dates will be notified to the
system of same.
Performance achievement information & skills sessions are now available by contacting the
following:
CHO Area Hospital Group Contact
1,2 & 3 SAOLTA & UL Hospital Groups Ms. Marie O’Haire
Tel: 091 775865
Email: [email protected]
6,7 & 8 Ireland East & Dublin Midlands
Hospital Groups
Ms. Siobhan Regan
Email: [email protected]
Tel: 057 9370644
4 & 5 South/South West Hospital
Group
Ms. Michele Bermingham
Email: [email protected]
Tel: 021 4921213
9 RCSI & Childrens’ Hospital
Group
Mr. Kevin James
Email: [email protected]
Tel: 041 6871430
Ms. Nuala Flynn
Tel: 01 6209179
Email: [email protected]
HBS/
Corporate/Others
Mr. Seamus Treanor
Email: [email protected]
Tel: 0044 7894 882 075
National Mediation Service update (Action 6.5.1)
A Mediator Panel Engagement and Shared Learning Meeting took place in June 2016.
PRIORITY 6 PERFORMANCE
Data available as at 11th
July, 2016 Page 13
The meeting opened with a presentation by Dr. Deirdre Curran, NUIG on ‘Growing the Success
of the HSE Mediation Service’. Dr. Curran outlined the work of the Kennedy Institute Workplace
Mediation Group (KIWMRG), the context of workplace conflict management in Ireland, the
importance of research in the area, and examples of other Internal Mediation Programmes. Key
findings from her 2014 Research in respect of the HSE Internal Mediators were outlined and led
to detailed discussions in relation to mediator goals, qualities, expertise and behaviours, with
recommendations for the development of the service.
An update was given on the development of the National Mediation Unit with central access by
phone and email to information and advice from a practitioner mediator as well as case referral
to the service. This initiative is being actively supported by the HR Employee Helpdesk Manger
and Staff, ensuring all queries are dealt with in a timely fashion.
Updated processes around the referral, logging and the requirements of mediators in respect of
reporting of cases to the National Mediation Service were discussed and agreed by the group.
The National Mediation Service can now be accessed across our health services by contacting
(046) 9251255 or [email protected]
For more information visit HSE website and to download our Information Leaflet and Poster for
display in your work areas:
http://www.hse.ie/eng/staff/Benefits_Services/Mediation_Service/
National Investigation Unit update (Action 6.6)
NIMS – Steering Group Meeting
A member of the National Investigations Work Group has been nominated to the National
Incident Management System Steering Group. This will provide greater collaborative working
between HSE National Human Resources, HSE Quality Assurance & Verification Division and the
State Claims Agency in relation to the Investigations Module of the NIMS system.
Human Resources National Investigator Training
Following an advertisement in October 2015 for Human Resources Workplace Investigators a
shortlisting selection panel, comprised of Trade Union Representatives and National Human
Resources, selected applicants to participate in the Human Resources National Investigations
Unit Training Programme which commenced in July 2016.
Below are the details for the first 3 Groups held in June 2016:
Data available as at 11th
July, 2016 Page 14
Group 1 - 8th
& 9th
June, 2016 (25 participants)
Group 2 - 13th
& 14th
June, 2016 (25 participants)
Group 3 - 15th
& 16th
June, 2016 (24 participants)
The training was provided internally on a cost free basis, facilitated by Gerry O’Neill BL, Chief
Officer, Community Health Organisation Area 9, Juanita Guidera, Staff Engagement Lead HSE
Quality Improvement Division and Niall Gogarty National Human Resources. Significant work
had been prepared in advance for the preparation of this training with a view to establishing it
as a National Training Model for the Human Resources Investigator Training Programme.
The training was greatly received by all attendees and the positive engagement and feedback,
via the evaluation sheets, has been very encouraging. It further identified a need for a
standardised approach in how we conduct Human Resources Investigations.
A significant number of issues were raised and identified at the training, outside of the
investigations arena, which have been taken on board.
National Federation of Voluntary Bodies Meeting
A meeting with the National Federation of Voluntary Bodies and HSE Social Care Division was
held on 7th
June 2016 to discuss the Draft National Human Resources Guidelines for Establishing
and Conducting Investigations. A presentation was delivered in relation to the update on the
project by Niall Gogarty and whilst initial feedback was received from the Group further
feedback was given on the day.
Meeting with Beaumont Hospital
An exploratory meeting is taking place with Beaumont Hospital on 27th
June in relation to
Human Resources investigations. At this meeting Beaumont Hospital expressed an interest in
being included as a pilot site for this project.
Legal Review - Draft National Human Resources Guidelines for Establishing and Conducting
Human Resources Investigations
Internal Legal Review 1 and 2 have taken place on the Draft National Human Resources
Guidelines for Establishing and Conducting Human Resources Investigations. The Draft
Guidelines are currently in an external Legal Review 3 process. All stakeholders who submitted
feedback sheets have been included in Legal Review 2 and 3.
Further Information/Ideas:
If you wish to contribute any ideas/suggestions, or are interested in this area and have any
feedback, we would like to hear from you. Please email: [email protected]
Data available as at 11th
July, 2016 Page 15
PNA conference 15th
April, (Action 7.6)
Corporate Employee Relations Update
Job Evaluation
The arrangements for the recommencement of the job evaluation exercise which is provided for
under the Lansdowne Road Agreement remain to be finalised. It is proposed to incorporate the
Job Evaluation Process within the HR Workforce Planning Unit.
Discussions are ongoing between HSE, Department of Health, Department of Public Expenditure
and Reform and the Health Service Unions with regards the shape and scope of the revised
process and has intended to bring these matters to conclusion in the near future.
It should be further noted that a parallel series of engagements is continuing with SIPTU
regarding the recommencement of the procedures that previously obtained in respect of
support grades, however, a number of outstanding issues in regards to this scheme, equally still
remain to be finalised.
Task Transfers
The verification group which was established under the LRC facilitated process re task transfers
from NCHD to nursing staff has been proceeding with respect of its examination of the extent of
same during the month of June.
This has involved visits to all 7 hospital groups and meeting with hospital management and staff
side representatives and the carrying out of a thorough exercise the determine the number of
staff who are sufficiently skilled to enable the roll out the initiative in a satisfactory way.
Psychiatric Nurses Association – Industrial Action
The Psychiatric Nurses Association have served notice of their commencement of national
industrial action by way of a work to rule, effective from Wednesday June 29th
while discussions
are active in an effort to resolve the situation. It should be noted that the other union
representing psychiatric nurses, SIPTU, are not involved in any proposed action.
Ambulance Personnel
Industrial Action was commenced on Monday 20th
June in the National Ambulance Control
Centre, Tallaght, by a number of grades employed in that centre. However, following direct
engagement with the parties the action was stood down to allow for a further period of
engagement and discussion.
Our Lady of Lourdes Hospital – Drogheda
PRIORITY 7 PARTNERING
Data available as at 11th
July, 2016 Page 16
A work to rule by members of the INMO in this hospital is continuing. Renewed efforts are
being made to try to get a process of reengagement underway in respect of the issues involved
which centre around the union side contention that staffing levels in the hospital are well out of
line with comparable locations.
The parties have been to the WRC on the issue but these talks broke down, and at time of
writing, efforts are continuing with an intention of trying to get reengagement between the
sides.
Activity Update –ERAS- June 2016
Review of the Public Service Sick Leave Scheme (Action 7.9)
The Department of Public Expenditure and Reform’s Review of the Public Service Sick Leave
Scheme is now at an advanced stage. This Review involves an examination of all elements of
the sick pay scheme including the Critical Illness Protocol and Temporary Rehabilitation
Remuneration (TRR). The Sick Leave Review comprises 3 distinct phases:
• Identification of issues (Phase 1)
• Options analysis (Phase 2)
• To Be Finalised (Phase 3)
Under Phase 3, DPER convened a number of consultation workshops with representatives from
each sector to explore options for revisions to the current arrangements and ensure a
standardised and cost-effective approach throughout the public service. This phase has now
been completed and DPER will commence preparing management proposals on the various
issues under review.
Data available as at 11th
July, 2016 Page 17
HR National Employee Helpline (Action 8.5.1)
Quarter 1 HR Helpline Activity Report attached at Appendix 2.
HR Circulars (Action 8.8)
HR Circular 009/2016 re Public Service Pension (Single Schemes and other Provisions) Act 2012
- New Restriction re Calculation of Pension Benefits.
The above Circular is available on the following link:
http://www.hse.ie/eng/staff/Resources/HR_Circulars/hrcircs2016.html
Rosarii Mannion
National Director Human Resources
PRIORITY 8 HUMAN RESOURCE PROFESSIONAL SERVICES