New parklet changes Catherine Street dining experience O’Donnell Welcomes Major Enhancement Works for Castletroy Neighbourhood Park Council seek public opinion on Abbeyfeale traffic plan.Limerick City and County Council has drawn up plans for a new traffic management system in Abbeyfeale and is now looking for the views of the public on the proposals.A public information day will be held in Leens Hotel, The Square, Abbeyfeale on Thursday, January 18 from 12 noon until 8pm. Council officials and staff from the consultants will be on hand to go through the plans take any questions arising from the process.Among the proposals are:Sign up for the weekly Limerick Post newsletter Sign Up Modified traffic lane widths along the N21 within Abbeyfeale town centre with revised parking layout.New traffic signals at the Main Street/ Church Street and Main Street/ Colbert Terrace junctions with controlled pedestrian crossings.Realignment of the junction at Main Street/ St. Ita’s Road.Upgrade of mini roundabout junction at Colbert Terrace/ Tesco.Development of a pedestrian link between Main Street and Grove Crescent public car park.New coach parking and set downs areasLimerick City and County Council would like to know your opinions.All submissions or observations must be made in writing to The Planning and Environmental Services Department, Limerick City and County Council, Dooradoyle, Limerick V94 WV78 on or before 4pm on Thursday, February 8.More information here TAGSAbbeyfealeChurch StreetColbert TerraceGrove CrescentLimerick City and County CouncilMain StreetPublic consultationSt It’s Roadtraffic plan RELATED ARTICLESMORE FROM AUTHOR Twitter Linkedin Ireland’s First Ever Virtual Bat Walk to take place in Limerick Email Call to extend Patrickswell public sewer line Limerick’s O’Connell Street Revitalisation Works to go ahead Advertisement WhatsApp €1.5 million boost for five County Limerick towns from Rural Regeneration and Development Fund Previous articleLimerick advocates needed to help young people reach their potentialNext articleThe return of Kevin Barry for Limerick Literary Festival Editor Facebook NewsCouncil seeks public opinion on Abbeyfeale traffic proposalsBy Editor – January 9, 2018 2269 Print
Related posts:No related photos. A dream or a nightmare? Everybody in your hard-won and carefully nurtured HR team has been poached by a jealous rival. Not only that, but they are all locked into watertight 10-year contracts, so there’s absolutely no chance of getting them back – no matter how much you want them, and no matter how much money you offer – so your immediate task is to replace them.We set six HR professionals the task of constructing the HR dream team they’d like to see guiding their organisations into a hypothetical future on a high performance course. Each dreamer has six places to fill, but can choose which positions are vacant, or design them. Then they can call forward any candidate, living or dead, fictional or historical, and from any walk of life – show business, sport, politics, or even, if they really want, from the HR sector.Although this shares some similarities with Fantasy Football, it is clearly impossible to score the teams’ performances over the next business season – but it would be interesting to speculate how they would fare as they work together. Rhiannon ChapmanFounder of Plaudit consultancyRecruitment/equal opportunities jobshareDr Billy Graham, to fire enthusiasm for the “mission”, draw the crowds for recruitment and get the “chosen people” to offer their services with commitment and passion – all effective recruitment has to have an element of evangelism. Nelson Mandela, because recruitment and equal opportunities are about effective resourcing, ensuring people get the chance to show what they can do. Mandela is used to an isolated position, and management would be more likely to listen to him than anyone else I can think of.Reward/pensionsNicola Horlick, whom I have previously worked with, because she knows all about getting a good return on investment and striking a balance between the short and long term. Having suffered unfair treatment personally, she would be sensitive to the need for fairness and consistency, and is one of the most open, hard-working and effective team players I have met in the City. She can hold a roomful of cynical company directors in the palm of her hand.Training and developmentSir Alex Ferguson, because he gets results and is tough but fair, and everyone would turn up for his courses and work hard for him. Training must be seen to be closely linked to improved results, and Manchester United is arguably the UK’s best-known and obviously effective investor in people.Organisation developmentRosabeth Moss Kanter, the human face of international management consultancy. She has been an influence on me ever since Men and Women of the Corporation was published in 1977. She is practical, and her work is easy to adapt into programmes and actions. A self-made woman who flies in her own Learjet has to be a good role model, too.HR systemsMrs Steve Shirley (founder and president, FI Group) – an excellent networker, in IT and outside, she would have the vision to ensure that HR systems are built around and support the central business systems, and are not merely a separate administrative process. Getting the need for strategic HR behaviour across to the board could be safely entrusted to her.Employee communicationsQueen Elizabeth I, who triumphed in keeping a delicate balance between conflicting diplomatic, religious and other power-broking pressures, and reigned, much loved, for 45 years. This is an area of HR that profits from continuity. Helen MartinAssociate head of HR, Credit Suisse Private BankingRecruitmentThe Terminator. He would be great deterrent against the competition, who would not stop until he’d got the right man.RewardBarbara Woodhouse. A behavioural psychologist in action who can demonstrate the benefits of a reward strategy and has a working knowledge of positive reinforcement.Training and developmentTracy Drewett, from Maxim/Knowledge Pool. Charismatic, knowledgeable and able to convince even the most cynical about the benefits training and development can bring the organisation and individual. Good eye on cost versus benefit. Equal opportunitiesBen Elton. He is able to deal with EO issues on an informed basis in a non-patronising fashion, and capable of enlightening the prejudiced. I would also choose Jo Brand for the same reasons.Health and safetyAny traffic warden. They are sticklers for the rules and have a sharp eye for detail and (usually) a healthy degree of paranoia.Workplace cultureJohn Major. The ideal holder of such a role would be someone with almost no personality of his own!HR systemsDifficult one. Once you’ve got one of these you really want to make sure you can hold on to them because they are very difficult to replace. Arthur C Clark springs to mind.LegalJohn Grisham. As an author and former barrister, he has a sound legal mind and the intelligence and creativity to deal with any situation.HR systemsBill Gates’ clear track record in building a high user-base for IT systems should ensure excellent take-up of the new HR system. Additionally, by identifying external business opportunities early, Bill would be able to market the system to other companies, eventually ensuring that our system becomes the industry standard.Employee communicationsPaul Whitehouse of the Fast Show, who is likeable, clever and imaginative with visual flair, and has the necessary ability to present information in an appealing fashion. Graham Kettles HR director at the Defence Evaluation and Research Agency (Dera)RecruitmentLord Kitchener has a proven track record through his extensive experience of recruiting troops for the British Army. The use of his image on recruitment posters in the past has ensured he retains a high profile, and he is able to offer an innovative approach to recruitment through strategies such as conscription, which is as yet untried in the private sector. Although his image might be somewhat dated, it is considered that an induction course with the new training and development manager together with a carefully managed PR exercise should resolve this.RewardFather Christmas, as he has an uncanny ability to meet everyone’s requirements without incurring cashflow problems, and would be able to ensure that all annual pay increases are actioned in a single night. With his preferred transport of reindeer and sleigh, any future petrol shortages would be unlikely to impact on the business.Training and developmentSteve Redgrave, as his ability to stay focused on the long-term objectives, together with his high level of personal commitment, mean he will have no difficulty in training and motivating the workforce.PensionsEbenezer Scrooge’s innate ability to hoard vast sums of money bodes well for future funding of the pension scheme. He will, however, need an intensive one-to-one session with the new training and development officer in order to ensure all entitlements are paid promptly.Health and safetyTom (from Tom and Jerry) would be able to show, with clear, practical demonstrations, the dangers of bad health and safety practice, while at the same time incurring no lasting injuries himself. As an added bonus, if it ever proved necessary to terminate his contract this could be achieved quickly and simply, and without the worry of possible tribunal appearances, by using a pencil eraser. Anna GeogheganHR manager, Renaissance WorldwideRewardChris Tarrant, as he would make salary reviews interesting: “I could give you a cheque for £1,000, but I really want to give you this cheque for £2,000. Now you can phone a friend or ask the audience – take your time.”Training and developmentSteve Redgrave. All training would start at 5am by the river and involve hours in the gym – and if he couldn’t motivate the team across the line to gold, who could?Employee communicationsLawrence Llewelyn-Bowen (BBC’s Home Front). He could change the offices on a regular basis to affect mood and inspire creativity and open expression. Employee communicationsWinston Churchill. That voice is guaranteed to make even the worst news sound a mere inconvenience, and would inspire the company to great things.LegalInspector Morse – no arguments, good legal brain, great car and an appreciation of fine music – a good all-rounder and a fun member of the team.Employee relationsKing Arthur as a good motivator, negotiator and leader, with his own spin doctor and adviser – Merlin. Hilary SimpsonHead of organisational development, Oxfordshire County CouncilHR systemsSteve Shirley, founder of FI and first woman president of the British Computer Society.LegalHelena Kennedy, not just for her work on human rights, but also for her commitment to widening participation in lifelong learning.Outplacement consultantMax Clifford. I have a lot of admiration for him, and he seems to be able to find lucrative niches for the most unlikely people.Equal opportunitiesNelson Mandela. Who else?PensionsThe Beardstown Ladies Investment Club, a team of amateur US investors who have outperformed professional fund managers for nearly 20 years and built retirement portfolios of enviable proportions.Employee communicationsMo Mowlam, but only if she wants it – she’s had enough of being offered jobs she doesn’t want. Kim FreemanHR director TMP WorldwideRecruitmentThis would be a job share split between Pierce Brosnan and Renee Russo, because men and women would be drawn to them, plus they have experience of working together in films – essential for a good job share.DiversityAnita Roddick, for her appreciation of the effect of ethical issues on the commercial case. And to redeem herself for her recent comments on piercings.Training and developmentThe “awesome foursome” (coxless four gold medalists), or Steve Redgrave at least. It would definitely have to be someone who knows about motivation for improved performance.Compensation and benefitsGordon Brown, because he is a good manager of money, and he might enjoy a job change that would give him a more popular profile. Harry Potter would be his assistant, to produce money as required and because of his ability to travel to multiple sites at low cost.HR systemsBill Gates – no more licence costs, and a great opportunity to exploit e-learning potential.Employee communicationsI’d go for Richard Branson. He’s perfect for branding and internal marketing. Plus we can use Virgin gift tokens and trips to New York to show staff recognition. Comments are closed. Dream teamsOn 7 Nov 2000 in Personnel Today Previous Article Next Article
Another academic, who also wished to remain anonymous, suggested that managing to secure a fellowship at a wealthier college is “simply a matter of luck”. Usually, any Associate Professor hired bythe University is affiliated with a collegeas a tutorial fellow. Each year, an academicgains a ‘scale point’ with an accordingincrease in salary, until they reach the topof their grade. An ‘entertainment allowance’ covers tutors’ costs incurred when hosting events for students, such as formal dinners, or other “necessary entertainment in connection with their office”. Since colleges do not distinguish between job type in their accounts, Cherwell estimated the average pay of Tutorial Fellows by finding the £10,000 salary bracket in which the greatest number of employees were being paid, and then dividing the gross remuneration by the number of employees. Humanities and Sciences lecturers arealso paid differing proportions of theirsalary by the university, with the formerreceiving the majority of their salary fromthe College. “The only reason I am paid less is because I happen to be a fellow at a poorer college and other Oxford colleges do not see fit to redistribute their wealth and share with others.” Tutorial Fellows at some colleges could face a £20,000 difference in their annual pay compared to other colleges, with the discrepancy being described as “scandalous and entrenched classism”. However, one academic told Cherwell: “The discrepancies can be even larger than you indicate, given that some colleges give housing allowances upwards of £20,000, whole others give none at all”. St John’s College bursar, Andrew Parker, told Cherwell: “Additionally [total remuneration] will depend on whether any of the people in the assembly you have formed have taken on extra responsibilities: Tutor for Women, Bursars, Senior Censor etc etc.” One academic, who preferred to remain anonymous, told Cherwell: “The gross discrepancies in salary and benefits for tutorial fellows is entirely arbitrary and does not reflect merit, workload, achievements or prestige”. They continued: “My research is just asgood as [the academics at richer colleges],and I teach just as much. I was hired byOxford University and to the outside world Iam on an equal footing with my colleagues,but on my paycheck I’m not. An academic told Cherwell: “Unfortunately, many tutorial fellows profit enormously from this established hierarchy and the wheels of change have been pain- fully slow to turn. Opening up the issue of discrepancies between fellows would open up all manner of conversations about how these hierarchies are manifested elsewhere across the university and there is simply no will to act on the part of wealthy colleges.” In 2017, an applicant for the position of Associate Professor (most of which are associated with a tutorial fellowship) at St John’s could expect a housing allowanceof £13,500 per year if they did not live incollege. At Lady Margaret Hall, in 2016, anapplicant to the same position could expectto receive £7,800 a year. To counter this disparity, there have beencalls for a standardisation of tutorial fellowpay across the University. Speaking to Cherwell, an academic said “Another source of discrepancy is that,for joint appointees on UL contracts, notall colleges seem to ‘match’ the universitycontribution, and pay their staff on a lowerpay grade than they have been appointed aton the university side.” This means in a college using ‘unweighted’ hours, a college lecturer would be paid £9, 838 for teaching a group of three four hours a week during term time. At a college using weighted hours, the equivalent amount of teaching would earn the tutor £14,757 for exactly the same work. They continued: “It would be frowned upon (against Oxford’s particular academic culture) for a current tutorial fellow at LMH, to apply for a tutorial fellowship at St John’s, were one to open up in their discipline. If that LMH tutor is dissatisfied with pay at LMH, they’ll have to leave Oxford altogether.” In 2017, St John’s offered Tutorial Fellows £380 per year in entertainment allowance, whereas in the same year St Peter’s offered their Tutorial Fellows £264. Cherwell understands that the differences in remuneration stems not only from absolute pay, but also from additional benefits offered by some colleges and included in the overall remuneration. These ‘taxable benefits’ include housing allowances, entertainment allowances, research allowances, and, in the case of colleges such as St John’s and New College, private health insurance. Roles that receive additional paymentat some colleges include Keeper of theGardens, Librarian Fellow, and Editor of thecollege chronicle or newsletter. However, atcolleges such as Mansfield, fellows take onthese extra responsibilities but receive noadditional payment for their efforts. Whilst at St John’s and New College the average remuneration for a Tutorial Fellow came to an estimated £49,333 and £40,637 respectively, at Lady Margaret Hall and Mansfield it was an estimated £21,076 and £22,116 respectively. Bursar of Christ Church College, James Lawrie, dismissed the calculations as “comparing apples and pears”, arguing that some colleges pay a higher proportion of their Fellows’ salaries, whilst others are paid more by the University. Most Oxford colleges are able to offer some form of housing allowance to compensate for high cost of housing in Oxford, but there is still a range in what is offered. These allowances can vary from a supplement to shared ownership of a house (shared equity). One academic said: “First, such additional tasks are often arduous and time-intensive, impeding quality work on required research and teaching duties. Second, the remuneration for such additional tasks is insignificant enough to be laughable. “For a tutor at LMH to ‘catch up’ to atutor at St John’s they would need to havea second tutorial fellowship (which is notpossible) and then still do more work.” An anonymous Tutorial Fellow told Cherwell: “I can con rm that the research allowance at my own college has been £500 for several years (although it is set to rise soon, it will not be nearly as high as at other colleges); the fact that the allowance is so low makes it impossible to cover the true cost of carrying out my research.” Additionally, only some colleges offer ‘weighted hours” to accommodate for the number of students in a tutorial. In a ‘weighted’ scheme a tutorial hour spent teaching a group of three would be multiplied by 1.5 when it came to counting the number of salary hours. The new College Contribution Scheme, intended to better redistribute college wealth, is set to be announced later this year. Academic remuneration is, of course, just another indicator of this disparity in wealth between Oxford colleges, and the question of the impact on student experience is something to be considered.
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