The Human Rights Working Party has been set up to help States committees and other public authorities to prepare for the coming into force of the Human Rights (Bailiwick of Guernsey) Law, 2000. The main ways in which it does this are set out in its terms of reference shown below.

The members of the Working Party are drawn from senior staff of the major committees of the States, encompassing a broad spectrum of Human Rights issues.

They are:

David Trestain, Director - Human Rights Implementation,
Advisory and Finance Committee, Chairman

David Hughes, Chief Executive, Board of Health
Chris Hurley, Training and Development Manager, Civil Service Board
Stephen Langford, Chief Executive Officer, Housing Authority
Richard McMahon, Director of Civil Litigation, HM Procureur’s Office
Derek Neale, Director of Education, Education Council
Malcolm Nutley, Administrator, Guernsey Social Security Authority
Brian Richings, Chief Officer - Customs and Immigration, Board of Administration
Mike Wyeth, Chief of Police, Committee for Home Affairs

Colin Thorburn, Executive Officer, Recreation Committee, Secretary

The Working Party has met on a monthly basis since March 2001, considering many aspects of the necessary preparations for implementation of the Human Rights Law. However, it has placed particular emphasis on the importance of adequate Human Rights training for the staff of public authorities and has developed a formal training policy, also shown below, primarily covering responsibility for, and funding of, Human Rights training.

Human Rights Working Party - Terms of Reference

The Guernsey Human Rights Working Party exists primarily to help and support States committees and, where appropriate, other public authorities in preparing for the implementation of the Human Rights (Bailiwick of Guernsey) Law, 2000.

The main tasks of the Working Party are to:

• promote awareness in States departments and other public authorities of the possible implications of the Law and its likely impact on their activities;
• promote, support, monitor and, where possible, facilitate the review of legislation, policies, procedures and practices for compliance with the Convention Rights under the Law;
• initiate, provide and promote, through the Civil Service Board or other agency as appropriate, opportunities for training relating to the Law;
• produce and promulgate guidance and best practice notes and disseminate appropriate informative and publicity materials.

The Working Party will also maintain liaison with and encourage Alderney and Sark in their implementation procedures, providing such support as is reasonably and practically possible.

Human Rights Working Party - Training Policy - November 2001

Introduction

Further to the recent meeting of the Working Party it was agreed that, as part of the need to ensure that all in the public sector receive the help and guidance they will require on matters of human rights, a training policy should be introduced.

It is intended that the policy is an active document, to be updated as events and circumstances develop. In this respect, the content will reflect the ideas and feedback received from members of the Human Rights Working Party (HRWP) and Human Rights Contact Officers. It is important, therefore, that the Working Party is informed of any additions or amendments that committees believe to be necessary in order to maintain the policy as a relevant, useful document.

Responsibility for Training

All committees are responsible for ensuring that their employees are properly aware, informed and trained in matters pertaining to human rights and the incorporation into local legislation of the European Convention on Human Rights.

It will be the responsibility of the HRWP and the Training and Development Section of the Civil Service Board to provide general training on human rights matters. It will be the responsibility of individual committees to identify specialist training needs that they might require.

The Director - Human Rights Implementation (DHRI), (also Chairman of the Human Rights Working Party) and the Training and Development Manager, Civil Service Board, are available to give assistance and advice to committees in identifying and meeting training needs.

The HRWP will maintain links with its counterparts in Jersey and elsewhere with a view to keeping up to date with developments and ideas in training that might transpire. Where general requirements are identified, steps will be taken to ensure they are met and to provide opportunities for all public sector employees to gain access to appropriate training.

Training for Members of the Established Staff

Where a training need has been identified, whether by an employing committee or the HRWP, the Training and Development Section of the Civil Service Board will endeavour to meet the need.

The only limitations that constrain this commitment relate to the extent to which existing personnel and resources can meet the identified need. See Funding for Training below for further details.

Training for Non-Established Members of Staff

To all intents and purposes, no distinction will be made between Established and Non-Established members of staff in regard to admittance on training courses, charges for attendance and meeting identified needs.

Training for Persons Employed by Non-States Public Authorities

In principle, persons employed by non-States public authorities may be admitted to training events as arranged by the HRWP and the Training and Development Section of the Civil Service Board. Attendance on training events by such persons will ordinarily be arranged through associated committees of the States of Guernsey. The HRWP and the Training and Development Section of the Civil Service Board reserve the right to refuse entry onto training courses by employees of non-States public authorities if attendance is considered inappropriate, but will assist with finding alternative training provision.

It is anticipated that, as awareness of training needs grows and more bodies are identified as public authorities, the names and details of organisations will be added to the existing data files and information regarding training opportunities will be forwarded to them as a matter of routine.

Funding for Training

Where a committee identifies a specific need, or wishes to provide training for an identifiable group of specialists, the full direct costs of such training will normally be met by that committee. However, in cases of difficulty, contact should be made with the DHRI.

The DHRI and the Training and Development Manager, Civil Service Board, will endeavour to provide guidance, assistance and administrative support for any committee led training as requested.

General training, organised and administered by the HRWP, will ordinarily be free at point of access for all employees of public sector bodies, both established and nonestablished.

As far as is practicable, in terms of both funding and attendance numbers, general training will also be free at point of access for delegates from non-States public authorities. Where it is necessary to levy charges, these will be kept to cost. Where a non-States public authority (or authorities) requests specialist training, the resources of the Training and Development Section of the Civil Service Board may be made available and costs charged on a not-for-profit basis.

Regular Training Events

All new entrants to the Civil Service will be notified in their appointment letters that they will be required to attend a general awareness training session on the subject of human rights.

This will usually involve attendance on the human rights module that will form part of the general Induction Programme of the Civil Service Board, though it might be that separate general training sessions are arranged from time to time.

It will be the responsibility of individual committees to ensure that newly appointed non-established members of staff receive appropriate guidance and training in the matter of human rights as part of their induction. The DHRI and the Training and Development Manager, Civil Service Board, will be pleased to provide guidance and assistance as necessary.

Other General Training

It may be that further general training requirements are identified as the legislation becomes better known and court rulings bring forth matters that require attention.

In such instances, the HRWP will seek to provide appropriate training as required. This will ordinarily be open to all employees of public sector organisations and free at point of access.