Recovery, Renewal, Resilience

COVID-19 has made companies have a major re-think about how and where their staff work. Germany's Siemens as decided to let its employees work from wherever they want for two or three days a week, where they feel most productive. These changes are based on outcome focused work, rather than time spent in an office.

During COVID-19 many training facilities that equip staff with specialist skills have been unable to work effectively so accreditation has not been possible. Furthermore, medical fitness for work certificates may have expired and not been renewed due to the pressures on the healthcare system. Across many sectors (e.g. emergency services, construction, healthcare), these effects could have consequences for the availability of staff who have the required skills/training and are permitted to work; a problem accentuated by the departure of skilled staff during the crisis. Consider:

• How your workforce's skills profile has changed as a result of the effects of COVID-19 e.g.:
  • training centres stopping training new recruits, meaning there is a lack of new staff in the recruitment pipeline
  • expiration of staff's specialist qualifications/registration, meaning they are not permitted/qualified to deliver usual activities
  • granting of medical eligibility to work during the crisis, and impacts on staff ability to work
  • staff being made unemployed or retiring during the crisis
  • staff who have contracted COVID-19 and who are unable to return to normal duties
• Putting temporary waivers in place to enable workers to continue despite their skills expiring
• How staff whose qualifications have expired during COVID-19 can be re-accredited
• How to ensure staff are medically fit to work
• How to address and overcome the immediate impacts of a shortage of accredited staff
• How to mitigate the multi-year impacts on your sector from COVID-19's disruption to skills, training and staff loss

Reference: Fire Department, Germany