Formula One motor racing is based on teams and shared rewards, where continuous learning and skill development are a team’s greatest assets. These are also some of the principles behind Caboolture Shire Council’s Formula One project. Formula One was introduced by Council in May 1999 to improve the way work is undertaken, help achieve a culture of excellence and ultimately solve problems across the entire organisation.
Council’s Chief Executive Officer, Rob Noble, said Formula One works on the concept of small, self managed teams, encouraged to identify problems in their workplace and then find ways to solve these problems.
“Council’s Works Unit field staff were encouraged to come forward with ideas for improvement, research this and write a report based on their findings, and then follow the project through to implementation,” Rob Noble said.“It presents staff with a tool to make changes, to be heard and receive feedback, and allows the decision making ability to be spread among managers and workers alike.
“Managers have embraced it because it has not only brought project results, but is a catalyst for training. It is an excellent confidence building tool for all staff involved. Many team members have become capable of leading and facilitating work teams within their own respective units.”
The first group created to implement the Formula One process was made up of eight internal and external staff from the Works and Plant and Fleet units. During a six month period, the team successfully completed the following projects.
- Streamlining vehicle servicing, repairs and maintenance, therefore minimising vehicle downtime.
- Improving pavement failure repairs.
- Improving roadside maintenance.
After this initial success, a Formula One Steering Committee was established to introduce the Formula One process throughout Council.As part of its role, the Steering Committee also created and implemented a Formula One ‘How To’.
“More recently, Formula One teams have been incorporated into the day to day activities of Council under an open management structure, with staff members encouraged to put forward their ideas and suggestions, regardless of their position in the organisation,” said Rob Noble.“The system is now a part of Council’s Workplace Bargaining Agreement, with four teams – energy efficiency, communication, customer service and promotions – established to work with staff to achieve performance of process improvements, in return for pay increases.”
For further information, contact Council’s Works Unit Manager, Allan Hull, on (07) 5420 0262.
