Making the planning system more customer-friendly

By Donna Gardiner

Local authority planning departments are more often associated with bureaucracy than with delivering good quality customer service.

However, as the current reform of the planning system in Scotland puts the need to develop a modern, efficient service in the spotlight, thoughts have turned to how planning authorities can focus on the human side of delivering a good quality planning service.

Last month (August 2018), the Scottish Government published a report on customer service in the planning system.  It examined different approaches to customer service across a range of private and public sector organisations in Scotland, with a view to identifying the lessons from these that could be applied to the planning system. Although focused on Scotland, the lessons are transferable elsewhere.

A number of challenges

The research found that while planning authorities in Scotland viewed high quality customer service as highly important, they faced a number of challenges to delivering this in practice.

Limited staff and financial resources are a key constraint affecting planning authorities’ ability to deliver high quality customer service.  For example, customer expectations of the frequency and responsiveness of communication are often higher than what can reasonably be delivered.

There are also issues of inconsistency of service, both within and between local authorities in Scotland.  This is due in part to different interpretations of specific legislation, as well as different levels of investment in, and commitment to, customer service within individual planning authorities.

The risk of individuals confounding ‘customer service’ and ‘outcomes’ – where the planning decision reached affects the individual’s perception of the quality of service they have received – is another key challenge when measuring the customer experience.

Current approaches

Each year, planning authorities in Scotland must prepare an annual Planning Performance Framework (PPF) report, which details their performance over the previous year.

At present, the PPF has no specific measure of customer service delivery.  Instead, planning authorities must submit a ‘narrative commentary’ of their customer service performance, along with relevant case studies that demonstrate their actions.

This means that individual planning authorities decide how best to gather information about their own customer service performance.  Some of the key methods used include:

  • Customer charters – which communicate customer service commitments to customers and employees
  • Customer satisfaction surveys – mainly online, however, some were still postal
  • Forums – the use of customer forums or focus groups to engage with customers
  • Complaint handling procedures – published details of organisational systems, protocols and SLAs for registering and responding to complaints
  • Customer service standard accreditation – g. Customer Service Excellence (CSE), Investors in People (IiP), ISO9001, Customer Satisfaction Measurement Tool (CSMT) etc.

So what can be done? The benefits of e-planning

The report identified a number of ways in which customer service within the planning system could be improved.

First was the need to achieve a greater consistency of processes, enforcement and quality of service across Scotland.  Clearer national guidance on implementing legislation would go some way to achieve this. Establishing a national survey of customer service in the planning system is also a priority. Lessons could be learned from the building standards system, which currently incorporates a Key Performance Outcome relating to improving the customer experience.

Planning authorities also overwhelmingly believed that e-planning had improved customer service.  The benefits included:

  • more efficient information flows
  • better prioritisation of work
  • reduced printing costs
  • greater transparency
  • easier access to information by the public

What is clear is that the move to e-planning is bringing a ‘culture change’. By speeding up the planning process and making more efficient use of resources, e-planning frees up both time and money to be spent elsewhere in the planning process.  As one planning authority notes:

“It’s about how you work with the customer to bring them on the e-planning journey with you and change their mindset. In the long run the customer benefits because it speeds up the service.”

As technology and customer expectations evolve it will be important that e-planning solutions reflect this in the future.

Future directions

Good quality customer service helps to make the planning system easier to understand and processes more accessible and usable.  This in turn opens up the system to those who might otherwise feel that it is too complex or time consuming to participate.  This may be of particular importance when encouraging young people to become involved in consultations.

Improving customer service within the planning system is not something that is just ‘nice to have’. Planning has changed significantly over the years – and with change comes the need for reliable, cost-effective processes to drive end-to-end efficiency.


For 30 years, Idox has been supporting the work of local government planning departments. iApply, a planning application submission portal launched by the Idox Group in 2015, offers local authorities the opportunity to benefit from an out-of-the-box end-to-end digital solution that makes submitting planning, building and licence applications simple for customers and cost effective for the authority.

How to become a more effective coach

Teacher talking with student

Coaching can be described as the use of positive support, feedback and advice to help improve personal effectiveness.

Its use within the work environment is not a new concept.  Indeed, according to the CIPD, 9 out of 10 organisations already use coaching by line managers, and 2 out of 3 use external coaches.

However, despite its prevalence, there is very little research evidence about what makes a ‘good’ coach and whether coaching actually works.

The Institute for Employment Studies (IES) are among those working to address this.  In August, they published a report which explored the factors leading to coaching success, from both the coach and the coachee perspective.  They also examined the nature of an effective coaching relationship and set out practical advice for organisations on how to improve coaching elements of everyday work.

The key to success

They found that, according to coachees, the most important characteristics of a coach were:

  1. Communicates clearly (including the ‘ability to listen’, ‘ask good questions’ and being ‘non-directive’)
  2. Displays emotional intelligence (e.g. ‘presence’, ‘emotionally involved’, ‘awareness’, ‘connection’, ‘sensitive’, ‘empowering’, and ‘authentic’)
  3. Has experience within the coachee’s industry
  4. Is challenging but supportive
  5. Displays acceptance of the coachee

In the context of achieving successful outcomes from coaching specifically, coachees felt that successful coaches:

  1. Displayed acceptance of the coachee
  2. Were calm
  3. Displayed self-confidence
  4. Were organised
  5. Had experience within their industry

The characteristic ‘has experience within my industry’ was of particular interest.  Whether or not coaches need experience of the industry in which their coachee works is a point of contention between different coaching researchers and practitioners.  Based on this research, the IES suggest that industry experience may help to improve coach credibility, but also note that who coaches are has importance to coachees, not just what they do”.

They conclude that “the key to effective coaching lies within the coachee having respect for the coach’s ability. A coachee can also derive comfort from the coach’s experience in dealing with situations, and in the coach’s confidence and manner”.

While the characteristics perceived as important by coach and coachee were broadly similar, it was noted that coaches being organised, calm and self-confident was considered very important to coachees – much more so than to the coaches themselves.

In terms of the coaching relationship, the coach having ‘similar values’ was considered the key to success.   It is thought that such shared values may promote the sense of connection between the coach and coachee.  The coach being the same gender, age or having a similar personality was less important to the development of a successful coaching relationship.

Addressing the barriers

The majority of coachees felt that their coaching was effective.  However, there is clearly room for improvement – around 1 in 10 people felt that their coaching was of limited or no effect at allPrevious research by the IES has also shown that as many as 84% of coachees have faced barriers to their coaching experience.  These include:

  1. Unclear goals
  2. Emotions getting in the way
  3. Lack of commitment
  4. Unsupportive boss
  5. Defensiveness

Coachees also faced difficulties with:

  • Their own readiness and engagement
  • The coaching model used
  • Organisational culture/boss
  • Coaches skills or manner
  • External events
  • The coaching relationship

Awareness of the barriers commonly experienced by coachees and the factors coachees perceive as contributing towards their success is a useful first step towards developing and adopting effective coaching practices.

Improving coaching practice

According to the IES, their research on coaching is a conscious attempt to “shift away from ‘guru’- led coaching practices to research-informed and evidence-based practices”.  Based on their research to date, they offer the following advice for coaches and line managers:

  • Not to worry about having less experience than coachees – that the coachee having respect for your ability is more important
  • Weave reflection into everyday coaching practice after each session/encounter – consider how to best help your coachee, how your coaching made a difference, and how your coaching compares to that of others
  • Obtain feedback from your coachee about what you did that made the coaching successful (or unsuccessful) for them, and ask them to contribute to collective feedback mechanisms such as evaluation surveys

Follow us on Twitter to see what developments in public and social policy are interesting our research team. If you found this article interesting, you may also like to read our briefing on coaching and mentoring.

Fighting the cold: working to reduce excess winter deaths

Image from Flickr user FranTaylor under Creative Commons License

Image from Flickr user FranTaylor under Creative Commons License

We may have all breathed a sigh of relief when last week’s cold snap finally eased, but for those working in public health the consequences of the cold weather are still playing out.

Cold weather poses a significant risk to health. There is a notable rise in deaths, and also illnesses and injuries, during the winter period. Indeed, in England and Wales there were 11.6% (18,200) more deaths in 2013/14 during the winter period (December to March) compared with the non-winter period (known as “excess winter deaths”).

Older people, particularly those aged over 75 years old, are most vulnerable to cold weather-related illness. The majority of excess winter deaths occur within this age group and those living on their own or who are socially isolated are most at risk. Other groups at risk include those experiencing chronic or severe illnesses, particularly heart conditions or circulatory disease, children under the age of five, and homeless people /street sleepers.

The reasons why cold weather has such a negative impact on health are complex and interlinked with fuel poverty, poor housing and health inequalities. There can be an increase in circulating infectious diseases, particularly flu and norovirus, and snow and ice can cause falls. Cold weather has also been linked to increased cases of hypothermia, carbon monoxide poisoning (from faulty heating appliances), and mental health problems such as depression and anxiety.

However, there is evidence to suggest that many of these ill effects are preventable. In some northern European countries, such as Finland, the rate of winter deaths is far lower than that in England, despite experiencing much lower temperatures.

To help address this, the Government has published an annual ‘Cold Weather Plan’ (CWP) since 2011 aimed at local authorities, health and social care staff and any professionals working with vulnerable people. The plan operates a system of cold weather alerts, comprising five levels (Levels 0-4), from year-round planning for cold weather, through winter and severe cold weather action, to a major national emergency. Each alert level aims to trigger a series of appropriate actions, which are detailed in the plan. The latest CWP was published in October 2014.

It stresses the importance of year round planning and all-winter action for reducing excess winter deaths and relieving the additional pressures on the NHS and social care which occur during the winter months. Recommended all-year actions include:

  • addressing fuel poverty
  • improving housing and energy efficiency measures
  • raising awareness of preventative actions among staff.

All-winter actions (November to March) include:

  • communicating with the public about what they can do to reduce the risk of cold weather to their health
  • identifying vulnerable clients
  • supporting vulnerable clients to seek appropriate help.

There are also key public health messages which should be communicated with residents/patients, relating to flu vaccinations, keeping homes adequately heated and ventilated, available financial support, and looking after vulnerable older neighbours and relatives.

A guide to communicating effectively with the public during periods of extreme weather was published recently by the Local Government Association (LGA). The LGA have also provided guidance for local authorities on how they can help to reduce the negative effect of cold weather on health. It highlights examples of innovative schemes, including the installation of free temperature sensors and a volunteer ‘winter squad’ to care for vulnerable residents.

Investing in cold weather planning is important – although the media focuses on travel disruption during cold weather, for many of the most vulnerable in our society it can be a death sentence.


Further reading

The Information Service has a number of resources on cold weather planning – a selection are listed below.

Cold weather plan for England 2014: making the case – why long-term strategic planning for cold weather is essential to health and wellbeing

A turn for the better (Liverpool’s Healthy Homes Programme), IN Property Journal, Jul/Aug 2014, pp42-44 (Ref No. A51407)

Staying in touch (social media), IN Local Government News, Vol 36 No 2 Mar/Apr 2014, pp44-45 (Ref No. A49753)

Behind cold doors: the chilling reality for children in poverty

Reducing harm from cold weather: local government’s new public health role

N.B. Abstracts and access to journal articles are only available to members.