Conclusion on findings a distributed model most appropriate The detailed staff location analysis indicated that for many Councils, the adoption of a centralised location option for CVSSS (and the associated staff relocations) would have a significant impact on staff travel to work arrangements and introduce patterns of travel that were very different to the current choices being made by staff. Participating Councils are understandably concerned about significant job losses from their area because of the economic impact of lost spend to the area, as well as the impact on existing staff who may have to travel to a new area. The analysis of travel to work arrangements highlights that this is a particular issue for Councils such as West Dunbartonshire, Inverclyde and North Lanarkshire, where over 70% of the potential Shared Services staff live in their Council area, in comparison to under 50% in East Renfrewshire and East Dunbartonshire. When this was combined with the informed views of experienced suppliers that a centralised location model was not considered necessary, it was concluded that a distributed model would be the most appropriate for the CVSSS. A distributed model would enable locations to be chosen for CVSSS staff in each of the participating Council areas, reducing the need for large scale changes in travel to work arrangements for staff. Wherever possible, the aim will be to utilise existing Council accommodation to minimise costs. This does not mean that the CVSSS staff will continue to work in exactly the same office as they currently do, since it is likely that the CVSSS management team will wish to create distinct Shared Service areas (floors or wings) within buildings to help with the development of the new organisation culture and ways of working. Further detailed planning work will be required with each participating Councils property management teams to develop the accommodation strategy for the CVSSS.
