Agenda item

Presentation of the Service Director of Human Resources & Workforce Development

A presentation was giving an update on the performance management workforce strategy was given to the Committee. The presentation focused on:

·        Sickness absence

·        Employee wellbeing and equality, diversity, and inclusion

·        Employee turnover

·        Health and safety update

Sickness absence

Covid, viral infection and stomach/digestion concerns account for the highest number of days lost up to the date of the meeting covering 2022 and 2023. While there has been a spike in COVID absences recently, however overall there is still  positive change.

The top reason for absence in 2023 was stress/depression/anxiety. There has been a significant decrease in COVID absences in 2023 compared to the same period in 2022.

Most of the sickness days are caused by short term absence rather than long term absence. The service with the highest number of sickness absence days was Adult Social Care, where 22.18 days were lost.  Within ASC there is a requirement to remain away from work for so many days if the cause of absence is covid which impacts on the number of days an employee needs to be off work.

Children’s Social Care have the highest number of days lost due to work-related stress absence (1,502 days). A work stress audit has been planned for this department. The audit of Children’s Social Care will be used help identify solutions on a wider scale for workplace stress. Adult Social Care have the highest number of non-work-related stress days (3,835 days).

Ongoing work is being done on stress in the workplace, this is focusing on culture change. The key to success is supporting absences due to non-work reasons as this is the higher cause. 

Work related and non-work-related stress days lost by grade show a higher number of days lost in lower grades, however this will be presented by percentages in future meetings due to a higher number of workers on lower grades.

Employee wellbeing and equality, diversity, and inclusion (EDI)

A permanent staff member has been recruited to focus on EDI. Alongside this change, a number of initiatives are being worked on:

·        A workforce EDI policy has been drafted

·        A single source has been made for employees to get information on health and wellbeing, via the intranet and there is also a plan to make one for councillors

·        Training is available for managers in identifying an employee who has a problem with their emotional health

·        Posters have been created showing free information and organisations available to help with mental health

·        Launched VivUp benefits platform, and exploring a package with them to get an employee wellbeing programme

Have begun a disability passport initiative, for employees to outline their  to be given information about an employee’s health without them having to repeat sensitive information routinely

The EDI maturity model was explained in that level 5 outlines what an exemplar employer does to facilitate positive EDI in the workplace which is what Gateshead Council is aiming to achieve., It was explained that it is recognised that society is fast changing and that maintaining a level 5 standard will require constant work. 

Employee turnover

As of 30 September 2023, employee turnover was 9.28%. This is similar  with other local authorities and higher than many other sectors. The highest percentage turnover is in the Office of the Chief Executive and that this is is relative to the total headcount and that within this Service the headcount is low..

It was explained that resignation as a coverall rationale is the highest reason given for employee turnover in all teams except for Environment and Fleet Management, which was end of fixed term/temporary contract. Property and Assets had the highest number of leavers (98).   However, was not understood was the reason behind why an employee resigned.

It was explained that as a result of not having detailed understandings as to why an employee resigns, that a new exit interview was launched in August 2023. 142 surveys have been sent to employees since this date, with a response rate of 37.32% as completing an exit interview is voluntary.The rate of responses is expected to grow as the survey becomes more established, which will help the results to become more encompassing. The current top reason for leaving is opportunities to grow professionally and enhance career. No employees who responded to the survey have left due to stress.

Health and safety

School reporting rates of near misses over the last six months (from 1 April to 20 September 2023) were at 13%. Overall the rates of verbal abuse have reduced, but threatening behaviour has increased. The data also indicates that schools need development on why and how to report this.

An audit was conducted of the Council Warning Alert System (CWAS). The action being taken from the audit is:

·        Ensure that the right people have access to the CWAS system, with clearer guidance on how to use it.

·        Personal Safety Training has been revised following work with the Workforce Development Team.

·        The Personal Safety Procedure is being reviewed and consulted on to provide:

o   Managers with more detailed guidance about how to minimise the risks of threatening behaviour within their teams through risk assessment. 

o   Greater clarity on the steps to take to deal with an incident should one occur (this in turn will hopefully reduce future incidents).

·        Libraries have introduced a ‘code of conduct’ for customers to follow.  If general behaviour is unacceptable then customers may be suspended from the library service. This will be considered by other services and how to apply a similar model of prevention.

·        In broader terms - Colleagues in the Safer Communities team have also been involved with the Safer Streets project, to look at understanding and reducing ASB problems in parts of our community.

The Committee previously requested an update on risk assessments. The council’s approach to risk assessments follows the Health and Safety Executive five steps to risk assessment and are carried out in accordance with council procedure CGS-HS-40 Risk Assessment.

Service Directors, head teachers, managers, and supervisors are responsible for ensuring work-related hazards are identified and suitable and sufficient risk assessments are undertaken and recorded.

Council services and schools are required to identify and train some staff as competent risk assessors. There is a requirement for risk assessments to be reviewed at least annually. Risk assessments audited as part of the Service Director/ Head Teacher Audit process (HS39).

The presentation was commended by the Committee.

RESOLVED: -

      i.        The Committee noted the presentation.

     ii.        For the next presentation to include updates on the following:

o   Examples of personal growth training and support for staff

o   A closer look at absences in social care, particularly on short term absences being repeated or singular.