Agenda item

Report of Strategic Director, Corporate Services and Governance

An update on the implementation of the Workforce Plan was provided to the Committee.

The plan was devised and implemented in 2015 with the aim of ensuring the workforce are able to support the delivery of the sustained transformation to achieve the services residents want and need. It was highlighted that it is important for staff and management to be equipped with the right skills to do their jobs both now and in the future.

An issue that was highlighted from recent employee surveys suggests that management across the Council is unfair and inconsistent. To remedy this mandatory training has been implemented for managers to attend in recruitment and selection, dealing with capability and competency issues, undertaking an investigation and sickness absence. To date around ¹?₃of managers have attended.

The committee were advised that the employee survey in 2016 highlighted that only 47% of employees across the Council had an A&D in the 6 months prior to the survey and that underperformance going unaddressed was affecting morale. To improve this, the A&D and the competency framework have been revised and simplified.

The new A&D process was rolled out in April 2017 with an initial deadline for completion by the end of June 2017. It has become clear this deadline was a struggle for managers to achieve so this was extended to the end of August 2017. Recent figures show around 53% of A&Ds have been completed – feedback for this shortfall suggests that many of the outstanding A&Ds belong to staff who are on long term sick, are new staff or are staff in the process of leaving the Council’s employment. It was noted that a new task and finish group would be established to look at the ongoing implementation of the new A&D process. The Committee were advised that the new performance rating tool on the new A&D process is likely to be implemented from January 2019.

An update on the Talent Management element of the Workforce Plan was provided. A priority of the plan is that all employees have the opportunity to learn and develop. It was noted that managers should be having conversations with staff to discuss the learning and development opportunities available to them. Service Directors from each group have been appointed Talent Management champions and will be responsible for ensuring that talent management is embedded within their service.

A summary of the apprenticeships system which took effect from April 2017 was provided. The apprenticeship system includes the introduction of the apprenticeship levy, the introduction of the public sector apprenticeship target and the new apprenticeships standards. The committee were advised that work has been undertaken to scope out the current and future demand for apprenticeships within the Council and that to meet the target the Council is required to start 2.3% of the workforce on an apprenticeship annually.

A review of the Council’s employee recognition policy was provided. From the report it was noted that the Council wants to ensure there is a culture of recognition where employees are praised for the good things they are doing. Employee recognition can be provided both formally and informally and employees are to be consulted on what and how recognition tools should be used.

The issue of Low Pay was highlighted from the report. Further changes will be implemented following the outcome of the 2018-2019 pay negotiations.

A question was asked about the use of the A&D process with regards to manual workers such as refuse collectors and how targets can be set for these roles. It was advised that work with service directors in these areas has taken place to simplify the A&D process so that it can be applied to manual roles.

A comment about the importance of employee recognition was made; a question around how Members can provide feedback on behalf of constituents was asked. This feedback can be provided directly to service directors or via the Council’s Have Your Say compliments and complaints process.

A concern around the feedback from the employee survey highlighting inconstant management was noted. It was highlighted again that this feedback is being logged and that the mandatory training for managers is being rolled out. It was also noted that service specific bespoke training is also being made available for managers.

A question about offering financial incentives for staff was asked. In answering, it was noted that nothing is being ruled out at present and that the Council are looking at a range of benefits to offer.

It was asked what the performance ratings within the A&D are, these were confirmed as: Exceeded, Achieved, Partially Achieved and Not Achieved. It was noted that no employee should be attending their A&D and be surprised with their rating – it is expected that most employees with be given an ‘Achieved’ rating.

It was asked about the age range of apprentices the Council hopes to attract. This information was not available however the Committee were advised that the Council is not focussed on any specific age and hopes to attract apprentices of all ages, particularly through the use of the apprenticeship levy.

RESOLVED

(i)            That the comments of the Committee on the Workforce Plan and it’s effectiveness be noted.

(ii)          That the Committee consider further updates on the progress on an annual basis.