Agenda item

Councillor Andy Hull, Executive Member Finance, Performance and Community Safety was present, together with Alan Grant, Acting Head of Human Resources

During consideration of the report the following main points were made –

·         The workforce strategy 2019/22 was approved in May 2019 and launched at the EPIC awards in July 2019

·         Noted that the vision envisages empowering staff to grow, learn from one another, and to develop their skills. Staff need to have the confidence to work to the highest possible standards, whilst working continuously to improve performance

·         Noted that the Council is undergoing an enormous period of change with increasing demand on services, creating a number of pressures. To ensure core values are achieved there needs to be a collaborative, empowering and efficient approach, and implementing the strategy will require both commitment and investment from the organisation, and its senior leadership. This includes investment in sourcing and developing subject matter expertise in new areas, and in meeting the cost associated with the delivery of elements of the strategy

·         Priority areas are – strategic workforce planning, modern streamlined enabling HR policies and processes, developing a high performing workforce. Senior leadership actions require a strategic overview to be taken, and a holistic understanding of how this strategy and strands fit in with other strategic activities/overall picture corporately. Also visible leadership and demonstrating organisational commitment to achieving the ambitions set out in the strategy, and the values that underpin it. Practical support and expertise is also needed to influence and drive delivery

·         Members were informed that Corporate Management Board were discussing the strategy on a quarterly basis as there needed to be a whole Council approach

·         A Member expressed the view that it was important that managers were very important in delivering this process and that this did not appear to be reflected in the strategy. There is also a need to demonstrate a change in leadership behaviours, and a zero tolerance approach taken to discrimination. It was stated that middle managers are extremely important in delivering the strategy and this would be a particular focus

·         Reference was made to the fact that expertise is being brought in to assist HR so that effective guidance could be given

·         A Member referred to the need to ensure that talented staff were targeted and offered opportunities and trained to a level to progress when opportunities present themselves. This could involve work with other Councils. It was stated that the strategy is a fluid one, however discussions were taking place in this regard

·         Discussion took place as to how empowerment of staff would occur and it was stated that staff would be offered support and make the most of skills to deliver Council values

·         A Member referred to the need to put in place an effective performance strategy and that a performance improvement strategy could be put in place with objectives being set for staff. It was stated that consideration of this is taking place and was all part of a cultural change that needs to take place, and there needed to be more of a performance driven culture

·         A Member enquired about whether there was enough rigour in effectively monitoring the probation period of staff, and ensuring that staff appointed were capable of performing their role. It was stated that the new Chief Executive was determined to change the culture and behaviours, and that this is an issue that could be raised at Corporate Management Board to ensure the probation period is monitored effectively. This included the top 50 managers

·         It was stated that an Equalities officer post is needed and that this will be established and recruited to as soon as possible

RESOLVED:

(a)  That the progress and priorities set out in section 3.3 of the report be noted

(b)  That the funding of a total spend of £1.7m for the entire 3 years, (of which £487k will be drawn down from the Transformation Fund to buy in, and develop, subject matter expertise, and to finance activities to be delivered in the first year of the strategy, including the priorities identified in section 3.3 of the report), be noted

The Chair thanked Councillor Hull and Alan Grant for attending-