Issue - meetings

INFORMATION NOTE OF THE HUMAN RESOURCES MANAGER

To receive and update on the progress made in the last quarter on HR work and projects and supporting people issues.

RESOLVED: That the Committee note the HR Update Information Note

Audio recording – 3:40

Rebecca Webb presented the HR Update Information Note and highlighted points including:

·         Teams have been developing how they work after the pandemic. This looks at balancing the benefits of face-to-face collaborative work and homeworking

·         As mentioned in the last item, a formal document is being developed to show these new ways of working and it is being taken to the senior management group

·         The Committee requested further detail on recruitment and retention as this is an ongoing issue

·         This quarter, the overall number of vacancies has stayed the same (compared to the same quarter last year), but there has been an increase in the number of apprenticeship posts.

·         There has been an increase in the number of apprenticeship applicants, but the number of other applicants has decreased

·         19 posts this quarter have been filled, there were 4 that weren’t filled at first attempt and so HR have worked with recruiting managers to fill these roles. One has been filled and the rest are being re-advertised

·         There is a recruitment refresh project which includes a welcome payment to support recruitment

·         The use of feedback from apprenticeship groups and senior managers feedback group will be used to improve the project, website, and the processes

·         Turnover seems to have stabilised at roughly 10% but there is potential for this to increase

·         The apprentice scheme continues and there was a careers fair with schools to advertise the apprenticeships and job roles at the Council. Many apprentices secure job roles after their apprenticeship which is a positive outcome.

·         In relations to pay bargaining for 2022, the unions are consulting with members for the final pay offer. We don’t expect an outcome until late October, early November

·         HR are currently looking at options for the benefits review as the surveys have been completed. This will be presented to the leadership team

·         A real focus for the HR team is mental health and wellbeing.

·         Reminders of support are sent out regularly to employees as well as the flu vaccine

·         There is a financial wellbeing intranet page to signpost where employees can find help

·         There is also a salary advance scheme to help employees that need it

·         The inclusion group is continuing to meet quarterly and at a recent meeting discussed marriage, civil partnership, pregnancy, maternity, paternity, fertility, and adoption. There was also a guest speaker who shared their personal career journey and challenges

·         The inclusion group has asked all employees to use a photo of themselves on internal Microsoft accounts to promote diversity at the Council.

·         The number of absences due to covid is reducing. This feeds into the short term absence levels which are high.

·         The Council continue to support both long and short term absences

The following Members asked questions:

·         Councillor Claire Strong

·         Councillor Tony Hunter

·         Councillor Elizabeth Dennis-Harburg

In response to questions, Rebecca Webb and Jo Keshishian advised:

·         The three job roles that couldn’t be filled were a Civil Enforcement Officer role, a Customer Assistant role, and a Food Safety  ...  view the full minutes text for item 43