Issue - meetings

INFORMATION OF THE HUMAN RESOURCES SERVICES MANAGER

To update the Joint Staff Consultative Committee on the progress made in the last quarter completing HR work and projects and supporting people issues.

RESOLVED:

(1)  The Committee noted the HR Update Information Note.

(2)  That the Committee agreed to stop reporting specifically on Covid absences in future Information Notes, but requested Officers monitor these figures and report back to the Committee should they increase.

Audio Recording - 8 minutes 14 seconds

The HR Service Manager presented the ‘HR Information Note’ and highlighted the following points:

·         There had been a focus on recruitment selection and working with recruiting managers, with welcome payments considered for hard to fill vacancies.

·         The Recruitment Refresh project was ongoing, and was reviewing our Social Media presence, as well as the recruitment pages on the website, to assess how, this can attract new employees, it reflects us as an employer, the role is presented.

·         The Recruitment Refresh project would amalgamate the Job Description and Person Specification into one document.

·         Testing will begin on using a rolling closing date for vacancies, based on receipt of an application from a suitable candidate.

·         A trial was ongoing with an in-house recruitment agency at Essex County Council who are providing advertisement on their website and job boards.

·         Managers attended a recruitment training session, that included: the best approach to recruitment in this changing recruitment market, being ready for challenging question from candidates and selling the Council as an employer.

·         Staff turnover is being reviewed and monitored, with a focus on exit data and feedback from leavers.

·         National Apprenticeship week 6-13 February was a success.

·         The Employee Assistance Program would have a new provider from April 2023.

·         The Gender Pay Gap for 2022 was 19.1% compared to 17.4% in 2021, the first increase since 2017. The Inclusion group will be working with HR to develop an action plan.

·         HR were offering support to managers dealing with absence management.

·         There had been a considerable drop in Covid absences.

The following Members asked questions:

·         Councillor Claire Strong

·         Councillor Terry Hone

·         Councillor Tom Plater

·         Debbie Ealand

In response to questions the HR Manager advised that:

·         There were no key trend for our leavers, but promotions opportunities were mentioned by some.

·         The Council was great at providing staff with ongoing development opportunities but did not always have a clear career progression path.

·         Salary featured as a reason for leaving, with roles in private sector organisations often paying more.

·         In 2021-22 an additional Service Director role was created which has impacted the Gender Pay Gap report.

·         There were interviews scheduled for a Development and Conservation Manager later this month.

·         The new Employee Assistance Program will be open to Members.

·         The HR department are providing support for Officers, and their managers who are suffering from the effects of long Covid.

RESOLVED:

(1)  The Committee noted the HR Update Information Note.

(2)  That the Committee agreed to stop reporting specifically on Covid absences in future Information Notes, but requested Officers monitor these figures and report back to the Committee should they increase.