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Agenda item

HR INFORMATION NOTE

INFORMATION NOTE OF THE HR 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.

Decision:

The HR Services Manager presented the Information Note entitled ‘HR Update’, following which Members asked questions.

Minutes:

Audio recording – 10 minutes 38 seconds

 

The HR Services Manager presented the Information Note entitled ‘HR Update’ and advised that:

 

·             Vacancies filled at the first attempt had decreased to 58.8% due to several factors as detailed at paragraph 3.2 of the information note.

·             However, several positions had been successfully filled and offers made been made to candidates for the two unfilled Civic Enforcement Officers vacancies.

·             Rolling 12-month staff turnover was at its lowest percentage for several years at 6.7% shown at paragraph 3.3, but it was recognised that turnover still affected certain service areas, and HR continued to support them.

·             Days lost per employee due to long-term and short-term absence and reasons for these had been detailed at paragraph 3.4.

·             The new applicant tracking system for recruitment would be tested alongside the existing system to begin with, and if successful, all vacancies would be moved to the new system.

·             An update on pay bargaining for the 2026/27 financial year had been detailed at paragraph 3.6.

·             8 apprentices were in-post, and another apprentice had been appointed to a permanent role. A Climate Change Apprentice had recently been recruited, and opportunities for apprenticeships in HR and Revenues were upcoming.

·             3 graduates were currently in-post and they would recruit another graduate for the start of October 2026 as 2 of the existing graduates would be leaving.

·             Learning and development continued to be provided to staff to navigate change.

·             Staff continued to be signposted to resources on employee wellbeing, and the personal development morning in April focused on stress management and building resilience.

·             The new Employee Assistance Programme had been launched this month.

·             The Council had taken part in a 5-day challenge as part of Race Equality Week in February, and resources from Race Equality Matters had been shared to all staff daily to increase their awareness and understanding of racism.

·             Inclusion would be a regular item at staff briefings to ensure continued engagement on diversity, equalities and inclusion topics.

·             A short staff survey had been carried out in March, which focused on wellbeing and communications and engagement on Local Government Reorganisation. Outcomes from the survey would be shared with the Leadership Team and this Committee at a future meeting.

·             Stay questionnaires had been carried out to reduce the gender pay gap and establish why staff wanted to work for the Council, which would help to retain happy and engaged employees as detailed at paragraph 3.14.

 

The following Members asked questions:

 

·             Councillor Bryony May

·             Councillor Daniel Allen

 

In response to questions, the HR Services Manager advised that:

 

·             The previous staff survey was carried in 2024 and covered several topics as surveys were conducted every 2-3 years rather than on a regular basis.

·             Staff surveys would be shorter from now on to increase engagement, while also keeping in mind survey fatigue from Local Government Reorganisation related surveys.

·             New starters would be able to give direct feedback to HR.

·             Feedback mechanisms such as a physical survey and question and answer sessions at the next staff conference would be investigated.

 

The Chair thanked the HR Services Manager for their presentation of the information note.

Supporting documents: