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The decisions as the council's minutes record them. A plain-language summary follows once it has been written.
RESOLVED - That, subject to the aforementioned amendment, the work programme as attached at Appendix 1 be approved.
AGREED - (i)That the Committee thank the Officers and Lead Member for the report. (ii) That a full list of Workforce Monitoring reports used by Human Resources and Organisation Development Service be included in the Annual Report in July, to enable a review of the workforce information considered by the Committee.
Apologies for absence were submitted on behalf of Councillors Claire Lovett, Mike Morris and Paul Rogers.
AGREED - That the minutes of the Meeting held on 18 January 2024 be signed as a correct record.
Decision as recorded
RESOLVED - That, subject to the aforementioned amendment, the work programme as attached at Appendix 1 be approved.
The Chief Officer Governance and Customer submitted a report (COGC/14/24s) asking Members to consider the Committee’s Work Programme. The Scrutiny Facilitator introduced the report and drew Members’ attention to the Work Programme as attached at Appendix 1. The following proposed change was noted: · Impact of budget mitigation measures – deferred from March to June 2024 meeting. RESOLVED - That, subject to the aforementioned amendment, the work programme as attached at Appendix 1 be approved.
Decision as recorded
AGREED - (i)That the Committee thank the Officers and Lead Member for the report. (ii) That a full list of Workforce Monitoring reports used by Human Resources and Organisation Development Service be included in the Annual Report in July, to enable a review of the workforce information considered by the Committee.
The Lead Member Corporate Services submitted a report COGC/114/23 which provided Members with the Interim Workforce Monitoring Information for the period of 1 April 2023 to 30 September 2023. The report also provided new baseline figures effective 1 April 2022 for performance monitoring post pandemic (Appendix 1 refers). The 2022/2023 absence figures for the baseline were used in the report to view and analyse trends. The Lead Member introduced her report and responded to questions thereafter with input from the relevant Chief Officer. During the ensuing debate a number of issues were highlighted, including the following: · A system development was being considered currently and this would allow for a longer term breakdown of figures to be produced in the future. This would assist in allowing Members to consider reports which enabled meaningful analysis of data. · Confirmation that use of agency workers had reduced and this was a positive outcome. Whilst there was no official set target, Officers confirmed that the Local Authority would aim to reduce to zero agency staff. However it was important to recognise that there would always be an occasional need for agency workers. · The Social Care department had the highest number of agency staff. The Department had made significant inroads in terms of the growth of a permanent workforce through a number of initiatives, including the process of training and employing its own social workers. This process would influence supply and demand and have a positive impact on the recruitment process. · Absence rates for this period were lower than the same period last year. · A number of new health and wellbeing initiatives had been implemented, including the launch of an unpaid carer café and menopause café. · It was noted that the number of leavers has reduced compared to the same period last year. · A number of Members commended Officers on the progress illustrated in the report, especially in respect of financial benefits. · In discussing the employee survey, it was noted that health and well-being initiatives had improved. This had also had a positive impact on staff retention. Modern Ways of Working (MWOW) also allowed a greater level of flexibility in terms of the job recruitment offer to potential permanent employees. · Variation in PRD scores between Departments. It was noted that this would depend on career progression. · Clarification that there were manual handling ‘toolbox’ sessions, in addition to the corporate manual handling training sessions listed in the report. · Lack of sickness reasons recording in some Departments. · Acknowledgement that some employees carried out roles which were of a physical nature and therefore less easy to evidence in terms of self-assessment. Officers confirmed that the Local Authority employed staff to a range of different jobs and responsibilities and these were moderated and assessed across different departments. For example, for some employees, health and safety was a larger factor. AGREED - (i)That the Committee thank the Officers and Lead Member for the report. (ii) That a full list of Workforce Monitoring reports used by Human Resources and Organisation Development Service be included in the Annual Report in July, to enable a review of the workforce information considered by the Committee.
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