Agenda item

To receive an update on the progress of the HR Service.

The Service Manager – Human Resources provided an overview of the work undertaken within the HR Service over and above the re-active casework.

The following updates were provided:

• The Staff Engagement Survey now had a draft action plan, which had been recently reviewed.  The action plan would now be shared with staff.

• The Local Government National Recruitment campaign would be happening again, later in the year.

• Worked with the Transformation Team to look at how HR could streamline some of its processes and automate, where suitable.

• The Learning Management System was continuing to be developed.  As part of Learning at Work Week HR had worked with the operational depots to make sure they were engaged in and taking part. 

• The HR Service Review had been undertaken.

• The EDI Group continued to meet and there was now an away space established for those who wished to observe religious beliefs, breastfeeding/expressing milk, etc.   More promotion would be undertaken to promote the facility.

• The Council had recently been reassessed to use the Disability Confidence Scheme logo.  The Council achieved the Level 2 Award again, for another three years.

• With support from ICT, a case manager system was now in place and enabled a dashboard to be used, which could be split into each service.  That data could then be shared with Strategic Directors and Service Managers.  This would provide an up-to-date view of what was happening and would be a valuable HR tool.

• The annual return for the Local Government Pension Scheme had been submitted.

The Chairman thanked the presenter for the overview.

A member of the Committee raised a question on the recruitment process and given the uncertainty of local government reorganisation (LGR), was the Council experiencing any uncertainty, reluctance or a drop in the number of applications for roles.  In response, it was stated that a couple staff had chosen to leave the Council and part of their reason for this was due to the uncertainty of LGR.  As a Council we were mindful that we needed to put something in place that would enable us to retain our key staff.  At the same time the Council would still need to make itself attractive to applicants.  The Behaviours Framework would be a key piece of work.

Another member raised concern that 7% of staff had been subject to bullying in the past 12 months and the figure seemed remarkably high.  In response, it was confirmed that the Council needed to be clearer with its definition of bullying and that HR were drilling down to make sure that the issues were addressed.  In future, the question would be made clearer for responding.    A Committee member also raised concern regarding the bullying of frontline staff during the roll out of the new waste collection service and what could the Council do to stop this.  It was confirmed that all verbal incidents towards staff, from the public, were recorded and sent to the health and safety team for investigation.  In terms of lone working, there was an app-based monitoring device which could be used, along with an orbit device which had a panic alarm.  Conflict management training had also been undertaken.

A concern was also raised that 40% felt that their manager didn’t listen to them and it seemed a large percentage.  In response, it was stated that further work was being undertaken to the Behaviour Framework and training was being provided to develop manager skills.

A question was raised asking how did those staff who did not have a Council device to access to Forestnet and how they received messages.  In response, it was confirmed that HR were working with ICT to find ways to enable those staff to access Forestnet, whether that was a kiosk that was available at a depot, etc.  It was important, as there was key information on Forestnet such as health and safety polices.  Engagement and internal communications mechanisms were also being looked at.

A Committee member asked whether performance reviews were compulsory or voluntary.  In response, it was noted that all staff should have an annual performance review, as it was an important part of managing a team.  The new dashboard should provide data on whether performance reviews had been undertaken. 

RESOLVED:

That Members noted the ongoing work within the HR Service.