Issue - meetings

To consider an update on HR matters impacting on the performance of the organisation.

The Committee received and noted a report on Human Resources (HR) matters impacting on the performance of the Council during the period 1st January 2025 to 31st March 2025. The report included the latest position and trends relating to employee numbers, salary costs and sickness absence. A copy of the report is appended in the Minute Book.

The Committee heard that the workforce totalled 678 people, the fulltime equivalent working out at 620.13 Officers, which was an increase from the previous quarter. The Pay bill had also increased this Quarter and ended with an overspend of £1.137 million. There had also been an increase in Contractor and Agency costs which had been factored into the 2025/26 budget.

It was confirmed that 21 individuals left the Council in Quarter 4 which continued to be a decrease from the previous Quarter when 33 employees left. The overall turnover was 19%. Sickness had decreased from 8.5 days FTE to 8.3, however long-term sickness had increased from 17 to 22 employees.

After a question from Councillor Cawley relating to long-term sickness, referencing depression and other mental health issues, Members were informed that Managers were being trained in how to support their teams when issues such as stress have been raised. The areas covered included Occupational Health referrals and highlighting early intervention as key in ensuring employees were supported from the outset and that they received help getting back into the workplace.

Further information regarding Health and Safety ‘Red Doors’ and Near Misses were requested by the Committee as this could be useful in spotting trends which could prevent incidents from happening and highlight any issues or training gaps. Members were advised that there was a system in place to monitor this and the information would be shared with them after the meeting.

Councillor Davenport-Ray asked why recruitment for One Leisure was still high in this Quarter. It was confirmed to the Committee that there were still gaps following the restructure and this was a long-term impact from that.

In response to a question from a Member, it was explained that My Conversation was a new 1-2-1 form which had been in use since April 2025. It provided a structure for a 1-2-1 conversation between a Line Manager and Officer. It was confirmed that this was to be completed monthly.

Following a question from Councillor Cawley, the Committee heard that the course descriptor for the new Management and Leadership course would be circulated via email to Members. The course included HR practises and how to have informal HR discussions. It was co-designed to ensure the training included the necessary information relevant to managers. After the first training cohort, the Committee would receive feedback to review.

In response to a question regarding events that helped with employee wellbeing, the Committee was advised there was an engagement calendar that was being developed with Communications. It would be taken to management teams to promote participation in events.

Special mention was made relating to the Shared Service graduate who  ...  view the full minutes text for item 6