Issue - meetings

By means of a presentation, the Panel will receive an update on the Workforce Strategy.

By means of a presentation (a copy of which is appended in the Minute Book) Kiran Hans, HR Coordinator – Project Delivery, provided the Committee with an update on the Workforce Strategy. Reference was made to examples of training and development activities, such as the Management and Leadership programme.

Members received an overview of the Workforce Strategy, which was developed following extensive staff engagement across all Council sites in 2024. The Strategy focused on three key themes: attraction and retention, engagement, and wellbeing, and was supported by a detailed action plan.

Officers highlighted progress made since the Strategy's adoption, including the introduction of the Leadership Development Programme, a new one-to-one performance framework, a buddy scheme for new starters, an enhanced Employee Assistance Programme, a revised employee handbook, and the establishment of the "HDC for Everyone" equality, diversity and inclusion network. A new pension salary sacrifice arrangement had also delivered employer National Insurance savings.

Members were advised of a range of initiatives introduced since the previous update, including electric and hybrid vehicle schemes, a new employee rewards platform, a job shadowing programme, improved career development opportunities, coaching and mentoring support, graduate placements, and measures to address pay grade compression. Officers also highlighted ongoing health and wellbeing initiatives, staff engagement roadshows, and targeted support services aimed at improving employee wellbeing and reducing sickness absence.

Looking ahead, priorities included the development of a Health and Wellbeing Strategy, consideration of healthcare cashback schemes, and a review of mandatory training arrangements. All Workforce Strategy actions were either completed or in progress, with no actions currently outstanding.

Councillor Davenport-Ray welcomed the progress made through the Workforce Strategy and confirmed that it had been developed in response to feedback from employees on ways to improve the workplace. She emphasised that, whilst the initiatives supported staff wellbeing and engagement, they also delivered tangible organisational benefits. These included improved recruitment and retention, reduced staff turnover, fewer hard-to-fill vacancies, and a preventative approach to employee wellbeing that could help reduce sickness absence. Investment in the workforce should be viewed not only as the right thing to do for employees, but also as delivering a positive return on investment for the Council.

Councillor Dewey-Beckett commended Officers for the wide range of initiatives being delivered. He commented that organisational culture was a key factor in employee engagement and retention and noted that feedback from Staff, alongside the activities outlined in the report, demonstrated a positive and well-supported workplace culture. Appreciation was expressed to Officers for their work in developing and delivering the Strategy. Whereupon, it was

RESOLVED

that the information presented be received and noted.