To consider an update on HR matters impacting on the performance of the organisation.
Contact:A Whatmore
Minutes:
The Committee received and noted a report on Human Resources matters impacting on the performance of the Council during the period 1st April to 30th June 2020. 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 was informed that the workforce headcount at the end of the last quarter was the same as at the end of the previous quarter and that the total spend on pay costs for employees in 2020/21 was forecast to be £0.9m less than the year’s budget. The latter could partly be attributed to the fact that recruitment had been put on hold, but it also was the result of other factors such as pensions. Councillor Maslen enquired whether recruitment usually took place within departments or centrally. It was reported that it depended on the post and that the Council had recently appointed a recruiter to help fill strategic and hard to fill roles.
Members’ attention was drawn to the fact that 91% of the workforce had no instances of sickness absence during the last quarter, while 18 employees had experienced long-term sickness compared with 28 in the previous quarter. While the availability of comparative data was limited, it appeared that Council had lower rates of absence than other local authorities. However, trends in mental health and musculoskeletal related absence would be closely monitored.
The Strategic HR Manager reported that owing to other Covid related demands and an inability to hold meetings, it had not been possible to devote much time to casework. This was particularly the case where unions were involved.
In response to a question by Councillor Jordan on trends in stress, anxiety and depression, it was reported that these reasons for absence could be complex and often arose from other issues. The aim was to find a way to get these individuals back to work as soon as possible. The Council had made significant investments in mental health provisions and monitored trends against a number of factors. After a related question by Councillor Keane, it was agreed that in future the report would contain a greater level of analysis relating to absence.
Regarding the sections of the report on high earners and the figures for average pay by gender, it was stated that reporting requirements in respect of the latter had been suspended. The Committee discussed the definition of high earners. Given that it had not changed for a number of years, the Strategic HR Manger was requested to consider whether the threshold should be increased.
The report indicated that four employees had retired in the quarter. Members recognised the employees’ achievements and conveyed their congratulations to them. For other leavers, a new questionnaire had been introduced to provide greater insight into the reasons why employees left the Council and for use in recruitment. The Committee endorsed a suggestion by Councillor Tysoe that in future the data on leavers should differentiate by age ranges and department. It was considered that this would have the added advantage of identifying potential reasons for changes in performance. It was then
RESOLVED
a) that the contents of the report be noted, and
b) that the Council place on record its recognition of and gratitude for the excellent contributions made by the four employees who have recently retired from their employment in the local government service and convey its best wishes to them for long and happy retirements.
Supporting documents: