Agenda item

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

The Committee received and noted a report on Human Resources matters impacting on the performance of the Council during the period 1st July to 30th September 2024. 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 total number of employees at the end of the last quarter was slightly lower than at the end of the previous quarter and that the total spend on pay costs for employees in 2024/25 was forecasted to be £361,000 higher than the year’s budget. The expected overspend on contractors and agency staff meant there was likely to be an overall overspend of £1,411,000 against the staffing budget.

The report indicated that three employees had retired in the quarter. Members recognised the employees’ achievements and asked that their congratulations be passed on. Having noted that there had been one death in service during the report period, Members requested that their condolences be sent to relatives of the deceased.

The Committee congratulated Officers on their achievements in terms of recruitment. However, Councillor Jordan also enquired why turnover was high. In response, Members were informed that while some turnover was desirable, detailed analysis of reasons for leaving had not yet been carried out. This would be done once an improved exit interview process had been introduced. A request was made for the outcome of this analysis to be submitted to a future meeting. Members also discussed whether staff turnover should be included in the Council’s Risk Register and whether succession plans should be introduced for key roles and roles that were difficult to recruit to. The Chief Executive assured the Committee that these had been discussed by the Senior Leadership Team and consideration was being given to including recruitment to the Planning section as a separate entry in the Risk Register. Separately, some teams operated their own informal succession plans.

Having reviewed the section of the report containing reasons for sickness absence, Members requested details of the manual handling training provided by the Council.

Councillor Davenport-Ray enquired about the effect the change to National Insurance would have for the Council and how any risks associated with it might be mitigated. It was stated that the likely cost would be incorporated into the financial plans. Support would be made available to the Council, but the amount and form were not known. The change would come into effect in April 2025, so it would be factored into the Budget in February. The effect would be incorporated into the regular Employment Committee monitoring report.

David Pope, Employee Representative, asked several questions about contractual and budget matters. In response, the Committee was informed that there had been no change in policy but, where possible, the Council was endeavouring to move to permanent contracts for employees rather than variable ones. Work also would be undertaken on the use of contractors and agency staff when accurate projections had been made.

The Committee was acquainted with Employee Representatives’ concerns at the number of individuals leaving the Council, particularly those with management experience. However, Representatives were pleased with the use of exit interviews, the high calibre of candidates applying to the Council and the trend for employees to transfer to new roles within the Council. Finally, comment was made on sickness absence and the potential this had to add to levels of stress. Regarding the latter, it was reported that managers were supported to intervene earlier to address sickness absence. The Committee welcomed the opportunity to review trends from exit interviews at a future meeting.

At the conclusion of their deliberations on the report, the Chief Executive informed Members of a forthcoming opportunity to showcase to other employers the Council’s apprentices in conjunction with partner agencies. One of the aims of the event was to demonstrate to businesses the pipeline of talent that had been created. Whereupon, it was

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 contribution made by the employees who have recently retired from employment in the local government service and pass on its best wishes for a long and happy retirement.