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The Policy Review and Performance Scrutiny Committee reviewed progress on the Workforce Strategy 2023-27 and scrutinised the Corporate Safeguarding Policy 2025-28 before Cabinet is asked to approve it. On both items the committee agreed that the Chairperson would write to the Cabinet Member with its observations and recommendations.
Cllr Elsmore had to send her apologies after not being able to connect to the meeting remotely – due to technical problems.
Cllr Bowen- Thomson made a personal declaration of interest as she works for Safer Wales which is delivering work funded through the Council as part of SAFE (Safeguarding Adolescents From Exploitation).
The minutes of the meeting held on 09/04/2025 were agreed as a correct record and signed by the Chairperson.
Decision as recorded
AGREED: that the Chairperson, on behalf of the Committee, writes to the Cabinet Member conveying the observations and recommendations of the Committee when discussing the way forward.
The Chairperson advised members that the Committee’s Terms of Reference confer responsibility for reviewing the effectiveness of the Council’s use of human resources. The Workforce Strategy 2023-27 was approved by Cabinet in March 2023 and the Corporate Plan 2025-28 includes an action to Implement the Workforce Strategy 2023-27 to support the wellbeing of the workforce, meet the needs of the organisation, improve diversity and inclusion, and reinforce the social partnership approach with staff and trade unions. This is a 4-year strategy, and the report marks the Committee’s second scrutiny of progress. Following its May 2024 scrutiny the Committee requested a list of key actions the Cabinet expected to deliver by the same time in 2025. This report provides Committee with an update on progress over the year. For this item, the Chairperson welcomed Councillor Chris Weaver, Cabinet Member for Finance, Modernisation and Performance; Chris Lee, Corporate Director Resources and Tracey Thomas, Chief Human Resources Officer. The Cabinet Member was invited to make an opening statement after which Members were provided with a presentation from Officers. The Chairperson invited questions and comments from Members. The Committee praised the 46.5% response rate to the staff survey and the proactive visits to depots, libraries, and hubs that helped boost participation. It was observed that office-based staff responded at higher rates than their non-office-based counterparts, who were harder to reach. Feedback highlighted several positive areas the Council had been addressing. The Committee investigated whether recruitment challenges persisted in any Directorates, as had previously been the case with roles like social workers. While some professions still posed difficulties, efforts had increased to understand the values of younger people. As a result, factors such as career development, equality, diversity, inclusion, remote working, and softer workplace elements had become more important. The Committee agreed that the Council would need to accommodate these preferences, especially since it could not compete on salary alone. Although salary was less of a priority than work-life balance, Members believed that, in the long term, local government must consider how to make its pay structures more appealing. The Committee noted that a review of the exit questionnaire and interview process was underway. However, common themes had yet to emerge due to the narrative-based format, which lacked structured data for trend analysis. Members viewed this as a necessary improvement to better meet organisational needs. They also stressed the importance of Members understanding the exit interview process, as they often received feedback from departing staff. The Committee had maintained a long-standing interest in the Hybrid Working Policy, having previously examined related issues in its March 2022 report on Home and Agile Working. Members noted that the policy had been in development since the 2020 pandemic, but progress had been limited by current legislation. While aligning the policy with Core Office arrangements was necessary, and Cabinet had already agreed on the way forward, Members were eager to engage with the draft policy during its development. Concerns were reiterated about supporting new starters and young employees working from home, to prevent isolation and ensure social interaction and training. It was noted that no employee was required to work remotely, and many service areas had adopted hybrid models where teams regularly met in the office. Interestingly, officers reported that remote work had improved communication skills, with more opportunities to present to larger virtual audiences. The Committee also explored how workforce strategies could be shared with schools to help teachers and governors better understand these issues. The Council had been working to improve collaboration with schools through twilight training sessions and presentations at head teacher conferences and networks. Sickness absence levels remained an area of interest for the Committee. Members requested to be kept informed about the upcoming review of the Attendance and Wellbeing Policy. Members welcomed the strategy’s achievements over the past year and its ambitions for the future. However, they emphasised the need for clear metrics to track progress. It was noted that many such metrics were already in place, helping to identify gaps across the strategy’s themes. Members were interested in the objectives of the ongoing senior management review. They noted that the Chief Executive and Chief Officer for Human Resources had assessed current and future organisational needs and held discussions with senior managers about their aspirations. The review aimed to ensure the Council could meet its statutory duties, with a senior management structure that also addressed Welsh Government legislation and the growing trend toward regional, cross-authority service delivery. AGREED: that the Chairperson, on behalf of the Committee, writes to the Cabinet Member conveying the observations and recommendations of the Committee when discussing the way forward.
Decision as recorded
AGREED: that the Chairperson, on behalf of the Committee, writes to the Cabinet Member conveying the observations and recommendations of the Committee when discussing the way forward.
The Chairperson explained to Committee the context for this item in that Cabinet are being asked to approve the Corporate Safeguarding Policy for 2025-28, which sets out how Cardiff Council will meet its statutory duties towards the safeguarding of children and adults at risk of harm. The purpose of the Policy is to ensure robust arrangements are in place so that the whole workforce safeguard children and adults at risk. For this item, the Chairperson welcomed Councillor Chris Weaver, Cabinet Member for Finance, Modernisation and Performance; Gareth Newell, Head of Performance & Partnerships, and Rebecca Brockway, Policy & Development Manager The Cabinet Member was invited to make an opening statement after which Members were provided with a presentation from Officers. The Chairperson invited questions and comments from Members. The Committee clarified the responsibilities of the Designated Safeguarding Person within each Directorate. It was noted that the role involved raising awareness across the Directorate, serving as a central point of reference and advice for all managers, and compiling performance information. Members acknowledged that the Social Services and Wellbeing Act defined an adult at risk based on the consents required for adults. They emphasised that staff, if concerned, should always refer the matter to a social worker for assessment. However, members requested further information on this point. It was noted that key improvements compared to the previous policy included enhanced commissioning and contract management arrangements, improved collection of safeguarding data in schools, strengthened partnership learning from safeguarding issues, and a broader corporate understanding of how safeguarding could be integrated into service delivery. The Committee observed a stronger connection to the work of the statutory partners of the Regional Safeguarding Board, particularly through the introduction of a clear process for handling recommendations and actions. Members were especially pleased to learn about two work streams: one focused on safeguarding adolescents from exploitation, involving 100 local partners in raising awareness and adopting training modules; and another addressing the night time economy, working with taxis, venues, nightclubs, and bars. Members commended the significant improvement in training compliance rates, the availability of a dashboard for managers to monitor quarterly safeguarding referrals, and the resulting ability to identify and address data gaps. Nonetheless, they expressed interest in the procedures followed within the council and among partners after a safeguarding report. Additional information on this was offered. Members inquired whether a peer review assessment of the Council’s safeguarding policy had been conducted, such as by the WLGA. Officers indicated that comparator information might be available and offered to provide further details in response to the Chairs letter. AGREED: that the Chairperson, on behalf of the Committee, writes to the Cabinet Member conveying the observations and recommendations of the Committee when discussing the way forward.
Proposed date of next meeting – 11th June 2025 at 4.30pm – Subject to agreement at Annual Council.
Councillors must say when they have a personal link to something being discussed, such as a job, a property or a family member. A prejudicial interest is one strong enough that the councillor usually leaves the room and takes no part.
Bowen-Thomson: Personal interest
Works for Safer Wales, which delivers work funded by the Council through SAFE (Safeguarding Adolescents From Exploitation).
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