Wrthi'n llwytho
Cyfarfu Pwyllgor Adolygu Polisi a Chraffu ar Berfformiad ar 15 Ebrill 2026 i graffu ar ddau eitem: adroddiad cynnydd ar Wasanaethau Trafnidiaeth Ganolog, gan gynnwys rheoli'r fflyd (y cerbydau), a chynnydd ar Strategaeth y Gweithlu 2023-27. Ar gyfer y ddau, cytunodd y Pwyllgor y bydd y Cadeirydd yn ysgrifennu at yr Aelod Cabinet perthnasol gyda sylwadau ac argymhellion y Pwyllgor. Cytunodd y Pwyllgor hefyd i ganslo ei gyfarfod a drefnwyd ar gyfer 6 Mai 2026.
None received.
None received.
The minutes of the meeting held on 25 February 2026 were agreed as a correct record and signed by the Chairperson. The minutes of the meeting held on 16 March 2026 were agreed as a correct record and signed by the Chairperson subject to the inclusion of Cllr Hinchey in the attendee list.
Y penderfyniad fel y'i cofnodwyd
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 this item provided oversight of the ongoing Programme for Improvement of Central Transport Services and fleet management. Members were reminded that the Committee last scrutinised this service two years ago and they also visited the Council’s depot at Coleridge Road. For the item the Chairperson welcomed Councillor Norma Mackie, Cabinet Member for Waste, Street Scene & Environmental Services; Chris Lee, Corporate Director Resources; Ian Allwood, Chief Finance & Deputy S151 Officer; Dean Thomas, OM for CTS & Operational Finance; and Matthew Hallam, CTS Workshop 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 sought an update on progress made in pursuing commercial opportunities to market Central Transport Services (CTS), including the HGV wash facility and fabrication unit at Coleridge Road, to other authorities, public service bodies, and partners. Members noted that while officers were in regular dialogue with public service Transport Managers, the market had not yet been formally approached with a commercial service offer. Officers agreed to explore opportunities further, while continuing to prioritise the needs of the Council’s own fleet. It was noted that the transition to Electric Vehicles (EVs) was expected to release additional depot capacity, creating scope for commercial activity. Officers advised that further work on commercial ventures was planned, as capacity to accommodate external contracts was increasing. The Committee was reassured that a comprehensive suite of refreshed processes had been implemented, which were expected to prevent a recurrence of the ineffective audit outcome. Members also noted the improved governance arrangements, including a clear escalation process, and were assured that the Council’s Internal Audit service operated a risk-based plan to ensure audit resources were targeted effectively throughout the year. Members considered whether a ‘one in, one out’ approach should be implemented to achieve a greener fleet. It was noted that the general approach prioritised the replacement of older, higher-polluting vehicles and those operating in pedestrianised areas. Older vehicles were phased out and sold at auction. Members further noted that all replacements were required to demonstrate value for money and that the Council would seek to maximise any available grant funding to increase the number of EVs in the fleet. Clarification was provided that responsibility for vehicle replacement decisions ultimately sat with individual service areas, with CTS providing strategic advice in relation to the Council’s fleet of approximately 1,100 vehicles. The Committee noted that driver behaviour typically improved when operating newer vehicles and that, following the move to a single shift at Lamby Way, incidents of damage to waste vehicles had reduced. Members highlighted difficulties associated with the use of appropriately sized waste collection vehicles in the City’s parks and indicated that replacement vehicles were required. Officers agreed to review the matter and report back to Members. The Committee was reminded that net zero emissions remained a government objective, with the Council having set a target date of 2030. Members noted, however, that the Council’s operating model was central to service delivery decisions and that the replacement of vehicles with EV or low-emission alternatives was driven by service needs. It was understood that vehicles would not be replaced solely to meet EV targets and that a clear service-led rationale aligned to the operating model was required. Members drew attention to the £23 million allocation within the Capital Budget for vehicle replacement and asked how many vehicles this funding would cover. Officers advised that replacements were planned on an invest-to-save basis and through budget optimisation; however, due to variations in vehicle size and specification, it was not possible to estimate precise replacement numbers. School minibus safety was discussed at length and Members sought assurance that schools were managing their vehicles appropriately. The Committee explored the Council’s role in monitoring the roadworthiness of school minibuses and emphasised the need for schools to be aware of safety training requirements. Members highlighted the importance of ensuring that MOTs, insurance, and routine safety checks were carried out regularly, and that drivers received appropriate training from CTS specialists. It was noted that a survey of school fleets had already been undertaken. Members proposed that officers examine the typical weekly mileage undertaken by school minibuses to assess whether hiring vehicles might represent a more cost-effective option. Finally, Members suggested that schools could benefit from using the Council’s fabrication unit for projects such as school railings and encouraged officers to include this option in future discussions with schools regarding potential services. 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.
Y penderfyniad fel y'i cofnodwyd
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 that this item advised Committee of the Council’s progress in implementing the Workforce Strategy 2023-27. The report marks the committee’s third scrutiny of progress, and monitoring of action planning. Implementation of this Workforce Strategy aims to unlock the full potential of the current and future workforce and is an essential framework for the development of the Hybrid Working Policy. For this item, the Chairperson welcomed Cllr Chris Weaver, Cabinet Member, Finance, Modernisation & Performance; Chris Lee, Corporate Director Resources and Rachael Davies, Chief Human Resources Officer, who was attending PRAP for the first time. 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. Members considered that the data presented highlighted a number of issues that warranted closer scrutiny by the Committee. These included disparities in gender employment across the Council, the high proportion of employees choosing not to disclose their ethnicity, and concerns regarding the relatively low number of young people employed by the Council and how this might be addressed. Members noted that the levels of non-disclosure appeared high and expressed a desire to better understand the reasons and barriers behind this. Officers acknowledged gaps in the collation of sensitive workforce data and advised that the figures reflected the early stages of the strategy. It was reported that recent system changes within DiGiGov, including improved data validation, were expected to increase declaration rates. Members also noted that a communications plan was in place to address high levels of non-declaration of ethnicity. Members indicated that further work on equalities would be considered as part of the Committee’s future work programme, with particular interest in the gender split of the workforce and how it compared with the demographic profile of Cardiff. The Committee reiterated its ongoing concern regarding workforce sickness absence levels. Members noted that, despite sustained focus on long-term sickness absence by the Chief HR Officer and the Chief Executive, together with the introduction of a range of wellbeing initiatives, sickness levels remained high, although broadly comparable with those across the public sector. Members observed that sickness absence appeared to have increased noticeably over the past five to six years and emphasised the importance of understanding the underlying causes. Officers confirmed a commitment to review sickness absence as part of the Corporate Plan and advised that discussions had taken place with the Trade Unions. Members confirmed that engagement with the Policy Review and Performance Scrutiny Committee would be factored into future work programming discussions and wished to see a report back to the Committee outlining any proposed changes arising from the review. Members were interested in how recruitment associated with the recent senior management restructure had contributed to increasing diversity within the senior management team and how applicants’ capability to manage the workforce had been assessed. It was noted that the restructure had been completed with the appointment of three new Directors following a robust Member-led appointment process, which included testing management and leadership competencies. Members sought assurance that the gender profile of the senior management team reflected that of the wider organisation and asked how this was monitored. Officers agreed to provide the requested information. The Committee explored whether homeworking was both expected and encouraged within the Council. Members noted that the Council’s primary operating model was service delivery and that the majority of staff worked in frontline roles requiring daily attendance. While acknowledging the benefits of social interaction, informal learning, and workplace conversations, Members emphasised that maintaining service levels remained the overriding priority. Members discussed whether the Workforce Strategy was politically driven or HR-led. It was noted that political priorities set the strategic direction, while HR professionals provided the underpinning framework. Members understood that senior managers influenced significant elements of the Workforce Strategy, but that there was a clear political expectation for the workforce to reflect the composition of the city. The Committee welcomed improvements in the completion of exit interviews and noted officers’ view that there was no indication of significant staff turnover within the Council. Members acknowledged the strong response to recent senior leadership recruitment exercises, while noting that competitiveness varied when compared with the civil service and other public sector bodies. Officers also advised that recruitment challenges persisted in specific smaller service areas and that further work was planned to explore these issues. Members commended the significant improvement in the provision of work placement opportunities offered by the Council. It was noted that increased engagement by the expanded HR team at events had raised demand beyond the organisation’s capacity to meet all requests. Members agreed that work placements needed to be delivered in person rather than remotely. Members sought assurance that, in seeking advice from Stonewall, the Council considered the organisation to be reputable. This followed reference to the Supreme Court ruling in April 2025, which found that legislation passed by Scottish Ministers was incompatible with the Equalities Act and noted that the identified flaw aligned with standard advice previously provided by Stonewall to employers. Officers advised that the Council had worked with Stonewall for many years, that its leadership maintained a positive view of the organisation, and that the Council remained committed to being a diverse and inclusive employer. It was noted that the Council also worked with a range of organisations alongside Stonewall. Members highlighted the many positive initiatives introduced by the Council, including the adoption of the Living Wage, strengthened partnership consultation with Trade Unions, and the development of an extensive wellbeing programme. Members noted that a key ongoing challenge was the level of remuneration competition across Wales for similar roles and welcomed the Council’s continued engagement with the WLGA and Welsh Government to promote greater collaboration and standardisation. 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.
None received.
The Chairperson advised that the next Committee meeting was programmed for Wednesday 6th May 2026 however as this woud be the eve of the Senedd elections and Members would be busy supporting their party campaigns, the Chairperson proposed that the meeting be cancelled. This was agreed by Committee.
Rhaid i gynghorwyr ddweud pan fydd ganddyn nhw gysylltiad personol â rhywbeth sy'n cael ei drafod, fel swydd, eiddo neu aelod o'r teulu. Mae buddiant sy'n rhagfarnu yn ddigon cryf i'r cynghorydd adael yr ystafell fel arfer a pheidio â chymryd rhan.
Dyw'r cofnodion ddim yn cofnodi unrhyw ddatganiadau o fuddiant.
Yn rhestru cynghorwyr presennol y cyngor yn unig. Nid yw aelodau cyfetholedig, swyddogion a chyn-gynghorwyr yn cael eu dangos.