Wrthi'n llwytho
Y penderfyniadau fel y mae cofnodion y cyngor yn eu cofnodi. Bydd crynodeb mewn iaith glir yn dilyn pan fydd wedi'i ysgrifennu.
RESOLVED: That the minutes of the meetings of the Finance and Resources Overview and Scrutiny Committee held on 23 January 2023 and 6 February 2023 be approved and signed as a correct record.
RESOLVED- That the Forward Plan for the Finance and Resources Overview and Scrutiny Committee be approved.
RESOLVED: That the Strategic Equality Plan Annual Report (2021-2022) and the Employment Monitoring Report (2021-2022) be approved for publishing on the Council’s intranet and internet sites to fulfil the requirements of UK and Wales Equality legislation, by 31 March 2023.
Apologies for absence were received from Councillors John Roberts, Nigel Smith and Andrew Wood.
None.
None.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: That the minutes of the meetings of the Finance and Resources Overview and Scrutiny Committee held on 23 January 2023 and 6 February 2023 be approved and signed as a correct record.
The minutes of the meetings of the Finance and Resources Overview and Scrutiny Committee held on 23 January 2023 and 6 February 2023 were submitted for approval. RESOLVED: That the minutes of the meetings of the Finance and Resources Overview and Scrutiny Committee held on 23 January 2023 and 6 February 2023 be approved and signed as a correct record.
None.
Y penderfyniad fel y'i cofnodwyd
RESOLVED- That the Forward Plan for the Finance and Resources Overview and Scrutiny Committee be approved.
The following changes to the Forward Work Programme (FWP) were highlighted: · The Welsh Promotion Strategy report would be presented in June 2023 alongside the the Annual Monitoring Report on the Welsh Language Standards. · The quarter 3 North Wales Economic Ambition Board report would be presented on 3 April 2023. Members raised the following: • Concern was raised that no date was allocated in respect of a report on the Brickworks Regeneration Programme Board. - In response, the Cabinet Member for Finance, Revenue and Benefits advised that an update on progress would be provided to Members via e-mail and that a date for the report would be allocated in due course. • It was suggested that a report on the budget for 2024/2025 be included within the FWP. • Information was sought in respect of the UK Shared Prosperity Fund and how this would be shared with scrutiny. - In response, the Strategic Director – Finance and Resources advised that timelines in respect of the fund were tight. - Applications would be reviewed by a Panel who would recommend the funding allocation. - Concern was raised that the Panel may not be politically balanced. - The report presented to Cabinet in January, 2023 would be circulated to Members. • An update in respect of the remit and progress of the Corporate Joint Committee (CJC) was requested. - In response, the Chief Executive advised that information was awaited in respect of scrutiny arrangements. - A temporary Chief Executive had been appointed and the process of transferring the North Wales Economic Ambition Board into the CJC had commenced. • Concern was raised that Conwy County Borough Council (CCBC) may not submit bids for the next round of the UK Levelling Up Fund. - Feedback had not yet been received in respect of previously unsuccessful bids and a final decision had not yet been made. RESOLVED- That the Forward Plan for the Finance and Resources Overview and Scrutiny Committee be approved.
The Cabinet Member for Democracy and Governance introduced the Corporate Plan 2022-2027 Mid-Year Performance Report. The purpose of the mid-year performance report was to provide a summary of the progress Conwy County Borough Council (CCBC) had made in 2022/2023 to deliver the Corporate Wellbeing Objectives set out in the Corporate Plan 2022-2027. The Corporate Performance and Improvement Manager highlighted the following points: • Service Performance Reviews had evidenced that staff capacity was an issue within all services and that budget cuts remained a significant challenge. • The staff absence rate remained high, with stress, covid-19 and infectious disease listed as the top 3 absence reasons. • Key achievements within the period. • Areas that would continue to be focused on included: - Improving the sustainability of the social care sector in the face of recruitment and economic challenges. - Managing the ever increasing demand for social care services. - Improving social care accommodation options for children and young people in Conwy and reducing the need for out of county residential placements. - Implementing the newly established Housing Programme. - Improving completion of safeguarding training for new staff. - Improving cyber resilience. - Improving school attendance. - Monitoring the impact of the hybrid working model. In scrutinising the report, Members discussed the following: • The public perception in respect of Coed Pella due to the office not being at capacity. - It was suggested that staff should be encouraged to work from Coed Pella, as the purpose of the building was to assist with the regeneration of Colwyn Bay. - In response, the Cabinet Member for Democracy and Governance advised that a report in respect of office accommodation, which included several options, would be presented to Scrutiny in due course. - The Head of People and Performance advised that weekly reports were produced in respect of office attendance. Occupancy levels varied and were regularly between 200 and 300 per day. - A team agreement was in place for each service, which included office attendance. • In respect of outcome A3.3 (Implementing the 21st Century Schools Programme) reference was made to the decreasing school numbers and it was suggested that rationalisation and amalgamation of schools be considered. - In response, the Cabinet Member for Democracy and Governance advised that work was ongoing in respect of schools. • It was queried whether CCBC was likely to meet their target in respect of Carbon offsetting. - In response, the Corporate Performance and Improvement Manager advised that a plan was in place, along with targets, for each individual element. - A plan was also in place in respect of offsetting residual emissions. - In order to achieve net zero by 2030, investment was required in CCBC infrastructure. • It was queried as to whether CCBC would be installing electric car charging points. - In response, the Corporate Performance and Improvement Manager advised that car charging infrastructure did not form part of CCBC’s net zero target. - The installation of charging points was being considered as part of car park upgrade works. • It was queried whether the installation of CO2 monitors in CCBC offices also included schools. - In response, the Corporate Performance and Improvement Manager advised that CO2 monitors had been installed within schools, in accordance with the risk assessment. - Due to the age of many of the buildings, managing carbon emissions within schools was a challenge. - It was queried whether insulation within schools was being upgraded, in conjunction with the installation of heat pumps. - In response, the Strategic Manager, Education Property and Site Management advised that heat pumps were considered when a boiler required replacing, however cost was a factor. - Green initiative grants were being applied for in order to assist with upgrades. • Reference was made to the excellent standard of the Mid-Year Performance Report and it was suggested that, in order to highlight resource issues faced by CCBC, consideration should be given to producing a less comprehensive report and advising the Welsh Government that this was due to resource and budgetary issues. - In response, the Corporate Performance and Improvement Manager advised that it was a legal requirement of the Local Government and Elections (Wales) Act 2021 to complete a self-assessment and a report on corporate objectives. • It was suggested that a breakdown of sickness figures, to include reasons for the absence, be included within the report. - In response, the Head of People and Performance advised that sickness levels were monitored. - HR Business Partners were working with managers to provide support in relation to high levels of sickness absence and the return to work process. - Statistics were provided to managers, the Strategic Management Team and Informal Cabinet. • It was queried as to whether evaluation had been carried out in respect of the use of active travel routes. - In response, the Cabinet Member for Democracy and Governance advised that baseline monitoring in respect of active travel routes would take place. • It was queried as to whether there was a clear timetable in place in respect of ceasing the use of out of county placements for children looked after. - In response, the Head of Service - Integrated Adult and Community Services advised that a strategy was in place, which included an accommodation strategy and a housing programme, in conjunction with Registered Social Landlords. • Reference was made to outcome A6.6 (supporting the mental well-being of unpaid carers) and it was queried as to whether a clear pathway of support was in place. - In response, the Head of Service - Integrated Adult and Community Services advised that a strategy was in place. - Capacity issues was impacting the completion of carers’ assessments. - Third party organisations were commissioned to provide support. - Carers respite opportunities were offered. • It was queried whether Leisure Centres had reduced their opening times. - In response, the Corporate Performance and Improvement Manager would seek information from Leisure services and would advise Members accordingly. • In respect of outcome A2.2 (regenerating town centres) reference was made to overnight motorhome facilities and whether there was any evidence regarding economic benefit, littering and pollution. - Reference was made to a consultation carried out in respect of providing motorhome facilities outside of town centres and introducing restrictions within town centres. - The Cabinet Member for Democracy and Governance advised that discussions had taken place at the Local Area Forum – North. - The Cabinet Member for Environment, Roads and Facilities – Neighbourhood and the Environment would be requested to provide an update to Members on progress. RECOMMENDED TO CABINET: That the Corporate Plan 2022-2027 Mid-Year Performance Report be approved and that the self-assessment that good progress has been made in delivering the Corporate Plan 2022-2027 Wellbeing objectives be acknowledged.
The Cabinet Member for Democracy and Governance introduced the Draft People Strategy 2022 - 2027 and Strategy Summary. The report presented the Draft People Strategy objectives for 2022 – 2027, which Conwy County Borough Council (CCBC) aimed to deliver, and in some cases explore, to support the Corporate Plan Outcome: Conwy County Borough Council is a resilient, well-run organisation and a good employer. The Head of People and Performance highlighted the following points: • The Draft People Strategy set out key priorities to support and develop staff to make a difference for the people of Conwy, and was categorised into the following priority themes that mirrored the staff journey: - Joining - Learning - Working - Reward - Leaving · Aspirations within the Strategy would be explored. · Funding would be sought in respect of graduate and apprenticeship programmes. · A workforce plan and succession planning would be explored and developed in conjunction with the Welsh Local Government Association (WLGA). In scrutinising the report, Members discussed the following: • Providing support to staff who were carers was important. • Reference was made to inward marketing in respect of recruitment and it was suggested that there should be a focus on university and college graduates. - In response, the Head of People and Performance advised that a recruitment project was in place. - Recruitment channels were utilised in respect of posts that had specific requirements. - It was hoped that, subject to funding, graduate training schemes could be introduced. - Apprenticeships for care leavers would also be explored. - Offering a competitive salary was an issue, as there was no room for negotiation due to salary awards being nationally negotiated. - The Recruitment Project Team, together with Communications and Marketing Team, had reviewed the layout of the recruitment pages of the CCBC website and had produced a new recruitment image for use within jobs fairs. - Staff profiles had been developed which included, school leavers, those returning to work and those who were carers. • Reference was made to the fact that more females than males were employed within Social Care, including management positions. - In response, the Head of People and Performance advised that the recruitment process was transparent and that CCBC welcomed applications from all backgrounds. - No male applicants had applied for recent Social Care management posts. • It was queried as to whether there had been an increase in job applications from people who did not live within Conwy, as a result of hybrid working. - In response, the Head of People and Performance advised that there had not been a significant increase. - Applicant data would continue to be monitored. RECOMMENDED TO CABINET: That the Draft People Strategy 2022/2027 and the Draft Strategy Summary be approved.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: That the Strategic Equality Plan Annual Report (2021-2022) and the Employment Monitoring Report (2021-2022) be approved for publishing on the Council’s intranet and internet sites to fulfil the requirements of UK and Wales Equality legislation, by 31 March 2023.
The Cabinet Member for Democracy and Governance introduced the Strategic Equality Plan Annual Report 2021-2022 and Employment Monitoring Report 2021-2022. The two reports were presented to comply with the requirements of the Statutory Duty (Wales) Regulations (2011), which must be published before the end of the following financial year (31 March 2023). The HR and Equality Officer highlighted the following points from within the Strategic Equality Plan Annual Report 2021-2022: • Conwy County Borough Council (CCBC) had developed an action plan following Audit Wales’ review of the Equality Impact Assessment process within the public sector in 2022. • Work was ongoing in respect of embedding the Welsh Government’s (WG) Anti-racist and LGBTQ+ action plans. • 2021 census data was being utilised for equality monitoring purposes. • The Annual Report included details on progress made in respect of priority areas within the following objectives: - Education attainment and Wellbeing in Schools. - Equal opportunities employer. - Improving Living Standards of people disadvantaged by their protected characteristics. - Improving Health, Wellbeing and Social Care outcomes. - Improving Personal Security and Access to Justice. - Increasing access to participation and improving diversity of decision making. - Developing knowledge and understanding of the socio-economic duty. · 141 actions had been identified, of which 117 (83%) had been completed or were ongoing. 13 actions (9%) had been started but not yet finished and a further 11 actions (8%) had not yet started, mainly due to other priorities associated with the Covid-19 pandemic. Members discussed the following in respect of the Strategic Equality Plan Annual Report 2021-2022: • It was suggested that CCBC did not acknowledge priorities in respect of Romany Gypsy Travellers. - In response, the HR Services Manager (Employment and Equality) advised that Romany Gypsy Travellers would be considered as part of priorities for the next plan. • Reference was made to an equality related complaint and it was queried as to why this was not referenced within the report. - In response, the HR Services Manager (Employment and Equality) would check the details of the complaint and advised that it may not have been included due to when the complaint had been received. • It was queried as to whether the ‘Talk to Me 2’ suicide prevention plan was a national initiative. - In response, the HR Services Manager (Employment and Equality) confirmed that it was a national initiative and that a local action plan was in place. - The Children, Family and Safeguarding Service led on the initiative within CCBC and had carried out work with rural farmers. • In respect of diversity in democracy, it was queried as to what steps had been taken to ensure that Members of different faith groups could participate in the decision making process. - In response, the HR Services Manager (Employment and Equality) advised that engagement with religious groups had taken place as part of the production of policies and action plans. - Further information would be sought from the Head of Democratic Services. The HR Services Manager (Employment and Equality) highlighted the following points from within the Employment Monitoring Report 2021-2022. • The Report included employment data for permanent, fixed term and casual staff. • There had been an improvement in the employee age profile, with 70% of the workforce between the ages of 25 and 54. • 188 maternity certificates had been submitted during the year, compared with 506 for the previous year. • The number of positions advertised (1022) had increased by 78% when compared to the previous year. - 224 jobs were advertised more than once and, on average, there were 3.89 applicants per vacancy. • 48.6% of internal applicants had been successful in being appointed. • 4.03% of all applicants regarded themselves as disabled, which was a slight increase from the previous year. • There had been an increase in employees who had left CCBC. • Key actions identified included the following: - Continue to improve equality monitoring information held for staff by targeting services where responses were lower. - Review Attendance Management Policy. - Undertake an analysis of exit interviews. The following was discussed in respect of the Employment Monitoring Report 2021-2022: • Concern was raised in respect of the number of staff who were suffering with stress and anxiety and it was queried whether an individual plan was put in place for employees returning to work. - In response, the Head of People and Performance advised that stress and anxiety was a complex area which could be influenced by both work and personal circumstances. - Employees were referred to Occupational Health, a stress risk assessment was carried out and counselling was available. - A phased return process was utilised. - Work was ongoing in respect of providing additional support to staff. • It was suggested that the WG be informed that CCBC were unable to produce comprehensive reports due to resource issues, as a result of inadequate funding. - In response, the Cabinet Member for Finance, Revenues and Benefits advised that lobbying was taking place in respect of the funding formula. - Issues in respect of the 2024/2025 budget were being raised as early as possible. - It was suggested that the WG had been inadequately funded by the UK Government. • A Member requested information regarding the 4 compulsory redundancies which took place in 2021/2022. - In response, the HR Services Manager (Employment and Equality) advised that the redundancies were likely to have taken place due to service restructures. - Information would be shared with the Member following the meeting. • Concern was raised in respect of high rates of sickness absence within CCBC. - In response, the Head of People and Performance advised that an absence management process was in place. - Improvement notices were issued when trigger points for absence were met. - An escalation process was in place. RESOLVED: That the Strategic Equality Plan Annual Report (2021-2022) and the Employment Monitoring Report (2021-2022) be approved for publishing on the Council’s intranet and internet sites to fulfil the requirements of UK and Wales Equality legislation, by 31 March 2023.
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.
Caiff datganiadau eu darllen o'r cofnodion unwaith y byddan nhw wedi'u cyhoeddi.
Yn rhestru cynghorwyr presennol y cyngor yn unig. Nid yw aelodau cyfetholedig, swyddogion a chyn-gynghorwyr yn cael eu dangos.