Wrthi'n llwytho
Does dim crynodeb o'r cyfarfod hwn eto. Caiff un ei ysgrifennu pan fydd y cyngor yn cyhoeddi'r cofnodion. Mae'r agenda a'r papurau isod.
There were no apologies for absence.
There were no declarations of interest.
The Chair was authorised to sign the minutes of the meeting held on 16 January 2025 as a correct record.
The Committee received a HR update in respect of Recruitment, sickness and mandatory training. Recruitment – the Head of People noted that the Council faced major challenges and has developed a broad range of good solutions to address recruitment issues, which is evidenced by the available data. Continuing challenges for Powys include: · when young people go to university 25% do not come back to Powys and so this has an impact when more go to university, · low unemployment in Powys at approx. 2.6% compared to approx. 3% in Wales and approx. 3.5% in England and · 24% of people employed in Powys are self-employed compared to 11% in Wales. The Committee welcomed the changes that had been introduced. The Professional Lead, Human Resources Management and Development confirmed that the reason for the reduction in vacancies was due to them being filled rather than the post being deleted. In response to a question, it was confirmed that the recruitment freeze does not apply to schools. Work needs to continue with schools to understand their data and to encourage them to use the recruitment module. In response to a question regarding apprentices the Head of People advised the target for this year was 15 and 13 had been recruited. The target would not be achieved in part because of the vacancy freeze. A more challenging target would be set for next year and the Chief Executive had recently instructed Heads of service to prioritise apprentices up to Grades 6 to 8. Comment was made about how vacancies are advertised locally and the Professional Lead, Human Resources Management and Development advised that localised leaflet drops for specific roles are used. Local information giving events are also used and support from members would be welcome. In addition, the application process can be adjusted accordingly, testing the skills for a role. In response to a comment regarding apprenticeships, the Head of People advised he would speak to the Apprentice Officer to consider whether apprenticeships could be advertised for specific jobs. Currently apprenticeships are advertised via the pool and people are matched to jobs taking into account their interests and knowledge and the needs of a job. Sickness – the sickness figures were noted and the Committee was assured that sickness levels were not an issue. Mandatory training – the Committee noted the high completion rates for mandatory training and noted that for staff who are not office based, training is provided to them in different ways to enable them to complete the modules. The training dashboard also enables managers to quickly check on completion rates and follow up where necessary. Staff appraisals – in response to a question the Head of People advised that annual appraisals are held and six-monthly reviews. Last year 96% of annual appraisals were completed in the required time period and 95% of six-month reviews were completed in the required time period. In the staff survey this year 95% staff advised that they had had an appraisal. In response to a question regarding the number of staff currently on suspension pending investigations and the length of time for investigations to be completed, the Professional Lead, Human Resources Management and Development advised that she did not have the figures to hand. However, she advised that the number of appeals had reduced as the informal resolution framework had been introduced for disciplinary and grievance processes. The time for an investigation to be completed depended on the complexity of a case. Regular appeal meetings are held and she was not aware of any delays. Investigation meetings are recorded and the service is looking at how AI can be used to reduce the time it takes to produce notes, so reducing the time of an investigation process. Member training –completion of mandatory training by members is not monitored by the HR Team. Completion of training is recorded and statistics are produced from the Trent system and completion rates are similar to the officers. The Democratic Services Officer advised that previously reminders were sent to members to complete mandatory training and Group Leaders would be copied into these. Group Leaders are now being sent updates for their Groups and are asked to remind members in group meetings that training needs to be completed and are also asked to speak to individual members concerned. If someone takes a long time to complete training the Monitoring Officer is advised. It was noted that school governor training is monitored via the Corporate Safeguarding Board in respect of mandatory Corporate safeguarding and VAWDASW.
The Head of Finance role would be readvertised. Comment was made that in previous interviews not all the candidates facilitated the stakeholders session, with some using it to make a presentation. The Professional Lead, Human Resources Management and Development advised the expectations for this session would be made clear to candidates and also to the stakeholders as to what they would be assessing. It was considered that Teams worked for shortlisting but interviews should be in person. It was considered that the same members should be involved in shortlisting and interviews.
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.