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There is no summary of this meeting yet. One is written once the council publishes the minutes. The agenda and papers are below.
Response by Head of Service: Diolch yn fawr am eich e-bost yn holi am drosiant staff o fewn y gwasanaeth. Drwy’r broses o gasglu'r wybodaeth hon, mae wedi rhoi’r cyfle i ni ail-bwysleisio’r proffil y mae Gwasanaeth Addysg Powys bellach yn datblygu ledled Cymru a sut rydym wedi llwyddo i adeiladu cynaliadwyedd o fewn y gwasanaeth er gwaethaf gwneud arbedion ariannol sylweddol ac angenrheidiol yn ystod y 18 mis diwethaf. Mae cyfanswm o 14% o'r gwasanaeth wedi gadael yn ystod y flwyddyn ddiwethaf, o'r 14% hwn, mae 22% wedi symud ymlaen i swyddi uwch a swyddi nad oedd yn bodoli o fewn y gwasanaeth ac mae 37% naill ai wedi ymddeol neu wedi gadael oherwydd bod eu contractau wedi dod i ben. Rydym wedi dechrau tyfu'r wybodaeth a'r arbenigedd o fewn y gwasanaeth trwy recriwtio cadarn a gweithredol. Rydym wrthi’n datblygu gwasanaeth cynaliadwy gwydn trwy gynllunio olyniaeth effeithiol gan gynnwys sefydlu tîm uwchradd parhaol a Rheolwr Gwella Ysgolion Uwchradd yn lle defnyddio ymgynghorwyr allanol. Rydym hefyd wedi llwyddo i lenwi swyddi sydd wedi bod yn wag am gyfnod fel Arweinydd Strategol CSCA. Er mwyn gwireddu ein gweledigaeth strategol ar gyfer y Celfyddydau Mynegiannol, rydym hefyd wedi penodi Arweinydd y Celfyddydau Mynegiannol sydd wedi gallu gwireddu ein cynllun cerddoriaeth a rhoi elfennau ar waith i ail-lansio gwasanaeth cerddoriaeth Powys. Diolch yn fawr for your email enquiring about the staff turnover within the service. Through gathering this information, it has reiterated the profile Powys Education Service is now developing across Wales and how we have managed to build sustainability within the service despite making necessary significant financial savings in the last 18 months. In total 14% of the service has left in the last year, of this 14%, 22% have moved on to promotions and jobs that did not exist within the service and 37% have either retired or left because their contracts have come to an end. We have begun to grow the knowledge and expertise within the service through robust and active recruitment. We are developing a resilient sustainable service though effective succession planning including the replacement of external consultants with a permanent secondary team and Secondary School Improvement Manager. We have also managed to fill posts that have remained vacant for a period of time such as the WESP Strategic Lead. In a hope to realise our strategic vision for Expressive Arts we have also appointed an Expressive Arts Lead who has been able to realise our music plan and put elements in place to relaunch the Powys music service.
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