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The decisions as the council's minutes record them. A plain-language summary follows once it has been written.
AGREED – That the work programme as attached at Appendix 1 to the report COGC/14/25 be agreed, subject to the aforementioned changes.
RESOLVED – That (i) Officers be thanked for the comprehensive responses to questions raised at the meeting. (ii) The response to the consultation on the review of the Hybrid Working Policy be submitted to the meeting of the Committee on 10th April 2025, prior to Executive Board consideration. (iii) It be recommended to the Head of HR and OD that cyber security is included in the mandatory training for all staff and Members. (iv) It be recommended to the Lead Member for Corporate Services that the next Workforce Monitoring Report include the following information:- Ø Details of work related absences and any health and safety mitigations being put in place. Ø Feedback from Health and Well-being Champions. Ø Breakdown of agency use into those which are being used to cover temporary vacancies and those covering sickness absence. Ø Further breakdown of sickness reasons for other school based staff. Ø The sickness absence target in the Council plan and comparative data.
An apology for absence was submitted on behalf of Councillor Pete Howell.
Correction to Minutes - Attendance An asterisk for absence should be marked against Councillor Alison Tynan and not Councillor Anthony Wedlake. AGREED – To sign as a correct record the minutes of the meeting held on 23 January 2025, subject to the above amendment.
Members were reminded of their responsibility, under Paragraph 11 of the Members’ Code of Conduct, to declare any interests in relation to any of the business to be transacted at this meeting. The following declarations were made: Agenda Item 5 – Workforce Monitoring Information report (Interim) Councillor Claire Lovett – Personal and Non Prejudicial – Family Member employed by Local Authority. The Councillor remained in the meeting and took part in the discussion thereon.
Decision as recorded
AGREED – That the work programme as attached at Appendix 1 to the report COGC/14/25 be agreed, subject to the aforementioned changes.
The Chief Officer Governance and Customer submitted a report COGC/14/25 which allowed Members to consider the work programme of the Customers, Performance, Resources & Governance Scrutiny Committee attached at Appendix 1. The Scrutiny Facilitator referred the Committee to the changes that had been made to the work programme since the last meeting. The following proposal was put forward and subsequently agreed: · Outturn Report 2024/25 – to be scheduled for the June 2005 meeting (following a recommendation from Scrutiny Coordinating Group in January for all Scrutiny Committees to consider the previous year’s budget). AGREED – That the work programme as attached at Appendix 1 to the report COGC/14/25 be agreed, subject to the aforementioned changes.
Decision as recorded
RESOLVED – That (i) Officers be thanked for the comprehensive responses to questions raised at the meeting. (ii) The response to the consultation on the review of the Hybrid Working Policy be submitted to the meeting of the Committee on 10th April 2025, prior to Executive Board consideration. (iii) It be recommended to the Head of HR and OD that cyber security is included in the mandatory training for all staff and Members. (iv) It be recommended to the Lead Member for Corporate Services that the next Workforce Monitoring Report include the following information:- Ø Details of work related absences and any health and safety mitigations being put in place. Ø Feedback from Health and Well-being Champions. Ø Breakdown of agency use into those which are being used to cover temporary vacancies and those covering sickness absence. Ø Further breakdown of sickness reasons for other school based staff. Ø The sickness absence target in the Council plan and comparative data.
The Lead Member for Corporate Services submitted a report COGC/10/25 which provided Members with the Interim Workforce Monitoring Information report for the period of 1 April 2024 to 30 September 2024. The report provided the agreed baseline figures effective from 1 April 2022 for performance monitoring in line with the planned schedule of annual and half yearly reports as set out in Appendix 1 to the report. The 2022/2023 and 2023/2024 absence figures for the baseline had been used in the report which allowed Members to view, compare and analyse trends. The Lead Member introduced the report and responded to questions thereafter, with input from the relevant officers. During the debate a number of issues were highlighted, including: · A significant amount of work was taking place to improve sickness absence rates including preventative initiatives and training courses for managers. The impact of this would hopefully be evident in 12 months’ time. · The difference in departmental staffing numbers was mainly due to the high numbers of part time school catering staff moving from the Housing Department to Education and Early Intervention Department. · Training on manual handling and personal safety was provided for Social Care staff, in order to minimise work related absences. · The abnormally higher levels of musculoskeletal sickness in Chief Executives Department and stomach/liver problems in Finance Department had been investigated. This was partially due to instances of long term sickness having a disproportionately higher impact on the percentage figures in smaller departments. · Increase in sickness absence in ‘other’ school based staff was being investigated. Union representative suggested this could be partially attributed to the increase in reported instances of violence and aggression towards staff and also the impact of staff redundancies. · Sickness records did not differentiate between office and home working. · A strong focus remained on health and well-being initiatives and there was a positive working relationship between the Local Authority and trade unions. · A consultation exercise on hybrid working would go live imminently and this would give employees and unions an opportunity to provide feedback. The hybrid policy included work life balance and flexible working hours and was not solely focused on location. · Consideration was being given as to how benchmark information in relation to recruitment and retention statistics could be improved. · Concern that the figures for apprenticeships used to be higher. Officers advised that a Grow your Own policy was in place across the Local Authority but that it important to recognise that there was a balance to be struck in terms of the time and commitment required of managers. The total number of corporate apprentices was 18 and not 20 as stated in the report. · Recognition that compassion and empathy were important elements of employee management. Concern was raised around how this skill could be developed. RESOLVED – That (i) Officers be thanked for the comprehensive responses to questions raised at the meeting. (ii) The response to the consultation on the review of the Hybrid Working Policy be submitted to the meeting of the Committee on 10th April 2025, prior to Executive Board consideration. (iii) It be recommended to the Head of HR and OD that cyber security is included in the mandatory training for all staff and Members. (iv) It be recommended to the Lead Member for Corporate Services that the next Workforce Monitoring Report include the following information:- Ø Details of work related absences and any health and safety mitigations being put in place. Ø Feedback from Health and Well-being Champions. Ø Breakdown of agency use into those which are being used to cover temporary vacancies and those covering sickness absence. Ø Further breakdown of sickness reasons for other school based staff. Ø The sickness absence target in the Council plan and comparative data.
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.
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