Head of HR Shared Services, introduced her report setting out
progress against specific action areas that formed the Workforce
Strategy 2016-2020. It was noted
·The Council had met the new legislative requirement
to produce its Gender Pay Gap information well within the
·In 2016 the appraisal template for all staff was
changed and the “Developing Everyone” framework was
introduced. This new approach
reinforced the need for career and succession planning at all
levels and helped to identify “rising stars” in the
organisation to encourage a more structured approach to supporting
their development for the future.
·The One Council summer session had been held for the
first time at Mote Park. One of the
sessions was a first taste of a development programme designed to
encourage a growth mind-set. The
programme was being piloted at the Depot and in the Revenues and
·The annual staff awards and One Council update which
would be held at Lockmeadow on 21
February 2018 provided an opportunity to recognise the contribution
team members had made to achieving the Council’s objectives
and delivering great services to the public.
·The Council had developed and rolled out Resilience
Training for staff and managers as a direct response to the fact
that stress and anxiety had been the highest causes of sickness
absence for several years. The Council
had also signed the “Time to Change” pledge which was a
national initiative designed to change attitudes to mental health
issues. The Learning and Development
Officer was now an accredited Train the Trainer for Mental Health
·The annual Wellbeing Week had been arranged to take
place from 19-23 February 2018.
·In October 2017, employees were asked to complete
the Health and Safety Executive Stress at Work survey which was
last run in 2011 and 2012. The results
showed a fairly consistent picture across the three
years. Two focus groups were being set
up, one for managers and one for staff, to consider the results
further and start to think about actions that could be taken to
address any concerns raised.
the ensuing discussion, the Officers undertook to:
·Circulate details of activities taking place during
Wellbeing Week to Members.
·Circulate details of the One Council meeting and
STRIVE awards ceremony on 21 February 2018 to Members to encourage
them to attend.
·Include dementia awareness in mental health
awareness initiatives and training.
·Make reference to the positive equalities impacts
associated with the Workforce Strategy when completing the
cross-cutting issues and implications section of future
·Provide an explanation in future reports of the
difference between the gender pay gap and equal pay, including
It was pointed out that at the meeting of the Policy
and Resources Committee the previous evening, the Employment
Committee had been asked to consider the support provided by the
Council for staff with mental health issues and consider the causes
of mental health issues in the workplace. This could feed into the Workforce Strategy Action
response to a question by a Member, Mrs Sandher confirmed that reference was made in the
Workforce Strategy to the IiP
accreditation. This report was intended to provide an update on the
current progress against identified actions. The update on IiP had
been provided in the previous report to the Committee in relation
to progress against actions at that time.
1. That subject to
the actions identified during the discussion and set out above, the
progress made against the specific actions set out in the Workforce
Strategy be noted and the ongoing work be supported.
arrangements be made for the Employment Committee to meet in
January and July each year to receive updates on progress against
the specific action areas that form the Workforce