Sandher, the Head of HR Shared Services presented a report which
updated the Committee on sickness absence levels and mental
illness. It also outlined the range of
initiatives that had been put in place to proactively manage mental
illness and promote wellbeing to improve the health of the
Councillor Newton arrived at 11.15 a.m. as this item was being
Committee made the following observations:-
·That staff should not be put up to fail by taking on
extra work when they are short staffed
·That the amount of activities the Council carry out
should not increase unless the resource levels are considered
·That there was a growing population but the Council
had a shrinking workforce
·That budget cuts in future needed to address the
impact that this would have on staff resources
·That the issue of inadequate staff resources should
be taken up by Group Leaders at their Strategic Leaders Meeting
with the Corporate Leadership Team
response to a question raised by a Member, Mrs Sandher confirmed
that some of the mental illness had been as a result of their
existing illness rather than work related.
Sandher also confirmed that she would distribute by email a copy of
the quarterly reports that provide data on sickness to Members of
That the level of sickness absence and absence related to mental
illness be noted.
That the causes of mental illness be noted.
That the on-going actions taken to monitor, manage and promote
mental wellbeing across the Council be noted.
Committee considered the report of Mrs Bal Sandher, the Head of HR Shared Services which
provided progress on the Workforce Strategy action plan.
Head of HR Shared Services advised that there had been progress on
all areas within the action plan.
Committee noted that the gender pay differences
at grades 13 and 14 was due to incremental points on the
scale and the appointment rules in place. Newly appointed employees were expected to be
appointed at the lowest point of the grade and would move up each
year provided there was satisfactory performance. The majority of the female employees on these pay
grades had been in post for a shorter time than their male
counterparts and therefore had not progressed so far on the
response to questions by Members, Mrs Sandher advised
·thedelay in recruiting a new HR Manager had been due to
the fact that the successful applicant had to give three
months’ notice to their existing employer.
·shewas not aware of the circumstances as to why there
had been a delay in recruiting a Democratic Services
·The reason the ethnic make
up of the Authority was not compared to the local area was
due to the data available not being up to date as the last census
carried out was in 2011.
·That KCC had not offered up anything to replace the
Annual Pension Briefings. At present
the Council dealt with any queries from staff.
made the following observations:-
·That the gender pay difference should be continually
·That more Councillors should go along to the One
Council Briefing to show their support to staff.
That the progress of the actions as set out in the Workforce
Strategy action plan as attached at Appendix 1 to the report be
Duration of Meeting
a.m. to 12.00 p.m.
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