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Workforce Plan 2018/19

Meeting: 04/07/2018 - Personnel Committee (Item 90)

90 Workforce Plan 2018/19 pdf icon PDF 84 KB

The report provides an update on the Workforce Plan for 2018 to 2019.

 

 

Additional documents:

Minutes:

Members noted the presentation of this report to the Local Joint Committee and its discussion set out below:

 

“The Head of HR and Customer Services referred the Committee to the local government workforce strategy - ‘Great for People for Growing Places’ and ‘Outside the Box – the council workforce of tomorrow’ which together comprised Appendix A to the report.  She reminded members that these documents had been examined in detail at the previous meeting and were now enclosed for ease of reference.

 

The Head of HR and Customer Services advised that the Workforce Plan for 2018/19 (at Appendix B), which had been approved earlier this year, had been updated further following discussion with senior          managers.  She then took the Committee through the main features     of the updated Plan and the following points were raised:

           

·             HR2 – Policies are fit for purpose.  The Head of HR and Customer    Services advised that this included developing a new policy on the      management of employee personal data to comply with General Data Protection Regulation (GDPR).

 

The Chair asked whether the Council had a dedicated officer in place to deal with the significant work entailed by GDPR.  The Head of HR and Customer Services clarified that the Chief Executive had overall responsibility.  She said that the Head of Legal and Democratic Services was acting as the Data Protection Officer as an interim measure pending consideration of a shared post with another local authority.  She advised that mandatory training had been arranged for all staff and follow-up consultancy work was being pursued.  The Head of HR and Customer Services added that GDPR was not just about the Council’s employees but also concerned its local residents and that leads of service were currently engaged in data mapping with assistance from consultants.

 

·             HR4 – Improve employee engagement.  The Head of HR and Customer Services confirmed that she and the Chief Executive would be visiting Kesteven Council to view that authority’s ‘glass box’ employee engagement process.  She extended an invitation to the Chair as a staff representative.

 

·             HR6 – Leadership development.  A Councillor expressed interest in the dynamic of Members and Officers sitting on the same board with slightly different responsibilities and asked why the decision had been made to conduct Institute of Directors (IOD) training separately for Member Directors and Officer Directors.  The Head of HR and Customer Services replied that joint training would be undertaken and that dates for IOD training had been identified in September to November 2018.

 

·             HR16 – Retain Silver Standard Investors in People. (IiP).  The Head of HR and Customer Services advised that the standard had changed and that retention involved a substantial amount of work was involved.  The proposal had been made to consider dropping or shelving the standard. 

 

        Responding to questions, she acknowledged that the standard represented a badge of achievement but at the cost of at least £3.5K to 4K for a year’s assessment.  She said that the Council had last been assessed in March 2017 when it  ...  view the full minutes text for item 90