Agenda item

To present the report of the Head of Profession (HR) and Transformation.

The report of the Head of Profession (HR) and Transformation which provided an update on progress in implementing the improvement actions identified in the Self-Assessment Report for 2023/24 was presented for the committee’s consideration.

The report was presented by Councillor Gary Pritchard, Leader of the Council who confirmed that from the actions in the six areas identified as providing opportunities for improvement and monitoring from the 2023/24 Corporate Self-Assessment Report only two are behind schedule with all others either completed or on track to be completed. The March 2025 timescale for the publication of a new smallholding asset management strategy has slipped with it being recommended that a cross party task and finish group is established to progress the strategy while work on rationalising council assets is ongoing including the adoption of a new computer aided facilities management system, empty/surplus buildings processes in place and disposals accelerated as well as the development of a more complete asset data set to support decision-making.

In response to a question about the revised timescale for the production of a new smallholding asset management strategy the committee was advised that a revised draft strategy had been prepared to replace the strategy that was in place until 2021 but its approval through the democratic process was paused due to the local government election in 2022. Should the task and finish group when operational decide to support the existing draft strategy with minimal amendment then it is possible that the strategy can be finalised within a few months. More substantial changes or a change of direction/approach would have to be consulted upon necessitating further work and a longer timescale. The Chief Executive confirmed that the Political Group Leaders had been asked to submit nominations for membership of the Task and Finish Group.

Reference was made to area six on the update report which sets out specific actions to address identified workforce planning challenges and a request was made for an update and overview of the current situation within the Council generally with regard to staff recruitment and retention and whether the Council has plans either singly or in collaboration with partners and local educational establishments to ensure it can meet future staffing requirements.

The Chief Executive advised that the Council’s staffing situation is at present stable. The Council is able to attract and retain good staff and can provide its staff with experiences and career progression. There is some concern regarding single points of failure within the system where the absence or loss of an individual with specific expertise and knowledge in a particular area has wider implications for the Council as a whole in terms of maintaining the level of service. While Service Heads are aware of the importance of workforce planning within their services there is more the Council can do as an organisation to raise its profile as an employer and to emphasise what it can offer prospective employees in terms of work flexibility, training, and growth opportunities. Welsh Government’s new education strategic workforce plan to address challenges in the education sector is being looked at and the Council’s own trainee scheme in being targeted at areas where there are gaps will ensure the Council remains sustainable. The Council may in future need to focus attention on some of the main roles within the organisation to ensure it can attract the right talent in a competitive market where a service head is expected to specialise in several areas.

The Head of Profession (HR) and Transformation referred to a number of schemes within the Council to support recruitment including the Denu Talent Programme which provides individuals with direct experience of working in the Council and which has proved especially successful in Adult Services; the availability of SCWWDP funding to help develop the social care workforce and the Council’s longstanding relationship with Bangor University in delivering the MA Social Work programme. She confirmed that the corporate trainee scheme will be focusing on areas/posts within the Council where there are identified gaps the emphasis being on a grow your own approach.  The Council also offers management and leadership development programmes internally for its staff. She highlighted that the Council’s staff retention rate is 82%. The Director of Social Services briefed the committee on how the Council’s investment in recruitment and training measures have helped Social Services achieve workforce stability. The Head of Highways, Waste and Property advised that the main recruitment challenge for the service is in relation to technical staff. While the grow your own approach is producing results there remains a risk that with hybrid working arrangements staff may be attracted by opportunities further afield with higher pay.

In response to a question about the recruitment challenges in the secondary education sector specifically in science based disciplines, the Deputy Chief Executive reiterated that the Welsh Government’s new education strategic workforce plan to address the challenges will be carefully studied. Efforts have been made nationally for some time to enhance the profile of the teaching profession and those efforts continue.

Councillor Gary Pritchard, Leader of the Council referred to a positive working environment as being a key factor especially in the Council being able to retain existing staff. The Council’s induction programme for new staff highlights the opportunities within the Council for career progression, continuing learning and development, and workforce planning forms part of every service’s annual self-assessment. He noted that recruitment challenges are being experienced by the local government sector as a whole particularly in relation to more specialised roles where there can be strong competition for a limited pool of candidates hence the importance of promoting the Council as an employer.

Having scrutinised the update report and received assurances with regard to the matters raised, the Corporate Scrutiny Committee resolved to note the progress against the improvement actions identified in the Self-Assessment Report.