Agenda item

The Committee considered a report of the Director of Corporate Resources which provided an update on workforce information and performance measures for Quarter 1 of 2025/26. This included details relating to headcount, Full Time Equivalent (FTE), absence rates and reason, and reported Annual Performance Reviews (APR). A copy of the report, marked ‘Agenda Item 10’, is filed with these minutes.

In introducing the report, the Director stated that the recruitment process for a new Chief Executive had commenced. On 21 May 2025, John Sinnott had notified staff that he would be retiring at the end of November. The closing date for applications would be 19 October. A politically balanced Appointment Committee had been established and would be responsible for interviewing candidates for the role. Once a suitable candidate had been selected, the County Council would be asked to approve the appointment at its meeting on 3 December.

Arising from discussion, the following points were noted:

(i).        With regards to attendance management, the Director stated that return to work interviews continued to be conducted with staff by managers after any period of absence. Managers were responsible for applying the Council’s Attendance Management Policy. The Policy provided a procedure framework for managers in order to support an employee where there were concerns regarding an employee's ability to carry out their role to a satisfactory level due to medical reasons. It was noted that managers were expected to apply the policy in a fair, consistent, and supportive manner, taking all reasonable steps to assist the employee in order to reach and maintain required levels of attendance and performance whilst balancing the need for service delivery. Where long-term illness impacted on an employee’s ability to attend work and their ability to perform their role, it was expected that most cases would be resolved within 12 months. Where concerns continued, it could be necessary for the Council to consider terminating the employee’s employment once the appropriate stage of the policy had been reached. The Director agreed to provide members with information relating to the number of employees dismissed due to poor attendance.

(ii).      The Children and Family Services Department had reported an increase of 48.18 FTE since the previous year, which was largely due to efforts to convert agency social workers to permanent positions. This came in response to new regulations which required agency workers to have three years of local authority employment. A question was raised regarding the cost of agency workers, across the Authority, compared to directly employed staff. The Director agreed to provide members with financial information relating to the cost of agency workers, following the meeting.

(iii).     A question was raised regarding the number of positions and departments which had been created over the previous three-year period. The Director agreed to provide the information to members, following the meeting.

(iv).     Concern was raised that some members of staff could continue to work at home whilst unwell. The Director acknowledged this concern but stated that some staff could feel able to complete certain tasks at home during sickness or following an injury. Managers were expected to have reasonable and supportive conversations with members of staff regarding this decision. It was noted that issues such as this would be part of a review of workforce related issues which was due to be undertaken by the Council.

(v).      A member asked a question in relation to a small number of hate incidents which had taken place at County Hall in recent years, specifically regarding whether any further incidents had been reported and whether the incidents had led to staff absence. The Director outlined that it was not possible to correlate absence to specific incidents and that no incidents had been reported over the previous 12 month period.

RESOLVED:

(a)       That the update on workforce information and performance measures for Quarter 1 of 2025 – 2026, including details relating to headcount, Full Time Equivalent (FTE), absence rates and reasons, and reported Annual Performance Reviews (APR), be noted.

(b)       That the Director of Corporate Resources be requested to provide the Committee with financial information relating to agency workers.

(c)        That the Director of Corporate Resources be requested to provide the Committee with information relating to the number of positions created over the previous three year period.