The Director of Human Resources will submit a report (Document “J”) which provides an update to Elected Members on the Council’s Corporate Workforce Development Strategy 2015 – 2021.

Recommended –

That the report be noted.

(Tina Lafferty – 01274 437227)

The Director of Human Resources submitted a report (Document “J”) which provided an update to Elected Members on the Council’s Corporate Workforce Development Strategy 2015 – 2021.

During the discussion, a Member ascertained the number of apprenticeships currently on stream and it was stated that 256 apprenticeships were currently recruited by the Authority, with another 39 new starters joining the scheme during the next month.

In relation to the apprenticeship scheme a member questioned how potential applicants with special needs and or disabilities were identified, and appropriate support offered during the pre application process.  In response it was explained that although no specific information was available on this, issues such as this could be looked at to ensure the scheme was accessible.

A Member also stated that there was some anecdotal evidence that in some service areas where apprenticeships were not common place, there was a reluctance to provide the necessary training required and that some officers were not happy to take on the responsibility.  In response it was stated that guidance and appropriate support was provided to managers taking on an apprentice and that a number were filling an existing vacancy within the service area.

A Member commented on the improved presentation of the documentation pertaining to dismissal appeals.

A Member highlighted the lack of reference in the report to the equality objectives and in particular how LGBT/women were better reflected in the Council’s workforce. In addition there seem to be no tangible outputs stated in the report relating to the Future Leaders’ Programme and how participants were supported at the end of the Programme.  In response it was explained that information on Future Leaders and progress was available and this could be circulated to Members.

In response to a question on BME representation across the Council, it was explained that a number of ideas were being developed to address the issue of underrepresentation and also better understand the whole recruitment process in relation to BME applicants.

A Member suggested that in relation to the protected characteristics some authorities such as Newcastle had done some ground breaking work in terms of staff working groups, providing a useful tool in influencing HR processes.

In relation to a question on performance management of staff, it was stated that a new online performance management system would act as a way of supporting and encouraging managers to support staff better.

In relation to a question on mental health first aid training, it was explained that this type of training was being looked at along with a plethora of other mental health issue awareness raising sessions.

The Talent and Councillor Development Manager gave a brief summary of the training that he was hoping to develop for Councillors which would include areas such as CSE; dementia training; mental health; homelessness and Universal Credit.  He urged Members to continue using the Evolve system for all their training needs.

A Member suggested that following the Northamptonshire judgement it was important that all members were offered training in the area of local government finance, and the Councillor Development Manager agreed to incorporate this into the training offered to Members.

Resolved –

That the report be noted and that a progress report be submitted in 12 months time.

ACTION: Human Resources Director