Agenda and draft minutes

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The Chair referred to the notice of filming at meetings and this information was noted.

To receive any apologies for absence and substitutions.

Apologies for absence were received from Cllr Carrol and Cllr Barnes.

The Chair will consider the admission of any late items of Urgent Business.

(Late items of Urgent Business will be considered under the agenda item

where they appear. New items of Urgent Business will be dealt with under

agenda item 11 below.

There were no items of urgent business.

A member with a disclosable pecuniary interest or a prejudicial interest in a

matter who attends a meeting of the authority at which the matter is

considered:

(i) must disclose the interest at the start of the meeting or when the interest

becomes apparent, and

(ii) may not participate in any discussion or vote on the matter and must

withdraw from the meeting room.

A member who discloses at a meeting a disclosable pecuniary interest which

is not registered in the Register of Members’ Interests or the subject of a

pending notification must notify the Monitoring Officer of the interest within 28

days of the disclosure.

Disclosable pecuniary interests, personal interests and prejudicial interests

are defined at Paragraphs 5-7 and Appendix A of the Members’ Code of

Conduct.

There were no declarations of interest.

To consider any requests received in accordance with Part 4, Section B,

paragraph 29 of the Council’s constitution.

There were no deputations/petitions/presentations/questions.

To agree the minutes of the previous meeting held on 8^th February 2024 as

a correct record.

RESOLVED

That minutes of the meeting of 8th February 2024 be agreed as a correct record.

Tanya Patchett, Head of Employee Relations, Business Partners & Reward,

introduced the report as set in the agenda pack. The People Report combines key workforce data and analysis including headcount, the cost of both the permanent workforce and off payroll arrangements, starters/leavers, sickness absence and Apprentices as shown in Appendix A.

The following was noted in response to questions from the committee:

• In regard to statistics within the report, it was noted that it was likely for the Council to have more long-term sickness absence due to the Council’s workforce profile.
• The data provided within this report would be updated and relayed to members of the committee three times a year.
• It was noted by members that it would be useful to have a breakdown of the number of agency staff in each directorate. It was explained that the Portfolio lead would receive a detailed report on agency staff. This report would not come to the committee in directorate format. The Chair agreed that further detail on this could be provided to members ahead of the committee.
• Specific information on the employment rates within each local area of the Council was not tracked, however, there was targeted recruitment in the local area particularly to attract people to work for the Council. The recruitment policy comes to committee when it is updated which would include any specific processes.
• Members noted that further detail on where the increase in FTE’S has occurred when there is an increase as this should be reflected in the service delivery. Tanya Patchett explained that an increase in FTE wouldn’t necessarily be reflected in service delivery as it may be that 1 FTE has been recruited but by recruiting them 1 FTE of agency may have been released so the work rate may remain the same in this instance.

Tanya Patchett, Head of Employee Relations, Business Partners & Reward,

introduced the report as set in the agenda pack. The report confirmed the use of the proposal agreed at last committee in respect of the policies being presented, it also presents some timescales when further changes will come forward in 2024/25.

The following was noted in response to questions from the committee:

• Within 3 years the second written warning stage of the disciplinary policy had been used 4 times in total. This stage was not in line with best practice from a HR perspective and despite this not being frequently used, this was clearly set out for management to use where necessary.
• Members would like to be informed of any changes made to policy, these would not be substantial changes or structural changes to policy. Officers explained that often due to changes in legislation, minor changes are required which cannot wait for these committees; this would pose a potential risk as the committee only meets 3 times a year. It was suggested by The Chair that in the event of minor changes the committee could receive a summary to advise them.
• Unions had concerns in regard to the second written warning removal, this was discussed at length but an agreement could not be reached hence bringing forward to the Committee.
• Cllr Amin did not agree with recommendations 3.2 and 3.3 as written at moment. Officers reiterated that these recommendations would be reviewed thoroughly and returned to the Committee in January for an update.

RESOLVED

3.1 To approve the attached updated Sickness Absence Policy at Appendix 1 and

Disciplinary Policy at Appendix 2.

3.2 To delegate authority to the Chief People Officer to remove the second written

warning stage of the Disciplinary Policy if by 31 December 2024 it has not been

used as a disciplinary sanction

3.3 To delegate authority to the Chief People Officer to make any changes as

considered minor.

3.4 To note the timescale listed at paragraph 6.8 for further HR policy updates

There were no new items of urgent business.