Agenda item

To approve the revised wording in the Recruitment Policy as set out in the report. 

The Chief People Officer explained that on 16 March 2021, Staffing and Remuneration Committee received a report on the Council’s Recruitment Policy. The Committee did not approve the wording proposed in relation to advertising posts and approved the policy subject to the wording being altered to require all posts to be advertised externally and internally in the first instance. Trade Unions have subsequently raised this issue with Officers and with Elected Members. At the Council and Employee Joint Consultative Board (CEJCB) on 11 October 2022, Members agreed that a report should be brought to Staffing and Remuneration Committee to consider this issue again. The two main suggested changes to the policy were:

-       Rather than advertising roles internally and externally, managers could select the most appropriate recruitment approach to roles; and

-       Allow the Head of Paid Service to implement temp-to-perm arrangements where applicable.

In response to questions the Chief People Officer gave the following answers:

-       The Recruitment Policy would not apply to schools; and

-       It was clarified that the Head of Paid Service would authorise the circumstances in which a temp-to-perm arrangements could happen, rather than authorising individual cases.

Councillor Davies proposed that the committee reject the first part of the rewording and accept the second part. The suggested wording being (strikethrough refers to previous wording of the recommendation):

‘The Council recognises that the choice of recruitment approach will vary depending on role and circumstances. Hiring Managers, with advice from Human Resources, will select the most appropriate recruitment approach for their role(s). This may include, for example, internal advertising, local advertising, external advertising, search and selection or a combination of the above. Internal advertising in the first instance is preferred if it is reasonable to expect that there will be suitable internal candidates. The Council does not routinely use temp-to-perm arrangements, but there are circumstances where this could be appropriate, and the Head of Paid Service must authorise such arrangements.’

Councillor Davies also proposed that the committee meet with unions to discuss the first part of the rewording:

‘The Council recognises that the choice of recruitment approach will vary depending on role and circumstances. Hiring Managers, with advice from Human Resources, will select the most appropriate recruitment approach for their role(s). This may include, for example, internal advertising, local advertising, external advertising, search and selection or a combination of the above. Internal advertising in the first instance is preferred if it is reasonable to expect that there will be suitable internal candidates.’

This was seconded by Councillor Ali and was unanimously agreed. The chair noted that it was important to understand their reasoning for this change, particularly as the wording they wanted to change had recently been agreed in March 2021.

The Chief People Officer confirmed that the Practice Notes which would accompany the Recruitment Policy would be circulated to the Committee in due course.

RESOLVED

1.    To approve the revised wording in the Recruitment Policy for Section 6, Advertising, as follows:

The council is committed to a transparent and fair process which provides opportunities for existing employees to progress their careers in the council as well as seeking to redeploy displaced staff wherever possible. Vacancies will therefore be advertised internally, widely externally and through partners who promote opportunities to local people at the same time, unless there is a specific case for the advertising to be local routes only. Employees who are seeking redeployment and meet the minimum criteria will be considered first, prior to wider advertising. Where the council advertises a role externally, the choice of media/job boards will be based on effectiveness, flexibility of access, ability to reach a diverse group of candidates and cost. In addition, the council wishes to maximise job opportunities for local people.

The council is committed to a transparent and fair process which provides opportunities for existing employees to progress their careers in the council as well as seeking to redeploy displaced staff wherever possible. The Council recognises that the choice of recruitment approach will vary depending on role and circumstances. Hiring Managers, with advice from Human Resources, will select the most appropriate recruitment approach for their role(s). This may include, for example, internal advertising, local advertising, external advertising, search and selection or a combination of the above. Internal advertising in the first instance is preferred if it is reasonable to expect that there will be suitable internal candidates. The Council does not routinely use temp-to-perm arrangements, but there are circumstances where this could be appropriate and the Head of Paid Service must authorise such arrangements.

2.    To meet with trade unions to discuss the wording in the Recruitment Policy for Section 6, Advertising, that was not taken forward as follows:

The Council recognises that the choice of recruitment approach will vary depending on role and circumstances. Hiring Managers, with advice from Human Resources, will select the most appropriate recruitment approach for their role(s). This may include, for example, internal advertising, local advertising, external advertising, search and selection or a combination of the above. Internal advertising in the first instance is preferred if it is reasonable to expect that there will be suitable internal candidates.