Minutes:
Members
considered the Human Resources and Learning, Training and Development Service
Report Card.
Human
Resources
Members
noted the work of the long-term sickness absence task force and welcomed the
additional funding that had been agreed to for the work to continue. Members
asked for assurance that the work of the task force was working. Officers
stated that whilst it was frustrating to see that sickness figures had recently
increased across the Council, more
people were taking time off work due to sickness absence but due to the work of
the taskforce, employees are returning to work sooner than was the case before
the launch of the taskforce.
Members
noted the statement about keeping compulsory redundancies at a minimum and how
was the Council ensuring this remained the case. Officers advised that within
the past year there had been 23 compulsory redundancies compared to 73
voluntary redundancies and over 200 people were successfully redeployed,
avoiding their compulsory redundancy.
Members
asked for clarification on why customer satisfaction was not measured and
Officers confirmed this was largely to do with the nature of the work of the HR
team – so for example, it would not be appropriate to ask an employee who has
been subject to disciplinary processes, how satisfied they were with the
outcome. That said, there are some
processes which will lend themselves to a customer satisfaction, for example,
recruitment, and work is underway to develop this further.
Members
noted that the figures for individuals in HR with 3 or more
short term absences had increased and asked whether this could be looked
at. Officers confirmed that
where appropriate cautions were issued, and the employees concerned
were quite clear on what acceptable attendance looks like.
Recruitment
of senior officers was mentioned and whether the Council would address this
issue or would consultants continue to be used. Officers stated that it is the
responsibility of each service area or Directorate to decide how they wish to
fill vacancies but the preferred option is always directly employed staff. A further question in relation
to consultants in Social Services was raised and officers confirmed that one
consultant will leave in March 2017 and the interim post of Director is interim until March 2018.
Members
asked how the service managed an 8% underspend in the previous year and
officers stated that this was because of vacant posts.
Training
and Learning and Development
Members
asked what training is provided for Social Workers. Officers confirmed that in the first instance
an individual would require a Social Work degree and then on the job training
and formal training as set out in the the Care Council for Wales Continuing Professional
Education & Learning (CPEL) Framework, beginning with the First Year in
Practice.
Members
asked how the training materials were developed for Social Work training.
Officers stated that training material are developed on an all Wales basis, and
then rolled out regionally. The
Learning, Training & Development Manager for NPT works with the national
training group to support the development of training materials.
Members
asked in relation to the HR Report Card, whether sickness absence figures for
the Council include pregnancy related sickness. Members then asked whether
pregnancy related sickness should be included within normal sickness absence
figures. The Head of Human Resources stated that she would speak with
colleagues from other Councils to get an understanding of whether they include
this within the wider figures and confirmed that NPT figures do include all
pregnancy related sickness absence
Following
scrutiny the report was noted.
Supporting documents: