Agenda item

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.