The panel received a presentation from the Head of Human Resources.  The Head of Human Resources introduced the presentation inviting questions from members.

The Chair asked about the payment of the apprenticeship levy.  The Head of Human Resources explained that this would commence in April. The Council should be in a position to reclaim this if the current levels of apprentices were maintained.  She confirmed that the Council was unable to guarantee employment at the end of an apprenticeship.  Watford Borough Council Human Resources was a proactive service seeking to improve the employee experience.

In response to a question from members about whether new staff were encouraged to join a trade union, the Head of Human Resources explained that during the induction process, staff were advised that the council recognised the Unison public services trade union - and that non-union representatives were also available to assist them.  Trade union and non-trade union representatives were to be invited to all future corporate induction presentations.

Members asked why the council utilised non-union representatives.  The Head of Human Resources explained that it did so as only about 30% of the workforce were trade union members.  As a result, there was the opportunity for all staff to have a voice.  She discussed how the system had been implemented - including consultation with the trade union.

The Head of Human Resources advised that the non-union representatives worked well with the trade union representatives and a reasonable time was set aside for them to carry out their work - they had received local government training to assist in their roles.  Furthermore, the representatives had an external peer network group to provide support.  She stressed that all staff had the choice to join a trade union and concluded by explaining her trade union background and her support for partnership working.

Councillor Watkin commented that if the council did not have non-union representatives; 70% of staff would potentially be unrepresented.

In response to further questions from members, the Head of Human Resources:

·        Clarified that 700 core workforce staff were supported across the two councils.

·        Explained that sickness absence data was calculated on days lost per head and therefore could be compared to/benchmarked against other councils.  Councillor Watkin discussed how long term sickness could affect the figures having regard to the council’s relatively small workforce – which he felt demonstrated that the authority was performing well.  Members debated the issue expressing a variety of views.

·        Outlined the First Care sickness reporting procedures and how information was immediately available to assist monitoring.

·        Advised that grievance procedures followed policy and the required timeframes – although as grievance numbers were very low they were not reported on formally but were monitored.

·        Confirmed that the trade union was consulted during preparation of the staff survey and issues they had raised had previously been included.

·        Explained that the numbers of male and female employees in the council was approximately 50% in each category; which was a healthy balance.  She undertook to forward the latest Workforce Monitoring Report (that had been discussed at the Council Functions Committee and included Black and Minority Ethnic Group data) to Councillor Dhindsa – this was also published on the council website.

The Partnerships and Performance Section Head discussed her positive experience of receiving coaching under the councils coaching scheme and recommended this to members.

In response to additional questions from members, the Head of Human Resources and the Partnerships and Performance Section Head:

·        Explained that as the council had an ageing workforce - a number of long serving individuals may retire at around the same time.  It was the public service ethos and work life balance that predominantly attracted new recruits.

·        Advised that the average age of the workforce was reported on annually in the Workforce Monitoring Report and information was also included in the staff survey.

·        Confirmed that all staff had the opportunity for an exit interview when leaving the council.  The take up rate for this was approximately 50% of leavers - although staff turnover was low.

Members discussed the potential publicising of information about staff who had won the monthly staff award (as part of councils award programme) on the council’s website – believing this a good idea.  The Head of Human Resources considered that this approach would further demonstrate openness and transparency with the public.  She advised that the monthly winners would go forward to the annual awards.

At the conclusion of the presentation, the Chair commended the Head of Human Resources for her excellent work and this was seconded by Councillor Watkin.

RESOLVED -

1.      that the Panel note the presentation.

2.      that the action requested be undertaken.