Issue - meetings

To seek Council’s approval for revised HR Policies (report of the Assistant Director – Corporate enclosed).

Consideration was given to the report of the Assistant Director – Corporate which sought Council approval for revised HR policies.

The Portfolio Holder for Corporate, Governance and Communications presented the report.

The following issues were raised:

·       Members queried whether the Equality Act 2010 had been observed and considered when writing the policies.

o   The Portfolio Holder for Corporate, Governance and Communications confirmed that the policies had been updated to take guidance changes into account.

DECISION:

That the HR policies appended to the report be approved.

To seek Policy Development Panel’s views on the proposed HR policies prior to report to Council (report of the Assistant Director – Corporate enclosed).

Consideration was given to the report of the Assistant Director – Corporate which sought the Policy Development Panel’s views on the proposed H.R. policies prior to a report to Council.

The Group Manager – Organisational Development introduced the report and the following main points were highlighted:

• The report brought forward a new Equality, Diversity and Inclusion Policy at Appendix A; and
• Slight alterations had been made to the following existing policies:
  • Absence and Sickness Management Policy and Procedure;
  • Code of Conduct for Council Employees;
  • Disciplinary Policy and Procedure;
  • Grievance Policy and Procedure; and
  • Improving Performance Policy and Procedure.

The revised policies were detailed at Appendices B to F, however point 2.5 of the report detailed the specific changes in a table format of which members were asked to give feedback.

Members considered the report and made the following comments:

• Members asked whether the policies were sent digitally to new recruits.
  • The Group Manager – Organisational Development responded that:
    • An employee ‘onboarding platform’ had been implemented which enabled new recruits to access certain information/documents digitally prior to their commencement date, such as: contract of employment, corporate policies, and corporate strategies. The information could also be made available in hard copies and alternative formats where requested.

• Members noted the extensive process for new recruits and asked whether a similar process was undertaken when people left the organisation.
  • The Group Manager – Organisational Development responded that:
    • A set process was in place for when employees left the organisation, this included:
      • A leaver’s checklist which was forwarded to H.R.; and
      • The notification to H.R. prompted management follow-up processes such as the return of computer equipment, phone, payment cards, employee access badge, and the opportunity for an exit interview with H.R.

• Members queried which departments had the highest staff turnover.
  • The Group Manager – Organisational Development responded that a workforce report was provided by H.R. to the Senior Leadership Team, Corporate Management Team, and Workforce Development Board. The report included reasons for staff turnover and leaver information at departmental level and therefore enabled the identification of trends.

·       Members requested that where changes to policies were being considered by the Panel, that these be highlighted within the policies in the agenda pack.

AGREED:

After consideration of the report that the HR Policies be noted.