Agenda item

To seek the Policy Development Panel’s views on the draft S&ELCP Workforce Development Strategy (report of Assistant Director – Corporate enclosed).

Presentation to be given by the Organisational Development Manager BBC/ELDC.

The Panel considered the report of the Assistant Director – Corporate to seek the Policy Development Panel’s views on the draft S&ELCP Workforce Development Strategy.

The Assistant Director – Corporate introduced the item by stating that:

• the business case for the new partnership in 2021 had identified the need for a single Workforce Development Strategy across the S&ELCP to create opportunities and offer career development;
• the strategy set out the approach to be taken until 2024 and would be a key point of reference for the LGA peer review process in October 2022.

The Organisational Development Manager for Boston Borough Council (BBC) and East Lindsey District Council (ELDC) had led on the production of the strategy and presented the Panel with the following main points:

• a brief outline of the strategy concept and adoption journey:
  • BBC/ELDC had adopted a Workforce Development Strategy in November 2020 which had involved extensive engagement with stakeholders;
  • South Holland District Council’s (SHDC) Workforce Strategy had been revised in July 2020;
  • the new joint strategy was based on the BBC and ELDC strategy and had been developed to incorporate SHDC;
  • the new strategy included engagement with:
    • the Joint Workforce Development Board;
    • the Senior Leadership Team;
    • Portfolio Holders across the partnership;
    • the Joint Stakeholder Board;
    • the Joint Strategy Board; and
    • SHDC’s Policy Development Panel.
    • the strategy would come forward for approval to Council on 11 May 2022.
  • implementation would include workforce briefings; and
  • the strategy would be underpinned by a Workforce Development action plan.

• strategic themes included:
  • the attraction and retention of talented employees;
  • a flexible approach to service delivery;
  • a healthy and active workforce;
  • to shape the organisational culture and maximise staff engagement;
  • to be efficient and effective in all aspects; and
  • to celebrate success and reward excellence.

• priorities of the Workforce Plan included:
  • communication and engagement of strategy for all;
  • staff survey;
  • joint policies and procedures;
  • resourcing strategy to include apprenticeships, graduates and professional pathways;
  • annual training plan and management development;
  • performance development; and
  • a health and wellbeing programme.

• success would be measured by:
  • tracked questions included in the staff survey;
  • accomplishment of successes outlined in the strategy; and
  • employee retention and attraction.

• accountability would take place through:
  • the Workforce Development Board;
  • quarterly progress reports to the Corporate Management Team; and
  • updates to scrutiny committees as requested.

The Panel considered the report and made the following comments:

• Members thanked the Organisational Development Manager for the strategy which was considered a modern and well-written document which would assist with the attraction and retention of staff.

• Members welcomed the focus on maximising apprenticeships.

• Members enquired about the type of questions which would be included in the staff survey.
  • The Organisational Development Manager confirmed that the survey carried out at BBC and ELDC had comprised tracker questions relating to:
    • how informed people felt;
    • how people felt about their development; and
    • employee health and wellbeing;
  • a phased approach to staff surveys would be taken which would be linked to the annual review process; and
  • staff survey results could be filtered by Council and Directorate levels.

• Members noted the strategy review of 2024 and suggested that interim six-monthly reviews take place by SHDC’s Performance Monitoring Panel.

AGREED:

a)    that comments regarding the S&ELCP Workforce Strategy be noted; and

b)    that pending agreement of the respective Chairman, the Workforce Development Strategy be reviewed by the Performance Monitoring Panel in six months.