Agenda item

(To receive a report from Lucy Shevill, Strategic HR Business Partner, which invites the Board to consider the results of the 2019 Employee Survey)

Consideration was given to a report by the Strategic HR Business Partner, which provided an update on the results of the 2019 employee survey.

Members were informed that 48% of the workforce had completed the survey. The Strategic HR Business Partner provided a summary of the responses received to the survey, which were set out at Appendix A to the report. 

Members considered the report and during the discussion the following points were noted:

·       Members raised concerns that some employees did not feel that their contributions were recognised and valued by their senior managers. The Chief Executive explained that the vast majority of employees were happy and felt supported by their colleagues and manager, but felt it was the role of managers to set the conditions for their staff to thrive and staff felt supported with their work and their wellbeing.

·       It was noted that all members of staff had a yearly appraisal with their line manager in which they discussed their career development, objectives and highlighted any additional support that they may need. Most staff also took part in monthly supervisions, but these were not consistently implemented. There was a need for regular supervisions/ work sessions  to be implemented across the  Council to ensure staff were supported and provided with clear guidance . 

·       A leadership programme for managers was being refreshed and implemented to enhance the programme and enable senior managers to support other managers to develop.

·       Other areas of development included enhancing apprenticeship opportunities for staff as well as investing in the mental health and resilience of staff. 

·       Officers had addressed all issues of concern with the relevant Executive Directors who would consider these within their management teams.

·       The completion figures for Fire and Rescue employees could be misleading as there were some people with two contracts with the Council due to being employed by the Council on a full time basis as well as being employed as an on-call Fire Fighter as a separate role. 

·       In response to concerns raised regarding the percentage of employees that were skipping breaks or not taking regular breaks, the Chief Executive confirmed that the Corporate Leadership Team had discussed this issue and whilst they recognised the importance of taking breaks at work, they had concluded that staff should be empowered to take breaks when they need it rather than a central dictate being delivered  It was important to treat staff as adults and empower staff to feel in control of their work demands. The Corporate Leadership Team would also encourage flexible working to improve health and wellbeing and a positive work-life balance as well as being good role models . 

·       Officers had not considered a prize draw system to encourage employees to fill in the survey, but they would consider this in future if felt this wold be helpful . Members were advised that there was a competition element between management directorates which often acted as an incentive to complete the survey.

·       Members were encouraged by the fact that over 80% of people said that they felt supported by their line manager.

·       The Board highlighted that an increase in home working as a result of the coronavirus pandemic had also resulted in a decrease in sickness levels for other health issues. It was suggested that home working was beneficial to the reduction of sickness across the workforce.

·       Officers confirmed that since the majority of employees had been working from home, sickness levels had decreased. This could be due to less people being ill or people finding that they can easier manage conditions whilst working from home. Officers would continue to monitor these figures.

·       Officers would continue to use the traffic light system where possible in future reports to indicate the direction of travel for questions reported in previous surveys. It was noted that it was not possible to indicate the direction of travel for any questions that had been newly added to the survey as there was no comparison available.

·       The Executive Support Councillor for Culture and Emergency Services explained that 50% of Fire and Rescue employees were on call staff with full time jobs elsewhere. On-call Fire Fighters were usually only on call for two hours a week plus training, making it difficult for them to find the time to fill out the survey. The Chief Fire Officer had recognised the difficulties faced and was looking at ways to improve completion rates across Fire and Rescue.

·       It was suggested that there could be allocated time set aside for on-call Fire Fighters to complete the survey which may encourage completion which would be helpful.

·       It was noted that the Chief Officer Group inspections which were attended by senior officers and Members of the Council provided an opportunity for Fire Fighters to openly ask questions to Members and officers and raise any concerns they may have.

·       Members were concerned that some staff had said that their job did not inspire them and they did not feel like going to work in the morning. Officers advised that the survey had shown that the staff engagement score was in line with last years. Officers were looking at ways to improve staff engagement by encouraging engagement with line managers and increasing health and wellbeing support.

·       The Chairman highlighted a need to address the issues raised by staff and put in place a plan of action to respond to these issues and ensure that they were considered by managers. It was confirmed that a report on the Council People Management and Workforce Plan was scheduled to be reported to the Board in September, and an update on the actions following the employee survey would be included within the report.

·       The Executive Councillor for Community Safety and People Management explained that the workforce strategy would depend on progression with regards the coronavirus pandemic and the priorities of the Council during that time.

RESOLVED:

          That assurance be received on the progress on actions following the 2019 employee survey.