Agenda item

(To receive a report from Tony Kavanagh, Assistant Director- HR and Organisational Support and Karen Cassar, Assistant Director – Highways and Smarter Working lead, which provides the Committee the opportunity to raise questions about the smarter working policy)

Consideration was given to a report presented by the Assistant Director - HR and Organisational Support and the Assistant Director - Highways and Smarter Working lead which updated the implementation of the smarter working policy.

Appreciating the potential benefits through reduced premises and traveling savings, Members asked if service users and residents could also expect to see a benefit. It was advised that customer satisfaction Key Performance Indicators (KPIs) were well met as reported to the Overview and Scrutiny Management Board though the Corporate Plan. In addition, while complaints had risen for some services, these were not considered to be a result of working from home arrangements. Furthermore, it was noted within the external auditors’ value for money report, that the Council managed well throughout the Covid-19 pandemic. Moreover, the scrutiny committees of the Council allowed for scrutinisation of KPIs and, if a situation presented itself where a service was under preforming due to smarter working, then arrangements for that service could be reconsidered.

Noting the suggestion of a focus on resource and outcomes within the report, Members asked if any prior performance monitoring was used as a benchmark to assess smarter working arrangements. It was advised that, because of the unexpected working from home mandate as a result of the Covid-19 pandemic, only limited benchmarking was currently available. Highways Services had been used an example of improved service as a result of smarter working arrangements and the technical improvements though the Power BI facility, particularly increasing response times to public enquires and improved KPIs. In addition, more generally, sickness in staff saw a decrease.

Members took the opportunity to stress that not all roles suited working from home arrangements and particular consideration needed to be given to the supervisory skills required to effectively manage a remote member of staff, particularly for those younger employees and apprentices. It was advised that regular checks with staff were carried out through surveys. The annual staff survey was active and due to close in December 2021. It had been observed that monthly supervisions were starting to take place in the office rather than virtually. It was felt that this should be encouraged throughout different directorates. The opportunity to consider workforce metrics as an indicator of smarter working’s practicality was not yet available as the Council was still working within Covid-19 working from home parameters albeit with some return to office.

Members asked if employees’ contracts of employment had to be revisited as a result of smarter working arrangements. It was advised that formal negotiations to conditions hadn’t taken place, however the introduction of the smarter working policy, after consultation with trade unions, had been accepted within employees’ terms and conditions. However, it was made clear that employees’ homes would not be made their primary workplaces to avoid costs of travelling and other auxiliary costs.

Appreciating that employees would have capacity to chose whether they’d like to come to the office or not, Members asked where the balance of control lay if managers requested an office presence. It was explained that, contractually, employers had capacity to asked for a complete return to the office, however it was considered that, if employees and managers were supported to agree the most mutually advantageous working arrangement, the greatest service delivery could be achieved.

RESOLVED

That the smarter working update be noted.