Top

Top

 

Agenda Item No

 

The Vale of Glamorgan Council

 

Scrutiny Committee (Corporate Resources): 11th September, 2012

 

Report of the Managing Director

 

Staff Survey 2012 Action Plan

 

Purpose of the Report

1.             To seek Scrutiny Committee approval of the attached action plan.

Recommendations

1.             That the Committee endorses the action plan attached at Appendix A to address the issues revealed by the recent employee survey and refer the plan to Cabinet for consideration.

2.             That the actions contained in the plan are incorporated into, and monitored in line with, existing departmental service plans.

Reason for the Recommendations

1&2. To ensure that appropriate action is taken in response to the views of Council staff.

Background

2.             This staff survey represents the fifth large-scale staff survey. An external research company carried out the first in 2003, since which time it has been conducted internally using Snap survey software.

3.             The survey is conducted every two years to obtain an insight into staff opinions on a range of topics and to ascertain if there have been any shifts in staff opinion as well as to identify areas for further improvement. A summary of the results is attached at Appendix B.

4.             The 2012 survey revealed a number of issues that need to be addressed. These are detailed in the action plan attached at Appendix A.

Relevant Issues and Options

5.             The key issues that have arisen from this year's survey include:

·         While internal communications are generally considered to be effective, there are staff working in some areas of the Council that do not feel that they have access to sufficient information about the organisation to carry out their roles effectively.

·         There is a need to ensure consistency across the organisation regarding staff opinion on the learning and development opportunities available to them.

·         There is a need to ensure consistency across the organisation regarding staff experiences of the PDR process.

·         A large minority of respondents do not feel they are adequately consulted about changes within the organisation.

·         A significant minority of respondents do not feel they receive recognition for doing good work.

6.             The action plan will pursued as part of the staff engagement strategy that is being developed by the Human Resources Department.

Resource Implications (Financial and Employment)

7.             The planning and implementation of this survey was carried out internally using existing budgets.

Sustainability and Climate Change Implications

8.             None.

Legal Implications (to Include Human Rights Implications)

9.             None.

Crime and Disorder Implications

10.           None.

Equal Opportunities Implications (to include Welsh Language issues)

11.           Considerable efforts were made to consult harder to reach staff, which included sending surveys to home addresses (for home care staff) and incentives and assistance with completing forms (Alps and Court Road Depot).

Corporate/Service Objectives

12.           The results of this survey will be incorporated into the updated corporate and service plans.

Policy Framework and Budget

13.           This is a matter for Executive decision.

Consultation (including Ward Member Consultation)

14.           None.

Relevant Scrutiny Committee

15.           None.

Background Papers

Staff Survey Report 2012

Contact Officer

Robert Jones, Corporate Consultation Officer

Officers Consulted

Corporate Management Team

Head of Performance and Development

Head of Human Resources

Operational Manager - Corporate Policy and Communications

Responsible Officer:

Sian Davies, Managing Director

 

Share on facebook Like us on Facebook