Agenda Item No. 7
The Vale of Glamorgan Council
Scrutiny Committee (Corporate Resources) 25 June 2013
Report of the Managing Director
Staff Survey 2011/12 - Update
Purpose of the Report
1. To advise Committee of the progress made in implementing the Employee Engagement Action Plan (Appendix A).
1. That Committee note the ongoing work to address the issues that were identified by the 2011/12 Staff Survey.
Reasons for the Recommendations
1. In order to ensure that appropriate action is being taken in response to the views raised by staff during the survey.
2. There are a number of pieces of work currently taking place that have been designed to address the issues surrounding employee engagement identified by the most recent survey of Vale of Glamorgan Council staff.
3. The results of the 2011/12 staff survey were initially reported to Cabinet in July 2012. Following this a staff engagement action plan was created and a working group established (consisting of the Head of Performance and Development, the Head of Human Resources, the Training & Development Manager and the Corporate Consultation Officer). This action plan was then presented to Scrutiny (Corporate Resources) in September 2012. Following the committee's comments this was revised and presented and approved in November 2012.
4. Initially the action plan was to be pursued as part of a staff engagement strategy under development within HR. However, due to the significance of the issues identified this was then incorporated into the Workforce Plan.
5. The action plan captures the work that is being undertaken corporately to address the issues highlighted in the report. However, in addition to this the results of the staff survey have been widely circulated internally and so are likely to have informed a number of smaller departmental projects.
Relevant Issues and Options
6. The key issues that have arisen form 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.
Resource Implications (Financial and Employment)
7. The planning and implementation of the actions resulting from the survey are to be met using existing budgets.
Sustainability and Climate Change Implications
Legal Implications (to Include Human Rights Implications)
Crime and Disorder Implications
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).
12. The results of the survey are being used to inform the delivery of the Workforce Plan.
Policy Framework and Budget
13. This is a matter for executive decision.
Consultation (including Ward Member Consultation)
Relevant Scrutiny Committee
Staff Survey 2011/12 - Results Report
Robert Jones, Corporate Consultation Officer
Corporate Management Team
Head of Performance and Development
Head of Human Resources
Operational Manager - Corporate Policy and Communications
Training and Development Manager
Sian Davies, Managing Director