Agenda Item No.
THE VALE OF GLAMORGAN COUNCIL
CABINET: 17TH DECEMBER, 2012
REFERENCE FROM SCRUTINY COMMITTEE (CORPORATE RESOURCES): 13TH NOVEMBER, 2012
“533 STAFF SURVEY 2012 UPDATED ACTION PLAN (MD) –
As requested as a previous meeting, the Head of Performance and Development- referred Members to the update of the Action Plan, as outlined below:
Undertake a review of training opportunities and programmes, including training for staff working outside office environments.
2012/13 TDRS programme is now underway. There has
been 100% compliance from Waste Management so far.
Council has now obtained funds to train staff in basic skills (ICT, literacy, numeracy). These courses are being targeted at staff working outside office
environments. A series of roadshows is being used to promote these opportunities.
Training and development for staff disadvantaged by JE is
also being used to target staff working outside office
environments (for example HGV driver training now on offer).
Council has now signed
up to Employers Pledge.
the Council and
identify how to deliver
best practice as part
of the review.
Corporate training review currently underway as part of
Social Services Change Plan. Once completed this will be expanded to an assessment of all service areas.
Review previous staff
and Savings Challenge) and implement a scheme building on the learning from previous schemes.
Previous schemes have been reviewed. It is not timely to implement another suggestion scheme. Instead
improvements to Core Brief and Staff Net will be used to incorporate the successful elements of the previous schemes into a new interactive Core Brief that will allow a dialogue between staff and senior offices.
Review approach to
team meetings of non-office based staff. Indentify and resolve reasons for lack of meetings.
To be addressed as part of ongoing review of employee engagement. A report to CMT outlining next steps is currently being drafted.
Ensure that staff
without access to a
PC) receive information through team meetings.
To be addressed as part of ongoing review of employee engagement.
A report to CMT outlining next steps is currently being drafted.
Review the effectiveness of the
PDRS process and
particularly in relation
to its use with non-office
A series of focus groups with staff addressing the effectiveness of the current PDRS process. The results of this will inform the review.
The possibility of enhancing the quality control procedures
currently in place in order to improve staff experience of the PDRS process is being investigated.
Investigate what staff
consider to be ‘recognition’ of good
work and develop an
approach to rewarding good work appropriately.
To be addressed as part of ongoing review of employee engagement. A report to CMT outlining next steps is
currently being drafted.
A series of focus groups with staff addressing the PDRS process is being planned.
In relation to the actions proposed to address the matter of staff feeling undervalued, a view was expressed that the proposals were not robust and required further more imaginative thinking. Further comments were made in relation to the need for a more holistic approach being taken as regards communication across the Council from the top down, the need for a co-ordinated training programme and the need to develop a robust internal communication strategy. The Head of Performance and Development drew attention to the review of employee engagement included in the Action Plan and said that this would include internal communication. As also indicated in the Action Plan, a training review was underway. He would submit a progress report on those matters in 6 months.
Reference was also made in the ensuing discussions to concerns recently expressed by trade representatives at the Joint Consultative Forum (JCF) in relation to the figures quoted in the results summary which had been reported to this Committee in September. Other areas of concern at the JCF included the fact that teachers had been excluded for participating in the survey and the way in which the survey had been conducted. A suggestion was made that the “soundness” of the survey should be tested and an assessment made as to the merit of undertaking a similar survey with teachers. Members were notified that the Chairman of the JCF was to take up all areas of concern with the relevant officers. The Head of Performance and Development said that the survey had been agreed by the Corporate Management Team and effectively communicated to Council staff generally, but that it was felt that teachers should not be included since their concerns were different in many ways from other staff. He agreed to refer the above issues to the Corporate Management Team.
A proposal was also made that, prior to the next survey being undertaken, a copy be forwarded to this Committee for consideration.
(1) T H A T the updated Action Plan as appended to the report be endorsed and the Plan referred to Cabinet for consideration.
(2) T H A T the actions contained in the Plan be incorporated into, and monitored in line with, existing departmental service plans.
(3) T H A T the Head of Performance and Development submit a progress report to this Committee in 6 months.
(4) T H A T Cabinet be asked to consider the proposal that a draft of the survey be submitted to this Committee for consideration.
Reason for recommendations
(1&2) To ensure that appropriate action is taken in response to the views of Council staff.
(3) To monitor progress.
(4) To ensure the content of the survey was fit for purpose.”
Attached as Appendix - Report to Scrutiny Committee (Corporate Resources): 13th November, 2012