Agenda item

VOLUNTARY WORKFORCE PROPOSALS

To receive a report from the Corporate Director of People.

Minutes:

The Committee had received a report at their last meeting on the three voluntary schemes offered to staff as a result of changes in ways of working due to the COVID 19 pandemic.  The Head of Workforce and Core Strategy informed the Committee that the report that had been circulated with the agenda provided an update on each of those schemes. The voluntary severance scheme had been launched on the 11th September with an initial closing date of the 5th October. The original timeline had been aligned with the setting of the Council’s draft budget proposals for the year, however following feedback from staff the scheme had been extended. The extension took into account the changes to legislation and regulation reform and ensured there was enough time available for the Council to understand their impact and to communicate changes to staff.

 

Over 180 applications had been received and reviewed by heads of service, who made an initial recommendation. Of the 180 applications 43 had been recommended for release with an additional 30 under further consideration linked to service reviews. The 43 applications that had been recommended for release were due to go through the approvals process later in the week and approved applications would then be sent to the Chief Executive for final sign off.  All employees who had applied would be notified of the outcome by their manager once the process had been completed. Work would then commence to calculate the best solution for those individuals leaving the Council. Due to the new legislation and regulations HR were working closely with colleagues in Legal to ensure that all agreements aligned the changes.

 

The second scheme was the option to move to more flexible ways of working, including the nine day fortnight. Around 20 employees applied for the scheme and their applications were currently being processed.  The leave purchase scheme, where employees could buy between 1 and 10 days of additional leave, with the cost spread across the whole year, was ongoing and the scheme was due to close at the end of January. The Head of Workforce and Core Strategy concluded by stating that all three schemes had been designed to provide employees with options on how they wanted proceed following the pandemic and a further report on the outcomes would come to the committee 4th March 2021.

 

Following the update Councillor Acton asked whether there had been a target number of severances and whether that level had been met. The Corporate Director of Strategy and Resources responded that there was a forecasted figure of around 100 employees so the 43 that were currently going through the approvals process was below the figure expected. However, following the announcement of the new regulations the Council would create a new offer in line with the changes and reopen the scheme to employees along with the other schemes.

 

Councillor Rigby noted that when there were a number of voluntary severances there was always the possibility of an increased demand for agency workers and it was hoped that the impact that this may have was being taken into account.  The Corporate Director of Strategy and Resources assured the Committee that consideration had been given to the impact severances could have on fulfilling the Council’s statutory functions. Over the course of the process many of the applications had been identified as roles vital to the Council meeting its statutory obligations, which had led to a low number of applications being approved.

 

Councillor Thompson noted the transition period mentioned within the report and asked whether this had been agreed and if it would benefit staff. The Strategic HR Lead Policy, Reward and Intelligence responded that the draft regulations did have provision for a transition period whereby if an employee’s package was agreed before the regulations came into force and they left within the 6 months after that point then they would be able to leave under the existing regulations. It was uncertain whether the transition arrangements would be within the final regulations and so HR were working closely with Legal colleagues to monitor the situation to produce the best outcomes for staff.

 

Councillor Akinola asked how many staff withdrew their applications due to the cap and the changes in regulations. The Strategic HR Lead Policy, Reward and Intelligence answered that 15 staff had withdrawn their applications due to the changes.

 

RESOLVED:

1)    That the report be noted.

2)    That a follow up report come to the Committee meeting 1st March 2021.

Supporting documents: