Agenda item

PEOPLE UPDATE

To receive a presentation from the Interim Director of Human Resources.

Minutes:

The interim Director of HR delivered an update to the Committee picking out key highlights of the work that has been done in the last three months. HR had continued to support staff through the pandemic and had been working with Managers and staff to develop their skills and support them in the delivery of services. Attendance levels had been impacted by the pandemic and HR had supported services through a fast-track recruitment process. The recruitment process had been tightened so all vacancies were advertised internally in the first instance with a few exceptions including traded services, front line social workers, and shared services. The improved process required all external advertisements to be approved by the Interim Director of HR and the Director of Finance and systems. The Interim Director of HR assured the Committee the recruitment process aligned with the Council’s “grow our own” strategy.

 

The Strategic HR Lead for Health and Safety then provided a detailed health and safety update.  The update covered the support the team were providing to staff across the Council both within council buildings and when working from home.  In response to the omicron variant the Council had moved to the essential wearing of face coverings in all buildings. CO2 monitors were being utilised to ensure the levels of ventilation within council buildings was adequate. The first aid arrangements within Council workspaces were being updated to align with the move to hybrid working and ensure the Council remained compliant with its first aid responsibilities.  The Strategic HR Lead for Health and Safety concluded their update by informing the committee of the ongoing work to support schools on a range of health and safety issues. The support included risk assessments, outbreak control, and providing information and guidance.

 

The Interim Director of HR then provided information on the other key activities of the department. The Council’s employee recognition rewards were due to be held the next day and the Committee were informed of the award categories along with details of the process of selection of winners.  The Council were to undertake a workforce survey in the new year. The exercise would include a “you said we did” document detailing staff feedback received within the last survey and the actions the Council had taken. An update on the outcomes of the survey would be provided at the next Committee meeting in March 2022.

 

There had been a lot of work done to provide and support Apprenticeships and kickstart placements during the year with 43 apprenticeships and 13 Kickstarter placements achieved.  The first cohort of Kickstarter placements were due to graduate in December 2021 and 2 young people had attained full time positions, one within STAR Procurement, and the other had begun an apprenticeship in business support. 8 Trafford young people were due to start as part of the next cohort with 2 due to start on the following Monday.

 

The Interim Director of HR detailed the ongoing work to increase the number of social workers within the Council. This included additional support for social workers in their first year of employment with case load protection and additional 1:2:1 supervision. 8 people were studying for the 30-month social work qualification. The adult social care team were delivering sessions in secondary schools and the Council were facilitating work placements within schools. In Children’s Services the Council were supporting 17 new social workers with another 2 due to start. 8 newly qualified social workers were preparing for the final panel and another 7 members of staff were taking the social care qualification across three cohorts.

 

The Council had been working with an external provider to ensure they were compliant with legislation and to meet the Councils commitment to challenge inequality and discrimination, particularly in employment. Part of this work had seen the creation of an equality steering group with executive representation, senior management representation from both the Council and Trafford CCG, and representation from staff forums. A report on the work in this area was to be brought to the next meeting of the Committee.

 

Flu vaccination clinics had been put in place and support was being provided to ensure all staff in adult care services were fully vaccinated, in line with legislation.

 

The HR team were involved in wide range of service redesigns with two of the largest areas being within Children’s services around the no wrong door model and early help. The engagement exercises for these services were complete and implementation was set for the end of April 2022. An early year’s redesign was underway and expected to be ready for implementation midway through 2022. The HR team were also supporting Trafford CCG in their transition to the Integrated Care System Board.

 

The HR service was going through its own restructure which involved a move to a single front door contactable via telephone, email, or online portal. The effectiveness of the front door was being assessed with a survey going out to managers in the new year asking for their views. 

 

The HR team continued to provide support to mangers and elected members for appeal hearings through a comprehensive employee relations service. The Interim Director of HR concluded her overview by informing the Committee that the service was continuing to review and update all policies to ensure they were fit for purpose and compliant with legislation.

 

Following the overview Councillor Acton asked whether new social workers were accompanied on visits as part of their support and what happened in the second year. The Interim Director of HR responded that a comprehensive package of support was in place, which included having a mentor who worked with them on a 1:2:1 basis. The Strategic Lead for Practice Improvement and Learning added that there was a taught programme for the first year of supported learning and a provider was in place who helped new social workers to apply theory to practice. The Committee were then provided with details of the support provided in the first year and were assured the Council were looking to provide further support in social workers second year.  Newly qualified social workers went on visits by themselves, but their mentor would provide close oversight and support. The approach taken was dependent upon each social workers abilities, experience, and confidence.

 

Councillor O’Sullivan asked how many vacancies the Council had for social workers. The Interim Director of HR responded she did not have the figures to hand and would provide the details after the meeting.

 

Councillor O’Sullivan asked whether any volunteers supported social workers. The Interim Director of HR responded that there was a volunteering strategy in place and the Council looked to support services with volunteer support where appropriate.  The Chair added that it was worth considering whether retired social workers would volunteer to help support newly qualified staff. The Interim Director of HR responded that the council were looking at all avenues for opportunities to increase provision and that would be something to consider.

 

RESOLVED:

1)    That the update be noted.

2)    That a report on the Councils work on equality and diversity in the workplace come to the next Committee meeting.

3)    That information on the number of social worker vacancies be provided to Committee Members after the meeting.

Supporting documents: