To consider an update from the Director of Human Resources.

The Director of Human Resources (HR) introduced the report and informed the Committee that the document was a work in progress and asked members to provide feedback on how they would like the document to be modified. Committee Members attention was then drawn to the data sets displayed within the report, which included the number of employees per grade. The Director of HR briefly discussed agency spend with a reminder that a more in-depth report would be considered later in the meeting.

The report detailed that the Council had been accredited as a real living wage employer. The Council had also become part of the Greater Manchester employment Charter which had been achieved by meeting standards relating to the 7 characteristics within the charter. It was hoped that the accreditation would be a good kite mark for the Council which would aid in recruitment. The Council had seen fluctuations in staff turnover during the last few years in response to covid and the great resignation. The Council’s turnover figures had started to improve and it was hoped that being a real living wage employer and a part of the Manchester Employment Charter would see the trend continue.

The report contained rolling figures for the total amount of time lost to sickness over the last twelve months. The Council had seen a peek in time lost which had dropped down to 4.5%. The Director of HR informed the Committee of the support available to help staff members return to work as soon it was feasible for them to do so.  The Director of HR provided a short overview on the Council’s apprenticeship schemes and the use of the apprenticeship levy to upskill staff within the Council and reference the social work degree through apprenticeship that is being accessed by several staff members. The Committee were also asked to note the large amount of work that had been done within the health and safety space and the initiative being rolled out ‘Your safety, Your wellbeing’ to ensure that staff were supported to live a healthy and safe life.

The Committee were informed that a review of the Council’s Hybrid working arrangements had taken place and that it was important to note that in working in this way, service delivery to residents and customers must remain a priority.

Following the introduction Councillor Hornby welcomed the new layout of the report and asked whether the next report could contain a breakdown of vacancies or where a service was under employed. The Director of HR responded to Councillor Hornby that her request would be taken away and the service would look at adding vacancy data from all directorates.

Councill Ennis asked what progress Trafford Leisure was making towards being a real living wage employer. The Corporate Director of Strategy and Resources responded to Councillor Ennis that Trafford Leisure were on their real living wage journey with the aim of being a real living wage employer by the end of the financial year.

Councillor Ennis noted the excellent work done during the recent elections and celebrated the staff who had been involved in the election. Councillor Ennis then asked whether a survey had been done afterwards. The Corporate Director of Strategy and Resources responded that the Council did not do a survey, but they did receive feedback from the staff and she asked the Committee to note that the Council had a very strong core of staff who worked on Elections.

Councillor Zhi asked whether there had been consistency in hybrid working across the Council and if there were agreed in office days. The Director of HR responded that the Council were conducting a review of the hybrid working scheme and would be able to report back to the Committee once the review had been completed. The Director of HR expressed that it’s not possible to have a ‘one size fits all’ approach when it comes to hybrid working across the Council. We aim to empower service managers to work collaboratively with their teams on an approach that works for them and their customers. ?

Councillor Zhi then whether protected characteristics were recorded and the levels of pay by gender and people from ethnically diverse communities. The Director of HR responded that equality data is published and the Director of HR offered to share the link with the Committee along with the minutes and some of the information would be included within the next update.

Councillor Leicester asked whether the varying requirements of different services meant there was inequality in working flexibility between staff groups. The Director of HR responded that as a large organisation we will have different working practices dependent on service needs and that overall, there is a level of consistency albeit some staff work in a more agile way accruing flex, while other work more prescribed working patterns and accrue time off in lieu of any time worked over and above.

Councillor Leicester asked whether other flexibilities could be offered to those in the more rigidly structured positions such as having more carers leave to help them look after dependents at home. The Director of HR assured the Committee that we do have a great pay, reward and benefit package and that in overall terms is comparable and applies across all sectors of the workforce.

RESOLVED:

1)    That the Update be noted.

2)    That the next update in December include a breakdown of vacancies.

3)    That the link to staff data be shared with the Committee.

4)    That the next update include data around staff from ethnically diverse communities.