Issue - meetings

A report and presentation are attached.

Cherry Bennett – Head of Human Resources and Organisational Development, introduced the item to the Panel and gave a presentation which covered the following:

·  Agenda

·  Purpose

·  What is workforce planning?

·  Why is it important?

·  Who is our workforce?

·  What does this mean for B&NES?

·  Information used in workforce planning

·  Recruitment & Retention

·  Recruitment & Retention: Next steps

·  Apprenticeships: Next steps

·  Talent planning

·  Talent planning: Next steps

·  Skills audit

·  Succession Planning

·  How will we do this?

·  Our people

·  Full Time Equivalent Staff by Directorate

·  Age and Sex Profile

·  How will we do this?

·  The Strategic Workforce Planning Process..

·  Challenges

·  Outcomes

·  Members

Panel members made the following points and asked the following questions:

Councillor Anketell Jones asked for a definition of ‘qualitative external’ (page 7) and asked how the Council picked up on higher level trends. The officer explained that ‘qualitative external’ includes receiving data and information from a number of professional bodies such as the CIPD, LGA and South West Councils as well as professional networks. David Trethewey – Divisional Director Strategy and Performance, explained that trends can be picked up through formal and informal feedback from partners and local companies.

Councillor Rayment asked if the ‘Living Wage’ referred to is the government national living wage, the officer confirmed that it was. Councillor Rayment asked what proportion of staff were paid under the ‘real’ living wage – the officer stated that she would find out and report back. She also explained that she met with all recognised Trade Unions monthly and had a constructive relationship with them and would share plans around the approach to workforce planning with them at the earliest opportunity.

Responding to a query from Councillor Bevan, the officer explained that the government had rebranded the role of apprenticeships and the levy was now a training programme open to people of any age and experience. The officer explained that myth busting was important so that the new definition was understood.

Councillor Davis asked about progress with regard to the ‘kite’ diagram in the presentation. The officer explained that there were different levels of progress in different areas of the Council.

Regarding the gender pay gap, Councillor Anketell Jones stated that he was pleased to hear that the authority had an 8% pay gap against a national public sector average of 13%, he asked what figure the authority would be comfortable with. The officer explained that there is no exact number but 1-2% would be an aspiration. She further explained that there is a period of sustained work ahead to achieve this.

Councillor Lisa O’ Brien asked that, when the programme was developed, to what extent were multi skilling and moulded services considered. She also asked about the fact that there are more women in the Children Services area and more men in Environmental Services. The officer explained that the gender patterns in different work areas can go back to schools and what boys and girls are being encouraged to study and the role models they have. Regarding  ...  view the full minutes text for item 64