Agenda item

Briefing Note

The Cabinet Member for Strategic Finance and Resources introduced the item, explaining that key achievements had been delivered on by the HR Service despite the challenges of the pandemic.  The Cabinet Member referred to good progress in apprenticeships, saying the Council’s Apprenticeship Levy spend was well above the national average and the tenth highest proportion of levy funds spent in England, which was remarkable.

Members of the Board asked questions and received responses on the following:

•  The apprenticeship levy could not be used to pay salaries however, it had been used to support traditional apprenticeships and had enabled a significant number of the workforce to upskill and obtain formal qualifications.  Successful outcomes of the apprenticeship levy included sharing the levy with SME’s in Coventry, ensuring the levy was utilised and maximised in the city.

•  Spend for the apprenticeship levy had been used to recruit social workers and lawyers however, there had been challenges with recruitment for other types of apprenticeships.

•  Formal qualifications had been funded through the apprenticeship levy.

Members requested information on how many of the apprentices had joined the Freeman’s Guild and a breakdown of apprentice outcomes.

The Board received a presentation which covered the achievements of the People Plan in Year 1 and Year 2 highlighting areas of achievement in:

•  Employee engagement

•  Employee health, safety and wellbeing

•  Implementing Diversity and Inclusion

•  Pay, reward and recognition

•  Workforce development talent

•  Digitally enabled

•  Supporting the organisation

•  HR response to the pandemic

Members of the Board asked questions and received responses on the following:

•  Half of the workforce was able to work from home and it was anticipated this would continue. 

•  Sickness absence figures had temporarily reduced however, they had increased again.  There were hot spots in certain areas however, support mechanisms had been put in place.

•  Attendance at training had increased due to it being available online.

•  The vacancy rate of 16% appeared high in comparison to the English Authorities Rate of 8%.  Comparable figures from the West Midlands Authorities would be sourced.  There were recruitment challenges and vacancy hotspots in certain areas of the workforce.

Members requested vacancy rate Metrics from West Midlands Authorities.

Members also requested information on how many applicants were received for each vacancy in key areas, whether jobs were advertised locally, regionally, nationally or internationally and whether any new areas of recruitment were experiencing issues.  Information on how high-quality services were being maintained despite agile working was also requested.

RESOLVED:

1.  To note the progress being made by the HR Service in relation to year 2 actions outlined in the People Plan 2020-2022.

2.  Identified the following to be added to the work programme:

•  Apprenticeships (March 2023)

3.  To note the progress being made by the HR Service in relation to progressing year 2 actions outlined in the People Plan 2020-2022.

4.  To note the contents of the draft People Plan for 2022-2025.

5.  That the Board receive:

·  Metrics from West Midlands Authorities linked to those included in the People Plan 2022-25.

·  Additional information on vacancy rate.

6.  Identified the following to be added to the work programme.

·  Managing an agile workforce