Issue - meetings

The Head of Human Resources and Organisational Development submitted a report setting out the turnover for 2015/16 and outlined recommendations for 2016/17.  The Human Resources Officer provided a summary of the report. 

The Head reminded Members that the Council had an ageing workforce and that retirement by a number of staff, was affecting the turnover figures.  She referred to ongoing work which needed to be undertaken regarding those employees who left the Council in under a year, to see if a pattern could be established. 

Members discussed the reasons why employees might want to leave employment with less than a year’s service and sought clarification on the graph in relation to Voluntary Leavers by Length of Service over a three year period, as detailed in the report.  Of particular note was the fact that 12 (12%) of staff in Revenues and Benefits had left the Council’s employment.  Members queried whether this could be stress related. 

Councillor S Cousins acknowledged the stress that working in Revenues and Benefits generated.  The Head explained how experienced staff mentored less experienced staff in Revenues and Benefits.  Members asked if the Head could write and explain how the “buddy” system in Revenues and Benefits  worked.  The Head explained that in relation to reasons for leaving, the category of “other” could include jobs in another service field such as the Fire Service.

Members approved the report, as now detailed.

RESOLVED – that (A) the turnover report be noted and the turnover targets remain unchanged for 2016/17;

          (B)     services continue to be supported         in implementing their workforce plans          through career development and succession planning for its employees;

          (C)    the Council’s values and      behaviours be embedded within HR      Policies;

          (D)    the Council continue to attract       and promote young people into local           government (apprentices, graduates,    work placements, secondments,           sabbaticals and volunteers) and   support initiatives such as career           fayres, partnerships with Schools    (Hertfordshire LEP);

          (E)     actions from the East Herts health and wellbeing work plan be           implemented;

          (F)     employees continue to be    engaged through Staff         Forums and           other Forums;

          (G)    the recruitment action plan   continue to implement          modern and           innovative ways to recruit;

          (H)    the success of achieving the        Investors in People silver award   through the delivery of the        Organisational Development         Strategy continue to be developed;

          (I)      the exit interview process be         reviewed to ensure that it is fit for           purpose and reflects the Council’s         behaviours and values; and

          (J)     from information provided at         an     exit Interview, staff who leave within           their first year of service be monitored   in order to identify patterns and           implement action to reduce the     number of voluntary leavers          in this           area.