Issue - meetings

The Head of Human Resources and Organisational Development submitted a report which considered employee absence levels, causes, and trends in other public sector organisations and outlined the Council’s current and proposed initiatives to improve employee health and wellbeing. 

In response to a query by Councillor P Ruffles in relation to the “work rate of individuals” in terms of the delivery of outcomes, the Head of HR explained that no such parameters were placed on staff, but that staff were placed in positions which played to their strengths and were supported with training.

Councillor A Alder asked that Members be provided with how many staff had recognised disabilities.  The Head of HR undertook to provide Members with information which may have been provided on their equalities form at the time of their application. 

The Head of HR explained the challenges in relation to long term absences and especially when a member of staff might be ill because of stress.  He explained that Officers were reviewing sickness and absence procedures at the moment.  The Committee Chairman sought and was provided with clarification in relation to short term absences.

In response to a query from Councillor J Dumont, the Head of HR explained the Council’s policy on sickness payments which he said, was on a par with other public sector organisations such as, education, health, charities and local government.

The Committee Chairman sought and was provided with further information in relation to the role Mental First Aiders, how these volunteers were supported and the role of HR in co-ordinating the process generally and their training.  

The Committee Chairman commented on the many good initiatives provided by the Council.

The Committee approved the report, as detailed.

It was moved by Councillor A Alder and seconded by Councillor S Newton that the report as detailed, be approved. After being put to the meeting and a vote taken, the motion was declared CARRIED.

RESOLVED – that (A) the Employee Health and Wellbeing report be noted;

(B)   the Council’s absence management targets be changed to reflect the decision made by HR Committee on 3 October 2018 to reduce the short term target from 4.5 days to 4 days per FTE and for the long term absence target to remain as 2 days (thereby reducing the overall absence target to 6 days) with effect from 1 April 2019.