130 Turnover Report: April 2015 - March 2016 PDF 118 KB
Additional documents:
Minutes:
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.