Issue - meetings

The Human Resources Advisor introduced the report which considered the Council’s employee turnover for 2025/26.

Members were informed that there had been a total of 44 leavers during the period, of which 38 were voluntary. This had given an overall turnover rate of 14.6%, which was slightly above the local government average of 12%,  largely attributable to lifestyle changes such as retirement and career progression. It was noted that, given the Council’s ageing workforce, these trends were expected to continue.

Members heard that 52% of leavers had completed exit questionnaires. Overall feedback was very positive; however, views on career progression were more mixed, with only 50% rating this aspect positively. This was attributed to the size of the Council and the limited scope for progression within some of its smaller, specialist teams. It was noted that career-graded roles and the introduction of the apprenticeship levy were intended to support and enhance career progression opportunities.

In relation to recruitment costs, Members were advised that these had reduced significantly due to fewer recruitment campaigns and tighter cost controls, with the average cost per hire being £749 - well below the UK average of £1,500. However, it was acknowledged that recruitment remained challenging, particularly within Planning, where targeted agency support and market supplements were utilised.

Members attention was drawn to planned forthcoming actions, to include a focus on improving recruitment processes and enhancing support for managers. A simplified Performance Development Review (PDR) process and the implementation of “The Snug” to facilitate retention conversations.

Members were further informed that work was ongoing to explore apprenticeships and develop “grow your own” talent pipelines. In addition, efforts to strengthen the Council’s employer brand were being progressed, including achieving Armed Forces Silver status, updating the careers website, and promoting employee testimonials.

The Chair thanked officers for the report, there were no questions.

It was moved by Councillor Willcocks and seconded by Councillor Connolly, that the recommendations, as detailed, be approved. After being put to the meeting and a vote taken, this motion was declared CARRIED.

RESOLVED – that the Annual Turnover Report 2025/26 including the actions (in section 11.0) planned for 2026/27 be considered and any comments provided to the Senior Shared Human Resources Business Partner.