Agenda item

The Human Resources Advisor introduced the report which outlined how the Council supported employee learning and development in 2025/26, including the use of training budgets and priorities for 2026/27.

Members were advised that the training budget was allocated across corporate training, service-specific training, professional qualifications, and health and safety. Staff being informed about training opportunities through email, the intranet, Teams, and during Personal Development Review (PDR) discussions.

Members heard that the PDR process had been refreshed, with the previous multi-form system replaced by a single, streamlined form, improving consistency and ease of use for both staff and managers. It was noted that a significant increase in completion rates had already been observed.

Mandatory training continued to be delivered via Skillgate, with 1,372 courses completed during the year. In addition, 236 staff participated in non-mandatory training covering areas such as conflict management, procurement, resilience, neurodiversity, de-escalation, and retirement planning. The Council also introduced SEEDL, an online learning platform offering free courses to both staff and residents. By Quarter 4, there were 97 active users, including 50 Council employees.

Members were informed that funding for professional training remained at £20,000, with staff required to sign training agreements to ensure fairness and enable cost recovery in the event of early departure. Apprenticeships continue to be supported, although recent Government changes had restricted Level 7 apprenticeships to younger learners.

For 2026/27, priorities included analysing PDR outcomes to inform the training plan, updating e-learning content, refreshing the corporate induction programme, expanding apprenticeship opportunities, and supporting staff wellbeing through East Herts Unity. Opportunities for shared training with Broxbourne were also being explored.

The Chair thanked officers for the report.

Members referred to the statistics within the report relating to staff mandatory training, noting that these figures only showed the number of participants who had completed each course. They commented that a more detailed breakdown of this data would be beneficial for the Committee.

Members also sought clarification on how completion rates for mandatory training were monitored, including the processes in place to track compliance, as well as the expected timeframes within which new starters are required to complete the relevant training modules.

Members heard that officers would seek to provide this information in greater detail in future reports. It was noted, however, that employee start dates presented challenges in accurately presenting completion data, particularly where new starters were still within the allocated timeframe for completing mandatory modules. It was further explained that mandatory training was included within an employee’s induction, and that monthly email reminders were sent to employees and their managers where courses had not yet been completed.

Members were advised that, to further strengthen management capability, manager training would be refreshed. It was also noted that training requirements formed part of the Performance Development Review (PDR) process, with managers checking in on staff objectives throughout the year.

Members were told that, further to discussions at the Member Development Group, the Human Resources Department was also working to develop clear communication methods to better clarify mandatory training requirements for Members.

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 Learning and Development Report for 2025/2026 be considered and any comments provided.