Agenda item

Future People - creating a skilled, flexible workforce

[Charlotte Johns, Head of Transformation, to present update report including the Organisational Development Strategy]

Minutes:

Charlotte Johns, Head of Transformation provided a report relating to the councils approach to Organisational Development, including the Organisational Development (OD) Strategy and the Whistleblowing policy.

 

The Head of Transformation responded to questions about the strategy, including the Learning and Development plan. Cllr Alan Bolshaw asked for more information relating to the take up of employee volunteering scheme, and the Head of Transformation agreed to send figures out to the panel.

The panel asked if training is provided in house, and the Head of Transformation clarified that there is a mixed economy for training provision.

 

Cllr Jacqueline Sweetman welcomed the OD Strategy and acknowledged the enormous amount of work that had been carried out to get to this stage. The Head of Transformation clarified that this is the 2015-16 OD Strategy on which the Organisational Development Team (ODT) will be structured and she confirmed that there will be regular OD Strategy updates, regular review and re-alignment.

 

The Head of Transformation confirmed to Panel that the recent launch of the revised appraisal process is a core part of the changes set out.  Panel welcomed the core behaviours and the work that had been carried out to develop a fresh approach.

Cllr Andrew Wynne was particularly impressed by the core priorities and the mnemonic PRIDE:

P – Put customers first

R – Raise the profile in the City

I – Inspire trust and confidence

D – Demonstrate a can-do attitude

E – Encourage teamwork

 

Cllr Andrew Wynne felt this will encourage employees to build a good culture, to be proud we are part of the City Council; which will permeate through the authority.

 

Cllr Andrew Wynne referred to the Whistleblowing Policy and Procedure document and asked for more information about recorded reported cases.

 

The Director of Finance advised that Audit committee is the vehicle to consider information pertaining to whistleblowing and numbers of cases reported, he did suggest that numbers of reported cases are low.

 

In response to a question from the Chair, the Director of Finance advised that information about whistleblowing is available on the intranet for all employees and that there have been recent promotions about the whistleblowing policy. Cllr Rita Potter advised that there is no requirement to have a whistleblowing policy but that it is good practice to do so.

 

Cllr Jacqueline Sweetman welcomed the core value of systems thinking and in response to further questions from Cllr Sweetman, the Head of Transformation clarified that whistleblowing is available from day one of employment and that whistleblowing could flag up any issues, including sexual harassment, but that any such incident would have to cross over into the correct process i.e. grievance/disciplinary.  In a further question Cllr Jacqueline Sweetman asked for clarity of position for councillors if an employee approached a councillor to confide in them but did not want to put forward a complaint personally or through a union or other organisation.  The Director of Finance confirmed that under such circumstances the councillor should advise the employee of the whistleblowing policy or could use the whistleblowing policy on their behalf.

 

The Chair and Panel members requested that thanks for the work that the Head of Transformation has carried out in relation to the Organisational Development Strategy be recorded in the minutes.

 

Resolved

 

1.    That the panel welcome the Councils approach to Organisational Development and endorse the Organisational Development Strategy

 

 

Supporting documents: