Purpose

Oversight to cover areas of priority for
2024/25:
• Continued focus on absence & productivity and data and
metrics
• Improve senior leadership resilience through succession
planning
• Improve manager capability through targeted development
interventions
• Support the organisation to change and redesign itself to
support financial resilience

- (HR, Absenteeism Recruitment and Performance Management)
Organisational resilience – benchmarking

Areas of consideration by CCCS Scrutiny from-
• Deep-dive into sickness absence and our response
• Deep-dive into recruitment and retention and workforce
planning
• Workforce demographics by service area and the
risks/opportunities it presents

Key questions / issues:
• How is the council benchmarked r.e. performance management,
hard-to-fill roles and sickness absence levels?
• What are the hard-to-fill roles and what is officers' view
on why the council is not attracting people to these roles? What do
think tanks or external organisations suggest?
• How is the council progressing against the Workforce
Equality Strategy, and what areas are there for further research
and improvement?