The Personnel Committee of Kent Council convened to discuss several key issues, including the evaluation of the People Strategy 2022-27, the Annual Workforce Profile Report, and the latest Employee Relations Casework Activity. Decisions were made to adopt the evaluation findings and to address the highlighted workforce challenges.

People Strategy 2022-27 - Evaluation

The committee reviewed the People Strategy 2022-27 - Evaluation, which assesses the progress and impact of the strategy since its implementation. The strategy aims to enhance employee engagement, improve recruitment and retention, and foster a diverse and inclusive workplace. The evaluation highlighted several successes, such as improved employee satisfaction scores and a reduction in staff turnover. However, it also identified areas needing improvement, particularly in achieving diversity targets and addressing skill gaps.

Councillors debated the merits of the strategy, with some praising its comprehensive approach and others calling for more aggressive measures to meet diversity goals. One councillor noted, While we have made strides in employee satisfaction, we must not lose sight of our diversity objectives, which are crucial for a truly inclusive workplace.

The committee decided to adopt the evaluation findings and implement recommended actions to address the identified challenges.

Annual Workforce Profile Report

The Annual Workforce Profile Report was presented, providing a detailed analysis of the council's workforce demographics, including age, gender, ethnicity, and disability status. The report revealed a predominantly aging workforce, with a significant portion nearing retirement age, and highlighted the need for succession planning and targeted recruitment efforts to ensure continuity of service.

Councillors expressed concern over the aging workforce and the potential impact on service delivery. One councillor remarked, We must proactively address the impending retirements to avoid a skills gap that could affect our ability to serve the community effectively.

The committee agreed to develop a comprehensive succession planning strategy and to enhance recruitment initiatives aimed at attracting younger talent and underrepresented groups.

Employee Relations Casework Activity

The committee examined the Employee Relations Casework Activity report, which detailed the number and nature of employee relations cases over the past year. The report indicated a rise in grievances and disciplinary actions, prompting discussions on the underlying causes and potential solutions.

Councillors debated the reasons behind the increase in casework, with some attributing it to better reporting mechanisms and others suggesting it might reflect deeper issues within the workplace culture. One councillor stated, While improved reporting is a positive step, we must also investigate whether there are systemic issues contributing to the rise in grievances.

The committee resolved to conduct a thorough review of workplace policies and practices to identify and address any systemic issues contributing to the increase in employee relations cases.

Conclusion

The meeting underscored the council's commitment to improving its workforce management and addressing key challenges. By adopting the evaluation findings of the People Strategy, developing a succession planning strategy, and reviewing workplace policies, the council aims to create a more effective, inclusive, and resilient workforce.