The General Purposes Committee of Haringey Council was scheduled to discuss workforce data and proposed changes to HR policies. Key topics included a review of the People Report detailing workforce statistics, and updates to the Disciplinary and Sickness Absence policies.

People Report - May 2024, March 2024 Data

The committee was scheduled to consider the People Report which combines key workforce data and analysis. This report provides information on headcount, the cost of the permanent workforce and off-payroll arrangements, starters and leavers, sickness absence, and apprentices. The report indicated a slight increase in the council's established workforce between December 2023 and March 2024, alongside an increase in associated costs. Agency worker headcount remained broadly unchanged, but FTE and costs saw an increase. The report also noted a decrease in the number of apprentices, with a pipeline of new apprentices expected. Sickness rates showed a slight reduction in average sick days and a notable decrease in short-term sickness, leading to a reduction in sickness costs. The report was for information and for the committee to note.

HR Policies - Proposed Changes and Timetable for Future Changes

The committee was scheduled to review proposed changes to HR policies and a revised forward plan for policy reviews in 2024/25. This review was prompted by feedback on the use of current policies and discussions with Trade Unions. The report highlighted that the majority of HR casework relates to five key policies: the Disciplinary Policy, Capability Policy, Grievance Policy, Dignity at Work Policy, and Sickness Absence Policy. The aim of the proposed changes is to make these policies shorter and easier to understand and operate, removing the need for separate practice notes.

The report detailed proposed revisions to the Disciplinary Policy, which has been based on ACAS best practice. Changes include clarifying that suspension is a last resort and that a line manager can act as an investigating officer. The policy also incorporates appendices on suspension risk assessment, examples of gross misconduct, and reasonable adjustments. The Sickness Absence Policy, also based on ACAS best practice, has been updated to include more thorough outlines of short and long-term absence, and the process for recording absences. It also includes details on sick pay entitlements and annual leave accrual during sickness.

The committee was asked to approve the updated Sickness Absence Policy and Disciplinary Policy, and to delegate authority to the Chief People Officer to make minor changes and to remove the second written warning stage of the Disciplinary Policy if it has not been used as a sanction by a specified date. The timetable for further HR policy updates was also to be noted, with the Grievance, Capability, and Ill Health Retirement policies scheduled for October, and the Probation and Organisational Change policies for January.

Trade Union Facility Time Agreement

The committee was scheduled to consider an update to the Trade Union Facility Time agreement, which dates back to 2011. The report aimed to modernise the agreement, update facility time allowances for each union, and include a mechanism for dispute resolution. The report highlighted changes in the council's operations and workforce since 2011, as well as periods of austerity and reductions in workforce and union membership. The agreement outlines the roles of Employee Side Secretaries for teaching and non-teaching unions, who represent various trade unions. The report detailed proposed increases and decreases in facility time for specific unions based on membership and workload.

Organisational Change Policy (Amendment)

A recommendation to amend Section 8.2 of the Organisational Change Policy, concerning redeployment, was scheduled for discussion. The proposed change aims to widen the grade band for suitable alternative posts for redeployment, from the current three grades (one up, one down) to five grades (three up, one down). This change is intended to maximise redeployment opportunities and minimise redundancies. The report noted that this policy does not apply to teachers employed directly by the council, who have their own employment terms and conditions. Pay protection for 18 months was also mentioned for employees moving to a lower grade.