The Staff and Pensions Committee of Warwickshire Council met on Monday 14 September 2026 to review updates on pension administration and discuss the council's Workforce Strategy and Annual Strategic Workforce Assessment. Key decisions included endorsing the refreshed Workforce Strategy and the Annual Strategic Workforce Assessment, and revising the sickness absence target.

Review of Firefighters' Local Pension Board Minutes

The committee reviewed the minutes from the Warwickshire Fire and Rescue Local Pension Board meeting held on 1 June 2026. Lisa Eglesfield, Pensions Administration Service Manager, provided an update on the governance action plan, noting that 42 out of 63 actions had been completed, with 21 remaining outstanding. The majority of these outstanding actions relate to information required from the West Yorkshire Pension Fund, the administrator of the firefighter pension schemes. A further governance project is planned to commence in September 2027.

Updates were also provided on the Age Discrimination Remedy, known as McCloud, with over 95% of active firefighter members having had their remedial service statements completed. The committee was informed that the deferred members would receive information on the remedy for the first time in their annual benefit statements due on 31 August. The Matthews 2 exercise, which allows firefighters to purchase pension service, is progressing, with 104 calculations completed and sent to members. However, recent regulatory amendments mean some calculations will need to be redone.

The committee also noted the announcement by the Government Actuary Department (GAD) that the SCAPE discount rate has been adjusted from 2% down to 1.7%, impacting pension factors. The Firefighters' Compensation Scheme is also undergoing reform, with a recent consultation focusing on five key areas.

Workforce Strategy and Annual Strategic Workforce Assessment

Kate Sullivan, Head of Strategic HR, presented the refreshed Workforce Strategy 2026 and the Annual Strategic Workforce Assessment 2025/2026. The Workforce Strategy aims to attract, retain, develop, and support a skilled and resilient workforce, particularly in light of Local Government Reorganisation (LGR). It is built on five pillars: a modern workforce shaped by strong leaders; a great employee experience with development opportunities; attracting talent; recognising and rewarding the workforce; and enabling a thriving workforce.

The Annual Strategic Workforce Assessment provides an analysis of the council's workforce, highlighting strengths such as service continuity and enhanced strategic workforce planning, and challenges including preparing for LGR and maintaining engagement during organisational uncertainty. A key recommendation from the assessment was to revise the corporate sickness absence target from 8 days per Full-Time Equivalent (FTE) to 9.4 days per FTE, aligning it with the Chartered Institute of Personnel and Development (CIPD) all-sector average. This change was endorsed by the committee.

During the discussion, councillors raised points about the impact of LGR on staff morale, the importance of grow your own initiatives, and the challenges in social care retention and training. Councillor Sarah Feeney highlighted the significance of the modernisation agenda for the Fire Rescue Authority. Councillor Ben Edwards questioned the impact of government announcements on LGR, and Councillor Christopher Kettle raised concerns about potential cynicism in survey responses.

The committee endorsed the recommendations to:

• Endorse the refreshed Workforce Strategy 2026.
• Endorse the Annual Strategic Workforce Assessment for 2025/2026 and publish it to comply with Public Sector Equality Duties.
• Endorse the proposal to revise the sickness absence target from 8 days per FTE to 9.4 days per FTE.

The committee also noted the comprehensive work undertaken by officers, including Bal Jacob, Director of Workforce and Local Services, and Kate Sullivan, in preparing these documents. Councillor Michael Bannister, Chair of the committee and Portfolio Holder for Resources and Internal Affairs, expressed confidence in the council's workforce and its ability to navigate future challenges.