The Organisation and Communities Scrutiny Panel met to review the performance of Legal Services and Democratic Services, and to examine Human Resources performance. Discussions were scheduled to cover recruitment, retention, diversity, and staff wellbeing.

Legal Services Performance & Democratic Services

The panel was scheduled to consider a report on the performance of Legal Services and Democratic Services. This report aimed to assess how these services support the council's efficiency and effectiveness through legal advice and governance. Key areas for discussion included ongoing pressures and improvements within these services, the use of Artificial Intelligence (AI) and technology, and the effectiveness of recent changes to the members' casework systems.

The report detailed the structure of Legal and Democratic Services, which together comprise nearly 80 staff following a reorganisation. Legal Services is divided into six teams: Safeguarding Children, Housing & Litigation, Adult, Employment & Education, Planning & Procurement, Regeneration & Property, and Legal Support & Practice Management. Democratic Services is split into four teams: Leader's Office, Members' Support Office, Mayor's Office, and Corporate Governance and Scrutiny.

A significant focus was placed on Democratic Services' casework management. The report indicated a substantial increase in casework demand in 2026, with an estimated 9,000 enquiries anticipated for the year, a 25% rise from the previous year. Despite this increase, the average number of days for responses had significantly reduced in 2026 to 14.4 days, with an on-time response rate averaging approximately 68%. The report also highlighted the challenges faced by Legal Services, including rising demand, increasing case complexity, recruitment difficulties, and legislative changes. The use of AI and digital transformation was presented as a key strategy to improve efficiency, resilience, and sustainability within Legal Services.

Human Resources Performance

The panel was also scheduled to review the Human Resources Performance report, which focused on the implementation and effectiveness of the Council's Workforce Strategy. The report aimed to provide an update on key areas such as vacancy rates, recruitment challenges, retention strategies, staff engagement, and pay competitiveness.

The report highlighted that recruitment pressures are concentrated in specialist, technical, and hard-to-fill areas, reflecting wider local government challenges. To address these, the Council has invested in Strategic Resourcer roles to develop targeted campaigns for difficult vacancies. The report noted a significant reduction in agency reliance, with agency headcount falling by 28% and net agency spend reducing by 19% in 2025/26. Efforts to promote inclusive recruitment practices were also detailed, including guaranteed interviews for disabled applicants and initiatives to encourage applications from underrepresented groups.

The report also covered the Council's commitment to strengthening its diverse and inclusive workforce, with a focus on race equity, disability, gender, age, and sexual orientation. The launch of the Race Equity Framework in July 2026 was a key development. Furthermore, the report discussed initiatives to support and develop staff, including training programmes, apprenticeships, and the IMPACT Graduate Programme. Promoting employee wellbeing was another central theme, with the upcoming launch of the Workforce Wellbeing Framework and the introduction of a new Wellbeing Hub. Finally, the report touched upon leading and delivering change, including employee relations, policy review, and preparations for the Employment Rights Act 2025.