The Resources Scrutiny Committee of Derbyshire Council met on Thursday 1 October 2026 to discuss an update on Local Government Reorganisation (LGR) in the Derby and Derbyshire area and to review the council's Talent Strategy, with a particular focus on apprenticeships. The meeting also included a review of the council's work programme for the upcoming year.

Local Government Reorganisation Update

The committee was scheduled to receive an update on the Local Government Reorganisation (LGR) concerning the Derby and Derbyshire area. This discussion was intended to allow members to consider and discuss the matters presented, providing views to support the council's ongoing approach to LGR. The report pack indicated that the presentation would cover the government's announcement on pausing the LGR programme and its impact on the Derby and Derbyshire area. Members were expected to consider and discuss the information presented and offer their views to aid the council's developing strategy.

Talent Strategy

A key item on the agenda was an update on the development of the council's Talent Strategy, with a specific focus on apprenticeships and activities that had progressed since February 2026, including the Apprentice Recruitment Pilot. The report highlighted that the council had been working to ensure robust plans were in place to utilise the Apprenticeship Levy.

The Apprentice Recruitment Pilot was introduced in response to low levels of external apprentice recruitment, an ongoing underspend of the Apprenticeship Levy, and the need for a more strategic approach to workforce challenges. The pilot aimed to increase apprentice recruitment, improve levy utilisation, address future workforce needs, create opportunities for local young people, and support social mobility and inclusion. The report indicated that the pilot had created around 42 apprenticeship opportunities across multiple service areas, with approximately 38 apprentices starting in September 2026. It also delivered structured induction and onboarding support and successfully attracted and recruited care leavers.

Lessons learned from the pilot included the importance of early agreement of workforce demand and approvals for effective planning, and the benefits of a cohort-based recruitment model with January and September identified as optimal recruitment periods. The review also suggested a need for stronger promotion through schools, colleges, and careers networks to raise awareness of the variety of work available at the council.

The report proposed embedding apprenticeships within the wider workforce planning strategy, considering an Apprenticeship First approach through the recruitment approval process for suitable entry-level roles, and strengthening governance of apprenticeship levy spend through quarterly oversight. The council was also exploring broadening its talent approach to include more structured work experience and graduate recruitment pathways. A financial overview of the Growth & Skills Levy (formerly Apprenticeship Levy) spend up to September 2026 was also presented.

Resources Scrutiny Committee Work Programme 2026/27

The committee was scheduled to review the Resources Scrutiny Committee Work Programme for 2026/27. This programme included items such as financial and performance monitoring, local government reorganisation, workforce and equality matters, budget planning, savings proposals, and asset management. Updates concerning the County Hall site and the council's asset management and strategy objectives were noted as expected to be considered in future meetings. The provisional meeting scheduled for May 2027 was to be reviewed in light of the election timetable.