The Richmond and Wandsworth Joint Staffing Committee was scheduled to consider a report on workforce indicators and trends, and to receive an update on chief officer recruitment. The committee was also set to discuss the proposed structure of the Place directorate.

Workforce Indicators and Trends

A report was scheduled for consideration regarding workforce indicators and trends for Richmond and Wandsworth Councils for the second quarter of 2024/25. This report aimed to provide the committee with updated information on key workforce metrics, including headcount, turnover, and sickness absence, along with narrative and trend analysis.

The report detailed the establishment, turnover, and agency staffing figures for the councils. It noted an increase in full-time equivalent (FTE) staff since September 2023, with agency usage remaining stable overall, though higher in the Adult Social Care and Public Health (ASC&PH) directorate. The report highlighted that ASC&PH has a low success rate in permanent recruitment, leading to a reliance on contingent workers. New processes were being implemented to capture and review all agency spend, not just that through the Adecco contract. The report indicated that the estimated annual spend for agency workers in 2024 would be around £18.65 million, a slight reduction from the previous year. The Adecco contract had been extended for two years, with an option for a further two-year extension.

Comparative data with other London councils showed that Richmond and Wandsworth's agency use as a percentage of FTE was in the bottom quartile, significantly below the London median.

Regarding turnover, the report indicated a decrease in the latest period. Voluntary resignations remained the primary reason for leaving, with retirements also representing a significant portion of exits, higher than the London median. The report noted significant differences in turnover levels across directorates, with the Chief Executive's (CEX) directorate showing high turnover, largely attributed to a large number of fixed-term contracts.

Recruitment data for the latest quarter showed 327 positions to fill and 185 hires. The report identified ASC&PH as struggling most to fill vacancies, contributing to high use of consultants and agency workers. Efforts were underway as part of the Change Programme to improve the overall work offering and strengthen recruitment and retention of permanent staff. Time to hire data was also presented, with the latest average being 8.2 weeks.

Health and well-being and sickness absence data were also scheduled for review. The report indicated that the councils' absence levels had aligned with London averages after historically being slightly above. Colds and flu were identified as the primary reason for short-term absences, while mental health-related issues were the leading cause of long-term absences, collectively accounting for over 25% of all absences. Sickness absence in the latest quarters was at its highest rate in the last 12 months, with increases noted in several directorates. The report mentioned that where staff are absent long-term, managers work with HR to support their return to work.

Employee relations cases were also detailed, showing a low level of formal cases. The report noted a particularly high number of grievances, probation, and misconduct cases logged in 2022-23.

Chief Officer Recruitment Update

The committee was scheduled to receive a verbal update from the Executive Director of Change and Innovation regarding chief officer recruitment.

Proposed Structure of the Place Directorate

A report from the Interim Director of Place was scheduled for consideration, outlining the proposed structure of the Place directorate. This item was noted in the minutes of the previous meeting as being scheduled for discussion at the November meeting.