The HR Committee of New Forest District Council were scheduled to meet on 11 September 2025, to discuss HR policies, workforce data, and health and safety. The committee was expected to review reports and policies, including a review of market supplement payments, and to note updates on HR matters. Councillor Jill Cleary, Leader of the Council, was scheduled to chair the meeting.

Employee Workforce Data

The committee were scheduled to review the Employee Workforce Data Report, which provides workforce data from April 2024 to March 2025. The report includes data and trends relating to the council's workforce priorities, and gives an overview of initiatives in place to support council employees.

The report notes that the council's workforce profile is representative of the New Forest community, according to the 2021 census¹. Other findings in the report include:

• The number of applicants per recruitment campaign has increased from 9.78 to 16.93.
• 22% of applicants were ethnically diverse, compared to 17% the previous year.
• Training expenditure has increased to 0.85% of the pay bill, up from 0.69% the previous year.
• Market Supplements were extended to Bands 11 and 12 in August 2024 to address senior recruitment difficulties.
• External turnover has decreased from 13.68% to 13.40%.

The report also identifies next steps, including exploring new ways to analyse and present workforce data, and reviewing the employee benefits package.

The committee were asked to note the contents of the report and support the priorities outlined in the 'next steps' section.

Corporate Health and Safety

The committee were scheduled to receive the Corporate Health and Safety Quarter 2 Report, which highlights work undertaken by the Corporate Health and Safety Team.

The report included key feedback from service safety panels and working groups.

The committee were asked to:

• Review and approve the draft Corporate Infectious Disease Policy.
• Review and approve the draft Noise at Work Policy.
• Ensure the Corporate Health and Safety team are consulted on all potential changes and upgrades to council depots.

The report notes that on 18 June 2025, the Health and Safety Executive (HSE) visited Hardley Depot to undertake an audit of plant protection products. The visit was positive, and the service was praised for the cleanliness of the stores and the management of chemicals. The HSE did highlight actions that were required to be completed by 31 October 2025.

The report also notes that the Corporate Health and Safety team undertook regular site inspections of the new waste rounds from 9 June to 20 June. Feedback from residents and crews was positive, and there were no manual handling or needle stick injuries reported from the use of the wheeled bins.

The report states that in June 2025, the Corporate Health and Safety team led the rollout of Orbis Red-Alert ID badges to 50 high-risk lone workers within the Housing and Revenues and Benefits teams.

The report also details a number of significant incidents, including a physical assault on a housing maintenance employee, and a contractor drilling into a concealed gas pipe.

The report includes vehicle incident statistics, and notes that Antony Whittle, Corporate Health and Safety Advisor, left the organisation on 31 July, and that Gavin Ison will join the team in early September.

Appendix 2 contains the draft Infectious Diseases Policy, which requires managers and supervisors to:

Consider the potential exposure to infectious diseases and blood borne viruses (BBV) as part of their risk assessment process. Provide employees with sufficient information and training about the sorts of infections relevant to their work and symptoms that can occur. Provide employees who are at greater threat to certain infectious diseases due to their work with inoculations. If an employee chooses to reject the offer of vaccinations, keep a signed record. Provide employees with suitable and sufficient Personal Protective Equipment (PPE).

Appendix 3 contains the draft Noise at Work Policy, which requires managers and supervisors to:

Implement measure to reduce risk from noise exposure to as low a level as reasonably practicable. Provide hearing protection if the noise exceeds the lower action level (80dB) Areas where noise levels exceed 85dB (or peak sound level of 137dBC) must be designated 'Hearing Protection Zones'. Undertake a noise risk assessment wherever it is likely that exposure will occur at or above the Lower Exposure Action Value). Undertake a person centric risk assessment for employees who have been identified with a noise or hearing related health condition. Provide health surveillance to employees as required.

Growth and Goals Conversations

The committee were scheduled to review and approve the Growth and Goals Conversation report. The report proposes a new way of carrying out performance reviews and 1:1 meetings. The proposal is to move away from an annual performance review supported by 1:1 conversations, to a simple Growth & Goals conversation, which happen on a regular basis.

The report notes that the benefits of this approach are that it:

enables continuous improvement & engagement Allows timely two-way discussions and pro-active course correction, recognition of achievements in the moment Enables employees empowered to find their own solutions Makes feedback a normal part of work, focussing on what's important right now Reduces anxiety and wasted effort, increases impact/efficiency Enables employees to feel engaged, valued and supported at the time it is needed focussing on what really matters for growth and success Removes a clunky processes which detracts from the conversation Ensures agreed alignment to dynamic changing goals/metrics Means that managers and employees feel equipped and prepared for discussions with the right tools and support to have positive and motivating conversations Ensures we have a format that should be easier to merge following LGR

The procedure for Growth & Goals conversations is given in the link in the Appendix. This includes: why have these conversations, frequency and detail of conversations, preparing for the conversation, recording the conversation, privacy and GDPR, questions and queries, and review of procedure.

The report recommends that the committee approve the new process and form.

Neonatal Policies

The committee were scheduled to review the Neonatal Policies report. The report outlines the right of employees to neonatal care leave and pay following the birth of their child or those employees who are to adopt a newborn child.

The report notes that employees can take neonatal care leave in addition to any other statutory family-friendly related leave to which they are entitled. Up to 12 weeks can be taken in blocks of at least one week.

The report states that statutory neonatal pay is paid at the same rate as statutory maternity pay, statutory adoption pay or statutory paternity pay.

The report recommends that the HR Committee note the contents of the policy.

Review of Market Supplement Payments

The committee were scheduled to review the Review of Market Supplement Payments Report. The report notes that the council's existing market supplement policy covers all posts between bands 1-12 inclusive. A Market Supplement is the means by which additional pay can be reflected on a post for a designated length of time.

The report proposes that any Market Supplement payment could be paid on top of the performance point. It is also proposed that specific retention arrangements could be put in place to support the retention of a small number of business critical roles, especially vital as the LGR process approaches vesting day, including those above band 12.

The report recommends that the HR Committee support the revised Market Supplement Policy and recommend it's approval by Council.

Other Business

The committee were also scheduled to:

• Receive an update on the progress of the HR Service.
• Note the committee's Work Programme.
• Agree the dates for future meetings in 2026/27.