The People, Performance and Development Committee of Surrey County Council met on Monday 10 November 2025 to discuss preparations for local government reorganisation, workforce surveys, and pay and conditions. The committee decided not to implement a kinship carer policy at this time and noted the current position on coroner's pay.

Preparing the Workforce for Devolution and Local Government Reorganisation

The committee received an update on the council's work to prepare its workforce for devolution and local government reorganisation (DLGR). This significant undertaking involves potential restructuring of the organisation into new entities, including a new fire authority and pensions authority, which could see the current workforce split across four new organisations. A communication and engagement programme has been launched, including FAQs for staff, engagement events for managers, and webinars. This work is integrated with the ongoing People Strategy, which has been reshaped with a specific focus on DLGR. The discovery phase for the workforce elements of the DLGR programme is nearing completion, with an implementation plan being developed.

Questions were raised about the potential costs of redundancy payments and the future staffing of the education service, particularly concerning the spell forms and their integration with the sector of education and lifelong learning. Discussions are ongoing regarding options for the future of the fire service and the potential inclusion of public health within a pan-Surrey domain. The committee noted that the draft structural change order discusses a combined authority model, likely a mayoral combined authority by May 2027, which would absorb many functions. The exact structure of this combined authority is still being determined, and interim shared arrangements may be needed. Concerns were also raised about the potential for a gap between the current council structure and the new combined authority, particularly regarding the fire service.

Engagement with borough and district councils regarding the wider Surrey workforce has commenced, with efforts to align communications and FAQs. A suggestion was made for an all-member briefing before Christmas to ensure members are informed about the implementation plan. Some feedback indicated that the tone of Surrey County Council's communications had caused uncertainty among district and borough colleagues. The committee also discussed the council's commitment to its public sector equality duty, which requires ensuring a diverse workforce and inclusive workplaces, even during the reorganisation. The process of advertising vacant posts internally first was acknowledged, with a discussion on whether this impacts service delivery if roles are not filled. The working assumption is that key roles will be filled either internally or externally.

The recommendation to note the report and the activity underway within the People and Change service to prepare for and address the workforce issues arising from DLGR was agreed.

Kinship Carer Policy

The committee discussed the proposed kinship carer policy. The prevailing view was that the committee should not implement any policy that could impact the new unitary authorities. This is a requirement under the draft structural change order, which aims to limit the actions of existing councils in constraining future unitary authorities. Therefore, the committee decided not to implement the kinship carer policy at this time. Instead, it will be noted with other councils and included as part of a broader review of terms and conditions.

The recommendation was that the committee does not approve or take forward the kinship carer policy, but that it be considered by joint committees in due course.

Workforce Engagement Survey

The committee reviewed the results of various staff surveys, including the Employee Pulse Survey, the DLGR Sentiment Survey, and the Exit Survey, conducted in the first half of 2025. The Pulse Survey indicated that staff were engaged with their line managers and felt their work contributed to supporting Surrey residents. Areas for improvement were identified in the visibility and communication from the corporate and directorate leadership teams. Both the Pulse Survey and the exit survey highlighted concerns about career development opportunities, leading to initiatives such as updating career development resources, holding workshops, improving mentoring and coaching, and introducing a new learning management system. Vacancies are being advertised internally first to prioritise current employees.

To address concerns about bullying and harassment, a new confidential speaking-up service has been introduced, running alongside the existing whistleblowing service. A mandatory induction course reinforces behavioural expectations and the Office of Conduct. The DLGR Sentiment Survey revealed concerns about job security and team changes, prompting the internal communications team to work on regular, accessible, and timely messaging, supported by leadership webinars. An engaged, steady, ready programme aims to retain staff and maintain service continuity.

A more recent Pulse Survey in September and October 2025 saw a significantly higher response rate. Updated results for this survey and the latest exit survey results are expected in December. A further DLGR sentiment survey will be conducted before the end of the year.

Questions were raised about the speaking-up service, with a request for figures on its usage. The committee was informed that it had seen initial interest and then plateaued, with a total of around a dozen cases. The exit survey process was discussed, with efforts being made to increase the completion rate, which currently stands at around 60%. The committee also discussed instances of discrimination reported in exit surveys and whether these translated into formal complaints. The vagueness of the statement only 50% feel they have a voice and are heard prior to decisions made was noted, with clarification sought on what this entails. Concerns were also raised about Surrey County Council staff applying for roles at lower grades in other districts and boroughs, and the perceived lower staff awareness and engagement with DLGR in Surrey compared to some districts and boroughs. The committee was assured that a further DLGR sentiment survey would be conducted before Christmas.

The recommendation was to note the most recent staff survey results and the actions being taken to address areas where improvements are required.

Pay Grading Terms and Conditions of Service

The committee discussed the pay grading terms and conditions of service. This item was split into Part 1 and Part 2, with the intention to discuss the details in Part 2 before returning to Part 1 to agree the final recommendation.

Coroner's Pay

The committee noted the current national position regarding coroner's pay. The national JNC for coroners did not fully account for the role of coroners. Advice has been issued to councils to consider applying local agreements that align with national agreements for specific issues. The committee approved the proposals and recommendations detailed in the Part 2 report.

The recommendation was to note the current position with regards to coroner's pay nationally and to approve the proposals and recommendations detailed in the Part 2 report.