The General Purposes Committee of Haringey Council was scheduled to discuss updates on the council's workforce, including staffing costs and sickness absence, as well as proposed revisions to key HR policies. The meeting's agenda also included a review of the council's Pay Policy Statement for the upcoming year.

People Report

The committee was scheduled to receive the People Report for September 2025, which provides an overview of the council's workforce data. The report was expected to detail a slight increase in the council's established workforce by 0.5% and a rise in the pay bill by 3.7%, largely attributed to the implementation of the NJC pay award and an increase in headcount. A significant decrease in agency worker headcount (9.8%) and costs (23.2%) was also highlighted, reflecting the council's strategic aim to reduce reliance on agency staff. The report was also set to detail a reduction in the use of consultants and interims, a decrease in sickness rates leading to lower sickness-related costs, and an update on apprenticeship numbers. The report is for information and for the Committee to note.

HR Policies

The committee was scheduled to consider and approve several updated HR policies. These included revisions to the Job Evaluation Policy, which aims to ensure a fair, consistent, and transparent approach to evaluating jobs within the council, and the Induction Policy, designed to welcome, support, and equip new employees with the necessary knowledge and resources to perform their roles effectively. The Recruitment Policy was also up for approval, with proposed changes to allow for the conversion of fixed-term employees to permanent employees where appropriate, and to delegate authority for authorising the conversion of agency workers to permanent employees to the Chief People Officer. Finally, the committee was to approve and remit the Pay Policy Statement 2026/27 for endorsement by Full Council.

The Job Evaluation Policy outlines the criteria and process for evaluating jobs, including new roles, significant changes to existing responsibilities, and organisational restructures. It specifies that job evaluations will be conducted when new jobs are created, when there are significant and permanent changes to main responsibilities, during organisational restructures, or in response to equal pay concerns. Minor changes to job descriptions do not necessitate a re-evaluation but require review by the Reward team. The policy also details the process for requesting an evaluation, the turnaround time of 15 working days, and the outcomes, including provisions for pay protection in cases of regrading to a lower grade. Appeals processes are also outlined, involving a panel of HR evaluators and union representatives.

The Induction Policy aims to ensure all new employees are integrated into the council effectively. It covers pre-start arrangements, day one introductions, corporate induction, and ongoing support through probationary reviews. The policy aligns with key legislation such as the Health and Safety at Work Act 1974 and the Equality Act 2010. It also addresses non-compliance with induction requirements, outlining steps for managers to address issues and potential consequences for employees and agency workers.

The Recruitment Policy, last revised in December 2025, sets out the council's vision and aims for recruitment, emphasising selection on merit, showcasing Haringey as an employer, maximising opportunities for local people and existing staff, and promoting diversity and inclusion. It details the recruitment process, including reviewing vacancies, selection methods such as interviews and tests, advertising strategies, and the appointment and onboarding process. A key update mentioned is the option to convert fixed-term employees to permanent employees and to change the delegation for authorising agency worker conversions to permanent employees to the Chief People Officer.

The Pay Policy Statement 2026/27, to be remitted for endorsement by Full Council, outlines the council's approach to pay and conditions of service. It details the governance arrangements for pay, remuneration for senior employees, and the pay of other employees, referencing national and regional pay agreements such as the National Joint Council (NJC) and the Greater London Provincial Council (GLPC). The statement also addresses the remuneration of the lowest-paid employees, confirming the council's commitment to paying at least the London Living Wage, and outlines the job evaluation schemes used to determine pay grades. It includes information on the pay multiple, pay on appointment, market supplement payments, and pension arrangements.

The meeting was also scheduled to include standard procedural items such as apologies for absence, urgent business, declarations of interest, and deputations/petitions/questions. The minutes of the previous meeting held on 9 October 2025 were also to be agreed.