The Staffing Policy Committee of Wiltshire Council is scheduled to meet on Thursday 07 May 2026 to discuss a range of HR and workforce-related matters. Key topics include a review of the council's workforce data, updates on HR and Organisational Development activities, and proposed changes to several key policies.

Biannual Workforce Report

The committee will receive a report detailing workforce analytics for Wiltshire Council up to March 2026. This report is intended to provide insights into workforce trends, inform decision-making regarding recruitment, retention, and development strategies, and ensure compliance with regulations. The report covers workforce size, demographics, salary costs, recruitment, agency staff usage, sickness absence, turnover, and employee relations. It notes a greater grip on workforce growth and costs, improved recruitment performance, and reduced reliance on agency staff, while also highlighting challenges such as an ageing workforce profile and the need to improve data quality.

HR&OD Annual Report 2025-26

A summary of Human Resources & Organisational Development (HR&OD) activity from April 2025 to March 2026 will be presented, alongside an overview of priorities and challenges for the upcoming year. The report highlights work in areas such as wellbeing and inclusion, management and leadership capability, and employee experience. It also details efforts to address workforce challenges including recruitment and retention difficulties, increasing complexity in employee relations, and capacity constraints.

Apprenticeship Policy Update

Proposals for updates to the Apprenticeship Policy are scheduled for discussion. These proposed changes aim to incorporate a process for addressing situations where an apprentice is not meeting the standards of their apprenticeship or fails their End Point Assessment (EPA). The policy currently requires that apprentices are guaranteed a substantive role upon successful completion, and the amendments will outline the steps managers should follow to support decision-making and maintain accountability if an apprentice does not meet these standards.

Grievance Policy Changes

The committee is set to receive a report on updates to the Grievance Policy and procedure. The current procedure, introduced in 2022, is being reviewed due to changes in how grievances are being raised, including the increasing use of AI technologies leading to more lengthy and legalistic submissions. The proposed amendments aim to improve procedural effectiveness, with a key consideration being a six-month trial where HR Advisory would undertake investigations for formal grievances, a role currently held by nominated grievance managers. This change is intended to improve oversight, consistency, and control of investigation timescales.

Wellbeing and Attendance Policy

A proposed new Wellbeing and Attendance Policy is to be presented, intended to replace the existing Sickness Absence Management Policy and its supporting framework. The new policy aims to foster a positive attendance culture by promoting employee wellbeing, reducing sickness absence, and supporting a healthy work environment. It shifts the focus from a prescriptive, punitive model to one that centres on wellbeing, with an emphasis on early intervention and constructive dialogue between managers and employees. The policy aims to encourage positive attendance, manage absence fairly, and promote wellbeing, with clear responsibilities outlined for both managers and employees.

Reverse Mentoring Programme Update

An update on the Council's Reverse Mentoring Programme is scheduled. This programme aims to support inclusive leadership through structured mentoring partnerships, pairing senior leaders with colleagues who have lived experience related to protected characteristics and broader inclusion themes. The report will outline progress to date and early evidence of the programme's impact on inclusive leadership and people management capability. Feedback from participants has been positive, highlighting the programme's value in raising awareness, shaping inclusion activity, and building networks.