The Staffing Policy Committee of Wiltshire Council was scheduled to discuss a range of HR and workforce-related matters. The meeting agenda included a biannual workforce report, an annual HR&OD report, proposed updates to the Apprenticeship Policy, proposed updates to the Grievance Policy and procedure, and a proposed new Wellbeing and Attendance Policy. The agenda also included an update on the council's Reverse Mentoring Programme.

Biannual Workforce Report

The committee was scheduled to receive a report detailing workforce analytics for Wiltshire Council up to March 2026. This report was expected to provide an overview of workforce size, demographics, pay, recruitment, agency use, sickness absence, turnover, and employee relations. It was anticipated that the report would highlight trends such as a greater grip on workforce growth and costs, improved recruitment performance, and reduced reliance on agency staff. Areas of ongoing challenge, including an ageing workforce profile and complexity in employee relations casework, were also expected to be addressed. The report noted that the implementation of the Oracle enterprise resource planning system has provided a more consistent dataset for analysis.

HR&OD Annual Report 2025-26

A report summarising the activities of the Human Resources and Organisational Development (HR&OD) department from April 2025 to March 2026 was scheduled for discussion. This report was intended to provide an overview of the priorities and challenges shaping HR&OD activity from April 2026 onwards. Key areas of focus for the past year included wellbeing and inclusion, management and leadership capability, and employee experience. The report was expected to detail progress on initiatives such as the No Excuse for Abuse campaign, the expansion of reverse mentoring, and the introduction of new wellbeing policies. It was also anticipated that the report would outline future priorities, including a refreshed sickness absence policy, the embedding of a new hybrid working policy, and the rollout of a new Employee Assistance Programme.

Apprenticeship Policy Update

The committee was scheduled to consider proposed updates to the Apprenticeship Policy. These updates were intended to incorporate the process for managing situations where an apprentice does not meet the standards of their apprenticeship or fails their End Point Assessment (EPA). The report highlighted that while apprentices are guaranteed a substantive role upon successful completion, the proposed amendments would outline the steps for managers to support decision-making and maintain organisational accountability if an apprentice does not meet these standards. A new contractual clause was also proposed to clearly define apprentice obligations.

Grievance Policy Changes

The meeting agenda included a report on proposed updates to the Grievance Policy and procedure. The current procedure, introduced in 2022, was being reviewed due to changes in how grievances are being raised, including the increasing use of AI technologies leading to lengthier and more legalistic submissions. The report noted an increase in the number of grievances lodged and extended investigation timescales. To address these concerns, amendments were proposed, including a six-month trial period where HR Advisory would undertake investigations for formal grievances, aiming to improve oversight, consistency, and timeliness. Updates to the Grievance Notification (GN1) form and clarity on the transfer of information to other processes, such as disciplinary procedures, were also planned.

Wellbeing and Attendance Policy

A report presenting the proposed new Wellbeing and Attendance Policy was scheduled for discussion. This new policy is intended to replace the existing Sickness Absence Management Policy and its supporting framework. The report highlighted that the average number of sickness days per FTE had risen, and the existing policy, in place for over a decade, was perceived as difficult to navigate and punitive. The new policy aims to shift from a prescriptive, punitive model to a wellbeing-led approach, focusing on early intervention, proactive action, and constructive dialogue between managers and employees. Key aspects include embedding positive attendance behaviours, promoting constructive dialogue, emphasising return-to-work discussions, and providing a clearer, more integrated process for managing both short and long-term absences.

Reverse Mentoring Programme Update

The committee was scheduled to receive an update on the council's Reverse Mentoring Programme. This programme aims to support inclusive leadership by pairing senior leaders with colleagues who have lived experience related to protected characteristics and broader inclusion themes. The update was expected to outline the programme's progress to date, including the expansion to include Heads of Service in addition to Directors for the 2025/26 cohort. Early feedback from participants was anticipated to highlight the programme's positive impact on raising awareness, shaping inclusion activity, and developing inclusive people management behaviours.

The meeting was scheduled to take place at County Hall, Trowbridge BA14 8JN.

This summary is based on documents provided for the meeting. The meeting's information status is PENDINGCOUNCILPUBLICATION, meaning that official minutes have not yet been published.