Councillor County Hasina Khan

Community, Cultural and Corporate Services Scrutiny Committee Work Programme, Actions and Assurances Update

From: Community, Cultural, and Corporate Services Scrutiny Committee - Monday, 9th December, 2024 10.30 am - December 09, 2024

...to note the 2024/25 work programme and confirm the information to be included in the reports for the February 12, 2025, meeting.

Recommendations Approved

Minutes of the Meeting Held on 31 October 2024

From: Community, Cultural, and Corporate Services Scrutiny Committee - Monday, 9th December, 2024 10.30 am - December 09, 2024

Recommendations Approved

Work Programme 2024/25

From: Community, Cultural, and Corporate Services Scrutiny Committee - Thursday, 31st October, 2024 10.30 am - October 31, 2024

...to approve the recommendations for the 2024/25 work programme.

Recommendations Approved

Minutes of the Meeting Held on 26 September 2024

From: Community, Cultural, and Corporate Services Scrutiny Committee - Thursday, 31st October, 2024 10.30 am - October 31, 2024

Recommendations Approved

Workforce Matters

From: Community, Cultural, and Corporate Services Scrutiny Committee - Thursday, 31st October, 2024 10.30 am - October 31, 2024

Oversight to cover areas of priority for 2024/25: • Continued focus on absence & productivity and data and metrics • Improve senior leadership resilience through succession planning • Improve manager capability through targeted development interventions • Support the organisation to change and redesign itself to support financial resilience - (HR, Absenteeism Recruitment and Performance Management) Organisational resilience – benchmarking Areas of consideration by CCCS Scrutiny from- • Deep-dive into sickness absence and our response • Deep-dive into recruitment and retention and workforce planning • Workforce demographics by service area and the risks/opportunities it presents Key questions / issues: • How is the council benchmarked r.e. performance management, hard-to-fill roles and sickness absence levels? • What are the hard-to-fill roles and what is officers' view on why the council is not attracting people to these roles? What do think tanks or external organisations suggest? • How is the council progressing against the Workforce Equality Strategy, and what areas are there for further research and improvement?

Recommendations Approved