Issue - meetings

Matter for Decision

      i.         The Council’s Corporate Plan, Our Cambridge transformation programme and the Target Operating Model outline an ambitious agenda for the Council for the next three years. Our People and Culture strategy sets out how we will align our workforce to achieve these ambitions over the same period.

    ii.         The Council’s last People Strategy was for the period 2007– 2011. Since the last strategy was developed, our communities, workforce and Council have undergone considerable change. Our communities want services delivered in different ways, and the expectations that employees have of their employers has changed.

   iii.         This People and Culture Strategy builds on the work and achievements we have made in all aspects of people management to date and takes forward learnings gained to outline the people and workforce priorities and considerations for the next three years.

  iv.         Once approved and launched, employee workshop sessions will be held to develop the action plan – “the People Plan” that will accompany the people and culture strategy. This will include new actions and projects as well as aligning people implications of existing programmes, initiatives and activities. The people plan will have clear accountability and will be regularly reviewed by a People Strategy Governance Board.

Decision of the Leader of the Council

      i.         To recommend, following scrutiny and debate at Strategy and Resources Scrutiny Committee, to agree to the People and Culture strategy being launched across the Council commencing with employee engagement to shape the People Plan.

Reason for the Decision

As set out in the Officer’s report.

Any Alternative Options Considered and Rejected

Not applicable.

Scrutiny Considerations

The Committee received a report from the Head of People.

The Head of People said the following in response to Members’ questions:

i.      If points in strategy regarding carers was not explicit enough, would certainly improve that.

ii.    Had noted the point of having Senior Champions for each team. Would explore this further.

iii.   Currently exploring and investigating how to set up meaningful staff networks for those who wish to be involved.

iv.  Regarding diversity and applications, that was a big focus for the Council. Working with external organisations and internal networks. Working with vulnerable groups within the community to see what could be done to get more people into employment, not only with the Council but in general.

v.    There was a large amount of data in report going to Equalities Panel in regarding disabilities. Though report states that 7% of workforce had reported a disability, were aware that it was much higher. Many employees did not wish to declare their disability.

vi.  In September an all staff survey focusing on well-being would be launched to get data to help feed into the action plan going forward.

vii. Trade Unions had seen the strategy in the report. Would make that more explicit.

The Scrutiny Committee unanimously approved the recommendations.

The Leader approved the recommendations.

Conflicts of Interest Declared by the Executive Councillor (and any Dispensations Granted)

No conflicts of interest were declared by the Executive Councillor