Simon Kilbey (Service Head, Human Resources & Workforce Development) presented the report on a new Workforce Strategy which covers a five year period from 2016/17 to 2021/22. The Strategic plan sets out the priority outcomes from 2016 - 2019 and links into the corporate policy procedures and the organisational change Best Value Improvement Plan.

The activities of the Workforce Strategy for the next 5 years include:

·         Some of our services will be ‘Integrated’.

·         We will operate from a new Civic Centre in Whitechapel with a local presence at John Onslow House. These will be supported by small offices in the community.

·         We will have a ‘mixed market’ of service provision.

·         We will continue to reduce the total workforce expenditure.

·         More of our back office services will be consolidated into single teams.

·         We will have a flatter management structure.

·         We will undertake open recruitment for the majority of our positions.

·         Our workforce will have the skills to deliver public sector services in the future.

·         Apprenticeship placements will form part of our service structures.

·         Improvements in digital technology will change the way we engage with our customers.

The vision of the Workforce Strategy is:

·         Great people

·         Great performance

·         Great place

·         Great partnerships

The Chair welcomed the report and noted that the Corporate Management Team (CMT) has agreed the new Workforce Strategy. At the invitation of the Chair, the Members enquired about the following:

·         How the Workforce Strategy timetable fits in with the financial plans for 2017 and the planned move to the Civic Centre.

·         How do we ensure that the Workforce Strategy is reflective of the community.

·         Are we preparing the workforce to be more technically-minded.

·         How was the information for the Workforce Strategy compiled.

·         Were there any difficulties in accessing the workforce.

In response to the questions from Members, Simon Kilbey agreed that details of the re-organisation plan needs to be clearer and more information included in the Workforce Strategy. The Workforce Strategy does not capture every single action but should include information on staff costs and financial savings. Separate information will be provided to the Committee on the saving plans for each year and on the terms and conditions review. The Service plan for Human Resources will include each service and capture more actions including the move to the Civic Centre, customer management, the workforce and customer access.

Simon Kilbey agreed that information on how the Workforce Strategy was compiled and access to the workforce is missing from this report. He confirmed that there had been a consultation process but no focus groups. He also stated that the Authority had taken steps year on year to make improvements to the workforce and make sure it is more reflective of the community. He also informed the Committee that Louise Russell’s team had conducted a lot of research in this area.

Councillor Shafiqul Haque stated that the Authority need to move away from being insular and be more outward looking. He stressed the need to reach out more and in particular engage with the Somali community who are currently under-represented in the workforce. Members agreed that how we brief recruitment agencies is a key factor if we wish to attract a diverse pool.

During discussions Members agreed that if the Authority is making improvements in digital technology this work needs to be joined with the work on improvements to our customer access link to employment. Simon Kilbey informed the Committee that performance management and technical support will be articulated to make sure this is on target and this will be monitored by Human Resources as a separate piece of work.

Resolved that:

1.    The report be noted.

2.    Additional comments made by the Committee Members on the Workforce Strategy be reported back to the Corporate Management Team (CMT).

3.    A Service plan for Human Resources be reported to the next meeting.