Archived decisions
Hampshire County Council Policy & Resources Select Committee Item 9 4 March 2009 Proposal for scrutiny review: Hampshire County Council's approach to recruitment and retention: ensuring the workforce of the future Report of the Chairman |
Contact: Emma Gordon [email protected] ext 7567
1. Introduction
1.1 At the January 2009 meeting of the Policy and Resources Select Committee, Members proposed that the County Council's recruitment and retention practices be reviewed with a view to ascertaining whether current practice will ensure a workforce which is fit for purpose in future.
1.2 The scoping document at Annexe A outlines how such a review could be undertaken.
2. Recommendations
2.1 It is recommended that Members consider the attached proposal and decide whether to proceed with a review of this topic in the suggested format.
3. Financial implications
3.1 None as a direct result of this report
4. Impact assessment
4.1 None as a direct result of this report
5. Crime prevention
5.1 None as a direct result of this report
Section 100 D - Local Government Act 1972 - background documents
The following documents discuss facts or matters on which this report, or an important part of it, is based and have been relied upon to a material extent in the preparation of this report.
NB: the list excludes:
1. Published works
2. Documents which disclose exempt or confidential information as defined in the Act.
None.
Annexe A
PROPOSAL FOR THEMATIC SCRUTINY REVIEW
* Delete as necessary
1. Name of Proposer: |
Cllr Michael Cartwright, Chairman, Policy and Resources Select Committee | |
2. Subject of Review: |
Hampshire County Council's approach to recruitment and retention: ensuring the workforce of the future | |
3. Objective of Review: |
To detail how the County Council's recruitment/retention practices and wider HR strategies are addressing succession planning and securing a workforce which is fit for purpose in the light of the challenges facing local government in forthcoming years. | |
4. Type of scrutiny*: |
Policy Development / Policy Review / Decision Impact Review / Performance review / External Review | |
Please comment on all of the following: | ||
5. What caused you to suggest this topic ? |
-Data showing increasing levels of sickness absence at HCC (whilst acknowledging that improved data collection methods have contributed to an apparent recent rise in absences) -Concern over the use of consultants to plan and deliver the County Council's services -Anecdotal evidence from some HCC departments highlighting barriers to efficient and effective recruitment -The changing nature of local government and the way in which it delivers it services | |
6. What questions does the review need to answer? |
-As the role of local government changes, how effective will HCC's recruitment/retention practices and wider HR strategies be in securing a workforce which is fit for purpose in forthcoming years? -Are the County Council's recruitment and retention practices fair and easy to operate? -How is HCC developing its recruitment/retention practice and wider HR strategies to become a role model for Hampshire's districts and boroughs and other partners? -How effective is HCC's approach to talent management? How does the organisation use its resources to develop its own staff? -What are the reasons for high levels of turnover in some parts of the organisation? -How are levels of sickness absence being addressed? | |
7. What do you hope the outcome of the review would be? |
-To provide answers to the questions above and assure Members that appropriate steps are being taken to address any recruitment and retention issues. -To make any recommendations, as appropriate, to the Executive Member for Policy and Resources | |
8. What evidence do you have that this review is necessary? |
-See section 5 -The national Local Government Workforce Strategy, launched in November 2007 outlines the following priorities for local government recruitment and retention: · The need to address key future occupational skill shortages · The need to promote jobs and careers in local government · The need to identify, develop and motivate talent · The need to address diversity issues in the workforce -The Strategy also prioritises organisational and skill development to create a workforce that is fit for purpose for new ways of working in local government i.e. in partnership with other agencies. -The County Council's HR service was benchmarked in late 2007 as part of the Mott Macdonald RSE review. This review showed the County Council in the highest quartile nationally in terms of value for money and stated that the Council should consider additional investment in HR in the light of the challenging agenda for local government and the associated HR implications. | |
9. Please comment on any factors that should affect the timing / reasons why this is good timing |
-A short-life/light touch review would be timely at this stage as the HR department is due to take its `Strategic Focus for HR' proposals to the County Council's Cabinet in April 2009. Many of the Policy and Resources Select Committee's questions will be addressed in this document, but a light touch review would provide the opportunity for Members to probe the content of the strategy and raise any concerns about current practice with relevant stakeholders. | |
10. To what extent would the people Hampshire or the reputation of Hampshire County Council be at risk if this area is not improved? |
- Possible impact on service delivery if workforce is not fit for purpose, but difficult to judge at this stage | |
Please add any information you have about the following: | ||
11. Please give details of any previous or planned reviews of this topic area that you know of. |
-HR Review/restructure 2004 -Current Corporate Services Reviews: HR is a key focus and builds on the findings of the Mott Macdonald RSE review of 2007 and wider benchmarking exercises which have been undertaken subsequent to this Presentation by the Director of HR in late 2008 covering a number of these topic areas | |
12. Are there any imminent changes locally or nationally which are likely to have impact on this area? |
-See sections 8 and 11 | |
13. What is the financial significance of this review area? (Delete as necessary) |
Limited to one Department Yes Minimal in comparison to whole HCC Budget Yes Potentially Significant in overall Departmental Budget Please note any estimate of financial impact to any of the above: no estimate made | |
14. Any ideas about who should be involved in this review. |
-Director of HR -Head of Hampshire Learning Centre (professional development and talent management) -Assistant Director (Performance & Resources) Childrens Services (recruitment to Children's Centres and inter-departmental relations with HR) -Operations Director, Nursing and Day Care, Adult Services (for input on new ways of working i.e. through the Personalisation agenda) -Graduates of HCC's graduate and leadership development programmes i.e. Hampshire Own Grown | |
Please add any additional comments / information you want put forward in support of this proposal: | ||
Scrutiny Officers will do any additional research necessary to complete this section: | ||
15. Freshness of subject |
Moderate | |
16. Recent or imminent similar reviews |
See section 11 | |
17. Fit with Corporate priorities |
The review would address all 3 corporate priorities as the workforce is fundamental to delivering all Hampshire's services. | |
18. Risk Issues |
None | |
19. Financial management issues |
None | |
20. Estimated size of review |
Half day workshop | |
21. Suggested method (& size of group) with rationale |
Whole committee - to bring Members up-to-date with strategic direction and provide the opportunity for any questions relating to anecdotal evidence to be aired and responded to. | |
22. Suggested scope of the review |
tbc | |
23. Possible Success Criteria |
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Name of Scrutiny Officer: Emma Gordon | ||