Items
No. |
Item |
27. |
Welcome, Introductions and Safety Information PDF 411 KB
Minutes:
The Chair welcomed all parties to the meeting
and introductions were made.
|
28. |
Apologies for Absence
Minutes:
|
29. |
Declarations of Interest
Minutes:
There were no declarations of interest
received.
|
30. |
Minutes of the Previous Meeting PDF 591 KB
To agree
the minutes of the last meeting as a correct
record.
Minutes:
Resolved –
That the Minutes of the previous meeting held on 23 September 2021
be agreed as a correct record.
|
31. |
Public Forum
NB. up to
30 minutes is allowed for this item
Any member of the
public or councillor may participate in Public Forum. The detailed arrangements for so doing are set out
in the Public Information
Sheet at the back of this agenda. Please note that the following deadlines will
apply in relation to this meeting:-
Questions
- Written questions must be received 3
clear working days prior to the meeting. For this meeting, this means that your question(s)
must be received in this office at the latest by5 pm
on 10 December 2021.
Petitions and
Statements - Petitions and statements
must be received on the working day prior to the
meeting. For this meeting this means
that your submission must be received in this office at the latest
by 12.00 noon on 15 December 2021.
Minutes:
No statements/petitions had been received from
the public.
|
32. |
Trade Union Forum
Minutes:
Members had received a paper from UNISON and
GMB commenting on several key Human Resource issues, in particular
the Council’s Travel Policy. The Chair explained that due to
some legal technicalities the paper could not be discussed in the
public domain and would be amended by the trade unions accordingly.
The Head of Human Resources would consider the points raised in the
paper and respond as appropriate.
|
33. |
Work Programme PDF 356 KB
To note the work
programme.
Minutes:
The Committee received and noted the updated
Work Programme for 2021/22.
|
34. |
Bristol City Council Apprenticeships Service PDF 573 KB
Additional documents:
Minutes:
The Committee received a report
of the Head of Service (Employment, Skills & Learning)
which gave an update on progress with developing the Bristol
Apprenticeships offer, levy funding and joint working needed to
embed apprenticeships as a primary source of staff development and
training aligned to workforce planning. Committee Members were
invited to support the Service by promoting apprenticeships in the
City Council, local schools, and through the Levy Sharing
scheme.
Key facts emphasised in the
report were –
- There had been 121 fully registered
Apprentice starts April to October 2021 and 35 others had
commenced, placing the Council on target to achieve the Public
Sector Duty of 221 starts and in a good position to achieve the
stretch target of 250.
- The ‘On Site Bristol’
programme had seen record numbers of apprenticeship starts this
year, with 159 places confirmed, this was an increase of 85%
compared to 2020.
- 98% of total levy contributions had
been spent this month, it was anticipated that next month would see
a slight correction, however the underlying increasing trend
continued and the predicted spend for the next 12-months now
exceeded £1.01m.
- There had been zero levy expiry this
month.
Following discussion and in
response to Members questions the following points were
raised/clarified:
- Levy Sharing was the
Council’s money that was also shared with other organisations
eg to
support career coaches and other relevant work in the
City.
- Spend was targeted at
small to medium sized employers (SME’s) and voluntary
organisations as this made up the largest sector in the Bristol
economy. Every effort was made to incentivise small businesses to
take on an apprentice.
- Members could provide support with promoting apprenticeships in the City
Council and local schools, and through the Levy Sharing
scheme, one way this could be accessed was via the
Council’s ‘Bristol Works’ programme which was
part of the Bristol
Learning City Partnership to build a unique collaboration between
employers, learning providers, and local communities to develop a
skilled local workforce.
- Regarding retention of unused Levy
funds, members were advised that despite attempts to achieve this,
the Government remained steadfast that there would be no changes to
its current policy. The Chair offered to write to the Government,
on behalf of the Committee, to attempt to make progress on
this.
- There continued to be
a disparity with many Council departments regarding the creation of
opportunities at a rate equal to 2.3%, however maintained schools
continued not to engage with the scheme. It was not possible under current
protocol to engage with Academies.
- In May 2022 there would be a major
launch by the Mayor of a new scheme
called ‘Building Bristol’ this could enable more
opportunities for apprenticeships, not just in the construction
industry but also in wider fields of work. Contracted Companies
could assist with finance and liaise with schools, a new post was
being created to lead on this work.
- Having regard to the
disparity in the number of male dominated positions in the Growth
& Regeneration department, members were ...
view the full minutes text for item 34.
|
35. |
Health Safety & Wellbeing Annual Report PDF 635 KB
Additional documents:
Minutes:
The Committee received a report of the Head of
Safety, Health and Wellbeing updating on the corporate arrangements
for how health, safety and wellbeing were being managed, providing
assurance on key areas of work, and setting out the improvement
plan for 2021-2022.
Key facts emphasised in the
report were –
- Roles and responsibilities for
health and safety regarding proper governance and accountabilities
had been revised to ensure that they were fully understood and
discharged.
- A new Health, Safety and Wellbeing
Strategy had been implemented.
- Information on the Accident and
Incident Data and Enforcement Activity from the Health and Safety
Executive (HSE) 2020-2021 was provided.
- The audit programme for 2020 had
been completed.
Following discussion and in
response to Members questions the following points were
raised/clarified:
- Concern was expressed
about an increase in the reported numbers of violent
and aggressive incidents toward council employees.
Members were advised that early investigations suggested that this
behaviour primarily took the form of verbal abuse. However, the
issue of how this was perceived by the recipient was important. It
was noted that any level of negative behaviour could be reported,
this would enable a clear understanding about what was
occurring.
- Members raised several issues
relating to fire safety, self-harming, suicide, and wider mental
health issues. It was agreed to follow these up outside the meeting
for further in-depth discussion.
- Members were assured that the HR
team were looking into any cases of violence and would seek every
opportunity to promote greater tolerance amongst all colleagues and
the public, this would include looking at cases that could be
described as ‘near misses’ so that all opportunities to
reduce incidents could be maximised.
Resolved - That the
corporate arrangements for health, safety and wellbeing be
noted.
|
36. |
Staff Led Groups Annual Report PDF 649 KB
Additional documents:
Minutes:
The Committee received a report from the Head
of Equality & Inclusion updating members on the progress,
activities, spend and governance of staff led groups since their
terms of reference were refreshed in July 2020.
Members were reminded that staff led groups had played a key
role in supporting corporate processes such as:
1.
Positive Action policy and toolkit.
2.
Equality and Inclusion Strategic Leadership Group
and Directorate meetings.
3.
The review under the Equality Framework for Local
Government.
4.
Talent Development Steering Group.
5.
Equality and Inclusion learning and development
working group.
6.
National Staff Network Day.
7.
Equality visibility in the workplace working
group.
8.
Diverse Voices feedback group.
9.
Corporate Strategy feedback group.
10.
Equality and Inclusion calendar.
11.
Sharing job opportunities/surveys/information/events
with their membership.
Following discussion and in
response to Members questions the following points were
raised/clarified:
- SLG’s were actively encouraged in the council
and had an opportunity to be proactive. Each group had its own work
programme and networks and put out regular messages via the
council’s communication channels, such as bulletins and
blogs. They were supported to carry out self-assessments such as
disability confident employer status.
- It was noted the
council would do whatever it could to promote greater engagement
and support to proposals/suggestions by SLGs wherever possible, but
members were reminded that some aspirations would sometimes be
limited by lack of resources and would need to be prioritised
against the existing agreed equality and inclusion work
programme.
- Members would be
invited to join an informal meeting with HR Committee members, and
these would be with SLG Chairs and not all SLG members.
Resolved –
that the activities of staff led groups since their terms of
reference were refreshed in July 2020 be noted.
|
37. |
2021 Employee Engagement Surveys PDF 660 KB
Additional documents:
Minutes:
The Committee received a report from the Head
of Internal Communications and Organisational Development updating
members on the results of the employee surveys and engagement
during 2021, and the actions that were taken as a result.
Key facts emphasised in the
report were –
- During the last 18 months, the
issues affecting the Council’s workforce had changed, and
their needs continued to evolve.
- For 2021, instead of the usual
annual survey, that Council had undertaken a short pulse surveys on topical issues, this had
enabled the Council to respond quickly and put the appropriate
support in place.
- The Council had responded to
colleagues’ feedback and introduced a range of new measures
to give both support and guidance.
- An open and regular dialogue was
kept with the workforce on a range of topical issues such as the
Council’s Covid response, changes to the workplace, the draft
corporate strategy and the council’s financial position.
- A recent internal audit on workforce
management had provided an overall opinion of reasonable assurance,
and a substantial level of assurance in respect of employee
engagement.
Following discussion and in
response to Members questions the following points were
raised/clarified:
- Members were assured
that employees would be given further support arising from the
recent Omicron surge of infections.
- Comparison data for
2021 surveys against previous employee surveys (not including covid
specific questions) would be e-mailed to HR members.
- Employee performance
appraisal process involves, firstly by employee self-appraisal then
an appraisal discussion with the line manager, followed up by an
agreed development plan. The formal appraisal was expected to be
done twice a year and supported by regular, informal one to one
conversation’s between an employee
and their line manager throughout the year.
- Comparison with core
cities regarding performance and development would be included in
the analysis of the staff survey next year.
- Mental health and
stress related ill health had increased and in part this
reflected the wider impacts of the pandemic on society.
Noted that this was not
always easy or simple to address solely from an employer
perspective.
Resolved – That
the results of the employee surveys and engagement during
2021, and the actions that were taken, be
noted.
|
38. |
COVID Recovery and Update PDF 712 KB
Minutes:
The Committee received a report from the Head
of Human Resources updating members on the COVID-19 workforce and
return to workplaces work that had taken place since the last
meeting of the Committee on 23 September 2021.
Members noted that –
- Social distancing
measures in workplaces and a requirement to wear face coverings
when moving around would remain in place and would be reviewed
again in March 2022. The review would
consider the latest infection rates, the advice of the city’s
Director of Public Health and our obligations to our employees
under the Health and Safety at Work Act.
- The risk of exposure
to COVID-19 remained high in workplaces especially given the
Omicron variant. Risks would continue
to be managed in accordance with current best practice guidance
from the Health and Safety Executive.
- There was now more
working from home due to the Omicron variant however staff who
needed to come into the office would be fully
supported.
- Staff were kept fully
informed of any changes via regular staff bulletins both
electronically and where necessary with paper copies via line
managers.
Resolved –
That the COVID-19 workforce and return to workplaces work that had
taken place since the last meeting of the Committee on 23 September
2021 be noted.
|
39. |
Update on key HR matters PDF 658 KB
Additional documents:
Minutes:
The Committee received a report of the Head of
Human Resources providing updates on key Human Resources matters
that affect the workforce. The report provided an update on current
HR policy consultations, national pay negotiations and the Senior
Coroners Pay Settlement.
Key facts emphasised in the
report were –
- The most significant
consultation had related to reforms to the Council’s Travel
Policy. There had been a wide-ranging
consultation and the final proposals were subject to a period of
consultation with stakeholders which ended on 10 December
2021. A new Travel Policy would be introduced with effect
from 1 April 2022. Members were assured that the Council would
continue to engage with the Trade Unions if there were any further
concerns and confirmed that a range of travel options would be put
in place before changes were made to the facility to claim
mileage.
- A COVID-19 Vaccination Policy was
now in place which complied with the legal requirements for those
working in Registered Care Homes to be fully vaccinated, this
came into force with effect from 11 November
2021. The regulations would be extended to Care Quality
Commission regulated activities from 1 April 2022.
- The National Employers had made a
final pay offer of 1.75% from 1 April 2021. The GMB, UNISON and
UNITE were currently balloting their members on taking Industrial
Action.
Resolved –
That the report be noted.
|