Reports attached.

The number of sickness absences had remained steady the overall number of sickness absence days had fallen to 9.4 days per employee, in line with the national average. It was not currently possible to analyse the impact of homeworking on sickness absence. Details of benchmarking sickness absence rates with other London Councils could be brought to a future meeting of the Board. Details of roles in excess of £75k salary that were covered by agency staff could be provided.

Officers confirmed that 27% of sickness absences were for musculo-skeletal problems. Data on manual handling training completed by staff could be provided. It was agreed that officers from the Council’s health and safety team should attend a future meeting of the Board in order that this area could be scrutinised in more detail.

The numbers and spend on agency workers had reduced. There were now a total of 399 agency workers, the lowest since 2018. Reasons for why the staff were engaged would require a further review of the data. There were only four staff covered by off-contract agency spend and it hoped to bring these under the corporate contract. There was not any known correlation between the numbers of agency staff and increasing levels of mental health issues in the Council’s workforce. Efforts had been made to convert agency staff to permanent roles which would lessen any direct impact on staff. It was clarified that most agency staff covered vacancies rather than sickness. Agency and permanent hires were be considered at a weekly recruitment panel.

Monthly wellbeing checks were to be undertaken with all staff which could detect early signs of sickness and it was planned to increase the proportion of check-ins completed. Officers accepted that performance re appraisals needed to improve and a report on the level of appraisals completed could be brought to a future meeting. It was noted that it could be more difficult to complete the appraisals process for part time workers such as school catering staff.

More detail could be given on the performance of the new provider of the Employee Assistance Programme. A report on the uptake of this programme amongst staff could be brought to a future meeting. Efforts were also ongoing to capture more fully staff reasons for leaving. The Leader of the Council pointed out that a recent Ofsted report had indicated staff had reported that they enjoyed working at the Council. The staff turnover rate was lower than the London average.

The Chief Executive felt that staff were not necessarily needed within the physical Town Hall buildings. Many staff were more effective working out in the community. Desks in the Council buildings were also at a ratio of 1 desk per 2 staff.

Appraisal statistics were reviewed in Place Directorate on a monthly basis. The numbers of annual appraisals had increased and work was also in progress to increase the number of 1:1 check-ins held. These were also now being recorded correctly.

The following action points were agreed:

-       Sickness benchmarking with other London boroughs to be included in next report to the Overview and Scrutiny Board

-       Health & Safety officers to attend a future meeting at which HR report is on agenda to update on manual handling training and data on this to also be provided

-       Report on new Employee Assistance Programme provider and uptake of service to come to future meeting

-       Report on staff appraisals to come to future meeting

-       List of jobs covered by agency staff with a salary in excess of £75k to be provided