Agenda item

The report set out statistics of the workforce for the 2024/25 period.

Headline Findings

• Headcount: 557 staff (?1.08% / 6 FTE), still below budgeted 565.4 FTE.
• Pay: Most staff are in Grade 4 (£35–41k). Significant growth in Grade 6 roles (?23%). Average pay £33,151 (slightly below national council average £34k).
• Directorates: Place is now the largest (44.34%) following service restructuring.
• Salary Costs: ?10.56% this year (slower growth than last year’s 14.8%).

Workforce Trends

• Market Supplements: Increased from 11 ? 21, mainly to address Housing Surveyor shortages.
• Travel Costs: Down for the 4th year (?8.16%).
• Recruitment Costs: ? to £2,232 per head due to executive recruitment. Excluding these, costs would have fallen. Benchmark = £3–5k per head.
• Vacancy Rate: 6.82% (better than 12% benchmark).
• Turnover:
  • Combined = 13.08% (? from 11.25%, but still below LGA benchmark 13.5%).
  • Voluntary = 10.93% (close to national 12%).
  • Highest voluntary turnover: Housing (16.9%) and Governance (16%).
  • Non-voluntary turnover steady at ~2%.

Learning & Development

• Training: 508 attendees (? from 483), feedback positive.
• Apprenticeships: ?90.9% since 2022/23 (17 ? 21). No levy funds lost for the first time (prev. losses £3.8k–£14.9k). EDDC exceeds typical council uptake.

Attendance & Absence

• Average Days Lost: 10.24 per FTE (slightly ? from 10.05).
  • Benchmark: 10.59 days (regional), 8.8 days (national LG average).
• Absence Causes: Stress, anxiety & fatigue = 27.9% of cases (highest in Health & Housing).
• Absence Patterns: Long-term ?7.3%, but short-term ?5.4% and medium-term ?19.8%.

Workforce Profile

• Age: Average 49 (national council average 47).
• Diversity:
  • Ethnic minority staff = 3.24% (? from 1.6%, still well below national 16%).
  • Staff with disability = 5.94% (?, slightly above council average 5%).
• Gender: 52.6% female / 47.4% male.

In summary the data is showing as a Council we are performing well against benchmarks. Notable positives include decrease in travel, for both cost and supporting our Climate Change Strategy, Learning and Development engagement and apprenticeships. Absence continues to be an area which requires further consideration and we need to continue to closely monitor the use of market supplements.  

Discussion by the committee included:

• Seeking clarification on the number of posts not included in the report, due to being funded from the Housing Revenue Account (HRA) – in response, this information would be supplied to the councillor after the meeting;
• Salary overall cost had increased due to promotion and recruitment of an Assistant Director, not due to headcount;
• Committee were reminded of the work undertaken to help manage staff absence, including the Employee Assistance Programme (EAP), policy and processes in place, and close working between the HR business managers and Manager to support a return to work;
• Grow Our Own work included links with Devon County Council, in relation to those with care experience, thishelps engage both a diverse and younger workforce;
• Higher vacancies were seen in the Streetscene service, and workforce planning was taking place to help address the needs of the service;
• Impact of absence of staff on remaining team members was discussed and acknowledged.

RESOLVED that the report be noted.

The Chair congratulated Gemma Roberts on her recent promotion to the role of Assistant Director for People and Performance.