Agenda item

The Corporate Lead – People and Information outlined her report to the committee that set out an overview of key areas of activity across the organisation in relation to people activity.

People Strategy & Staff Survey: A staff briefing was held on 11 March which included the people strategy.  Following the survey feedback, the key priorities were on greater visibility and communication.

Further work on the delivery of the strategy has included:

·        Mentoring Programme framework developed following strong demand from staff and the scheme is expected to go live April 2026;

·        Coffee & Connect initiative launched to encourage networking post?Covid.  A successful event was held for International Women’s Day and further sessions are planned;

·        Total Reward Information: one?stop resource for all reward/benefits developed and due to be launched on One Team East Devon hub; with an external version to follow for recruitment.

• Staff survey feedback would be incorporated into People Strategy Action Plan, and each directorate had agreed and is communicating three priority areas to their teams;

• Two staff-led groups had been established: “How We Connect” and “Safe & Supported” with their terms of reference completed and first meetings scheduled;

• Review underway on Performance Excellence Reviews and 1-2-1 meetings to ensure alignment with new behaviours and the people strategy.  The annual timing of PERs under consideration due to operational challenges;

• Major legislative update implemented across 2026–27 in relation to the Employment Rights Act 2025, including ensuring compliance and updating policies as stages of the new act roll out.

• A team of four will represent EDDC at the South West Challenge on 26 March, participating in strategic simulations for leadership development.

On learning and development, it was reported that:

• 14 active apprentices; 9 completions between April 2025–March 2026.
• No levy funds expired; average spend £7,887/month.
• Government’s 10% levy top?up removed from April 2026—minimal impact expected.

• Learning and Development Plan being shaped around the 70:20:10 learning model; with greater focus on blended learning and shorter (½?day) sessions.
• Positive pilot of change & resilience workshops—now incorporated for 2026/27.

The committee were also updated on the Streetscene workforce:

• Improved resourcing through integration of permanent/seasonal needs and reduced essential criteria (e.g., removal of driving licence requirement for some roles); with a new accessible application form created.
• Recruitment fair held 13 March at Camperdown Depot (15 expressions of interest); Manstone Depot event planned for April.
• Induction pack currently being reviewed for consistency and quality.

A new employee benefit – Additional Voluntary Contributions (AVCs) would be available from May 2026, providing tax and NI savings for staff and NI savings for the Council.  A suggestion from the committee included consideration of the contribution saving to the Council under the scheme being passed onto the employee, as happened in some private sector businesses.

In response to a question, the committee would also be kept updated on work specifically relating to assisting staff during the period of preparation for local government review.  The committee welcomed the comprehensive update and specifically highlighted the success of the apprentices.

The Chair welcomed the national campaign for recruitment to local government, and thanked the Corporate Lead – People and Information and her team for their continued work.

RESOLVED that the HR update report be noted.