Agenda item

The report presents the findings of the 2024 Employee Engagement Survey.

Discussion:

The Head of Council Planning and Programmes introduced the report. The Employee Survey had been the first under a new administration and new Chief Executive. It was held during a period where part of the Council’s headquarters Gun Wharf was closed for safety reasons due to the discovery of RAAC in the building.

58% of staff had completed the survey. The Regeneration Culture and Environment Department had the lowest response rate and work was underway to consider the reasons for this and ways to promote more responses in the future.

A number of staff briefings had taken place to explain the survey results and the Medway Makers employee group was scheduled to consider the survey and provide feedback to management. The Corporate Management Team (CMT) had reviewed the survey, and a proposed action plan was outlined in the report.

The following issues were discussed:

Members welcomed the improved timeliness of receiving the report.

Trade Union engagement – in response to a question regarding the extent of trade union involvement in the survey, the Head of Council Planning and Programmes stated the unions had been engaged in reviewing survey results, however, she was not aware of the extent of union involvement in the design and promotion of the survey itself and undertook to provide more detail following the meeting. Members commented that consideration should be given to union involvement in future staff surveys.

Partial closure of Gun Wharf – a Member commented that the partial closure of Gun Wharf had a significant impact on ways of working for staff. It was asked whether the effects of this change in ways of working had been included as part of the survey. The Head of Council Planning and Programmes stated that the survey had highlighted the issues related to the partial closure of Gun Wharf such as loneliness and staff ways of working was under review as part of the Gun Wharf project.

The Chief Operating Officer added that the Council wanted to keep the survey consistent so it would provide comparable data year on year and another survey had taken place specifically on the subject of the partial closure of Gun Wharf.

Members commented that the covid pandemic and partial closure of Gun Wharf had significantly changed how staff work and further consideration of how staff had coped working at home would be helpful. The Chief Operating Officer agreed to consider how this might be achieved.

Bullying and harassment – a Member commented that the survey identified concerns regarding bullying and harassment, however no instances had been investigated in the last year under the Speak Up Policy. It was asked whether the survey could be used to raise awareness of the Speak Up Policy. The Head of Council Planning and Programmes stated that the sexual harassment policy would be updated next year following changes to national legislation and this would be one way awareness of these issues could be raised.

In response to a question regarding what action the Council was taking in relation to bullying and harassment, the Chief Operating Officer stated that the issue had been considered by the Corporate Management Team and plans were being developed to address the issue.

Staff workload – the significant increase of staff who reported feeling valued was welcomed, however, it was noted that 41% of staff felt they did not have time to do their job within their contracted hours and it was asked what the causes of this were. The Chief Operating Officer explained the Council was a lean authority with a growing level of demand for services and financing was a significant issue. The Corporate Management Team were undertaking a rightsizing project to respond to this, to ensure resources were in the right place. In addition the Council’s transformation programme would provide new ways of working and cost savings.

Succession Planning - in response to a question what the Council was doing to address older staff retiring, the Head of Council Planning and Programmes stated that the Medpay project included a career progression pathway to improve the Council’s succession planning. The Council had also recently approved a new recruitment strategy to attract younger people into the workforce and an updated flexible retirement policy was under development to improve the retention of knowledge and experience in the workforce.

Decision:

a)     The Committee noted the report.

b)     Officers to consider options to include further consultation with unions in future staff surveys.