Decisions

Use the below search options at the bottom of the page to find information regarding recent decisions that have been taken by the council’s decision making bodies.

Only decisions taken after 5th March 2012 will be included in this search

Alternatively you can visit the officer decisions page for information on officer delegated decisions that have been taken by council officers.

Decisions published

20/07/2021 - Future Changes to the Establishment ref: 4630    Recommendations Approved

Decision Maker: Human Resources Committee

Made at meeting: 20/07/2021 - Human Resources Committee

Decision published: 04/10/2021

Effective from: 20/07/2021


20/07/2021 - Organisational Establishment Update ref: 4629    For Determination

Establishment update

Decision Maker: Human Resources Committee

Made at meeting: 20/07/2021 - Human Resources Committee

Decision published: 04/10/2021

Effective from: 20/07/2021

Lead officer: Charles Officer


20/07/2021 - Wellbeing Survey ref: 4628    Recommendations Approved

Decision Maker: Human Resources Committee

Made at meeting: 20/07/2021 - Human Resources Committee

Decision published: 04/10/2021

Effective from: 20/07/2021

Decision:

The Human Resources Lead Specialist presented the results of the staff wellbeing survey to the Human Resources Committee, sharing the statistics and survey response trends. It was confirmed that these results had been shared with employees and staff were engaged with the survey results.

 

It was confirmed that the next staff survey would take place in October and the Committee would be consulted prior to sharing with staff for consideration.

 

RESOLVED – That the verbal update be noted.


20/07/2021 - Annual Sickness Absence Report 2020-21 ref: 4626    For Determination

Overview of the Councils sickness absence for 2020-21

Decision Maker: Human Resources Committee

Made at meeting: 20/07/2021 - Human Resources Committee

Decision published: 04/10/2021

Effective from: 20/07/2021

Decision:

The HR Specialist presented the Annual Sickness Absence Report to the Human Resources Committee during the period 1 April 2020 to 31 March 2021.

 

It was recommended that the Joint Consultative Panel notes the report with any actions to be taken moving forward and note the target for sickness absence for 2021/22 of 7.50 days to be maintained.

 

During the period 1 April 2020 to 31 March 2021, the Council had an average full time equivalent (FTE) of 398 employees. The Council lost 4040.5 working days through sickness absence, compared to 4572.4 in the previous year (a decrease of 11.6%, 531.9 days). This is equivalent to 10.15 days per FTE employee per annum. This represented a decrease of 0.73 days per FTE employee compared to last year (10.88) and an increase of 2.65 days over the target of 7.5 days per FTE employee agreed by the Human Resource Committee.

 

Of the total number of days lost, 3052.1days were lost through long-term absence which equated to 75.5% of all sickness absence for the period. The average duration of long term absence was 53.7 days compared to 57.5 in the previous year.

 

The HR Specialist confirmed that the HR team regularly report on absence and managers are supported by HR to monitor these absences. Free confidential counselling has been provided to employees, as well as an updated wellbeing policy, HR initiatives and the Council’s Employee Assistance Programme.

 

It was noted that the figures from COVID-19 absences in the past annum had not been included towards normal sickness absences, as agreed, and were recorded under a separate reporting method.

 

The Human Resources Specialist confirmed to the Committee that the Council was introducing pro-active measures and early interventions to address long term sickness days through stress, depression and fatigue. The Human Resources team are striving to improve the working environment for employees, including the most recent One Team social media on SharePoint, allowing colleagues to communicate and share positive stories.

 

The Committee discussed the impact on employees associated with working from home and the smart working policy, noting the positive response on individual circumstances and flexible working. It was confirmed that occupancy levels are no more than 25% currently and not all employees will return to the office full time.

 

RESOLVED - That

 

(1)        the Annual Report on Employee Sickness Absence be noted; and

 

(2)        the sickness absence target for 2020/21 of 7.50 days be maintained.

Lead officer: Charles Officer


20/07/2021 - Human Resources Policy Updates ref: 4627    For Determination

Update of existing policies and introduction of new policy

Decision Maker: Human Resources Committee

Made at meeting: 20/07/2021 - Human Resources Committee

Decision published: 04/10/2021

Effective from: 20/07/2021

Decision:

The HR Specialist presented the updated HR Policy Review report to the Human Resources Committee, identifying a number of changes made and updated wording on multiple Council policies. It was noted that there had been grammatical changes made to the expenses policy, and role titles had been updated to reflect structural management changes following the implementation of a new organisational structure.

 

Amendments in the wording had been made to reflect the Council’s internal communications processes, as part of an ongoing Human Resources policy review schedule. The Exceptional Effort/Merit payments guidelines and Purchase of Additional Leave Policy had also been revised to relate to associated policies.

 

The Alcohol and Substance Misuse policy had been proposed as a new policy to support the health, safety and wellbeing of SLDC employees. This policy had been created to provide employees and managers with the information needed on risks associated and symptoms of alcohol and substance abuse, providing guidance on potential issues that may arise.

 

The HR Specialist confirmed that having a clear policy ensured that the Council continued to work in line the Council plan by ensuring excellence and openness.

 

RESOLVED - That the following be approved:-

 

(1)        the Expenses policy, Exceptional Effort/ Merit Payments and Purchase of Additional leave Policy; and

 

(2)        the new alcohol and substance misuse policy.

Lead officer: Kira King