The minutes were agreed as a
true record of the meeting.
30/20
DECLARATIONS OF INTEREST
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All Members present are
required to declare, at this point in the meeting or as soon as
possible thereafter
(i) Any
disclosable pecuniary interests and /
or
(ii) Other
interests arising under the Code of Conduct in respect of any
item(s) of business being considered at this meeting
NOTES:
• Members are
reminded that they must not participate in any item where they have
a disclosable pecuniary
interest
• As well as an
interest of the Member, this includes any interest, of which the
Member is aware, that relates to the Member’s spouse or civil
partner (or any person with whom the Member is living as a spouse
or civil partner)
• Members with a
significant personal interest may participate in the discussion and
vote on that matter unless that interest could be reasonably
regarded as prejudicial.
In regards to Acton
A1/20, Members noted that the document had been circulated to
Members and therefore the action could be marked as complete.
Members highlighted that an advert for Director of Infrastructure
had recently been published yet the post was noted included within
the recent document. Officers confirmed that the post was recently
deleted then recreated as the Executive Director was reviewing her
team.
Members further
highlighted that the recent director position advertisement had
also advertised the council’s car leasing scheme as a working
benefit. Members stating that this may not be in line with the
council’s environmental priorities. The Director – HR
& OD agreed to pass this feedback on to the Recruitment
department.
The Director informed
Members that an additional item for Surrey Pay Proposals 21/22
would also be considered in September 2020. Members requested that
the report included details of staff benefits including the car
leasing scheme.
In regards to the
Moving Closer to Residents update, Members noted that it was likely
to move focused on the agile working programme.
Members requested an
additional item on the how the council was responding to staff
displaying ill health during the pandemic and how the council was
supporting conditions such as post-traumatic stress disorder.
Members requested detail be also included on the long term impacts
on the council’s staffing levels.
Actions/ further information to be provided:
Surrey Pay Proposals 21/22
& additional item on how the council was responding and
supporting staff who were displaying ill health during the pandemic
to be added to the forward plan.
The Director –
HR & OD introduced the report and provided a brief summary.
Members noted that the report detailed proposals for a staff survey
which intended to capture staff experience to date on working
during the COVID-19 pandemic. An initial survey would be conducted
as part of the ‘Our Conversations’ work to reach out to
as many staff as possible to hear their experiences. The survey
would have set themes which had been developed through
conversations with staff. Following the initial survey, 25% of
staff would be contacted each quarter to complete a survey which
would allow for targeted and rich data and enable more targeted
action.
Members welcomed the
approach and highlighted that many staff were currently in
isolation so it was important to make contact as much as
possible
Members noted that it
had been five years since the previous staff survey and so it was
important to proceed without delay.
Members request
details on the cost to the council to conduct the staff surveys.
Officers agreed to circulate the information outside the
meeting.
Actions/ further information to be provided:
Members request details on the
cost to the council to conduct the staff surveys. Officers agreed
to circulate the information outside the meeting.
The Director introduced the report and provided a
brief summary. Members noted that the report included a PowerPoint
which presented an overview of workforce recovery activity across
the Surrey system as well as a more detailed plan outlining how it
would apply to the county council.
Members endorsed the report and stated that the work
being put into enhancing distance working was positive.
Members noted that the majority of staff were
complying with the working from home instructions however in some
cases it was not possible. Officers confirmed that, unless
inappropriate, staff were expected to work from home until the
Government releases further guidance on easing the
lockdown.
Members asked whether it was possible for an officer
to request to remain permanently in their redeployed role. Officers
confirmed this would be dealt with on a case by case basis.
Officers went on to state that some managers who had staff that
were redeployed had requested that they return due to increased
workloads.
Officers and Members agreed that the council’s
ability to make significant changes quickly was very positive and
that the capacity to be flexible and make quick decisions should
not be lost after the lockdown.
Members agreed that working from home long term was
not suitable for all staff and that some people were struggling
with the lack of interaction. Officers agreed and informed the
Committee that a small number of staff had returned to a council
building due to the nature of their work or because of mental
health reasons.
Members had a discussion on the proposals to
recognise staff who had contributed significantly during the
lockdown. It was agreed that a financial reward may cause
complications however an opportunity to nominate staff to attend a
ceremony and receive a tangible reward would be more suitable.
Members went on to state that it was important to make all staff
feel valued. Members also asked that Head teachers were also able
to nominate and receive nominations for rewards.
Actions/ further information to be provided:
None.
RESOLVED:
The Committee noted the report.
36/20
DATE OF NEXT MEETING
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The next meeting of People, Performance and
Development Committee will be on 22 September 2020.
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