Agenda item
MID-YEAR PERFORMANCE & CORPORATE STRATEGY PROGRESS
Cabinet received the Mid-Year Performance & Corporate Strategy Progress Report (Report No. 168/2022) on the 18th October 2022. Details of the report can be found on the council’s website: https://rutlandcounty.moderngov.co.uk/documents/s24145/Report%20No.168.2022%20-%20Performance%20Report%202022-2023.pdf
Councillor K Payne, Portfolio Holder for Finance, Governance and Performance, Change and Transformation and Councillor L Stephenson, Leader of the Council and Portfolio Holder for Policy, Strategy, Partnerships and Economy will provide an update on the mid-year performance and the corporate strategy progress, respectively.
The Council’s Corporate Strategy 2022-27 can be found on the Council’s website: https://future.rutland.gov.uk/corporate-strategy-2022-27
Minutes:
Cabinet had received the Mid-Year Performance & Corporate Strategy Progress Report (Report No. 168/2022) on the 18th October 2022. Details of the report could be found on the council’s website: https://rutlandcounty.moderngov.co.uk/documents/s24145/Report%20No.168.2022%20-%20Performance%20Report%202022-2023.pdf
Councillor K Payne, Portfolio Holder for Finance, Governance and Performance, Change and Transformation and Councillor L Stephenson, Leader of the Council and Portfolio Holder for Policy, Strategy, Partnerships and Economy gave an update on the mid-year performance and the progress made on the Council’s Corporate Strategy. During the discussion, the following points were noted:
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The Strategic Director for Resources returned to the meeting at 8.18 p.m.
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· Members queried the reasons for the high staff turnover levels and number of vacancies. They were informed that recruitment had been and continued to be an issue not just for Rutland but for all local authorities. Staff promotion, retirement, sickness etc had all impacted on staff turnover. Roles were re-invented, changed and transformed so that they remained sustainable and fit for purpose in the future. Local government remained a challenging area to work in as expectations were high whilst the funding made it difficult for staff to stay positive however, the work remained hugely rewarding.
· Members were informed that the COVID pandemic had caused a huge shift in the status of the local and national workforce. The option for staff to work from home had meant that staff could now work for larger authorities for more money and less responsibility than working for Rutland County Council.
· Exit interviews were offered to all leaving staff but they were not compulsory and no emerging trends or themes had been identified from those completed. It was agreed that the Strategic Director for Resources would discuss with Human Resources the collation of data from exit interviews.
· Apprenticeships were becoming increasingly popular and these had been discussed to encourage recruitment of staff in areas where recruitment had proved problematic.
· The new Chief Executive had introduced an improved working culture but this had not yet fully embedded in all services. All staff surveys had been thorough to identify the positive and negative within the Council. The latest staff survey had been very positive and had identified what needed to be improved.
· Members were informed that collaboration between other authorities and organisations had been tried but it had proved to be very complex especially as Rutland County Council ran such a varied model of service delivery.
· The Chief Executive requested that members sent details of specific questions to Governance (governance@rutland.gov.uk) prior to a meeting so that officers could investigate and provide answers during the committee meeting.
· Councillor Stephenson confirmed that she would discuss with Cabinet their attendance at the meeting of the Strategic Overview and Scrutiny Committee on the 15th June 2023 when the end-of-year performance report would be discussed.
RESOLVED:
That the Committee:
· AGREED that the Strategic Director for Resources would discuss with Human Resources the collation of data from staff exit interviews.
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The Chair paused the meeting for a 5-minute comfort break at 9.05 p.m.
The Strategic Director for Resources left the meeting at 9.05 p.m.
The Chair reconvened the meeting at 9.10 p.m.
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