Agenda and draft minutes

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Venue: Via Microsoft Teams

Contact: Kelly Barnett 

Items
No. Item

1.

APOLOGIES FOR ABSENCE

Minutes:

No apologies were received.

2.

DECLARATION OF INTEREST

Members of Employment Panel are asked to consider whether

they have an interest in any of the matters on the Agenda, and, if so, to formally declare that interest.

Minutes:

No declarations of interest received.

3.

TERMS OF REFERENCE pdf icon PDF 53 KB

The Terms of Reference of Employment Panel are to be considered by members. The Terms of Reference document is attached.

Minutes:

Councillor Rafiq presented the terms of reference of the Employment Panel for consideration.

 

The Employment Panel is a new committee that has replaced some functions of the former Human Resources and Appeals Panel. Lynne Ridsdale, Deputy Chief Executive, informed members that the restructure approval work that used to come to the Human Resources and Appeals Panel is a Cabinet function, therefore in line with the new Council Constitution it has been agreed that major restructures will go through to Cabinet, using the key decision threshold. Smaller restructures will be agreed with the portfolio holder for Human Resources and the relevant portfolio holder for the area.

 

It was agreed:

 

1.          The terms of reference be updated to be clear that the 5-member panels and 3-member panels convened for the panel’s appeals and employment functions are politically balanced.

2.          That the terms of reference document be noted.

 

4.

CONSULTATION ON THE DRAFT AGILE WORKING POLICY pdf icon PDF 569 KB

Sam McVaigh, Director of People & Inclusion to present the Consultation on the Draft Agile Working Policy report. The report is attached.

Minutes:

Councillor Rafiq presented the draft Agile Working Policy to members for feedback.

 

Councillor Rafiq highlighted the following points from the report and draft policy:

 

  • The Agile Working Model was approved by Cabinet on 26th May 2021.

 

  • The Agile Working Model will be supported by a formal HR policy which will provide the framework for managing agile workers across the Council.

 

  • The intention is for agile working to start from Stage 4 of the national roadmap out of lockdown, which is currently the 19th July 2021.

 

  • The Agile Working Model will be subject to regular, structured reviews with the first formal review taking place in December 2021.

 

  • The proposals contained within the report and draft policy will not require, at this point, any changes to terms and conditions or contracts of employment.

 

  • Agile working is voluntary, and, where roles allow, staff will be given the option to work from home or from the office.

 

  • The policy includes a new framework for performance management for agile workers.

 

  • Staff will remain subject to other core HR policies.

 

  • The role of managers is key to the success of agile working in terms of performance management and supporting the wellbeing of their team.

 

  • The policy includes relevant information about wellbeing, health and safety, and information governance. 

 

  • Trade Union colleagues have been consulted on the Agile Working Policy and their feedback is reflected within the report.

 

Councillor Rafiq invited members to feedback on the report and draft policy.

 

Members raised the following questions and comments:

 

  • It was questioned if the £5m saving, outlined in the report was accurate. 

 

Lynne Ridsdale, Deputy Chief Executive, explained that the ambition around the estate saving is real. There is a framework for workforce agility, which is a platform to drive efficiency through reduced use of assets.

 

The savings of £5m relates to the transformation programme which is listed for Cabinet approval in July. The Council has worked with a strategic partner to inform the transformation programme and the £5m figure is derived from this work.

 

Agile is a part of the transformation programme. Going forward there will be a shift in focus to link this work to the required asset rationalisation programme. Sam McVaigh, Director of People and Inclusion will continue to be a part of the work and will lead on the evaluation over the next 6 months.  Wider investments will be informed by the same evaluation process. 

 

  • It was questioned what the wider package of tools are, which are being further developed.

 

Sam McVaigh, Director of People and Inclusion explained current and planned future work to support staff. It was explained that lots can be learned from other organisations around hybrid and agile working, however the current circumstances are unprecedented, and it is crucial the model which evolves meets the needs of Bury. This is why there is an evaluation in September and in December. Wrap around support for staff will be developed by engaging with staff and giving them opportunities to feedback their  ...  view the full minutes text for item 4.