Decision details

Councillor Godfrey introduced the Report and stated that the Strategy was making significant progress.

Members asked questions of the information presented and the responses given are summarised below:

(i)            Mentoring and coaching would be addressed in Phase 3 of the Strategy, including management training.

(ii)          The retention of ‘key’ workers and maintaining their motivation was important and this should be recognised as a risk by the Authority.  The Strategic Director: Resources stated that staff may leave the Authority for a variety of reasons and initiatives such as a Talent Management Strategy were being introduced to develop the next leaders of the Authority with the skills, values and behaviours that were appropriate for the authority’s size and to help it to grow from within.  The Head of Human Resources (Interim) added that he would discuss with the Head of Development Management about including an article in the Democratic Services Update when an officer left post that previously had a strong interface with Members.

RESOLVED:

That the progress against the Employee Strategy be noted.