Councillor Brown presented the final report as Chairman of the In-Depth Scrutiny Working Group. The working group had been investigating the number of current vacancies and long term sickness absences across the Council. Meetings had been held with different Officers and an external recruitment agency. The Chairman noted that salaries were given as the primary reason by staff for leaving the Council, with competition from London and the private sector. Certain areas were identified as more problematic to recruit for, and Market Related Payments (MRPs) were offered in some circumstances.

Members noted that free parking at the Council Offices should be reflected in the list of current staff benefits.

Possibilities for increasing flexible working opportunities for staff were discussed including job share, working from home and 10am to 2pm shifts. It was hoped that these arrangements would appeal to parents returning to work and those living out of District. Members discussed widening the radius for relocation policy and considering commuting time in addition to distance.

The possibility was discussed of introducing a shuttle bus for staff between the train station and the Argyle Road Offices, however Members felt this would not be appropriate and be at odds with the Council’s commitment to Health promotion.

Staff referral schemes were considered to support recruitment whereby current staff could recommend friends and relatives and would receive financial incentives if their recommendation was appointed and successfully completed probation. It was suggested that the Council review where posts were advertised. This could include in local and general newspapers, on Social Media and local online forums including ‘mumsnet’ and ‘dadsnet’.

Members discussed the current practice of staff being required to pay back training costs if leaving the Council within two years of training completion for a job in the private sector. It was considered if this could be increased to three years and expanded to also including moving to other Local Authorities. Options around tapered payback were discussed and Members supported full payback after one year with a lower percentage payback after the second and third years.

Members enquired as to the cost of agency staff and requested further details on how these compared with full time staffing costs.

Action 7:  Chief Officer Corporate Services to provide information on agency costs in comparison with that of full time staff for specific roles.

Members agreed that the report should be referred to Cabinet following the inclusion of feedback from Committee Members.

Resolved:  That

i)       delegated authority be given to the Chairman of the Working Group to make appropriate amendments to the report prior to submission to Cabinet; and

ii)     subject to the amendments above the report be recommended to Cabinet.