Agenda item

To consider a report on the progress with Human Resource issues

The Head of Human Resources and Organisation Development, aided by the HR Strategy & Policy Manager, Corporate Health & Safety Manager and Workforce Development & Capacity Manager, presented a report which provided a general update on Human Resource issues, including Health & Safety, Organisational Development, HR Delivery and HR Policy and Reward.

Phase 1 of implementing PRIME had been successfully completed and work had now begun on Phase 2 delivery to schools staff.  It was anticipated that all services and schools would be using the electronic system by the end of March 2011.

Hearing tests of Waste and Recycling Operatives commenced in November last year and a member of the Corporate Health & Safety Team had been trained by Occupational Health to undertake audiometric tests to continue this programme in Macclesfield.  Occupational Health Nurses would continue to deliver this service to Operatives in Crewe until a second Corporate Health & Safety Officer was trained.  The Occupational Health Nurse had undertaken 20 hearing tests to date and so far no results had shown that any operative had experienced work related hearing loss.  Personal protective equipment was being sourced which would filter out high frequency noise whilst still enabling Operatives to hear passing traffic.

A new Violence at Work Policy had been drafted, which included guidance for employees when working either with known or potentially violent persons and incorporated the use of the Potentially Violent and Aggressive Persons database, which contained information on known violent or aggressive persons and dangerous dogs (or other animals).  The Committee was asked to approve the draft policy, which had been forwarded to Trade Union Representatives for comment and agreement at the Corporate Health & Safety Forum in February 2011.

As part of the process for the Council to retain Investors in People (IIP) recognition, a series of informal health-checks were being undertaken ahead of the formal corporate assessment in May 2011.  One area the IIP had highlighted was the need to ensure there was a common understanding regarding the role of a Cheshire East manager and the skills, knowledge and behaviours that were required to undertake this role effectively.  To support this role the Employee Development Charter was being re-launched and an ‘aspiring leaders’ competency framework and on-line toolkit was being created. 

Work was continuing to address equal pay issues and develop a set of modern, flexible and affordable terms and conditions of employment for the Council.  An initial proposal for new terms and conditions had been made to the trade unions in December and consultation was ongoing.  Further consultation with the wider workforce would follow over the coming months.  It was anticipated that the new pay structure and terms and conditions would come into effect on 1 September 2011.  A new employee newsletter ‘Fit for the Future’ had been created and would be issues on as an and when basis to ensure that all employees were kept up to date and included in the consultation process about the review. 

RESOLVED:  That

(1)       the report be noted.

(2)       the draft Violence and Aggression Policy be approved.