Purpose

Oversight to cover areas of priority for 2024/25:
• Continued focus on absence & productivity and data and metrics
• Improve senior leadership resilience through succession planning
• Improve manager capability through targeted development interventions
• Support the organisation to change and redesign itself to support financial resilience

- (HR, Absenteeism Recruitment and Performance Management)
Organisational resilience – benchmarking

Areas of consideration by CCCS Scrutiny from-
• Deep-dive into sickness absence and our response
• Deep-dive into recruitment and retention and workforce planning
• Workforce demographics by service area and the risks/opportunities it presents

Key questions / issues:
• How is the council benchmarked r.e. performance management, hard-to-fill roles and sickness absence levels?
• What are the hard-to-fill roles and what is officers' view on why the council is not attracting people to these roles? What do think tanks or external organisations suggest?
• How is the council progressing against the Workforce Equality Strategy, and what areas are there for further research and improvement?