The Overview and Scrutiny Committee of Hertfordshire Council met on Wednesday 25 June 2025 to discuss permanent exclusions in Hertfordshire schools, workforce recruitment and retention, and the scrutiny work programme for 2025-26. The committee noted the report on permanent exclusions and requested additional data. They also endorsed the workforce recruitment and retention overview, and approved the scrutiny work programme for the upcoming year with agreed amendments.

Permanent Exclusions in Hertfordshire

The committee received a report outlining permanent exclusions in Hertfordshire. Members were informed that academies¹ must adhere to the Department for Education's (DfE) statutory guidance, and that Hertfordshire County Council (HCC) maintains strong relationships with these academies.

In response to questions about the outcomes for permanently excluded pupils, the committee heard that professionals assess the child's needs to determine the most appropriate next steps, such as short term educational provision or placement in a Primary Support Base. Hertfordshire operates seven Education Support Centres (ESCs), and pupils receive targeted support when reintegrating into mainstream schools. For those who remain in an ESC, a full curriculum is provided, including GCSEs, functional skills, and other qualifications. Councillor Richard Woodard, Head of Access, Inclusion & Alternative Provision, agreed to provide data on the success rate of pupil re-engagement following exclusion, as well as data on permanent exclusions broken down by gender, locality, and ethnicity.

The committee was told that headteachers are advised to consult with a colleague or another headteacher when considering a permanent exclusion, and that there is a formal appeal process available. If a permanent exclusion is upheld, parents have the right to challenge the decision through an independent review panel. The council ensures that schools use a therapeutic approach to behaviour management, and following a permanent exclusion, the local authority asks the school questions to ensure the behaviour policy was followed, that Special Educational Needs and Disability (SEND) needs have been met, and what strategies have been put in place.

Members were also informed that:

• There is clear evidence that when a headteacher and the senior leadership team actively lead on implementing a therapeutic approach to behaviour, it results in positive changes across the school, including improved behaviour, better identification and support of pupil needs, and generally lower rates of exclusion.
• The number of children with Education, Health and Care Plans (EHCP) who have been excluded while awaiting specialist provision was not high.
• There is substantial evidence indicating that permanent exclusion can mark the beginning of a challenging trajectory for some children, with a proportion ultimately becoming involved in the criminal justice system. The council works in close partnership with the Youth Justice Board and other relevant services to ensure that excluded children continue to receive appropriate educational provision and support. The council also collaborates with the police to identify vulnerable children early and connect them with rehabilitation and prevention programmes.
• Efforts are underway to expand early intervention provision and resources in primary schools.
• Governors receive a comprehensive report from the headteacher outlining the reasons for an exclusion, and evidencing the strategies and resources that were employed within the school to support the pupil prior to the decision. The governing body decides on whether to ratify the exclusion based on this information.
• There is no county-wide policy in place regarding mobile phone policies in schools, but an increasing number of schools—particularly in the Dacorum area—are choosing to implement mobile phone bans during the school day.

Councillor Richard Woodard also agreed to provide data on the link between exclusions and the rise in misogyny after the meeting.

The committee noted the update.

Workforce Recruitment and Retention Overview

The committee received a report providing an overview of workforce recruitment and retention at Hertfordshire County Council, and noted and endorsed its contents.

Members acknowledged that greater emphasis should be placed on promoting Hertfordshire County Council's Pension Scheme within job advertisements, but recognised that this may hold less appeal for certain groups of potential applicants, such as recent graduates.

The committee was informed that workforce performance and productivity are subject to regular review via an annual performance management process. Where underperformance is identified, employees are supported through a Performance Action Plan. While an exit interview link is routinely sent to all departing employees, response rates remain low, and the council is exploring the implementation of 'stay interviews' to enhance employee engagement and reduce turnover.

The committee was also informed that the council's Wellbeing Offer is continuously evolving to meet the needs of staff, and that the annual employee survey remains a key tool for evaluating its effectiveness. Councillor Richard Taylor, Director of People, agreed to provide data demonstrating the impact of the Employer Wellbeing Offer on staff, along with insights from recent Employee Survey results.

The committee heard that further work is needed to strengthen internal progression within the council, and that there is a recognised need to better identify and develop internal talent.

In response to a question regarding the Graduate Scheme, the committee was informed that the general graduate programme has been paused, but the Finance Graduate Programme remains active. A decision regarding the continuation of the wider scheme in September 2026 is yet to be made. It was also highlighted that 309 employees are currently undertaking qualifications funded through the Apprenticeship Levy².

Members were informed that the costs associated with piloting and adopting Artificial Intelligence (AI) technologies can be significant, and that it is essential to ensure that any investment in AI delivers a meaningful return. Some AI tools carry potential financial risks, particularly in relation to data storage and compliance with data protection regulations, and careful consideration and risk assessment are required before implementation.

In response to a question regarding Local Government reorganisation, members were informed that the workforce is accustomed to ongoing change, and that any future changes will be communicated clearly, early, and consistently to ensure that employees remain well-informed and supported throughout the process.

The committee heard that executive members would be invited to future committees when their portfolio was being discussed.

Scrutiny Work Programme 2025-26

The committee discussed topics to include in the Scrutiny Work Programme 2025-26, including:

• Mobile phones in schools
• Staff productivity
• The use of AI
• SEND schools support and training
• Hertfordshire's infrastructure
• Climate related emergencies such as flash flooding
• Enforcement with verges and pavements being destroyed
• Cyber security in schools
• Support for children outside of school
• Potholes
• Private placements vs placements in house
• Section 106³
• Access to mental health services, particularly for younger people

Councillor Tim Parlow, Head of Scrutiny, will circulate topics that have been covered previously.

The committee approved the Scrutiny Work Programme 2025/26 with agreed amendments and additions, and noted the officer update.