The Hertsmere Borough Council Personnel Committee met to discuss updates to the People Strategy Action Plan, review several HR policies, and consider people data for the first quarter of 2025-2026. The committee approved revisions to the Disciplinary Policy, the Employment of Relatives Policy, and the Career Break Policy, all subject to staff consultation. They also approved the adoption of a new quarterly People Data Report.

People Strategy Action Plan

The committee reviewed the People Strategy Action Plan, noting positive feedback from staff consultations. The plan aims to create a fair, safe, and inclusive workplace where everyone feels supported and valued.

Key updates and achievements in the first quarter of 2025-2026 include:

• Wellbeing Policy: Development is ongoing, with proactive steps taken to promote staff wellbeing through a monthly HR/Health & Wellbeing Newsletter. The newsletter covers mental, physical, financial, and social wellbeing, and includes updates from HR.
• Toilet Facilities: Refurbishment is underway and expected to be completed by the end of November 2025.
• Civic Offices Reception: Plans are being finalised to upgrade security measures, with work expected to begin during the Christmas period.
• Celebrating Diversity: The council will participate in Odd Socks Day on 17 November 2025, to promote inclusion and challenge bullying and prejudice.
• Equality Impact Assessment (EIA) Training: Training was conducted in June, with further sessions scheduled. The training covers the Equality Act 2010[^1] and how EIAs can reduce inequality. [^1]: The Equality Act 2010 is a UK law that protects people from discrimination. It covers nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• Wellbeing Champions: Twelve Wellbeing Champions have been appointed to promote a culture of wellbeing and support the delivery of targeted wellbeing activities. Wellbeing meetings have been scheduled to provide structure and share updates.
• Standards of Behaviour: A new Online Meetings Guide was published to set clear expectations for professional conduct during virtual meetings.
• Leadership Development Programme: A new programme has been launched, with applications opening in August and the programme commencing in October 2025. Participants will work towards a Chartered Management Institute (CMI) Level 7 Qualification in Strategic Management & Leadership.
• Competency Framework for Leaders: The council has refreshed the Competency Framework for Senior Leaders, clarifying expectations and supporting leadership development.
• Mentoring Programme: A structured Mentoring Programme has been launched to support aspiring middle managers and senior leaders. Mentoring training has been arranged for current leaders.
• Management Training: Performance Management training sessions took place in May, and training on managing difficult conversations with staff was provided in July.
• Digital Skills and Project Management Qualifications: The council has launched a new Data, AI, and Project Management Training Academy in partnership with Multiverse, providing staff with accredited professional training.
• Hybrid Working Policy: A revised policy was introduced on 1 June 2025, reducing the minimum office attendance requirement to two days per week. Manager training and staff meetings were held to support implementation.
• Stay Interviews: The council has launched a Stay Interview initiative to strengthen retention efforts and address risks identified in the March 2025 Staff Survey.
• Awards and Recognition: The Rewards and Recognition policy is under review, and a new rewards platform, Vivup, has been launched to provide staff with access to a range of benefits.
• IT Upgrades: New laptops have begun arriving and are being configured. Investment in SharePoint consultancy has been approved to support cloud-based document storage and collaborative working. The new style intranet is due to launch in September.
• Suggestion iBox: The council has launched the Suggestion iBox on Clear Review, allowing staff to submit ideas, feedback, concerns, or successes anonymously.
• Cross-Departmental Briefings: Cross-departmental staff briefings are being facilitated to foster collaboration. The next briefing is scheduled for 4 September, focusing on Local Government Reorganisation.

HR Policy Review

The committee approved revisions to the following policies, subject to staff consultation:

Disciplinary Policy

The Disciplinary Policy was reviewed to provide clarity around the informal process, particularly regarding the use of a Letter of Expectation¹ (LoE). Amendments were made to the informal stage of the process to enhance clarity around the use of a LoE. A guide for managers on drafting a LoE, along with a standard template, has been created to support consistent and effective use of this tool.

Employment of Relatives Policy

The Employment of Relatives Policy is designed to ensure that all employment decisions are made fairly and objectively. The revised policy includes the following changes:

• Explicitly covers agency workers as well as permanent staff.
• Clarifies the definition of partner to include civil partners and long-term cohabiting relationships.
• Introduces a new requirement for employees to notify HR of relationships with colleagues or applicants who are relatives.
• Adds clear instructions to exclude relatives from recruitment panels and reporting lines, and includes a reference to the Equality Act 2010.
• Introduces a new requirement for disclosure and review of reporting lines for relationships formed after employment.
• Adds a requirement for alternative reporting arrangements and documentation of decisions for other management issues.

Career Break Policy

The Career Break Policy provides a framework for employees to request an extended period of unpaid leave for personal, educational, or family reasons. The revised policy includes the following changes:

• Expands the purpose to include service delivery and workforce planning.
• Adds a new section with six defined aims, clarifying the policy's strategic value, including recruitment, retention, inclusion, and talent development.
• Clarifies the application process to strengthen governance and ensure consistency.
• Clarifies that there is no formal appeal, but a grievance route is available.
• Formalises a contact plan to enhance engagement and support service continuity.
• Adds re-induction and refresher training support to support smoother reintegration and employee wellbeing.
• Includes a new section encouraging continued professional development.

Equality Impact Assessments (EIAs) were completed for all revised policies.

People Data Quarter 1 2025-2026

The committee approved the adoption of the new quarterly People Data Report, which consolidates existing recruitment, retention, and sickness data with additional workforce metrics. The aim is to provide a clearer overview of people data, enabling informed decisions about workforce planning and organisational performance.

The report covers the following key areas of data:

• Workforce Demographics: Headcount overview by department and organisation profile, including age, gender, ethnic origin, disability status, religion, and length of service.
• Recruitment Outcomes and Agency Workers: Number of vacancies advertised, outcomes and time to hire and fill rates, and number of agency workers assigned by department.
• Turnover & Exit Interview: Voluntary and involuntary turnover rates and exit interview data.
• Sickness: Absence rates, reasons for absence, and completion of return to work interviews.
• Awards and Recognition: Recognition programme participation rates and awards given.

Some workforce data will continue to be reported on an annual basis, including employee engagement and satisfaction, and gender pay gap reporting.

To enhance internal capability for data analysis, a member of the HR team has been nominated to undertake a Data and AI Apprenticeship Programme.