The Appointments and Conditions of Service Committee was scheduled to discuss a new framework for developing workforce policies and to consider revisions to the Attendance Management and Ill Health Capability Policy. The committee was also due to discuss changes to the mandate for the committee itself.

Workforce Policy Development Framework - Foundation Principle

The committee was scheduled to consider a proposed framework for the development of workforce policies. This framework aims to ensure that all policies support the council's organisational objectives and priorities, and that their development, review, and implementation are consistent, transparent, and structured. The principle emphasises delivering high-quality services to customers and residents as a primary responsibility, with people policies designed to support the Council Plan and People Strategy. Key values underpinning this principle include interdependence, strategic alignment, legal compliance, governance and risk management, stakeholder engagement, fairness and inclusion, and accessibility. The framework outlines steps for policy development, from identifying the need to implementation and monitoring.

Revisions to Attendance Management & Ill Health Capability Policy

A significant item on the agenda was the proposed revisions to the Attendance Management and Ill Health Capability Policy, which has been renamed the Sickness Absence and Ill Health Capability Policy. The report indicated that the council incurs substantial costs due to sickness absence, estimated at £9 million annually, and highlighted a need to focus on reducing these costs and managing short-term, intermittent sickness. The revised policy aims to be more streamlined and clearer, with the introduction of specific triggers for sickness absence instances and duration. Following consultation with legal colleagues and Joint Trade Unions, the proposed policy suggests reviewing sickness absence after four instances or 10 working days (pro-rata for part-time employees) in a rolling 12-month period. A minimum review period of six months is also proposed to allow for monitoring and support for employees to maintain good attendance. The policy includes various fact sheets providing guidance on aspects such as appeal arrangements, dealing with review meetings, and equality considerations. The aim is for the policy to be formally agreed in January 2026 and implemented in March 2026.

Mandate for changes for ACOS (discussion)

The committee was also scheduled to discuss changes to its own mandate. Further details on the specific proposed changes were not available in the provided documents.