Agenda item

To consider and comment upon the new framework for resident consultation and engagement.

Following a recent report to the Budget and Corporate Scrutiny Management Board on 6 December 2022, a progress update was provided detailing the proposed actions and direction of travel for organisational culture, values and behaviours.

It was reported that the Leadership Team received feedback from culture listening sessions in November 2022; this meeting considered the initial proposals from the external partner for new aspirational behaviours that could be applied to all staff members. At this meeting, it was agreed that the development of a behaviour framework called the “One Team Framework” would be the best approach and would form an integral part of the Council’s workforce strategy.

The purpose of the approach was to establish the desired culture, values and behaviours into everyday practice across the organisation by articulating what those values were. Separate behavioural indications would be created for staff identified as “everyone” or “managers/leaders”. A culture working group had been created to drive the work with regular feedback provided to the Leadership Team. The creation and implementation of “Culture Champions”, regular staff panel sessions as well as a staff survey in October 2022 also assisted in establishing the framework. Trade Unions were also consulted and would be subject to a separate consultation process around the review of employee appraisals.

Using feedback via the external partner and following further consultation with stakeholders, the following behaviours were proposed:-

·      We are one team - united and working together with the shared purpose of achieving great results.

·      We care – about providing the best possible public service. (This was to be reworded to “We are customer focused”)

·      We are inclusive – treating each other with respect and knowing our diversity is our strength.

·      We are ambitious – striving for excellence, always looking to get better and making sure everyone can take pride in our borough.

·      We are accountable – delivering what we say we will.

The next steps in the process were highlighted to the board. The finalisation of the One Team Framework would take place, which would then enable officers to seek endorsement from Cabinet in March 2023. A plan would be developed to help promote and communicate the values and behaviours which would then embed the framework into HR practices, appraisals, employee inductions and management development programmes.

Following questions from members, the following points were made:-

·      The Chief Executive Officer would encourage the use and implementation of the framework.

·      All staff briefings, team talks, posters and screen savers would ensure that conversations around the framework continue to help embed the new values.

·      HR practices would be introduced to help promote the framework.

·      Results from the next staff survey, as a result of the implementation of the framework, would hopefully be encouraging.

·      LGA recommendations had been taken on board and reviewed and benchmarking against other authorities had taken place.

·      It was confirmed that a similar system could be introduced for Councillors.

Members thanked officers for their work and requested an update on progress made in embedding the new culture and values within the organisation.