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From YouTube: Staffing Matters and Urgency Committee, 11 January 2021
Description
AGENDA
1. Declarations of Interest 00:00:19
2. Minutes 00:00:35
3. Public Participation 00:00:59
4. Workforce Profile as at 30 September 2020 00:01:07
5. Work Plan 00:09:20
For full agenda, attendance details and supporting documents visit:
https://democracy.york.gov.uk/ieListDocuments.aspx?CId=120&MId=12468
A
Hello,
everybody
and
welcome
to
the
staffing
matters
and
urgency
committee
and
that
happy
new
year
to
those
watching
live
or
watching
after
the
meeting,
including
colleagues
that
are
joining
me
today.
First,
a
gender
item
is
declarations
of
interest
so
I'll
give
those
taking
part
a
few
seconds
in
case
anybody
wants
to
indicate
virtually.
I
can't
I
can't
see
any
just
a
few
shakes
in
the
head.
So
thank
you
very
much.
A
So
no
declarations
of
interest
and
to
declare
and
item
two
is
the
minutes
of
the
previous
meeting
that
are
included
on
pages
one
to
four
any
issues
or
matters
rising,
and
I
could
just
see
a
few
shakes
of
the
head.
So
if
I
could,
please
see
those
that
happy
to
accept
the
the
minutes
either
a
show
or
not
great.
Thank
you
very
much
so
everybody's
happy
to
accept
the
minutes
from
the
last
meeting.
B
B
So
the
data
on
page
10
in
terms
of
our
head
count
and
ftds
that's
staying
relatively
stable,
there's
always
going
to
be
fluctuations
in
figures
for
discrepancies
between
people
leaving
and
people
starting.
So
we've
not
gone
through
a
big
reduction
in
staffing
during
this
first
part
of
the
year,
so
figures
are
relatively
stable
on
head
count
and
fte
on
sickness
on
page
11.
B
It's
obviously
for
a
rolling
12-month
period
up
to
court
and
up
to
quarter
two
we
can
see
the
figures
come
down.
Obviously,
this
data
is
in
september,
so
I'll
just
kind
of
give
the
heads
up
in
relation
to
covered
in
the
new
strain.
We
are
seeing
an
increase
in
staff
absence
from
from
december
time,
so
that
the
numbers
are
are
going
up
and
people
self-isolate
and
so
that'll
be
reflected
in
the
figures
and
that
we'll
get
for
the
end
of
end
of
march.
B
The
reasons
for
leaving
on
page
12,
so
we've
broken
down
the
kind
of
reasons
for
leaving
just
to
be
clear.
That
line
two.
The
dismissal
end
of
contract
at
13,
that's
under
fixed
term
contract.
So
it's
not
that
we're
dismissing
people
end
of
an
end
of
a
fixed
term
contract
is
a
reason
for
dismissal,
so
just
so
you're
aware
of
that
resignations.
That
would
expect
around
currently
around
that
43
mark
and
retirement.
B
Moving
on
to
the
work
with
york
data
so
again,
relatively
stable,
we
are
doing
a
lot
of
work
around
making
sure
what
we're
using
with
york
form.
We
have
control
processes
to
approve
the
use
of
work
with
york
staff.
You
will
not
know
that
we
do
have
long-term
assignments
over
12
months,
so
a
lot
of
the
longer
term
assignments
that
we've
looked
into
so
we've.
We
have
done
an
audit
on
all
the
roles
that
we
have
and
some
of
them.
B
If
we
know
that
that
post
may
be
deleted
or
restructured
to
not
put
anybody
in
a
kind
of
redundancy
situation,
the
equalities
profiling
is
there
again
relatively
similar
data
that
we've
had
in
previous
years.
There's
no
kind
of
anomalies
or
anything
sticking
out
kind
of
coming
out
at
us
for
up
to
the
end
of
quarter.
Two,
I
think
I'll
leave
it
there,
chairman
and
just
answer
any
specific
questions.
C
Thank
you
chair.
Thanks
for
that
report
trudy,
I
think
you've
you've,
you've
answered
you've
answered
the
the
main
point
I
was
wanting
to
make
around
work
with
york,
so
I'll
just
maybe
ask
for
a
touch
more
clarity,
maybe
or
more
of
an
outline
on
the
assignments
over
12
months,
which
you've
mentioned
some
shorter
assignments.
But
personnel
are
kept
within
the
organization
and
put
on
to
a
different
task.
C
B
B
That's
what
it
generally
should
be
used
for
in
terms
of
that
temporary
staffing
and
anything
more
than
that,
it
should
be
actually
it's
a
it's
a
permanent
position
or
potentially
a
fixed
term
contract
for
a
longer
period
of
time
on
our
own
terms
and
conditions.
So
we
are
continually
monitoring
it.
Our
our
stance
is
there
shouldn't
be
long-term
assignments
through
work
with
york,
but
there
is
some.
There
is
in
some
instances
justified
reasons
for
that.
B
So
there
is
some
people
that
we
use
on
there
for
on
a
very
ad
hoc
basis
that
might
only
be
used
once
a
month
to
do
some
testing
and
again
they'll,
be
they'll,
be
seen
as
kind
of
long-term
assignments
as
well.
So
there
is
some
justified
reasons
of
people
on
there,
but
where
they're
not
and
they
seem
to
be
taking
what
is
a
permanent
job,
then
we
do
work
with
the
the
departments
to
to
move
them
across.
A
Thank
you
very
much
for
that.
I
think
the
only
little
question
for
me
related
to
table
1.6,
leaving
reasons
and
you've
already
highlighted
the
vast
bulk
there
are
of
resignations
or
retirements,
and
what
sort
of
caught
my
eye
was
the
number
of
subcategories
for
resignations,
because
presumably
the
majority
of
those
resignations
are
people
moving
on
to
other
jobs
or
other
opportunities
or
deciding
to
to
stop
work,
whereas
actually
those
that
have
put
resignation
for
their
career
is
a
very,
very
low
percentage.
B
B
I
don't
that
they'll
all
be
collated
up,
so
I
don't
think
we've
never
been
asked
to
break
it
down
any
further
than
what
than
what's
there,
and
some
of
the
I
think
we
may
have
touched
on
this
before
we're,
encouraging
that
that
kind
of
the
the
the
managers
do
the
exit
interviews
with
the
staff.
So
it's
picking
up
on.
If
there
is
any
specific
issues
within
those
exit
interviews,
then
that
would
that
would
be
highlighted
if
there's
anything,
to
look
into
of
why
somebody's
leaving.
A
Thank
you
very
much.
I
cannot
see
any
other
virtual
hands
up,
so
we've
got
the
recommendations
in
front
of
us
at
paragraph
nine.
Are
we
happy
to
accept
those
recommendations
which
is
primarily
noting
the
report?
Thank
you
very
much.
So
we've
all
all
indicated
it's
slightly
slightly
different
times,
but
I'm
sure
that
still
still
counts
for
the
record.
So
thank
you
very
much
trudy,
and
so
that
then
takes
us
on
to
gender
item
five,
which
is
the
work
plan
for
the
committee
and
anything
you
wanted
to
add.
Truly.
A
Great,
thank
you
very
much
so
if,
if
we're
happy
to
to
note
that
just
to
give
people
an
opportunity
to
say
anything,
but
we
can
see
nods,
and
so
if
we
note
the
work
plan
and
just
going
back
to
the
front
agenda
that
then
takes
us
to
item
six,
which
is
urgent
business.
I've
not
been
informed
of
any
urgent
business
today.
So
thank
you
very
much
for
for
joining
us
and
your
questions
and
I'll
see
you
at
the
next
smu
committee
soon
thanks
all.
Thank
you.
Bye-Bye
thanks.