Agenda item

(a)       That the Committee notes the progress made against the target set for completion of appraisals for portfolios and the Council as a whole;

(b)       That the officers investigate whether any linkages are made between employee performance, recorded through the appraisal process and the payment of annual increments within grades in other Councils and in the Welsh Public Sector;

(c)       That officers consider whether the introduction of such a scheme is feasible in Flintshire and report back to a future meeting;

(d)       That the Senior Manager, Human Resources & Organisational Development provide the Committee with details of manager spans of employee control; and

(e)       That an interim report to give assurance on progress be made to the April or May meetings.

The Chief Executive and Senior Manager, Human Resources and Organisational Development presented a report showing a detailed analysis of completion levels of appraisals across all portfolios.

The importance of appraisals was recognised in improving performance and meeting corporate policy.  It was acknowledged that eligible employees should be receiving appraisals that were meaningful and consistent.  Following a review in which a number of exceptions had been agreed, a more challenging revised annual target of 100% completion of appraisals applied to eligible employees.  A breakdown of progress with appraisals within each portfolio was shared, which estimated that 77% were due for completion by year end.

The Chief Executive expressed his disappointment at the inconsistent progress with the completion of appraisals across portfolios.  He was keen that improvements would be made, and to that end, an annual report on appraisals would be produced in future.  The downturn in the percentage of completed appraisals between November 2016 and December 2017 was partly due to continued significant change across the workforce including the impact of Alternative Delivery Model (ADM) transfers.

The Chairman commented on slippage in progress and officers confirmed that outstanding appraisals had been scheduled.  On the breakdown of figures across services, it was noted that those captured for ‘Organisational Change 2’ reflected the low headcount in that portfolio.

Following a question by Councillor McGuill, the Senior Manager spoke about ICT solutions being explored to support an improved drive on recording performance and identifying trends.

Councillor Jones asked about comparison with other public bodies to establish links between employee performance recorded through the appraisal process and the payment of annual increments.  It was agreed that officers would look into this and report back on whether this could be implemented in Flintshire.

The Senior Manager responded to comments by Councillor Johnson on the preparation time required by managers to undertake appraisals.  In response to further remarks, she agreed to provide further information on spans of control by managers.

Councillor Woolley stressed the importance of regular contact between managers and employees to promote a sense of belonging, particularly for those working remotely.  The Chief Executive spoke about the responsibilities and expectations on line managers in managing performance of their teams. This view was echoed by Councillor Mullin.

Following remarks by Councillor Hughes on raising the profile of appraisals, the Chief Executive suggested that the Committee defer any decisions until the year end position was reported.

RESOLVED:

(a)       That the Committee notes the progress made against the target set for completion of appraisals for portfolios and the Council as a whole;

(b)       That the officers investigate whether any linkages are made between employee performance, recorded through the appraisal process and the payment of annual increments within grades in other Councils and in the Welsh Public Sector;

(c)       That officers consider whether the introduction of such a scheme is feasible in Flintshire and report back to a future meeting;

(d)       That the Senior Manager, Human Resources & Organisational Development provide the Committee with details of manager spans of employee control; and

(e)       That an interim report to give assurance on progress be made to the April or May meetings.