12 - 'Improving our Workplace' - Employee Engagement Survey 2024
Renfrewshire Council · 13 February 2025
Back to Finance, Resources and Customer Services Policy Board — 13 February 2025 and its agenda
Text extracted from the council's PDF. Layout and reading order may differ from the original.
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1 ___________________________________________________________________ To: Finance, Resources and Customer Services Policy Board On: 13 February 2025 __________________________________________________________________ Report by: Director of Finance and Resources ___________________________________________________________________ Heading: ‘Improving our Workplace’ - Employee Engagement Survey 2024 ___________________________________________________________________ 1. Summary 1.1 The purpose of this report is to provide members with the results of the recent Council wide Employee Engagement Survey and to highlight the next steps to address the findings and foster continuous improvement. 1.2 The ‘Improving our Workplace’ employee engagement survey, a key priority within the Council’s ‘People Strategy’, was supported and encouraged by our Trade Union colleagues and Services and was launched during September 2024 across the workforce for a period of 4 weeks. 1.3 The survey, which was available digitally and via paper was completed by 22.9% of the workforce, 1956 employees. Responses from the survey returned valuable feedback from across all Council Services. Benchmarking information received from other Councils in Scotland highlighted typical response rates ranging between 20 and 40%. 1.4 Appendix 1 of this report provides members with the key findings of the survey. Overall, the survey results are positive with some areas for improvement to be actioned. 1.5 Appendix 2 of this report provides members with key actions and a proposed timeline to address the areas for improvement. 1.6 The next council wide survey is planned for 2027 and every 3 years thereafter.
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2 2. Recommendations 2.1 Members are asked to: Note the results of the survey as detailed in Appendix 1 and note the areas for improvement as detailed in Appendix 2. Note a progress report will be provided to members early 2025, allowing Council officers time to share the results of the survey with the workforce and Trade Unions and implement agreed areas for improvement. 3. Background to the Survey 3.1 As part of the Council’s People Strategy and our commitment to creating a positive, inclusive, and productive work environment, the Council launched a Council wide employee engagement survey towards the end of 2024. The survey, supported and encouraged by our Trade Union colleagues and Services, aimed to capture insights on what employees know and feel about the Council, asking questions/statements on a range of topics and suggested areas for improvement. 3.2 The survey was available both digitally and via a paper version, and from the 1956 responses received, 9 paper copies were returned, signalling a significant shift towards digital engagement from our employees. Participation in the survey was voluntary and anonymity was assured to encourage honest and constructive feedback. Employees in front line service delivery roles, who are traditionally hard to reach with communications, were provided with time and space during working hours to participate. Feedback from this survey will be used to improve the working experience of our employees and assist in our journey to evolve our culture. 3.3 The survey was developed in house by our People & OD team and our Marketing and Communications team and has our values Council embedded throughout. In designing the themes, questions and statements for the survey, feedback was sought and used from benchmarking with other Local Authorities and from our Services too. The survey was designed to take approximately 10- 15 minutes to complete and covered the following: 1. What I know and feel about the Council 2. How I feel about my job 3. How I feel about management 4. How I feel about my performance, learning and recognition 5. How I feel about my wellbeing at work 6. What I know about key HR policies 3.4 A marketing and communication plan was developed to support the launch of the survey. The survey was launched by the Chief Executive on the 18 September 2024 and remained open until the 18 October 2024, with regular reminders to encourage participation. Every Council employee was encouraged to complete the survey.
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3 Employees were also provided with access to the survey through multiple channels, including email, iText, and posters with QR codes at multiple locations and provided the opportunity to complete the survey by paper. Managers of front-line services also carried out a calendar of toolbox talks to encourage participation. 4. Employee Survey Responses 4.1 Overall, there was a 22.9% response rate, with 1956 responses. Appendix 1 provides members with a detailed breakdown of responses highlighting satisfaction rates at both a Council and a Service level. The appendix also details a scoring matrix (see section 4.8 of the report), which highlights a suggested timeline for making improvements based on the workforce response rate in terms of who agreed with the statements. 4.2 From the analysis, it is clear to see that overall, the survey results are positive, with some areas for improvement. The feedback from this survey is consistent with some of the positive outcomes already observed in the recent Best Value Audit on Workforce Innovation, the Care Inspectorate Joint Inspection of Services for Children and Young People at risk of harm Renfrewshire, the Adult Support and Protection Staff Survey from September 2024, and the recent feedback we’ve received from managers via the Cultural Assurance Model self- assessment, a model developed in partnership with the Improvement Service to explore our Organisational culture. This highlights some key observations collectively that overall, our employees know what is expected of them, there are high levels of job satisfaction, they feel respected and valued, and have supportive line managers. 4.3 Some key positive data drawn from the survey highlights: 86% of line managers feel they can manage their team effectively. 81% expressed positive views about their line manager. 71% would recommend the Council as a great place to work. 70% are satisfied in their job. 70% agree we live our values. 72% are satisfied with our Health and Safety Measures 70% had positive views of training provided. 4.4 It is also clear from the analysis that the Council has some areas for improvement to make, which includes helping our employees to better understand the Council’s strategic plans, the decision-making process and financial position, and outlining what is being done to demonstrate Best Value, which may help our employees feel more positive about their future at the Council. Feedback also highlights that there is work to be done to better support both the physical health and well-being of our workforce. 4.5 Some key areas for improvement highlights that: 43 % understand the decision-making process within the Council. 57% understand the Council’s financial position. 52% feel positive about their future at the Council.
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4 58% believe senior management will act on the findings from this survey. 22% agree that their work has a negative impact on their physical wellbeing. 29% agree that their work has a negative impact on their mental wellbeing. 21% have experienced violence and aggression at work in the last 12 months. 4.6 Appendix 2 highlights to members the key Council actions to be taken over the next 2 years, using a traffic light coded matrix (See section 4.8 below). The matrix shows that if less than 50% of the respondents agreed with the statements in the survey, work to improve this will be undertaken within the first 6 months. If 51% to 66% of respondents agreed with the statements in the survey, work to improve this will be carried out within 12 months, and so on. It is believed that implementing these improvements speedily will contribute to a more happy, engaged, and motivated workforce. 4.7 Each Council service has been provided with access to their own survey results and have developed their own bespoke action plan with agreed key areas for improvement in line with this approach. 4.8 The newly established employee engagement forums in each service will support their senior management teams to progress these actions and drive improvements, in with line with the timescales below. ***END*** Up to 6 months If less than 50% of the respondents agreed 6 ‐ 12 months If 51% to 66% of the respondents agreed 12 ‐18 months If 67% to 75% of the respondents agreed 18 to 24 months If 76% or above of the respondents agreed
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5 Implications of the Report 1. Financial – None. 2. People & Organisational Development – The People & OD Team will continue to promote a positive, inclusive, and productive working environment across the Council and develop our managers to support their colleagues throughout their employee journey. The team will take responsibility corporately for the agreed actions and report progress to members. 3. Community Planning – None. 4. Legal – None. 5. Property/Assets – None. 6. Information Technology – None. 7. Equality & Human Rights – None. 8. Health & Safety – None. 9. Procurement – None. 10. Risk – None. 11. Privacy Impact – None. 12. Climate Risk – None. 13. Children’s Rights – None. 14. Cosla Policy Position – None. _________________________________________________________________ List of Background Papers ___________________________________________________________________ Author: Gillian O’Neill, OD Partner, People & OD, Finance and Resources
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1 ipline Improving our Workplace: Have your say Key Survey Findings January 2025
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2 Contents 1. Survey Response Demographics ....................................................... 3 2. How the data was compiled for this report ....................................... 6 3. Highlighting strengths and areas for improvement .......................... 6 4. Summary of responses and actions by section ................................. 7 5. Responses by section ........................................................................ 8 a) What I know and feel about the Council ............................................... 8 b) How I feel about my job ...................................................................... 11 How I feel about my job - Line Managers Only ....................................................... 14 c) How I feel about management ............................................................ 15 d) How I feel about my performance, learning and recognition ............. 17 e) How I feel about my wellbeing at work ............................................... 21 f) What I know about key HR Policies ..................................................... 24 6. Summary of action items and timelines .......................................... 25
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3 1. Survey Response Demographics Survey was distributed to all employees across the five services. • 1956 responses overall, of which 9 were paper copies • Approximately 22.9% return rate Survey Response Rate Replies Response % Headcount Participation % Total 1956 100% 8541 23% CE 173 9% 236 73% CS 659 34% 4109 16% EH&I 488 25% 2216 22% FARs 473 24% 940 50% RHSCP 163 8% 1040 16% Responses By Worker Type Replies Percentage Total 1956 100% Frontline/ Operational 435 22% Hybrid Worker 671 35% Office Worker 296 15% School Support Worker 153 8% Teachers/ Early Learning 358 18% Not specified 43 2% Responses By Permanent/Temporary Replies Percentage Headcount Participation % Total 1956 100% 8541 23% Permanent 1681 86% 7507 22% Temporary 160 8% 1034 15% Prefer not to say 115 6% N/A N/A
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4 Responses By Grade Replies Response % Headcount Participation % Total 1956 100% 8541 23% Grade 1-4 434 22% 3150 14% Grade 5-9 492 25% 2500 20% Grade 10 above 251 13% 529 47% Chief Officers 10 1% 32 31% Teaching Grade 273 14% 2330 12% Prefer not to say 496 25% N/A N/A Responses By Length of Service Replies Response % Headcount Participation % Total 1956 100% 8541 23% Under 1 year 113 6% 810 14% 1-2 years 196 10% 1430 14% 3-4 years 189 10% 1130 17% 5-9 years 368 19% 1830 20% 10-14 years 218 11% 920 24% 15-20 years 196 10% 820 24% 20 years and over 425 22% 1600 27% Prefer not to say 251 12% N/A N/A Responses By Age Replies Response % Headcount Participation % Total 1956 100% 8541 23% 16-25 years old 74 4% 428 17% 26-35 years old 281 14% 1753 16% 36-45 years old 390 20% 2183 18% 46-55 years old 489 25% 2176 22% 56-65 years old 372 19% 1865 20% 66 years and above 19 1% 136 14% Prefer not to say 331 17% N/A N/A
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5 Responses By Gender Replies Response % Headcount Participation % Total 1956 100% 8541 23% Female 1173 60% 6305 19% Male 504 26% 2236 23% Prefer not to say 279 14% N/A N/A Responses By Full, Part and Term Time Replies Percentage Headcount Participation % Total 1956 100% 8541 23% Full time 1425 73% 5060 28% Part time 298 15% 3481 9% Term time 101 5% 3721 3% Prefer not to say 132 7% N/A N/A Responses By Care Experienced Responses By Disability Replies Percentage Replies Percentage Total 1956 100% Total 1956 100% Care experienced 106 5% Disability 282 13% Not care experienced 1696 87% No disability 1505 78% Prefer not to say 154 8% Prefer not to say 169 9% Responses By Caring Responsibilities Replies Percentage Total 1956 100% Provide care 556 28% No 1185 61% Prefer not to say 215 11%
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6 2. How the data was compiled for this report All the data is taken from the 2024 “Improving our Workplace: have your say” survey results. • “Strongly Agree” and “Agree” responses have been combined to “Agree” • “Strongly disagree” and “Disagree” responses have been combined to “Disagree” • Percentages have been rounded up or down to full numbers. 3. Highlighting strengths and areas for improvement The survey questions have been categorised based on the feedback received • Survey questions with lower agreement rate are highlighted as needing more urgent action • Questions with higher agreement rate show areas of strength and less urgent action • An actions timeline has been assigned as follows: Up to 6 months • If less than 50% of the respondents agreed 6 - 12 months • If 51% to 66% of the respondents agreed 12 -18 months • If 67% to 75% of the respondents agreed 18 to 24 months • If 76% or above of the respondents agreed Continue doing well • If 76% or above of the respondents agreed and less than 5% disagree • No specific action needed Note: Actions have been identified separately for each service, forming a service specific action plan. This report provides a summary of Council wide results.
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7 4. Summary of responses and actions by section Overall, at a Council level, the responses were very positive. Section Up to 6 months 6-12 months 12-18 months 18-24 months 1. What I know and feel about the Council 3 4 4 3 2. How I feel about my job 6 4 1 2.1. How I feel about my job (line managers) 4 3. How I feel about management 2 1 8 4. How I feel about my performance, learning and recognition 3 4 5 5. How I feel about my well-being at work 2 3 4 9 6. What I know about key HR policies 4 Total 5 22 17 30 The following table provides a summary of the total actions for each Service for comparison. Council Wide total actions comparison by Service Service total actions Up to 6 months 6-12 months 12-18 months 18-24 months Chief Executive’s (CE) 4 17 10 43 Children’s Services (CS) 11 25 11 27 Environment, Housing & Infrastructure (EH&I) 9 26 17 22 Finance & Resources (FARs) 2 11 12 49 Renfrewshire Health and Social Care Partnership (RHSCP) 12 23 14 25 Council Wide 5 22 17 30
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8 5. Responses by section a) What I know and feel about the Council This section helps us understand how respondents feel about the Council and what they know about the organisation. The data shows the overall Council response, then by Service. A high proportion of respondents agreed they understand both the objectives and how they contribute to them. I understand the aims and objectives of the Council I understand how I contribute to the Council’s aims and objectives Agree Neutral Disagree Agree Neutral Disagree Council 78% 16% 6% Council 79% 14% 7% CE 89% 8% 3% CE 88% 8% 4% CS 70% 21% 9% CS 72% 19% 9% EH&I 75% 18% 7% EH&I 76% 15% 9% FARs 90% 8% 2% FARs 89% 8% 3% RHSCP 76% 18% 6% RHSCP 78% 14% 8% A high proportion of respondents believe we value ED&I, however a lower percentage feel our workforce is reflective of the communities we serve. I believe the Council values equality, diversity & inclusion I feel the Council's workforce is reflective of the communities we serve Agree Neutral Disagree Agree Neutral Disagree Council 77% 15% 8% Council 59% 30% 11% CE 80% 14% 6% CE 60% 29% 11% CS 75% 16% 9% CS 53% 33% 14% EH&I 73% 18% 9% EH&I 56% 31% 13% FARs 86% 11% 3% FARs 67% 27% 6% RHSCP 71% 16% 13% RHSCP 64% 21% 15%
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9 Less than half of respondents agreed we demonstrate Best Value. An explanation of ‘Best Value’ was provided with the question. The Council demonstrates Best Value Agree Neutral Disagree Council 40% 30% 30% CE 49% 27% 24% CS 34% 29% 37% EH&I 36% 34% 30% FARs 50% 28% 22% RHSCP 39% 27% 34% Just over half of respondents understand the Council’s Financial picture and less than half understand the decision-making process. I have an understanding of the Council’s financial position I understand the decision-making process within the Council Agree Neutral Disagree Agree Neutral Disagree Council 57% 22% 21% Council 43% 28% 29% CE 66% 21% 13% CE 58% 25% 17% CS 47% 23% 30% CS 32% 30% 38% EH&I 56% 25% 19% EH&I 43% 30% 27% FARs 71% 18% 11% FARs 59% 23% 18% RHSCP 49% 25% 26% RHSCP 32% 30% 38% A high proportion of respondents are aware their service has a SIP, however a lower percentage are aware of the Council and Community Plans. I am aware that my Service has a SIP I am aware of the Council Plan 2022-2027 I am aware of the Community Plan 2017-27 Agree Neutral Disagree Agree Neutral Disagree Agree Neutral Disagree Council 71% 15% 14% 53% 19% 28% 44% 24% 32% CE 84% 8% 8% 80% 11% 9% 73% 15% 12% CS 77% 12% 11% 46% 20% 34% 36% 24% 40% EH&I 59% 19% 22% 44% 22% 34% 37% 26% 37% FARs 75% 13% 12% 64% 16% 20% 52% 23% 25% RHSCP 58% 25% 17% 42% 27% 31% 38% 28% 34%
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10 Overall, a higher percentage of our respondents agreed we live our Values. However, agreement with “We are great collaborators” was consistently lower among all Services. Our Values: based on what we see and feel every day at work Agree Neutral Disagree Average of all Values 67% 17% 16% We are Fair 72% 14% 14% We are Helpful 70% 15% 15% We are great Collaborators 59% 20% 21% We value Learning 67% 19% 14% We are fair. We treat each other and everyone we deal with respectfully and work hard to build trust in Ren Council We are helpful. We care about getting things right and are always approachable Agree Neutral Disagree Agree Neutral Disagree Council 72% 14% 14% Council 70% 15% 15% CE 77% 14% 9% CE 80% 12% 8% CS 73% 12% 15% CS 67% 16% 17% EH&I 65% 17% 18% EH&I 64% 16% 20% FARs 78% 12% 10% FARs 80% 12% 8% RHSCP 61% 21% 18% RHSCP 60% 19% 21% We are great collaborators. We work as one team and with people who care about this place We value learning to help us innovate, improve and deliver better services Agree Neutral Disagree Agree Neutral Disagree Council 59% 20% 21% Council 67% 19% 14% CE 62% 21% 17% CE 64% 23% 13% CS 60% 20% 20% CS 70% 17% 13% EH&I 53% 20% 27% EH&I 62% 22% 16% FARs 65% 20% 15% FARs 72% 18% 10% RHSCP 48% 21% 31% RHSCP 62% 21% 17%
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11 b) How I feel about my job This section helps us understand how respondents feel about their day-to-day responsibilities, the support they receive and their overall job satisfaction. Most respondents agreed they are satisfied in their job, but a smaller percentage ‘feeling valued’ is lower. I am satisfied in my job I feel I am a valued employee Agree Neutral Disagree Agree Neutral Disagree Council 70% 14% 16% Council 60% 18% 22% CE 69% 18% 13% CE 65% 21% 14% CS 69% 12% 19% CS 56% 18% 26% EH&I 67% 15% 18% EH&I 53% 20% 27% FARs 76% 13% 11% FARs 71% 16% 13% RHSCP 68% 20% 12% RHSCP 54% 18% 28% A high percentage of respondents are clear about what is expected of them, whilst a lower percentage agreed the expectation upon them is reasonable and manageable. I am clear what is expected of me in my role The expectation of my role is reasonable and manageable Agree Neutral Disagree Agree Neutral Disagree Council 84% 8% 8% Council 62% 14% 24% CE 81% 14% 5% CE 71% 14% 15% CS 88% 5% 7% CS 53% 10% 37% EH&I 79% 11% 10% EH&I 63% 16% 21% FARs 87% 7% 6% FARs 72% 16% 12% RHSCP 83% 7% 10% RHSCP 64% 14% 22%
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12 A high proportion of respondents agree that they are making the most of their skills, but a lower percentage felt they had the tools and equipment to do the job well. I am making the most of my skills and abilities in my job I have all the tools and equipment to do my job well Agree Neutral Disagree Agree Neutral Disagree Council 75% 10% 15% Council 60% 14% 26% CE 65% 9% 26% CE 69% 18% 13% CS 79% 7% 14% CS 44% 13% 43% EH&I 69% 12% 19% EH&I 56% 16% 28% FARs 77% 12% 11% FARs 78% 12% 10% RHSCP 79% 11% 10% RHSCP 70% 10% 20% Two thirds agree their ideas and suggestions are welcome, with a slightly higher percentage feeling confident about raising concerns. My ideas and suggestions are welcome I feel confident about raising concerns about my work Agree Neutral Disagree Agree Neutral Disagree Council 66% 22% 12% Council 69% 14% 17% CE 78% 13% 9% CE 78% 11% 11% CS 65% 22% 13% CS 62% 17% 21% EH&I 58% 24% 18% EH&I 66% 15% 19% FARs 76% 18% 6% FARs 81% 10% 9% RHSCP 50% 31% 19% RHSCP 64% 16% 20%
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13 Two thirds of respondents are proud to work for the Council, but just over half feel positive about their future. I am proud to work for the Council I feel positive about my future at the Council Agree Neutral Disagree Agree Neutral Disagree Council 65% 27% 8% Council 52% 29% 19% CE 70% 25% 5% CE 48% 33% 19% CS 60% 31% 9% CS 51% 29% 20% EH&I 66% 25% 9% EH&I 51% 30% 19% FARs 71% 23% 6% FARs 61% 26% 13% RHSCP 64% 26% 10% RHSCP 42% 35% 23% A high proportion of respondents would recommend the Council as a great place to work. I would recommend the Council as a great place to work Yes No Council 71% 29% CE 77% 23% CS 66% 34% EH&I 70% 30% FARs 80% 20% RHSCP 63% 37%
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14 How I feel about my job - Line Managers Only A very positive response by line managers saying they are able to manage their team effectively, they understand the priorities of the SIP, their Governance, Financial and Risk responsibilities and know where to find support, if needed. I am able to manage my team effectively I understand the priorities of the Service Improvement Plan Agree Neutral Disagree Agree Neutral Disagree Council 86% 7% 7% Council 83% 10% 7% CE 87% 11% 2% CE 91% 9% 0% CS 88% 7% 5% CS 91% 6% 3% EH&I 79% 5% 16% EH&I 73% 14% 13% FARs 89% 9% 2% FARs 82% 11% 7% RHSCP 93% 5% 2% RHSCP 91% 7% 2% I understand my Governance, Financial and Risk responsibilities If I need professional support or advice, I know where to find it Agree Neutral Disagree Agree Neutral Disagree Council 88% 8% 4% Council 85% 9% 6% CE 91% 7% 2% CE 78% 13% 9% CS 87% 11% 2% CS 86% 10% 4% EH&I 79% 11% 10% EH&I 80% 12% 8% FARs 95% 3% 2% FARs 93% 3% 4% RHSCP 88% 10% 2% RHSCP 83% 7% 10%
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15 c) How I feel about management This section gives us an insight into how respondents feel about the management team and how their leadership affects the experience at work. Overall, a very positive message from respondents about line managers. My line manager is approachable and supportive My line manager demonstrates the Council Values Agree Neutral Disagree Agree Neutral Disagree Council 87% 8% 5% Council 84% 12% 4% CE 91% 6% 3% CE 89% 6% 5% CS 88% 7% 5% CS 86% 10% 4% EH&I 82% 10% 8% EH&I 77% 15% 8% FARs 93% 5% 2% FARs 90% 8% 2% RHSCP 75% 15% 10% RHSCP 72% 22% 6% My line manager sets clear expectations and standards, and gives regular feedback My line manager makes good decisions to help me do my job Agree Neutral Disagree Agree Neutral Disagree Council 76% 13% 11% Council 76% 15% 9% CE 80% 9% 11% CE 82% 12% 6% CS 80% 11% 9% CS 78% 13% 9% EH&I 66% 19% 15% EH&I 69% 18% 13% FARs 83% 10% 7% FARs 81% 14% 5% RHSCP 67% 15% 18% RHSCP 64% 21% 15% My line manager treats me fairly and with respect My line manager is good at keeping me up to date with relevant information Agree Neutral Disagree Agree Neutral Disagree Council 87% 8% 5% Council 79% 12% 9% CE 91% 5% 4% CE 85% 9% 6% CS 89% 5% 6% CS 83% 10% 7% EH&I 82% 11% 7% EH&I 71% 14% 15% FARs 91% 6% 3% FARs 86% 9% 5% RHSCP 78% 14% 8% RHSCP 65% 18% 17%
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16 A very positive response highlighting that respondents are aware of Chief Officers. I know who the Chief Executive is I know who my director is I know who my head of service is Yes No Yes No Yes No Council 77% 23% 71% 29% 86% 14% CE 95% 5% 87% 13% 98% 2% CS 60% 40% 63% 37% 80% 20% EH&I 78% 22% 68% 32% 84% 16% FARs 94% 6% 86% 14% 92% 8% RHSCP 71% 29% 50% 50% 82% 18% Two thirds of respondents agree they receive regular updates from their director, with slightly less believing management will act on the findings. I receive regular updates from my director/head of service I believe senior management will act on the findings from this survey Yes No Yes No Council 63% 37% 58% 42% CE 73% 27% 64% 36% CS 64% 36% 57% 43% EH&I 50% 50% 53% 47% FARs 70% 30% 67% 33% RHSCP 64% 36% 49% 51%
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17 d) How I feel about my performance, learning and recognition This section focuses on personal development and how respondents feel about their performance, opportunities for learning, and the recognition they receive for their work. Two thirds of respondents have had a 1-2-1 in the past 12 months, and a lower percentage receive regular recognition or praise for doing good work. I have had a 1-2-1 with my manager in the past 12 months I receive regular recognition or praise for doing good work Yes No Agree Neutral Disagree Council 67% 33% Council 59% 21% 20% CE 68% 32% CE 71% 18% 11% CS 78% 22% CS 59% 21% 20% EH&I 42% 58% EH&I 49% 24% 27% FARs 78% 22% FARs 70% 20% 10% RHSCP 66% 34% RHSCP 51% 22% 27% A high proportion of respondents had an induction when they started and feel their wellbeing is supported by their manager. When I started in my job, I completed an induction If I felt my wellbeing was affecting my performance at work, my manager would support me Yes No Agree Neutral Disagree Council 79% 21% Council 80% 12% 8% CE 86% 14% CE 85% 9% 6% CS 71% 29% CS 79% 12% 9% EH&I 75% 25% EH&I 72% 16% 12% FARs 88% 12% FARs 89% 7% 4% RHSCP 84% 16% RHSCP 71% 17% 12%
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18 A high proportion of respondents understood their mandatory requirements and get the time to do it. I understand I have Mandatory Training to complete I am supported to complete my Mandatory Training Yes No Agree Neutral Disagree Council 96% 4% Council 75% 16% 9% CE 100% 0% CE 78% 19% 3% CS 97% 3% CS 73% 18% 9% EH&I 92% 8% EH&I 65% 19% 16% FARs 99% 1% FARs 87% 11% 2% RHSCP 97% 3% RHSCP 80% 11% 9% A high proportion of respondents agreed they had the skills and knowledge to perform well in their job, and that they receive training and development to help in their job. I have the skills and knowledge to perform well in my job I receive training and development to help me in my job Agree Neutral Disagree Agree Neutral Disagree Council 93% 5% 2% Council 74% 16% 10% CE 93% 6% 1% CE 69% 19% 12% CS 93% 6% 1% CS 82% 12% 6% EH&I 91% 6% 3% EH&I 64% 20% 16% FARs 95% 4% 1% FARs 76% 15% 9% RHSCP 94% 4% 2% RHSCP 78% 12% 10%
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19 The vast majority of respondents were familiar with iLearn, with two thirds agreeing it contains courses relevant to their needs. Are you aware of the Councils e-learning training platform, iLearn? iLearn contains courses relevant to my needs Yes No Agree Neutral Disagree Council 94% 6% Council 66% 23% 11% CE 99% 1% CE 65% 24% 11% CS 92% 8% CS 61% 24% 15% EH&I 89% 11% EH&I 65% 19% 16% FARs 100% 0% FARs 74% 19% 7% RHSCP 93% 7% RHSCP 71% 20% 9% Two thirds of respondents were aware they can access iLearn from a personal device, with a slightly higher percentage agreeing it is set up in a way that makes it easy to find content. Do you know you can access training on iLearn from your personal computer, tablet or smart phone at home? iLearn is set up in a way that makes it easy to find content Yes No Agree Neutral Disagree Council 65% 35% Council 70% 21% 9% CE 49% 51% CE 66% 22% 12% CS 78% 22% CS 66% 24% 10% EH&I 67% 33% EH&I 70% 20% 10% FARs 53% 47% FARs 78% 18% 4% RHSCP 63% 37% RHSCP 74% 19% 7%
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20 A high proportion of respondents prefer on the job training over any other internal training. What training and learning formats work best for you? Preferred Neutral Not Preferred Not Applicable Classroom based training 42% 36% 17% 5% Virtual training (via MS Teams) 35% 42% 20% 3% E-learning training (iLearn) 40% 43% 14% 3% Service Toolbox Talks (if applicable) 13% 43% 15% 29% RenTalks 17% 50% 22% 11% On-the-job training 72% 24% 2% 2% Professional training (external) 56% 33% 6% 5% CPD Opportunities 56% 34% 4% 6%
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21 e) How I feel about my wellbeing at work In this section, we are looking to understand how we support the wellbeing of respondents at work. A high proportion of respondents are satisfied with their physical working conditions and safety measures in place, however less than half are satisfied with meeting room availability. Overall, I am satisfied with my physical working conditions I am satisfied with meeting room availability Agree Neutral Disagree N/A Agree Neutral Disagree N/A Council 72% 11% 16% 1% Council 45% 21% 22% 12% CE 86% 8% 6% 0 CE 50% 16% 32% 2% CS 61% 12% 26% 1% CS 45% 19% 20% 16% EH&I 70% 15% 14% 1% EH&I 40% 27% 19% 14% FARs 83% 7% 9% 1% FARs 48% 22% 22% 8% RHSCP 65% 13% 21% 1% RHSCP 52% 19% 20% 9% I am satisfied with health and safety measures that keep me safe at work Agree Neutral Disagree N/A Council 72% 15% 12% 1% CE 81% 11% 7% 1% CS 66% 14% 20% 0 EH&I 66% 19% 14% 1% FARs 81% 13% 4% 2% RHSCP 70% 18% 12% 0 Just less than two thirds of respondents agree that their workload is manageable, and just over a fifth say their work has a negative impact on their physical wellbeing. My workload is manageable My work has a negative impact on my physical wellbeing Agree Neutral Disagree Agree Neutral Disagree Council 61% 16% 23% Council 22% 25% 53% CE 70% 14% 16% CE 10% 24% 66% CS 46% 16% 38% CS 30% 27% 43% EH&I 67% 15% 18% EH&I 22% 21% 57% FARs 72% 16% 12% FARs 13% 23% 64% RHSCP 69% 18% 13% RHSCP 26% 31% 43%
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22 Just under a third of respondents feel their work impacts negatively on their mental wellbeing, however a high proportion feel able to ask their manager for support for personal issues. My work has a negative impact on my mental wellbeing I would feel able to ask my line manager for support if I had personal issues Agree Neutral Disagree Agree Neutral Disagree Council 29% 26% 45% Council 83% 9% 8% CE 22% 24% 54% CE 89% 5% 6% CS 40% 26% 34% CS 84% 8% 8% EH&I 29% 22% 49% EH&I 78% 12% 10% FARs 18% 28% 54% FARs 89% 6% 5% RHSCP 26% 36% 38% RHSCP 73% 16% 11% Overall, a high proportion of respondents are aware of the support services available, with just less than two thirds aware of the Wellbeing Hub. Time for Talking Occupational Health Wellbeing Hub Advice Works Aware Not Aware Aware Not Aware Aware Not Aware Aware Not Aware Council 79% 21% 93% 7% 60% 40% 73% 27% CE 87% 13% 95% 5% 65% 35% 82% 18% CS 71% 29% 92% 8% 54% 46% 60% 40% EH&I 79% 21% 91% 9% 59% 41% 69% 31% FARs 88% 12% 97% 3% 64% 36% 89% 11% RHSCP 79% 21% 91% 9% 68% 32% 81% 19% Credit Unions HR and OD Mental Health First Aiders Aware Not Aware Aware Not Aware Aware Not Aware Council 81% 19% 85% 15% 69% 31% CE 90% 10% 91% 9% 88% 12% CS 73% 27% 78% 22% 53% 47% EH&I 80% 20% 84% 16% 73% 27% FARs 90% 10% 93% 7% 82% 18% RHSCP 86% 14% 83% 17% 65% 35%
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23 A high percentage of respondents have not experienced any form of discrimination. Have you experienced any form of discrimination in the past 12 months? Yes No Prefer not to say Council 4% 91% 5% CE 3% 91% 6% CS 4% 91% 5% EH&I 5% 89% 6% FARs 2% 93% 5% RHSCP 8% 85% 7% A high proportion of respondents have not experienced bullying or violence and aggression at work, and if they did, would feel comfortable reporting it. I have experienced bullying at work in the last 12 months? I have experienced violence and aggression at work in the last 12 months? Yes No Prefer not to say Yes No Prefer not to say Council 6% 88% 6% Council 21% 76% 3% CE 5% 90% 5% CE 4% 95% 1% CS 6% 88% 6% CS 41% 57% 2% EH&I 7% 87% 6% EH&I 15% 81% 4% FARs 2% 93% 5% FARs 7% 90% 3% RHSCP 12% 82% 6% RHSCP 15% 82% 3% If you have, or were to experience any of the above, would you feel comfortable to report it to the appropriate people, i.e. your line manager, HR, Trade union, etc. Yes No Council 86% 14% CE 87% 13% CS 89% 11% EH&I 83% 17% FARs 87% 13% RHSCP 81% 19%
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24 f) What I know about key HR Policies In this section we are looking to understand how useful the HR policies are for respondents, specifically their use, ease of access and clarity of information. Approximately two thirds of respondents are aware of the Council’s HR Policies, with just over half confirming they can easily find and understand them. Are you aware of the following key HR policies: Managing Absence, Carers Leave, Menopause, Discipline, Grievance and Flexible Working? Yes No Some of them Council 65% 6% 29% CE 64% 2% 34% CS 57% 9% 34% EH&I 61% 9% 30% FARs 78% 1% 21% RHSCP 64% 8% 28% I can find HR policies easily HR policies are easy to understand HR Policies help me at work Yes No Yes No Yes No Council 56% 44% 56% 44% 61% 39% CE 52% 48% 54% 46% 65% 35% CS 48% 52% 51% 49% 54% 46% EH&I 58% 42% 55% 45% 54% 46% FARs 65% 35% 64% 36% 76% 24% RHSCP 63% 37% 60% 40% 64% 36%
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25 6. Summary of action items and timelines Summary of all questions based on approach for action items and timelines • Focus on ‘Agree/Yes’ or ‘Disagree/No’ percentage, with neutral and N/A responses omitted. • Note, items deemed higher impact that are moved up a priority level are marked with a *. Up to 6 months action items (Up to 50% workforce agreement) Agree Disagree 1. The Council demonstrates Best Value 40% 30% 2. I understand the decision-making process within the Council 43% 29% 3. I am aware of the Community Plan 2017-27 44% 32% 4. I am satisfied with meeting room availability 45% 22% 5. My work has a negative impact on my mental wellbeing 29% 45% 6. I have experienced violence and aggression at work in the last 12 months. * 21% 76% 6 - 12 months action items (51% to 66% workforce agreement) Agree Disagree 1. The Council's workforce is reflective of the communities we serve 59% 11% 2. I have an understanding of the Council’s financial position 57% 21% 3. I am aware of the Council Plan 2022-2027 53% 28% 4. Our Values: We are great collaborators 59% 21% 5. I feel I am a valued employee 60% 22% 6. The expectation of my role is reasonable and manageable 62% 24% 7. I have all the tools and equipment to do my job well 60% 26% 8. My ideas and suggestions are welcome 66% 12% 9. I am proud to work for the Council 65% 8% 10. I feel positive about my future at the Council 52% 19% 11. I receive regular updates from my director/head of service 63% 37% 12. I believe senior management will act on the findings from this survey 58% 42% 13. I receive regular recognition or praise for doing good work 59% 20% 14. Do you know you can access training on iLearn from your personal computer, tablet or smart phone at home? 65% 35% 15. iLearn contains courses relevant to my needs 66% 11% 16. My workload is manageable 61% 23% 17. My work has a negative impact on my physical wellbeing 22% 53% 18. I am aware of the Wellbeing Hub 60% 40%
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26 19. I am aware of the following key HR policies: Managing Absence, Carers Leave, Menopause, Discipline, Grievance and Flexible Working? 65% 6% 20. I can find HR policies easily 56% 44% 21. HR policies are easy to understand 56% 44% 22. HR Policies help me at work 61% 39% 23. If you have, or were to experience discrimination, bullying or V&A, would you feel comfortable to report it to the appropriate people, i.e. your line manager, HR, Trade union, etc. * 86% 14% 12 - 18 months action items (67% to 75% workforce agreement) Agree Disagree 1. I am aware that my Service has a SIP 71% 14% 2. Our Values: We are fair. 72% 14% 3. Our Values: We are helpful. 70% 15% 4. Our Values: We value learning 67% 14% 5. I am satisfied in my job 70% 16% 6. I am making the most of my skills and abilities in my job 75% 15% 7. I feel confident about raising concerns about my work 69% 17% 8. I would recommend the Council as a great place to work 71% 29% 9. I know who my director is 71% 29% 10. I have had a 1-2-1 with my manager in the past 12 months 67% 33% 11. I am supported to complete my Mandatory Training 75% 9% 12. I receive training and development to help me in my job 74% 10% 13. iLearn is set up in a way that makes it easy to find content 70% 9% 14. Overall, I am satisfied with my physical working conditions 72% 16% 15. I am satisfied with health and safety measures that keep me safe at work 72% 12% 16. I am aware of Advice Works 73% 27% 17. I am aware of Mental Health First Aiders 69% 31%
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27 18 - 24 months action items (76% or above workforce agreement) Agree Disagree 1. I understand the aims and objectives of the Council 78% 6% 2. I understand how I contribute to the Council’s aims and objectives 79% 7% 3. I believe the Council values equality, diversity & inclusion 77% 8% 4. I am clear what is expected of me in my role 84% 8% 5. I am able to manage my team effectively 86% 7% 6. I understand the priorities of the Service Improvement Plan 83% 7% 7. If I need professional support or advice, I know where to find it 85% 6% 8. My line manager is approachable and supportive 87% 5% 9. My line manager sets clear expectations and standards, and gives regular feedback 76% 11% 10. My line manager makes good decisions to help me do my job 76% 9% 11. My line manager treats me fairly and with respect 87% 5% 12. My line manager is good at keeping me up to date with relevant information 79% 9% 13. I know who the Chief Executive is 77% 23% 14. I know who my head of service is 86% 14% 15. When I started in my job, I completed an induction 79% 21% 16. If I felt my wellbeing was affecting my performance at work, my manager would support me 80% 8% 17. Are you aware of the Councils e-learning training platform, iLearn? 94% 6% 18. I would feel able to ask my line manager for support if I had personal issues 83% 8% 19. I am aware of Time for Talking 79% 21% 20. I am aware of Occupational Health 93% 7% 21. I am aware of Credit Unions 81% 19% 22. I am aware of HR and OD (as a support resource) 85% 15% 23. Have you experienced any form of discrimination in the past 12 months? 4% 91% 24. I have experienced bullying at work in the last 12 months? 6% 88% Items to continue doing well (76%+ and less than 5% disagreement) Agree Disagree 1. I understand my Governance, Financial and Risk responsibilities 88% 4% 2. My line manager demonstrates the Council Values 84% 4% 3. I understand I have Mandatory Training to complete 96% 4% 4. I have the skills and knowledge to perform well in my job 93% 2%
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1 ipline Improving our Workplace: Have your say Council wide Action Plan January 2025
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2 Contents 1. How the action plan was compiled for this report ............................ 3 2. Summary of responses and actions by section ................................. 4 3. Proposed actions and timelines ........................................................ 5
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3 1. How the action plan was compiled for this report All the data is taken from the 2024 “Improving our Workplace: have your say” survey results. • “Strongly Agree” and “Agree” responses were combined to “Agree” • “Strongly disagree” and “Disagree” responses were combined to “Disagree” • Percentages were rounded up or down to full numbers. • The survey questions then form action items, based on the agreement rate in the responses. • Where relevant, higher impact items are moved into more urgent action timelines. • Action items (survey questions) are converted to tangible actions. • An actions timeline has been assigned as follows: Up to 6 months • If less than 50% of the respondents agreed or highest impact areas 6 - 12 months • If 51% to 66% of the respondents agreed or high impact areas 12 -18 months • If 67% to 75% of the respondents agreed 18 to 24 months • If 76% or above of the respondents agreed No action – Continue doing well • If 76% or above of the respondents agreed and less than 5% disagreed • No specific action needed Note: Actions have been identified separately for each service, forming a service specific action plan. This report provides a summary of Council wide results.
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4 2. Summary of responses and actions by section Overall, at a Council level, the responses were very positive. Section Up to 6 months 6-12 months 12-18 months 18-24 months 1. What I know and feel about the Council 3 4 4 3 2. How I feel about my job 6 4 1 2.1. How I feel about my job (line managers) 4 3. How I feel about management 2 1 8 4. How I feel about my performance, learning and recognition 3 4 5 5. How I feel about my well-being at work 2 3 4 9 6. What I know about key HR policies 4 Total 5 22 17 30 Full Survey Results • Full results available in the PDF: ImprovingOurWorkplaceSurvey - KeyFindings Council Wide
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5 3. Proposed actions and timelines Up to 6 months actions – by August 2025 1. Explore areas where the Council can demonstrate Best Value more effectively and educate and inform colleagues how we provide Best Value currently 2. Educate and inform colleagues about the decision-making process at the Council 3. Educate and inform colleagues about the Community Plan 2017-27 and how their role supports this 4. Explore the possibility of providing additional meeting rooms and required meeting spaces 5. Explore ways to reduce the negative impact work has on the mental wellbeing of colleagues 6. Take steps to protect colleagues from violence and aggression to reduce the number of incidents 6 - 12 months actions – August 2025 to February 2026 1. Explore how the Council’s workforce can become more reflective of the communities we serve 2. Educate and inform colleagues about the Council’s financial position 3. Educate and inform colleagues about the Council Plan 2022-2027 and how their role supports this 4. Focus on our Council Value ‘Collaboration’ and how we improve collaboration across the Council 5. Explore ways to make colleagues feel more valued 6. Take steps to ensure the expectation of roles is reasonable and manageable 7. Provide colleagues with the tools and equipment needed to do their job well 8. Take steps to ensure ideas and suggestions are welcome 9. Explore ways to make the Council a place colleagues are proud to work for 10. Take steps to make colleagues feel more positive about their future at the Council 11. Explore approaches to provide regular updates from the director/head of service for all colleagues 12. Act on the findings from this survey and keep colleagues informed of the progress of these actions 13. Explore ways to provide regular recognition or praise for doing good work 14. Educate and inform colleagues they can access iLearn from a personal device 15. Take steps to ensure iLearn contains courses relevant to the learner’s needs 16. Explore ways to ensure the workload is manageable 17. Explore ways to improve the impact work has on the physical wellbeing of colleagues 18. Educate and inform colleagues about the Wellbeing Hub 19. Educate and inform colleagues about key HR policies 20. Make HR policies easy to find 21. Make HR policies easy to understand 22. Ensure HR policies help colleagues in their work 23. Ensure colleagues are comfortable reporting incidents of discrimination, bullying or V&A.
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6 12 - 18 months actions – February 2026 to August 2026 1. Educate and inform colleagues about their Service’s SIP and how their role supports this 2. Focus on our Council Value of being ‘Fair’ and how we improve fairness across the Council 3. Focus on our Council Value of being ‘Helpful’ and how we improve helpfulness across the Council 4. Focus on our Council Value Learning and how we value learning across the Council 5. Explore ways to improve job satisfaction levels 6. Explore ways for colleagues to make the most of their skills and abilities in their job 7. Explore ways to create an environment where colleagues can raise concerns about their work 8. Explore ways to make the Council a great place to work 9. Improve our colleague’s awareness and familiarity with their director 10. Take steps to ensure that all colleagues have regular 1-2-1’s with their line manager 11. Take steps to ensure colleagues are supported to complete Mandatory Training 12. Explore ways to ensure all colleagues receive training and development to help them in their job 13. Take steps to ensure iLearn is set up in a way that makes it easy to navigate and find content 14. Explore ways to improve our colleagues physical working conditions 15. Consider improvements to health and safety measures that keep our colleagues safe at work 16. Educate and inform colleagues about Advice Works 17. Educate and inform colleagues about the Mental Health First Aiders 18 - 24 months action items – August 2026 to February 2027 1. Educate and inform colleagues about the aims and objectives of the council 2. Educate and inform colleagues on how the contribute to the Council’s aims and objectives 3. Explore ways to demonstrate how the Council values equality, diversity & inclusion 4. Take steps to ensure colleagues are clear about what is expected from them in their role 5. Explore ways to ensure that line managers can manage their team effectively 6. Educate and inform colleagues about the priorities of their Service Improvement Plan 7. Provide information on professional support and advice available and where to find it 8. Take steps to support line managers to create a supportive environment and be approachable 9. Explore ways to support line managers to set clear expectation and standards for their team and to provide them regular feedback 10. Provide managers with support to help them make good decisions that help their team do their jobs 11. Explore ways to ensure all colleagues are treated fairly and with respect 12. Encourage line managers to keep their teams up to date with relevant information 13. Take steps to improve our colleagues’ awareness and familiarity with the Chief Executive 14. Take steps to improve our colleagues’ awareness and familiarity with their Head of Service
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7 15. Explore ways to ensure everyone completes an induction when they start their new job 16. Ensure line managers can access support on wellbeing, know what is available and where to direct their colleagues if required 17. Inform colleagues of the Council’s e-learning platform, iLearn 18. Explore ways to create an environment where colleagues feel able to ask for their line managers support with personal issues 19. Educate and inform colleagues about Time for Talking 20. Educate and inform colleagues about Occupational Health 21. Educate and inform colleagues about Credit Unions 22. Educate and inform colleagues about HR & OD (as a support resource) 23. Educate colleagues on discrimination and demonstrate a zero-tolerance approach to all forms of discrimination 24. Educate colleagues on the forms of bullying and demonstrate a zero-tolerance approach to bullying