Item 12 Appendix 2
West Dunbartonshire Council · 22 May 2024
Back to Corporate Services Committee — 22 May 2024 and its agenda
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Appendix 2 – Workforce Profile and Monitoring Report – 31st March 2024 This appendix provides information on the workforce demographic, allowing for monitoring of trends and consideration of workforce impacts and includes headcount, contract status, grade, sex and gender profiles, length of service, new starts, turnover and leavers and analysis of employees released through early retirement and voluntary severance. Also included is information relating to redeployment through the SWITCH process and sickness absence. 1. Headcount Table 1.1 below relates to the year-end workforce profile as at 31st March 2024 and examines changes in that profile over time. Table 1.1 When compared to the same period last year the headcount has decreased by 172 overall. This is due to reductions of 203 permanent contracts but an increase of 24 fixed term contracts and 7 apprenticeships. The casual/supply pool headcount has increased by 132. Apprentice Fixed-Term Permanent Total Casual Invigilator Citizen Culture & Facilities 1 35 630 666 23 0 Education 7 110 953 1070 62 77 Housing & Employability 39 50 543 632 2 0 People & Technology 0 18 188 206 0 0 Regulatory & Regeneration 1 7 101 109 5 0 Resources 3 2 165 170 0 0 Roads & Neighbourhood 17 32 345 394 25 0 Chief Exec Office 68 254 2925 3247 117 77 Child Health Care & Criminal Justice 0 18 229 247 20 0 Community Health & Care 0 43 911 954 64 0 Finance & Resources 0 2 5 7 0 0 Mental Health Addiction & Learning Disabilities 1 14 126 141 0 0 Strategy, Planning & Health Improvement 0 0 31 31 0 0 Health & Social Care Partnership 1 77 1302 1380 84 0 Strategic Management 0 0 13 13 0 0 Local Government Employees Total 69 331 4240 4640 201 77 Education (Teachers) 0 178 883 1061 415 0 Council Wide Total 69 509 5123 5701 616 77
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Table 1.2 shows this year’s figures compared to the last 4 years and illustrates a reduction in apprenticeship roles over 2020 – 2022 however 2024 has seen an increase in these figures from those in 2022 and 2023. It also captures the steady decline in the workforce; -3% in the permanent headcount however, there has been an increase of 4% in the fixed term headcount. Table 1.2 Headcount Variance Table 1.3 below provides more information on the variance across all services with the comparison data illustrating the steady reduction of the workforce. Table 1.3 Variance across services (in headcount) No. % of Total Yrly Var No. % of Total Yrly Var No. % of Total Yrly VarNo. Yrly Var 31/03/2020 89 1.52% 20% 581 9.90% 0% 5201 88.59% 2% 5871 2% 31/03/2021 73 1.23% -18% 552 9.29% -5% 5318 89.48% 2% 5943 1% 31/03/2022 54 0.91% -7% 527 8.91% -1% 5335 90.18% 1% 5916 -1% 31/03/2023 62 1.06% 1% 485 8.26% -1% 5326 90.69% -1% 5873 -1% 31/03/2024 69 1.17% 1% 509 8.92% 4% 5123 91.44% -3% 5701 -3% Overall Headcount Variance 31/03/2020 - 31/03/2024 Apprentices Fixed Term Permanent Total 2024 compared to 2023 Citizen Culture & Facilities 1 -1 35 7 630 -7 666 -1 Education 7 -2 110 8 953 -21 1070 -15 Housing & Employability 39 36 50 -15 543 264 632 285 People & Technology 0 -1 18 6 188 115 206 96 Regulatory & Regeneration 1 0 7 -4 101 -2 109 -6 Resources 3 3 2 -14 165 -57 170 -68 Roads & Neighbourhood 17 4 32 10 345 12 394 26 Chief Exec Office 68 39 254 -2 2925 280 3247 317 Child Health Care & Criminal Justice 0 0 18 -1 229 -14 247 -15 Community Health & Care 0 0 43 22 911 -39 954 -17 Finance & Resources 0 0 2 1 5 0 7 1 Mental Health Addiction & Learning Disabilities 1 1 14 0 126 -16 141 -15 Strategy, Planning & Health Improvement 0 0 0 -1 31 0 31 -1 Health & Social Care Partnership 1 1 77 21 1302 -69 1380 -47 Strategic Management 0 0 0 0 13 1 13 1 Local Government Employees Total 69 40 331 19 4240 212 4640 271 Education (Teachers) 0 0 178 13 883 -28 1061 -15 Council Wide Total 69 40 509 32 5123 184 5701 256 TotalApprentice Fixed-Term Permanent
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During the reporting period 2023/24, the sections covered by the Supply, Distribution & Property (SDP) service were split between Housing & Employability, Regulatory & Regeneration, Resources and Roads & Neighbourhood. All service areas were impacted by resource moves in this restructure. There was a significant rise in the number of employees based in Housing & Employability and a smaller increase in Roads & Neighbourhood. There was an increase in Fixed Term and Permanent employees in People & Technology due to the transfer of Business Support Corporate Administrative Staff (CAS) from Resources. This is also reflective in the number of Apprentices in Housing & Employability which shows an increase on last year of 36. Last year Supply Distribution and Property had 33 apprentices which, in the main, were mainly moved to Housing & Employability, who only had 3 last year. Although these figures show as new apprentices this needs to be considered in the context of the SPD deletion and transfer of employees hence the overall increase in Apprentices is 7 rather than 40. Table 1.4 Casual Variance Table 1.4 shows the casual variance headcount compared to last year and shows an increase of 108 casuals registered for work with the Council. Invigilators were previously reported in this category but have been separated as they are not covered by any bargaining group (Local Government or Teachers) and their pay is reclaimed from SQA. Casual Invigilator Citizen Culture & Facilities 23 13 0 0 Education 62 12 77 24 Housing & Employability 2 -1 0 0 People & Technology 0 0 0 0 Regulatory & Regeneration 5 1 0 0 Resources 0 0 0 0 Roads & Neighbourhood 25 -16 0 0 Chief Exec Office 117 9 77 24 Child Health Care & Criminal Justice 20 5 0 0 Community Health & Care 64 0 0 0 Finance & Resources 0 0 0 0 Mental Health Addiction & Learning Disabilities 0 0 0 0 Strategy, Planning & Health Improvement 0 0 0 0 Health & Social Care Partnership 84 5 0 0 Strategic Management 0 0 0 0 Local Government Employees Total 201 14 77 24 Education (Teachers) 415 94 0 0 Council Wide Total 616 108 77 24
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2. Full time Equivalent Table 2.1 Table 2.2 Overall FTE Variance Trends indicate a continuing increase in fixed term contracts and a reduction in permanent contracts after holding steady for the previous 2 years. Apprentice Fixed-Term Permanent Total Citizen Culture & Facilities 1.00 17.04 415.57 433.62 Education 7.00 80.48 771.75 859.22 Housing & Employability 37.96 46.49 518.82 603.26 People & Technology 0.00 17.00 169.04 186.04 Regulatory & Regeneration 1.00 6.20 94.40 101.60 Resources 3.00 2.00 150.22 155.22 Roads & Neighbourhood 17.00 31.59 305.65 354.24 Chief Exec Office 66.96 200.80 2425.44 2693.20 Child Health Care & Criminal Justice 0.00 16.07 205.84 221.90 Community Health & Care 0.00 28.04 679.78 707.82 Finance & Resources 0.00 2.00 4.80 6.80 Mental Health Addiction & Learning Disabilities 1.00 9.49 109.51 120.00 Strategy, Planning & Health Improvement 0.00 0.00 28.04 28.04 Health & Social Care Partnership 1.00 55.59 1027.97 1084.57 Strategic Management 0.00 0.00 13.00 13.00 Local Government Employees Total 67.96 256.40 3466.41 3790.77 Education (Teachers) 0.00 166.70 802.50 969.20 Council Wide Total 67.96 423.10 4268.91 4759.97
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This year the growth is balanced at -4% across both FTE and Headcount demonstrating a very slight decrease in both headcount and working hours. 3. Fixed Term Contracts There are 509 employees working on a fixed term basis and 136 of these hold fixed term contracts which have a duration exceeding 2 years (relevant for various employment rights). This is an increase from the previous year. The table below illustrates the location of these employees and compares to last year. Table 3.1 No. % of Total Yrly Var No. % of Total Yrly Var No. % of Total Yrly VarNo. Yrly Var 31/03/2020 88 1.50% 16% 503 8.57% 8% 4343 73.97% 3% 5871 2% 31/03/2021 73 1.47% -21% 464 9.31% -9% 4441 89.22% 2% 4977 -18% 31/03/2022 54 1.09% -35% 439 8.88% -6% 4453 90.03% 0% 4947 -1% 31/03/2023 61 1.24% 11% 414 8.43% -6% 4433 90.33% 0% 4908 -1% 31/03/2024 68 1.00% 1% 423 8.80% 1% 4269 89.68% -3% 4760 -4% Overall FTE Variance 31/03/2020 - 31/03/2024 Apprentices Fixed Term Permanent Total 2023 2024 Citizen Culture & Facilities 3 4 Education 18 23 Housing & Employability 40 43 People & Technology 0 5 Regulatory & Regeneration 5 5 Resources 1 3 Roads & Neighbourhood 17 22 Chief Exec Office 84 105 Child Health Care & Criminal Justice 10 4 Community Health & Care 3 4 Finance & Resources 1 1 Mental Health Addiction & Learning Disabilities 0 5 Strategy, Planning & Health Improvement 3 0 Health & Social Care Partnership 17 14 Strategic Management 0 0 Local Government Employees Total 101 119 Education (Teachers) 24 17 Council Wide Total 125 136
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4. Full time / Part time Split Table 4.1 The number of full time contracts has reduced this year by 95 and the number of part time contracts has also decreased by 77 reflective of the drop in headcount. The percentage of part time contracts has therefore marginally decreased by 0.1% this year with 48% of the workforce remaining term time, sessional or reduced working hours and 52% working a full time contract the same as the previous year. Full-Time Part-Time Citizen Culture & Facilities 154 512 Education 396 674 Housing & Employability 544 88 People & Technology 153 53 Regulatory & Regeneration 88 21 Resources 118 52 Roads & Neighbourhood 306 88 Chief Exec Office 1759 1488 Child Health Care & Criminal Justice 191 56 Community Health & Care 186 768 Finance & Resources 6 1 Mental Health Addiction & Learning Disabilities 73 68 Strategy, Planning & Health Improvement 23 8 Health & Social Care Partnership 479 901 Strategic Management 13 0 Local Government Employees Total 2251 2389 Education (Teachers) 767 294 Council Wide Total 3018 2683
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5. Grade Profile Table 5.1 As shown above the most prominent grade amongst Local Government Employees remains Grade 3, followed by Grade 4. For teachers the most prominent grade remains a Main Grade Teacher. 0 200 400 600 800 1000 1200 1400 Number of staff under each grade
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6. Sex Profile Table 6.1 The sex profile remains consistent with 73.6% of the workforce female and 26.4% male. There are no significant changes across the workforce with female predominance in Education and HSCP and male predominance in Roads and Neighbourhood and Housing & Employability. Headcount Percentage Headcount Percentage Citizen Culture & Facilities 555 83.3% 111 16.7% Education 1002 93.6% 68 6.4% Housing & Employability 204 32.3% 428 67.7% People & Technology 141 68.4% 65 31.6% Regulatory & Regeneration 69 63.3% 40 36.7% Resources 105 61.8% 65 38.2% Roads & Neighbourhood 38 9.6% 356 90.4% Chief Exec Office 2114 65.1% 1133 34.9% Child Health Care & Criminal Justice 198 80.2% 49 19.8% Community Health & Care 878 92.0% 76 8.0% Finance & Resources 6 85.7% 1 14.3% Mental Health Addiction & Learning Disabilities 93 66.0% 48 34.0% Strategy, Planning & Health Improvement 27 87.1% 4 12.9% Health & Social Care Partnership 1202 87.1% 178 12.9% Strategic Management 9 69.2% 4 30.8% Local Government Employees Total 3325 71.7% 1315 28.3% Education (Teachers) 870 82.0% 191 18.0% Council Wide Total 4195 73.6% 1506 26.4% Female Male
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7. Age Profile Table 7.1 The distribution curve for the age demographic across the council remains consistent with previous years. The highest proportion of people are in the 50-54 and 55-59 age group. There has been a slight increase in the 16-19 age group consistent with the increase in modern apprenticeships and the percentage of employees working past 65 across the council has seen a reduction compared to last year. Education has seen the most notable change in the last year with an increase of 6.8% in the over 65 category to 11.9%. 16-19 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ Citizen Culture & Facilities 0.8% 2.4% 4.7% 9.6% 11.1% 11.3% 8.3% 12.0% 15.8% 17.9% 6.3% Education 2.3% 3.3% 4.8% 5.1% 5.8% 10.9% 8.9% 14.0% 16.5% 16.5% 11.9% Housing & Employability 1.3% 3.4% 6.2% 8.7% 10.7% 12.0% 11.1% 13.4% 15.7% 12.7% 4.9% People & Technology 1.3% 3.4% 6.2% 8.7% 10.7% 12.0% 11.1% 13.4% 15.7% 12.7% 4.9% Regulatory & Regeneration 0.0% 2.8% 5.3% 6.5% 13.8% 14.2% 13.8% 11.7% 14.2% 12.6% 5.3% Resources 0.3% 2.8% 5.6% 8.4% 8.9% 8.2% 8.4% 14.2% 18.0% 19.3% 6.0% Roads & Neighbourhood 0.0% 14.3% 0.0% 0.0% 14.3% 0.0% 14.3% 28.6% 14.3% 14.3% 0.0% Chief Exec Office 1.3% 3.4% 6.2% 8.7% 10.7% 12.0% 11.1% 13.4% 15.7% 12.7% 4.9% Child Health Care & Criminal Justice 0.0% 2.8% 5.3% 6.5% 13.8% 14.2% 13.8% 11.7% 14.2% 12.6% 5.3% Community Health & Care 0.3% 2.8% 5.6% 8.4% 8.9% 8.2% 8.4% 14.2% 18.0% 19.3% 6.0% Finance & Resources 0.0% 14.3% 0.0% 0.0% 14.3% 0.0% 14.3% 28.6% 14.3% 14.3% 0.0% Mental Health Addiction & Learning Disabilities 1.4% 0.7% 5.0% 6.4% 9.2% 14.9% 12.8% 15.6% 19.1% 12.1% 2.8% Strategy, Planning & Health Improvement 0.0% 0.0% 3.2% 0.0% 9.7% 22.6% 25.8% 12.9% 6.5% 19.4% 0.0% Health & Social Care Partnership 0.4% 2.6% 5.4% 7.6% 9.9% 10.2% 10.2% 13.9% 17.2% 17.3% 5.4% Strategic Management 0.0% 0.0% 0.0% 7.7% 0.0% 0.0% 30.8% 23.1% 23.1% 15.4% 0.0% Local Government Employees Total 1.0% 3.2% 5.9% 8.4% 10.4% 11.4% 10.9% 13.6% 16.2% 14.1% 5.0% Education (Teachers) 0.0% 4.3% 13.2% 15.9% 15.2% 16.0% 11.6% 10.0% 8.8% 3.5% 1.5% Council Wide Total 0.8% 3.4% 7.3% 9.8% 11.3% 12.3% 11.1% 12.9% 14.8% 12.1% 4.4%
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8. Length of Service Table 8.1 Headcount Percentage Headcount Percentage Headcount Percentage Citizen Culture & Facilities 64 9.6% 273 41.0% 329 49.4% Education 86 8.0% 530 49.5% 454 42.4% Housing & Employability 31 4.9% 253 40.0% 348 55.1% People & Technology 13 6.3% 86 41.7% 107 51.9% Regulatory & Regeneration 5 4.6% 50 45.9% 54 49.5% Resources 3 1.8% 48 28.2% 119 70.0% Roads & Neighbourhood 22 5.6% 143 36.3% 229 58.1% Chief Exec Office 224 6.9% 1383 42.6% 1640 50.5% Child Health Care & Criminal Justice 15 6.1% 84 34.0% 148 59.9% Community Health & Care 96 10.1% 447 46.9% 411 43.1% Finance & Resources 1 14.3% 1 14.3% 5 71.4% Mental Health Addiction & Learning Disabilities 11 7.8% 55 39.0% 75 53.2% Strategy, Planning & Health Improvement 2 6.5% 9 29.0% 20 64.5% Health & Social Care Partnership 125 9.1% 596 43.2% 659 47.8% Strategic Management 1 7.7% 5 38.5% 7 53.8% Local Government Employees Total 350 7.5% 1984 42.8% 2306 49.7% Education (Teachers) 82 7.7% 452 42.6% 527 49.7% Council Wide Total 432 7.6% 2436 42.7% 2833 49.7% Less than 1 year 1 to 9 years 10 or more years
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The distribution of Length of service remains consistent with the highest percentage serving 10 years or more and has increased by 3.2% from the last period. Less than 1 year’s service has decreased by 3.3% indicative of turnover and increases in Apprenticeship contracts. * Above data pertains to West Dunbartonshire Council service only (excluding continuous service with any public authority to which the redundancy Payments Modification Order (Local Government) 1983 (as amended applies). 9. New Starts Table 9.1 432 new employees joined the council in 2023/24 which is a decrease of 128 from last year and the previous 3 years. The table below shows this information by service and contract type.
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10. Turnover Table 10.1 Apprentice Fixed-Term Permanent Total Citizen Culture & Facilities 0 24 40 64 Education 3 49 34 86 Housing & Employability 11 8 12 31 People & Technology 0 3 10 13 Regulatory & Regeneration 0 0 5 5 Resources 0 0 3 3 Roads & Neighbourhood 10 5 7 22 Chief Exec Office 24 89 111 224 Child Health Care & Criminal Justice 0 6 9 15 Community Health & Care 0 33 63 96 Finance & Resources 0 1 0 1 Mental Health Addiction & Learning Disabilities 1 6 4 11 Strategy, Planning & Health Improvement 0 0 2 2 Health & Social Care Partnership 1 46 78 125 Strategic Management 0 0 1 1 Local Government Employees Total 25.0 135.0 190.0 350 Education (Teachers) 0 72 10 82 Council Wide Total 25 207 200 432
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The information above presents an increase in turnover to 15.0% from 13.4% in 2022/23. In previous years’ the turn over figures have been lower so it has been another year of exceptionally high turnover. The leaver’s information in section 11 outlines that the vast majority of leavers remain as resignations and age retirals also. 11. Leavers Staff at 1 April 2023 Staff at 1 April 2024 Average Leavers in Last 12 Months Turnover % Citizen Culture & Facilities 667 666 667 133 20.0% Education 1085 1070 1078 169 15.7% Housing & Employability 347 632 490 62 12.7% People & Technology 110 206 158 26 16.5% Regulatory & Regeneration 115 109 112 22 19.6% Resources 238 170 204 26 12.7% Roads & Neighbourhood 368 394 381 37 9.7% Supply, Distribution & Property 428 0 214 0 0.0% Chief Exec Office 3358 3247 3303 475 14.4% Child Health Care & Criminal Justice 262 247 255 39 15.3% Community Health & Care 971 954 963 166 17.2% Finance & Resources 6 7 7 0 0.0% Mental Health Addiction & Learning Disabilities 156 141 149 29 19.5% Strategy, Planning & Health Improvement 32 31 32 3 9.5% Health & Social Care Partnership 1427 1380 1404 237 16.9% Strategic Management 12 13 13 1 8.0% Local Government Employees Total 4797 4640 4719 713 15.1% Education (Teachers) 1076 1061 1069 155 14.5% Council Wide Total 5873 5701 5787 868 15.0%
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The numbers of leavers has increased again to 868 in 2024 from 855 employees leaving the organisation in 2023 compared also to 795 in 2022, 490 in 2021, and 457 in 2020. Due to number of reasons for leaving the table has been split in to two parts. This section will also detail employees who have accepted Early Retirement –Efficiencies / Redundancy, Flexible Retirement and Retirement between 55 – 59 years of age during the reporting period. It also notes the employees who have been added to the SWITCH Register. Table 11.1 Leavers Death in Service Dismissal - End of Cont Dismissal - Ill Heath Dismissal - Summary Dismissal - With Notice Employee Not Started MPO to Main Redundancy Resignation Retiral - Age Retiral - Efficiency Retiral - Ill Health Retiral on Option (60+) Severance - Efficiency Citizen Culture & Facilities 0 7 * 0 * * 8 3 74 23 * * * * Education 0 22 * 0 0 0 5 0 105 20 1 4 4 0 Housing & Employability 0 0 1 0 0 * * 7 30 9 6 * * * People & Technology * * 0 0 0 0 0 0 17 * * * 0 * Regulatory & Regeneration * 0 0 0 0 0 0 * 15 * * 0 0 * Resources 0 * 0 0 0 0 * * 11 5 * 0 1 2 Roads & Neighbourhood 0 0 0 2 0 0 0 6 17 7 0 1 * * Chief Exec Office 2 31 10 2 1 3 17 20 269 70 15 11 8 12 Child Health Care & Criminal Justice 0 0 0 0 0 0 * 0 26 * 0 * * 0 Community Health & Care * 6 8 * * * 5 0 88 29 0 9 6 * Finance & Resources 0 0 0 0 0 0 0 0 0 0 0 0 0 0 Mental Health Addiction & Learning Disabilities * 0 * 0 0 0 0 * 12 * 0 0 * 8 Strategy, Planning & Health Improvement 0 0 0 0 * 0 0 0 * 0 0 0 0 0 Health & Social Care Partnership 4 6 9 2 2 2 6 1 128 36 0 12 8 9 Strategic Management 0 0 0 0 0 0 0 0 0 0 0 0 1 0 Local Government Employees Total 6 37 19 4 3 5 23 21 397 106 15 23 17 21 Education (Teachers) 0 * 0 0 0 0 0 0 6 * 0 0 0 0 Council Wide Total 6 38 19 4 3 5 23 21 403 108 15 23 17 21
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* Figures of under 5 have been removed and replaced with a * due to the possible identification of individuals. Table 11.2 Voluntary Early Retirement and Voluntary Severance (VS/VER - Efficiency/Redundancy) There had been a decline in employees being released through VER/VS between March 2020 and 2022 with an increase in March 2022 - 23. However, with the level of agreed savings options with people implications, the period 2023 – 24 demonstrated a Teacher - End Fixed Term Teacher - Ill Health Teacher - Other Teacher - Retirement Age Teacher - Retirement Oth Teacher - Vol Resign Oth Unused Casual Total Citizen Culture & Facilities 0 0 0 0 0 0 0 133 Education * 0 0 * 0 0 0 169 Housing & Employability 0 0 0 0 0 0 0 62 People & Technology 0 0 0 0 0 0 0 26 Regulatory & Regeneration 0 0 0 0 0 0 0 22 Resources 0 0 0 0 0 0 0 26 Roads & Neighbourhood 0 0 0 0 0 0 0 37 Chief Exec Office 2 0 0 2 0 0 0 475 Child Health Care & Criminal Justice 0 0 0 0 0 0 5 39 Community Health & Care 0 0 0 0 0 0 6 166 Finance & Resources 0 0 0 0 0 0 0 0 Mental Health Addiction & Learning Disabilities 0 0 0 0 0 0 * 29 Strategy, Planning & Health Improvement 0 0 0 0 0 0 0 3 Health & Social Care Partnership 0 0 0 0 0 0 12 237 Strategic Management 0 0 0 0 0 0 0 1 Local Government Employees Total 2 0 0 2 0 0 12 713 Education (Teachers) 59 0 6 * 26 51 * 155 Council Wide Total 61 0 6 5 26 51 13 868 VER/VS 01/04 - 30/09 01/10 - 31/03 Annual Council Wide Total 31/03/2020 4 3 7 31/03/2021 1 1 2 31/03/2022 0 0 0 31/03/2023 0 9 9 31/03/2024 46 2 48
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significant increase in early release numbers. This is likely to continue into the next reporting period depending on budget saving options. Table 11.3 Retirements 55-59 The Local Government Pension Scheme allows scheme members to retire from age 55 without employer consent. The terms of this provision allow members to access their pension benefits with an actuarial reduction applied (to compensate the fund for the member taking their benefits early) with no consequential costs for the council. There has been an increase of employees retiring and accessing their pension benefits between 2022/2023 and the current period. Table 11.4 Flexible Retirement Flexible retirement is available to members of the Local Government Pension Scheme, excluding teachers. The approval of those employees granted flexible retirement is monitored by the Chief Officer, People and Technology and the Chief Officer, Resources. Every effort is being made to support flexible retirement requests where possible and services regularly revisit applications with a view to release. The table above shows the number of flexible retirements released in the period for this year and previous four reporting periods for comparison purposes. There has been a continued uptake for flexible retirement with this year’s figure showing the highest in these periods indicative of the flexible work-life balance culture promoted. It is anticipated that Flexible Retirement will continue to be a popular option for employees who wish to work in a reduced capacity and access their pension whilst enabling the Council to retain their skills and experience. 55-59 01/04 - 30/09 01/10 - 31/03 Annual Council Wide Total 31/03/2020 6 1 7 31/03/2021 3 4 7 31/03/2022 0 5 5 31/03/2023 6 4 10 31/03/2024 10 3 13 Flexible 01/04 - 30/09 01/10 - 31/03 Annual Council Wide Total 31/03/2020 9 23 32 31/03/2021 30 15 45 31/03/2022 10 28 38 31/03/2023 19 26 45 31/03/2024 23 39 62
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12. SWITCH (Redeployment) Redeployment is monitored and delivered centrally by Strategic HR. Employees are added to the SWITCH register for a number of different reasons:- • Through organisational change employees may be displaced, at risk of redundancy or placed in lower graded posts; • Due to ill-health they may become unable to continue in their substantive post; • Through Job Evaluation where a post is evaluated lower than the current grade; • Or where an employee is coming to the end of a fixed term contract and has more than 2 years’ service. To support employees to return to their previous rate of pay all employees who have been matched but remain on pay protection are also retained on the register. Table 12.1 below details the number of employees who were on the redeployment register at the start of the reporting period (01/04/2023), the number who joined the register in the 6 months up to 30/09/2023 and 31/03/2024 and the number who remain on the register at the end of the reporting period (31/03/2024). Table 12.1 SWITCH Reason Number of employees on the Register at the start of the period (01/04/2023) Number of employees added during the period Number of employees removed during the period Number of Employees on the register at the end of the period (30/09/2023) Number of employees added during the period Number of employees removed during the period Number of Employees on the register at the end of the period (31/03/2024) Ill Health (Capability) 0 2 1 1 11 3 9 Ill health (Disability) 0 1 0 1 0 1 0 Organisational Change 30 85 90 25 17 24 18 Incapability through another Process 0 1 0 1 0 1 0 TOTALS 30 89 91 28 28 29 27 Pay Protection 0 2 0 2 0 0 2
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There has been a significant increase in the number of employees being added to the Redeployment (SWITCH) Register between 1st April 2023 and 31st March 2024. This is due to the Council’s current Savings position with the level of agreed savings options having people implications. 13. Apprentices Table 13.1 The number of apprenticeships supported by the council across both level 2 and level 3 has increased by 7 from last year with the main increase in Housing& Employability. This is due to Maintenance & Repairs, formerly of SD&P, moving to sit under Housing & Employability. 14. Sickness Absence From 1st April 2023 to 31st March 2024, there was a decrease in Council wide sickness absence to 65,263.95 FTE days lost compared to 67,589.65 in 2022/23 with 13.74 FTE workdays lost per employee being reported, a decrease from 14 in 2022/23. The highest absence still remains in the front-line employee service areas. Implementation of employee engagement and wellbeing practices continue and hope to bring further improvements for future periods. Level 2 Level 3 Total Citizen Culture & Facilities 0 1 1 Education 0 7 7 Housing & Employability 0 39 39 People & Technology 0 0 0 Regulatory & Regeneration 0 1 1 Resources 0 3 3 Roads & Neighbourhood 10 7 17 Chief Exec Office 10 58 68 Child Health Care & Criminal Justice 0 0 0 Community Health & Care 0 0 0 Finance & Resources 0 0 0 Mental Health Addiction & Learning Disabilities 0 1 1 Strategy, Planning & Health Improvement 0 0 0 Health & Social Care Partnership 0 1 1 Strategic Management 0 0 0 Local Government Employees Total 10 59 69 Education (Teachers) 0 0 0 Council Wide Total 10 59 69
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Table 14.1 Annual Absence for Council The table below illustrates the reasons for absence distribution across the year and Minor Illness is the highest category of absence followed by personal stress and acute medical conditions which were the same 3 highest categories in 2022/23. Full details and analysis of sickness absence is covered in the wellbeing report submitted to committee. Table 14.2 Reasons for Absence The table below illustrates the reasons for absence and the number and percentage of the total days lost during 2023/24. Minor Illness continues to be the reason for absence with the highest number of days followed by Personal Stress. Minor Illness Back Pain Musculo- skeletal Injuries Stress - Personal Recurring Medical Conditions Non Work Related Accident / Injuries Work Related Accidents / Injuries Mental Health Acute Medical Conditions Pregnancy Related Absence Drink or Drug Related Condition Stress - Work Related Long Covid Citizen Culture & Facilities 444.05 4892.2 1700.1 1850.7 2111.9 1239.2 465.4 100.1 1362.6 2301.9 219.9 0.0 505.7 489.3 17239.0 7,730.31 17.41 Education (Support Staff) 857.47 7100.6 180.6 1664.5 3696.3 1557.7 453.3 384.7 1300.8 4106.2 369.1 0.0 608.8 68.6 21491.3 13,547.53 15.80 Housing & Employability 608.20 3009.2 578.7 688.6 1796.0 626.8 496.4 164.6 821.3 1733.3 63.1 0.0 947.4 0.0 10925.4 6,320.53 10.39 People & Technology 189.01 176.8 69.4 19.4 500.9 115.6 26.0 0.0 114.0 220.3 9.0 1.5 0.0 0.0 1252.9 552.98 2.93 Regulatory & Regeneration 107.11 109.6 0.0 240.0 155.4 18.6 127.9 0.0 77.1 154.7 0.0 0.0 0.0 0.0 883.3 636.50 5.94 Resources 161.42 466.6 120.7 125.6 399.5 9.6 31.1 0.0 167.4 36.0 0.0 0.0 202.3 0.0 1558.8 955.70 5.92 Roads & Neighbourhood 367.10 1302.4 400.7 1145.6 441.0 952.0 167.2 433.9 527.9 1404.7 0.0 126.4 36.3 0.0 6938.0 5,568.31 15.17 Chief Exec Office Total 2,734.36 17057.3 3050.3 5734.4 9101.0 4519.3 1767.3 1083.3 4371.1 9957.2 661.0 127.9 2300.5 557.9 60288.6 35,311.86 12.91 Child Healthcare & Criminal Justice 226.88 1426.9 124.9 203.9 1175.8 15.4 86.6 56.4 258.4 260.9 224.4 0.0 187.6 0.0 4021.0 3,265.41 14.39 Community Health & Care 716.94 9443.1 1961.6 4320.2 5867.2 601.1 704.6 281.7 1566.1 4410.7 327.6 132.8 910.4 366.4 30893.6 16,868.81 23.53 Finance & Resources 6.13 0.0 0.0 10.7 0.0 0.0 9.7 0.0 0.0 39.1 0.0 0.0 0.0 0.0 59.6 53.87 8.79 Mental Health, Addiction & Learning Disabilities 124.05 639.6 0.0 675.0 314.1 194.4 61.1 39.3 163.6 793.8 4.0 0.0 310.9 0.0 3195.9 2,095.99 16.90 Strategy, Planning & Health Improvement 27.72 153.1 0.0 0.0 188.4 0.0 0.0 0.0 35.9 75.0 0.0 0.0 0.0 0.0 452.5 357.90 12.91 Health & Social Care Partnership 1,101.72 11662.8 2086.4 5209.8 7545.5 811.0 862.0 377.4 2024.0 5579.5 556.0 132.8 1408.9 366.4 38622.6 22,641.98 20.55 Strategic Management 13.14 2.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 15.1 0.0 0.0 0.0 0.0 17.1 17.14 1.30 Strategic Management 13.14 2.0 0.0 0.0 0.0 0.0 0.0 0.0 0.0 15.1 0.0 0.0 0.0 0.0 17.1 17.14 1.30 LOCAL GOVERNMENT EMPLOYEES TOTAL 3,849.22 28722.1 5136.7 10944.2 16646.6 5330.3 2629.3 1460.8 6395.1 15551.9 1217.0 260.8 3709.5 924.3 98928.4 57,970.98 15.06 Education (Teachers) 901.23 3166.5 60.6 606.3 1521.3 141.6 241.1 63.1 598.9 2381.3 467.7 0.0 1293.7 0.0 10542.1 7,292.97 8.09 COUNCIL-WIDE TOTAL 4,750.46 31888.6 5197.3 11550.5 18167.9 5471.9 2870.4 1523.9 6994.0 17933.1 1684.7 260.8 5003.2 924.3 109470.5 65,263.95 13.74 Department FTE Employees Total Working Days Lost FTE Days Lost Total FTE Days Lost by FTE Employees Absence Reasons Absence Reason Working Days Lost Minor Illness 31,888.6 Back Pain 5,197.3 Musculo-skeletal Injuries 11,550.5 Stress 18,167.9 Recurring Medical Conditions 5,471.9 Non Work Related Accidents / Injuries 2,870.4 Work Related Accidents / Injuries 1,523.9 Mental Health 6,994.0 Acute Medical Conditions 17,933.1 Pregnancy Related Absence 1,684.7 Drink or Drug Related Condition 260.8 Stress - Work Related 5,003.2 Notifiable Disease (Confirmed) 924.3 TOTAL 109,470.5 Percentage of Lost Days 29.13% 4.75% 10.55% 16.60% 5.00% 2.62% 1.39% 6.39% 16.38% 1.54% 0.24% 4.57% 0.84% 100%
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