Local government is built on foundations of good governance, process and policy – but that would count for little if it wasn’t for the dedication, knowledge and skill of our colleagues in all corners of the Council.
As an organisation we can all take pride in the sum of the parts and the way we serve the city day in and day out. It’s so important to recognise the capability of our staff as well as to nurture and develop the talented individuals we have under our wing.
At Staff Governance Committee today we took a very significant step towards realising those goals, where a new approach to internal recruitment and the internal movement of staff was approved.
The full report can be found here and I’d encourage you to take time out to read it.
A great deal of work has gone into shaping the approach and my thanks go to Lesley Strachan, supported by Isla Newcombe, for a really valuable and detailed piece of work.
To give a very high-level overview of what is a comprehensive report, the overarching goal is to create an organisation where every member of staff has the opportunity to develop, progress and fulfil their potential by broadening the opportunities that exist for employees.
As the report outlines, our current selection process is the same whether we recruit internally or externally – we concentrate on technical skills, qualifications, and experience and assess a candidate’s ability to meet these from day one.
The new approach will focus on an internal candidate’s potential ability to undertake a new role based on transferable skills, knowledge and behaviours developed through their existing role with the Council. Where someone demonstrates a good fit to a new role, the transition will be successfully achieved through time, training and personal commitment.
The benefits to individuals are clear but there are also great advantages for the Council, both in terms of retaining talented people but also in our move to building a flexible and adaptable workforce equipped to meet the changing needs of our city and people. The needs of our employees are changing too, particularly our young workforce who we know value a varied career in a dynamic environment.
We want to support individuals to explore opportunities and also be inspired by the colleagues who have already made big decisions about their career path. The recent cohort of 29 Council staff, with a wide range of backgrounds, who have qualified as Early Years Practitioners is a fantastic example of a group who have embraced the chance to get involved in a growth area of our business as part of something new and exciting.
The focus on reskilling and retraining employees in every part of our operations is designed to allow us to recruit on a predominantly internal basis, helping to meet demand in key areas.
The approach approved by the Staff Governance Committee this afternoon will break down barriers for our valued employees and is a significant shift from a traditional recruitment model to a modern, dynamic way of working.
If you have any questions about the new approach to internal movement of staff, a live Leadership Forum webinar with Isla on Monday, 7 October, at 1pm will bring the plans to life.
Every one of the guiding principles is at the heart of the approach and I look forward to seeing the principle becoming practice, helping individuals from every function and cluster to thrive as part of one team, one council, one city.