Agenda item

Delivering Restructures


Considered – Presentation from the Assistant Chief Executive – HR and Business Support on the progress of the service restructures so far.


Some of the key points highlighted in the report are as summarised below:


·       The approach to the restructures so far has been starting from the top and then moving down through the organisation.


·       The Heads of Service recruitment is almost complete. The next stage will see more service areas move into consultation phase in the new year.


·       Work is continuing at pace, with feedback from staff that they want certainty over jobs and structures. The process for a restructure is a long one, from developing a business case, writing job descriptions and carrying out job evaluations all taking place before going out to consultation. However, it is key to give staff the opportunity to contribute and shape the proposals put forward and to get the new structures right.


·       An excellent relationship exists with the trade unions and they’re involved at all stages of the restructures and form part of the consultation process.


·       There is continuous engagement and support for staff to help manage change.


·       Where staff are at risk of redundancy, then redeployment support measures are well established.


Following this, questions and comments raised by the committee included:


·       There was a query about whether the large number (121) of Heads of Service posts would be revised in the future. It was noted in response that this was a rationalisation from the number of posts as part of the predecessor councils. Following service transformation and system changes this may be looked at again, but it is uncertain at this early stage.


·       How many ‘Risk of Redundancy’ notifications have been issued so far?


·       It was asked how corporate buy-in to the new authority is being achieved to create a new ‘Team North Yorkshire’? In response, it was felt by bringing teams together as part of a new structure and getting to know new colleagues will help in this regard, with a lot of organisational development and staff values work also going on to change the culture.


·       The pace of the service restructures was felt to be faster than other new unitary authorities have carried them out, in order to give clarity as soon as possible, with May 2024 an initial target date.


·       Information on the financial savings generated from staff restructures would form part of the quarterly HR performance reports during the next financial year.


·       The importance of keeping valued and experienced staff within the organisation was highlighted and the retention of them was important for the future of the new authority moving forwards.


The Chair summed up by reiterating that staff are the most important asset for North Yorkshire Council and the progress made to date with the service restructures is encouraging. Alongside this, the huge amount of work undertaken by HR colleagues to support the service restructure process and the challenges that change management will bring in the months ahead was acknowledged. The Committee were keen to be updated on this subject at regular intervals.


Resolved – That the report be noted.

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