Agenda and draft minutes

Apologies for absence were received on behalf of Councillors Catherine Tite and Jeanne Raspin (Junior Portfolio Holder for the Environment).

To note any urgent items of business which the Chairman has consented to being considered under the provisions of Section 100(B) 4(b) of the Local Government Act 1972.

There were no urgent items of business to be considered.

Members should declare the existence and nature of any Disclosable Pecuniary Interest and Non Statutory Interest as defined by the Members’ Code of Conduct in respect of:

a)  any business on the agenda;

b)  any urgent additional items to be considered;

c)  any matters arising out of those items;

and if appropriate, withdraw from the meeting at the relevant time.

No declarations of interest were made.

To consider the minutes of the Climate Change and Communities Scrutiny Committee meeting held on 26^th November 2024.

Moved by Councillor Emma Stevenson and seconded by Councillor Cathy Jeffery

RESOLVED that the minutes of a Climate Change and Communities Scrutiny Committee held on 26^th November 2024 be approved as a true and correct record.

Members should contact the officer whose name appears on the List of Key Decisions for any further information). NB: If Members wish to discuss an exempt report under this item, the meeting will need to move into exempt business and exclude the public in accordance with the Local Government (Access to Information) Act 1985 and Local Government Act 1972, Part 1, Schedule 12a for that part of the meeting only.

The Chair presented the List of Key Decisions and Items to be considered.

RESOLVED that the List of Key Decisions and Items to be considered in the private document be noted.

The HR Business Partner presented the report to the Committee.

The Employee Health & Wellbeing Framework was originally agreed in 2017 and had been updated yearly.  A copy of the 2024-27 Framework, which  identified areas for improvement, was attached at Appendix 1.  An infographic of the Framework 2024-27 was attached at Appendix 2.

As requested from a previous Committee meeting, the latest Sickness Absence Report (covering Quarter 2 2024/25) was attached at Appendix 3.  It was noted this information was provided to the Safety Committee and Union / Employee Consultation Committee.

The Council had replaced the previous joint HR service (with North East Derbyshire District Council) and had its own combined HR and Payroll function from December 2022 – the health and wellbeing of staff had been a key priority.

The Strategic Director of Services entered the meeting.

In 2024 the Council had approved the creation of a new post, the Employee Engagement Officer, who would champion and drive forward key health and wellbeing initiatives and improve manager and employee awareness across health and wellbeing issues.

The Employee Engagement Office was introduced to the Committee.

Work continued with HR & Payroll, Senior Leadership Team, Service Managers and employees to ensure steps were taken to achieve identified areas and promote the five main pillars of wellbeing - Physical, Mental, Social, Financial and Career.

The Council had undertaken a number of initiatives and actions, including on Mental Health awareness, the Vivup Rewards & Benefits, and free NHS health checks.

To a question on the number of Mental Health First Aiders, the Employee Engagement Office confirmed there were currently 10 – one based at the Riverside Dept, the others spread out around the Council.  The Committee were informed, when Derbyshire County Council (DCC) advertised upcoming training courses on Mental Health First Aider training, this was promoted on the Council’s intranet (Eric).

To a question on the development of Neurodiversity Champions, the HR Business Partner explained the Council was aiming to increase awareness first rather than make use of Champions due to limited resources.

However, through awareness sessions and the implementation of policies, if a member of staff came forward who wished to become a Neurodiversity Champion, this could be arranged.

A Member stated it might still be useful to have a central Neurodiversity Champion who could raise awareness and signpost to external support / training.

The HR Business Partner informed, when it came to the Menopause Policy, support groups were found to be most affective.  While a Neurodiversity Champion could still be an option, no individual had yet stepped forward.  However, it was agreed this could still be researched.

A Member stated raising awareness remained a good starting point for this work.

To a question on if any Financial training included use of online banking (in light of the ongoing local bank branch closures taking place), the Employee Engagement Office stated the next Financial advice session (externally run) would be taking place February 2025, but training on online banking could be looked into.

The  ...  view the full minutes text for item CLI28-24/25

The Scrutiny Officer presented the Work Programme 2024/25, attached at Appendix 1, to the Committee.

RESOLVED that the Work Programme 2024/25 be noted.