Venue: held remotely via video-conference
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Apologies Minutes: Councillors Ellen ap Gwynn and Ray Quant (Cabinet Members) apologised for their inability to attend the meeting. |
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Disclosures of personal interest (including whipping declarations) Members are reminded of their personal responsibility to declare any personal and prejudicial interest in respect of matters contained in this agenda in accordance with the provisions of the Local Government Act 2000, the Council's Constitution and the Members Code of Conduct. In addition, Members must declare any prohibited party whip which the Member has been given in relation to the meeting as per the Local Government (Wales) Measure 2011. Minutes: None. |
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Minutes: The Corporate Lead Officer – People and Organisation
reported that the development of these two new policies by People &
Organisation Service had been in collaboration with Highways and Environmental.
Both polices had been subject to consultation with the relevant Trade Unions
and their amendments had been incorporated where appropriate. The purpose of all staff policies and procedures was to
clearly set out the behaviours, processes and procedures required of staff, how
they can gain advice or support and, where applicable, the consequences of not
adhering to the policy and/or procedure. In relation to the Driving at Work- Council Fleet Policy it
was reported that A Fleet and Driver Risk Management review was undertaken by
a consultant on behalf of Zurich, the Council’s insurance company. Its main
purpose was to review the Council’s policies and arrangements against best
practice standards and to provide recommendations that assist with ensuring
compliance, protecting our workforce from harm, and reducing the risk of
incidents. A key recommendation of the Review was the introduction of a
Driving at Work Policy with embedded Driver Agreement which provides “clear
unambiguous expectation as to driving standards”. The Driving at Work – Council
Fleet Policy was one of a suite of initiatives aimed at standardising recording
and compliance across the vehicle fleet and achieving driving standards which
improve driver and passenger safety, the number of fleet related incidents and
accidents. Other initiatives include the introduction of a driver training
e-learning module and robust checking systems for vehicles and licences. It was stated that the Driving at Work – Council Fleet
Policy introduced the following:- •Driver/Plant Operator Agreement to be signed on an annual
basis; •The requirement to inform their manager of any change in
health or physical/sensory impairments and an annual health assessment •With cause drug and alcohol screening •Employee paying up to £250 contribution to insurance excess
costs, following a disciplinary procedure, if the damage is caused as a result
of their negligence or driving without due care and attention In relation to the Driving at Work - Use of Private Vehicle
(Grey Fleet) Policy, it was reported that the Policy sets out the expectations
of those employees who use their private vehicle for Council business purposes.
An e- learning module would also be developed to complement the policy. The Driving at Work – Use of Private Vehicle (Grey Fleet)
Policy introduced the following:- •Private Vehicle user Declaration to be signed on an annual
basis; •The requirement to inform their manager of any change in
circumstances which may affect the use of a private vehicle for work purposes •With cause drug and alcohol screening •Employee confirming that their vehicle is roadworthy, is
MOT certificated (where appropriate) and correctly insured for business
purposes. Following discussion and questions from the floor, it was
AGREED to DEFER the recommendation of approval of the policy to Cabinet;
in order to consider the points raised by the Councillors at the meeting to
include the following :- • In relation to the stipulation that “Drivers ... view the full minutes text for item 3. |
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Minutes: The Corporate Lead Officer – People and Organisation
reported that these polices had been developed and updated by People &
Organisation Service and if approved would be provided to all school governing
bodies in Ceredigion with a recommendation of their consideration and adoption.
Both model policies had been the subject of consultation with the local
teaching and support staff trade unions through the Schools Trade Union Forum.
They had also been discussed, amended and agreed by the relevant Trade Unions. The purpose of all staff policies and procedures was to
clearly set out the behaviours, processes and procedures required of staff, how
they can gain advice or support and, where applicable, the consequences of not
adhering to the policy and/or procedure. It was stated that the Dignity at Work
Model Policy for Schools outlined the value of a productive and supportive
working environment and the commitment to eliminating bullying and harassment.
All employees had the right to be treated with dignity and respect at work and
no form of victimisation, discrimination, intimidation or behaviour that
amounts to bullying or harassment would be tolerated. In addition to those
school based staff employed by the Governing Body the policy also covered
volunteers, trainees and students on placements within the school. This policy
provided a framework to help prevent bullying and harassment of school
employees and explains the procedure that should be followed if such incidents
occur. The Managing Sickness Absence at Work Model Policy for
Schools had been revised to ensure that the policy and procedure were compliant
with changes in legislation, whilst also strengthening the process for managing
sickness. The policy outlines the value of ensuring and encouraging regular
attendance at work of all its employees and to identify the causes of absence
in order to assist its employees. It aims to create a healthy and supportive
working environment conducive to high levels of attendance. The policy
acknowledges that ill health or injury could affect any one at any time and
undertakes to treat those who were unable to work due to ill health fairly,
confidentially and sensitively. This policy sets out procedures to provide a
fair and consistent framework for handling long term and short term employee
sickness absence. Following questions from the floor, it was AGREED (i) to recommend approval of the Dignity at Work Model
Policy and Procedure for Schools and to commend to Governing Bodies for
adoption within schools in Ceredigion (ii)to commend that the Managing Staff Sickness at Work
Model Policy and Procedure for Schools to the Governing Bodies for adoption
within schools in Ceredigion. |
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Annual Report of Compliments, Complaints and Freedom of Information Activity 2020/2021 PDF 570 KB Minutes: Consideration was given to the Annual Report of Compliments,
Complaints and Freedom of Information Activity 2020/2021. The report provided
information relating to the work of the Council’s Complaints and FOI Service
between 1st April 2020 and 31st March 2021. Specific details were provided on
the number and type of compliments received, the different complaints stages,
performance and outcomes relating to these and information on compliance with
FOI and EIR legislation. There was also a section regarding the contact
received by the Public Services Ombudsman for Wales (PSOW) during the reporting
period. The Ombudsman’s Annual Letter to the Council which provides further
details in relation to the Ombudsman activity for Ceredigion, as well as for
other Council’s across Wales. This was the second consecutive report where there had been
no PSOW investigations commenced or formal reports issued in relation to
complaints made against the Council. Whilst improvements had been made in comparison to previous
years, this report also highlighted the challenges faced by the Council due to
the pandemic and officers having to adapt to new ways of working. In addition,
during the period covered by this report there were significant pressures
placed on the Complaints and FOI Service, which inevitably had an impact on our
ability to meet prescribed and statutory timescales. The current situation was as follows:- Brief overview of the figures for 2020 - 2021: • 814
Compliments were received • 435
Enquiries were processed by the Complaints and FOI Service • 103
Complaints were received (61 at Stage 1 and 42 at Stage 2) • 32
‘Contacts’ from the PSOW • 756 FOI and
EIR requests • Internal
Reviews under FOI / EIR legislation The highlights of the year were provided:- • As referred
to previously, this was the second consecutive reporting period in over a
decade where there have been no investigations or reports issued by the PSOW. • The Council
received almost double the amount of compliments from service-users compared
with 2019 – 2020. The majority of these having been received by Porth
Ceredigion. It is believed, however, that the actual number of compliments was
likely to be far higher and more work was therefore needed to ensure that these
were passed to the Complaints and FOI Service to be recorded. • The Council
received far fewer FOI/EIR requests during this reporting term and a fewer
number of Internal Review requests compared with last year. Requests for
Internal Review were usually only submitted when the Council refused to provide
information (by applying the appropriate exemptions or exceptions). This
therefore supports the Council’s commitment to openness and transparency in
accordance with legislation. • However, it is noted that the Council’s performance surrounding the response times for FOI, in particular, dropped significantly during 2020-2021. The cause for this could be attributed to several factors including the lack of capacity on the part of services to be able to prioritise FOI above all the new tasks arising; being unable to obtain hard-copies of documents due to home- working; ... view the full minutes text for item 5. |