Agenda item

The Corporate Lead Officer: People and Organisation provided an update on the procedures for assessing the Welsh language skills of corporate staff and the provision of in-house Welsh language courses. Up until the introduction of the Ceri system, staff records were retained within the individual services. Following the corporatisation of the HR function and the launch of the Ceri system in 2015 it was possible to introduce a standard approach to identifying the Welsh language requirements of corporate posts and the skill levels of the post holders.

An overview of the following as outlined in the report was provided:

- Identifying the Welsh language requirements of posts

- How was/is the data captured?

- New posts and vacancies

- ALTE and CEFR Frameworks

The Work Welsh Training Officer reported that a record number of employees from various services had enrolled on Welsh Language courses this year. Since starting as a pilot scheme in 2018, Ceredigion’s Work Welsh Scheme had become the blueprint for other Local Authorities’ Work Welsh schemes across Wales and the scheme was respected nationally.

Entry, Foundation (level 1), Intermediate (level 2) and Advanced 1 and 2 (level 3 parts 1 and 2) courses were available in-house for local authority employees annually, with the Advanced 3 course (level 3 part 3) also being offered from September 2024 onwards. The courses were promoted all year round in a range of ways, with a greater push during the summer months. An overview of the additional learn Welsh activities above the requirements of the grant funding was provided. This included discussions around the delivery of bespoke sessions to residents & staff at Hafan y Waun Residential Care Home.

The following main points were raised during discussions:

·       If a condition was placed within an employee’s contract of employment to achieve the necessary Standard of Welsh within two years, the line manager held responsibility for monitoring this, however, it was acknowledged that the transition from one ALTE to another generally took more than two years. Monitoring progress was an area for improvement, although at present, there was nothing in place nationally to hold employees to account when the requirements were not met. In the long term, The National Centre for Learning Welsh may develop a process to support employers with this.

·       Most of the public sector in Wales used the ALTE framework, although the Welsh Government had recently adopted the CEFR framework. Any changes to the local authority’s use of language proficiency frameworks would require careful consideration, given the significant undertaking it would involve.

·       Town and Community Council representatives were elected democratically therefore it was not in the local authority’s remit to enforce the use of the Welsh Language in their work. 

·       Given the recruitment challenges in some services corporately, having a balance in terms of enforcement was key. Promoting the Welsh Language, providing opportunities and supporting employees with their Welsh Language Development was important, but there was room for improvement from an expectation, support and monitoring perspective.

The Chair extended her thanks to the Officers for explaining the process and encouraged all staff members to use the Welsh language.

Following questions from the floor, it was AGREED to note the report on the procedure for assessing the Welsh language skills of corporate staff and the provision of in-house Welsh language courses.