(25 minutes allocated) (1715-1740)
Councillor Katherine Iroh to move the following recommendations:
" That the Council:
1. Considers the Inquiry’s key findings and requests the Executive implements the Inquiry’s recommendations:
2. Confirms the timeframe for when long term workforce planning for each directorate will be completed;
3. Analyse key findings from exit interviews with leavers aged 24 and under to understand why approximately 50% are leaving within their first 12 months;
4. Provide both a corporate and directorate summary of how these workforce plans will deliver on corporate objectives, with a specific focus on how they will increase numbers of staff aged 24 and under and informed by exit interviews;
5. Advise how this will be monitored in the future to ensure workforce plans are on track and remain focused on delivering corporate objectives;
6. Ensure there is a corporate list setting out the number and directorate/ service for all early entrants including apprentices and graduates;
7. Advise when the review of the Attraction Policy will be complete and the timescale for the implementation of a new policy;
8. Implement a new Attraction Policy including refreshed careers content on the Council website, information to schools, colleges and universities; attendance at Job Fairs, and with a focus on how local government careers can deliver social impact;
9. Review how work experience opportunities are accessed to ensure it is fair and equitable to all young people in Birmingham, and set out timeframes for how any improvements will be delivered;
10. Deliver a refreshed work experience programme;
11. Provide a timeframe for when Council will be able to guarantee interviews for care leavers and have appropriate support in place. This should include wraparound support for new starters;
12. Refresh the application process for roles at the Council including:
a. Resetting the different roles in recruitment and in particular, the role of HR, OD and Transformation as Subject Matter Experts in support of individual hiring managers;
b. Reviewing the time taken from advert to onboarding to enable joiners to start quicker;
c. All future job adverts and job descriptions to be reviewed by HR, OD and Transformation in line with directorate workforce plans;
d. All future job adverts and job descriptions are inclusive by ensuring any qualifications listed are necessary and all language used realistically sets out the role;
e. The introduction of wider application tools including phone based applications;
f. Reviewing managers’ unconscious bias training to ensure age and care experience as protective characteristics are recognised;
g. Ensuring applicant data is available and used to baseline current recruitment of young people and monitor any future impact;
13. Map out the current employment programmes delivered through the Council or partners and work with partners to adapt or design courses which create a talent pipeline to meet our corporate needs;
14.Consider options for how a corporately led approach for early entrant programmes could be implemented; and if this is not possible, advise what mitigations can be put in place to enable these programmes to contribute more effectively towards corporate objectives;
15. Consider introducing a challenge that all future recruitments should clearly state why this role could not be undertaken through an apprenticeship or other early entrant programme. This should be considered once the Workforce Strategy and Early Career Strategy have been completed;
16. Explore how further apprenticeship levy could be transferred to SMEs as part of new procurement arrangements;
17. Set out clearly future career pathways supported by accredited training in the Council long term workforce plans to create a talent pipeline; and
18. Confirm a manager package is in place to support staff on early entrant programmes.This should include (but not exclusively):
a. Ensuring all managers promote the Early Careers Network and provide time for staff to participate in network activities;
b. Surveying all early entrants to confirm how they are being supported by their managers and whether there are opportunities to improve this; and
c. Reviewing working at home practices to ensure all staff have access to regular in-person working to support wellbeing and professional development.
19. Agrees that the Executive reports on its progress on these recommendations to the Economy, Skills and Culture Overview and Scrutiny Committee every 6 months and with the first report in January 2026".