|
|
Measurement |
Baseline |
Baseline explanation |
2017/18 Target |
Target explanation |
Owner |
Measurement Frequency |
Where reported |
|
Increase in staff satisfaction |
Staff Survey : “I feel there is a clear sense of direction in the organisation” |
37% |
2017 figure |
47% |
10% identified as significant shift |
Alison McManamon |
Bi-Annual |
Staff Survey |
|
Staff Survey: “Changes in my service are led, managed and supported in an open way” |
46% |
2017 figure |
56% |
10% identified as significant improvement |
Alison McManamon |
Bi-Annual |
Staff Survey |
|
|
Staff Survey: “The council feels like one big team working collaboratively for the good of our customers” |
23% |
2017 figure |
33% |
10% identified as significant improvement |
Geoff Raw |
Bi-Annual |
Staff Survey |
|
|
Improved staff wellbeing |
Days lost to sickness per year |
10.95 |
Days per employee per annum at the end of Q4, 16/17. |
9.3 |
15% reduction |
Dave Kuenssberg |
Quarterly |
FirstCare/PIER |
|
Improved results in staff wellbeing survey |
TBC following survey analysis – June 2018 |
|
|
|
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|
A more diverse workforce |
Improvement in workforce diversity |
Various diversity targets |
These are set out in our Corporate Performance Indicator Report |
As already set |
Council’s workforce is monitored against targets set in relation to the make-up of the city’s population |
Alison McManamon |
Annual (& quarterly in OPD reports) |
Corporate Performance Indicator Report to ELT & annual Workforce Equalities Report |
|
Reduction in use of agency staff to cover hard to fill posts |
Reduction in spend and in length of assignment |
£7,5m |
2016-17 figure |
£6.1m |
20% reduction Is significant shift |
Katie Ogden |
Quarterly |
Quarterly MI report |
|
Improved effectiveness of leadership and management |
Staff survey management effectiveness indicator |
TBC following discussion with Ixia (September 2018) |
|
|
|
Alison McManamon |
Bi-annual |
Staff Survey |
