To note the findings of the Employee Opinion Survey 2006.

The Committee considered the findings of the Employee Opinion Survey 2006.

The report set out areas where employees were more positive than in either of the last two years, the main areas where levels of disagreement amongst employees had risen, areas where the Council compared well against the average for local government and areas where the Council did not compare so well.

The Head of Human Resources said that at 48% the response rate to the survey was the highest it had been and was in line with the local government average.  There were a larger number of responses stating that they firmly agreed or disagreed with propositions in the survey rather than stating that no view could be formed.  There had been an increase in firm positive responses and a decrease in negative responses.  He commented on each section of the report adding that the findings would be fed into the service and corporate planning process.  More detailed analysis of responses within their areas would be provided to Heads of Service to assist them with their planning.

In the ensuing discussion the following principal points were made:

·          The Head of Human Resources confirmed that the 48% response rate to the survey was considered by statisticians to be sufficient to allow a meaningful analysis of trends.  He added that the survey was only one of several mechanisms used to ascertain staff views.

·          It was suggested that it might be helpful if reports showed the numbers of staff being referred to in the report as well as percentages.

·          A Member questioned the finding that morale had improved significantly, from 41% up to 55% agreeing that morale was good in their work area.  The Head of Human Resources reiterated that the survey was one indicator.  The Chief Executive commented that the survey was useful in indicating trends and noted that it did represent views across a range of staff, including groups with whom Members might not necessarily come into contact.

·          It was asked whether there was a discrepancy between the finding that the number of staff indicating that they intended to be working for the Council in 12 months time was lower than the local government average, although turnover was significantly below the local government average.  The Head of Human Resources replied that the level of staff turnover did vary between areas.

·          The increase in dissatisfaction with the working environment from 30% to 35% was questioned.  It was suggested in reply that it was possible that as some staff were seen to move to better accommodation others might become more dissatisfied.

·          It was questioned why the percentage stating opportunities for flexible working had increased yet so had the percentage of those disagreeing that they had opportunities for flexible working.  The Head of Human Resources replied that this was a reflection of the pattern that a larger number of responses had been received stating that they firmly agreed or disagreed with propositions in the survey rather than stating that no view could be formed.

RESOLVED: that the report be noted.