Issue - meetings

Retention Strategy 2026-28

Meeting: 16/04/2026 - Cabinet (Item 232)

Webcast for 16/04/2026 - Cabinet

232 Retention Strategy 2026-28 PDF 541 KB

Purpose

This report presents the Council’s Retention Strategy for approval.

Recommendation

That Cabinet resolves to:

1. Approve the Retention Strategy.

Additional documents:

Decision:

The purpose of this item was to present the Council’s Retention Strategy for approval.

Councillor Mike Evemy, Leader of the Council, introduced the Strategy, developed to ensure the organisation continued to attract, develop and retain a skilled and resilient workforce to deliver the Corporate Plan 2025–28. The Strategy, aligned to the Local Government Association’s “Six Ps” framework, set out a values-based approach to workforce planning, leadership development, engagement, inclusion, career progression and employer appeal. It responded to ongoing recruitment and retention pressures, including skills shortages, increased competition for talent, rising costs and the uncertainty associated with potential local government reorganisation. Members noted that the Strategy promoted a positive organisational culture and strong leadership, supported by a measurable action plan to reduce workforce risks; improve stability and wellbeing; and support current and future service priorities. Any financial implications arising would be managed within existing budgets.

The recommendation was proposed by Councillor Mike Evemy and seconded by Councillor Andrea Pellegram.

Cabinet RESOLVED to:

1. Approve the Retention Strategy

Voting record:

7 For, 0 Against, 0 Abstentions.

Councillor Patrick Coleman left the Chamber after the vote.

Minutes:

The purpose of this item was to present the Council’s Retention Strategy for approval.

Councillor Mike Evemy, Leader of the Council, introduced the Retention Strategy, developed to ensure the organisation continued to attract, develop and retain a skilled and resilient workforce to deliver the Corporate Plan 2025–28. The Strategy responded to ongoing recruitment and retention pressures, skills shortages, increased competition for talent, rising costs and the uncertainty associated with potential Local Government Reorganisation.

Members noted that the Strategy aligned with the Local Government Association’s “Six Ps” framework and set out a values-based approach to workforce planning, leadership development, engagement, inclusion, career progression and employer appeal. It reinforced a positive organisational culture, strong leadership and effective communication, supported by a clear and measurable action plan to reduce workforce risks, improve stability and wellbeing, and support current and future service priorities. Any financial implications arising would be managed lawfully within existing budgets.

In discussion, Members expressed strong support for the Strategy, recognising that the Council’s workforce was central to service delivery and that recruitment and retention presented a significant organisational risk, as reflected in the corporate risk register. Particular reference was made to the challenges of maintaining staff stability during a period of uncertainty and structural change, and to the importance of both recruitment and retention in the context of Local Government Reorganisation.

Members welcomed the inclusion of measures to enhance flexibility and, where necessary, provide retention incentives and discretionary pay supplements in order to secure critical skills and maintain service continuity. It was acknowledged that such measures would be applied appropriately and within existing policy frameworks.

While noting the role of pay and incentives, Members also emphasised the importance of visible leadership, staff engagement, recognition and organisational culture in motivating and retaining employees. The Monitoring Officer confirmed that retention would remain a key focus over the coming period and undertook to provide further information on workforce trends, including attrition data.