The Chairman (Councillor Chapman BEM) addressed the Committee with the following announcement:-

“At our meeting on 28 July 2025, this Committee received a detailed update from the Council’s Work Based Learning Manager on the Career Track programme. The Committee recognised the scheme’s longstanding contribution to supporting young people and adults into meaningful employment through high-quality apprenticeships, particularly within the public sector.

We acknowledged the programme’s role in delivering nationally recognised qualifications, developing local talent, strengthening workforce capacity, and fostering community engagement. In light of this, the Committee endorsed a proposal to write to the Leader of the Council and the Chief Executive, requesting their advocacy for the continuation of Career Track within the structure of the new Unitary Authority, following Local Government Reorganisation (LGR).

I am pleased to confirm that both the Leader of the Council and the Chief Executive have expressed their full support for the Committee’s position. They recognise the strategic importance of the Career Track programme in shaping the future public sector workforce and in addressing the demographic challenges specific to the Tendring area. Both have committed to advocating for the continuation and future development of Career Track as part of the ongoing discussions surrounding Local Government Reorganisation. This endorsement will be formally raised by Ian Davidson at the forthcoming meeting of the North East Essex Shadow Board, which includes Leaders and Chief Executives from Braintree and Colchester.

On behalf of the Committee, I would like to thank them both for their endorsement and continued dedication to supporting opportunities for our young people and communities.

In addition to the Career Track update, the Committee also received a broader report from Officers on the Council’s workforce development strategy. Members welcomed the positive progress being made in the use of higher-level apprenticeships, particularly those funded through the Apprenticeship Levy. Officers reported a growing number of sign-ups to advanced and degree-level apprenticeship pathways, which are helping to build specialist skills and leadership capacity across the organisation.

This was recognised by the Committee as a strategic and forward-looking investment in the Council’s workforce, ensuring we are well-positioned to meet future service demands and organisational challenges, especially in the context of Local Government Reorganisation.

Thank you.”

The Committee is asked to note any apologies for absence and substitutions received from Members.

Apologies for absence were received on behalf of Councillor Baker (with Councillor Doyle substituting) and Councillor Keteca (with no substitution).

To confirm and sign as a correct record, the minutes of the last meeting of the Committee, held on Monday, 28 July 2025.

It was moved by Councillor Calver, seconded by Councillor G Stephenson and:-

RESOLVED that the minutes of the last meeting of the Committee, held on Monday, 28 July 2025, be approved as a correct record and be signed by the Chairman.

Councillors are invited to declare any Disclosable Pecuniary Interests, Other Registerable Interests of Non-Registerable Interests, and the nature of it, in relation to any item on the agenda.

There were no declarations of interest on this occasion.

Subject to providing two working days’ notice, a Member of the Committee may ask the Chairman of the Committee a question on any matter in relation to which the Council has powers or duties which affect the Tendring District and which falls within the terms of reference of the Committee.

No Questions on Notice pursuant to Council Procedure Rule 38 had been submitted on this occasion.

The Committee will receive an oral update regarding the Council’s Career Track.

The Committee received a verbal update on the work of the Council’s Career Track which included:-

-       that apprenticeship standards were offered within Customer Services, Business Administration, Team Leader and Public Service Operational Delivery Officer;

-       there were currently 50 apprentices on the Career Track Programme;

-       5 apprentices had currently started with 2 more apprentices waiting for a starting date;

-       at Tendring District Council (TDC), there were 25 apprentices with the majority 26 of those apprentices undertaking level 2, typically 16 to 21 years old;

-       4 apprentices were within Public Service Operational Delivery Officer functions at TDC which was a level 3 apprenticeship;

-       TDC was currently working with Colchester City Council, Braintree District Council, Maldon District Council, Suffolk County Council and Kent County Council;

-       TDC was also working with London Boroughs including a new cohort within London Borough of Hounslow 5 apprentices had started in September 2025 and a further 5 apprentices were due to start in September 2026 with an apprentice also being signed up at Medway Council;

-       Harwich Town Council had a job advertised which the interview date had been organised for with hope that the apprentice would start in the new year;

-       1 in 5 staff at TDC were or had been in the Career Track programme; and

-       the current success rate was 92% for the 2024/25 year which was up by 3% from the previous year (2023/24).

The Committee noted the foregoing.

To provide Members of the Committee with an update on current workforce statistics, including key trends in staffing levels, recruitment, retention, and diversity. This update supports the Committee’s ongoing oversight of workforce matters and reflects the Council’s commitment to transparency and continuous improvement in its employment practices.

The Committee heard that, Tendring District Council recognised that its workforce was its most valuable asset, and that attracting and retaining the right talent was essential to delivering high-quality public services. The revised Recruitment and Selection Policy and Procedure established a clear, fair, and transparent framework for recruitment, from role definition through to final offer, ensuring that every candidate had a positive experience and all appointments were made solely on merit.

Members were told that, the Council’s ambition to be an employer of choice was reflected in its commitment to:

• provide a positive and inclusive recruitment journey for all applicants;
• act with responsiveness, respect, and equity throughout the process;
• leave unsuccessful candidates with a constructive impression of the Council; and
• treat recruitment as the initial phase of a new employee’s induction.

Officers informed the Committee that, by embedding those principles, the Council would:-

• strengthen its employer brand and showcase organisational values;
• engage a diverse and skilled talent pool;
• apply robust and objective assessment methods;
• offer clear communication and reasonable adjustments to candidates; and
• integrate recruitment into a seamless onboarding experience.

Members were made aware that the updated policy consolidated procedural changes following the implementation of the iTrent Recruitment and Onboarding modules, which enhanced automation, data accuracy, and process efficiency. To further strength governance, a mandatory Pre-Recruitment Proforma had been introduced to clarify responsibilities, documentation requirements, and timelines prior to initiating recruitment activity.

The policy reinforced the Council’s legal obligations, particularly under the Equality Act 2010, by ensuring reasonable adjustments were made for candidates and new recruits with disabilities or medical conditions. It also reflected current best practice in public sector recruitment by introducing a structured mechanism for analysing recruitment performance data, such as application rates, vacancy fill times, and retention trends. That approach supported continuous improvement, strengthened workforce planning and promoted long-term value for money, demonstrating that the Council’s recruitment practices were both compliant and progressive.

The policy applied to all employment recruitment, including apprenticeships, but excluded volunteers and agency workers, who were covered by separate policies.

It was moved by Councillor Guglielmi, seconded by Councillor Morrison and unanimously:-

RESOLVED that the Human Resources and Council Tax Committee:

a)    notes the updates to the Council’s Recruitment and Selection Policy and Procedure; and

b)    acknowledges the existing delegation to the Assistant Director (People), in consultation with the Head of Paid Service, to make any necessary amendments to the policy and associated people policies and procedures, including those required to ensure compliance with employment legislation and to reflect best practice.

To present the revised Recruitment and Selection Policy and Procedure for Tendring District Council. The updated policy reflects procedural enhancements following the implementation of the Council’s HR and Payroll System (iTrent), incorporates current best practice, and reinforces the Council's commitment to fair and inclusive recruitment. It ensures that all candidates, internal and external, have equitable access to employment opportunities, enabling the Council to attract and retain a diverse and skilled workforce.

The policy also clarifies the roles and responsibilities of recruiting managers and the HR team and provides comprehensive guidance on legal obligations associated with recruitment activity.

The Human Resources and Council Tax Committee is asked to note the updates made to the policy in accordance with the delegated authority of the Assistant Director – People, acting in consultation with the Head of Paid Service.

The Committee heard that, Tendring District Council recognised that its workforce was its most valuable asset, and that attracting and retaining the right talent was essential to delivering high-quality public services. The revised Recruitment and Selection Policy and Procedure established a clear, fair, and transparent framework for recruitment, from role definition through to final offer, ensuring that every candidate had a positive experience and all appointments were made solely on merit.

Members were told that, the Council’s ambition to be an employer of choice was reflected in its commitment to:

·         provide a positive and inclusive recruitment journey for all applicants;

·         act with responsiveness, respect, and equity throughout the process;

·         leave unsuccessful candidates with a constructive impression of the Council; and

·         treat recruitment as the initial phase of a new employee’s induction.

Officers informed the Committee that, by embedding those principles, the Council would:-

·         strengthen its employer brand and showcase organisational values;

·         engage a diverse and skilled talent pool;

·         apply robust and objective assessment methods;

·         offer clear communication and reasonable adjustments to candidates; and

·         integrate recruitment into a seamless onboarding experience.

Members were made aware that the updated policy consolidated procedural changes following the implementation of the iTrent Recruitment and Onboarding modules, which enhanced automation, data accuracy, and process efficiency. To further strength governance, a mandatory Pre-Recruitment Proforma had been introduced to clarify responsibilities, documentation requirements, and timelines prior to initiating recruitment activity.

The policy reinforced the Council’s legal obligations, particularly under the Equality Act 2010, by ensuring reasonable adjustments were made for candidates and new recruits with disabilities or medical conditions. It also reflected current best practice in public sector recruitment by introducing a structured mechanism for analysing recruitment performance data, such as application rates, vacancy fill times, and retention trends. That approach supported continuous improvement, strengthened workforce planning and promoted long-term value for money, demonstrating that the Council’s recruitment practices were both compliant and progressive.

The policy applied to all employment recruitment, including apprenticeships, but excluded volunteers and agency workers, who were covered by separate policies.

It was moved by Councillor Guglielmi, seconded by Councillor Morrison and unanimously:-

RESOLVED that the Human Resources and Council Tax Committee:

a)    notes the updates to the Council’s Recruitment and Selection Policy and Procedure; and

b)    acknowledges the existing delegation to the Assistant Director (People), in consultation with the Head of Paid Service, to make any necessary amendments to the policy and associated people policies and procedures, including those required to ensure compliance with employment legislation and to reflect best practice.