Our Response

Good communication, in an organisation as large and diverse as Carmarthenshire County Council, is critical for ensuring people continue to feel engaged. We all have a part to play when it comes to sharing information and we all have a responsibility to be open and honest with each other.

Most of you, that responded to the survey, told us that you were up to speed on what was happening in your team or work location, but fewer people felt they knew what was happening across the organisation, and although this attracted a positive score, it was the lowest scoring statement overall.

We understand that we can do more, so moving forward we will:

• Continue to expand and promote our staff networks that provide a vehicle for information sharing and peer support.
• Make sure staff are able to meet and chat with the Chief Executive, via our newly established Staff Forum
• Roll out our programme of staff roadshows to widen the opportunities you have to access information about working for us.
• Make sure that the learning and development opportunities we have available for our managers include enhancing their communication skills.
• Continue to explore different ways of communicating messages to ensure we reach all staff in a timely and consistent way
• Create a communication strategy for the Council to ensure our messages are joined up and we are able to share good practice when it comes to communication.

Most of you, that responded to the survey, said that you are able to access learning opportunities in your preferred language; and, in terms developing new skills, many of you told us that you are encouraged to learn and grow and that you had been given the opportunity to do so during the last year. However, it is clear from some of the responses received, that not everyone has the same experience, so moving forward we will:

• Publish our revised Learning & Development Policy that will ensure fair access for all to development opportunities.
• Launch our new learning management system that allows everyone to identify and track their own development.
• Introduce learning & development pathways for our managers and leaders, so that they have the skills and knowledge to effectively manage and develop their people.
• Make sure that our managers understand what is expected of their role to ensure staff are well managed and led e.g., undertake appraisals, effectively manage attendance
• Consolidate Health & Safety learning in the new Learning Management System, to improve compliance and monitoring.
• Complete the digital skills audit and roll out the digital skills framework that makes sure you all have the skills you need to do your job, access information and learning opportunities.
• Continue to provide development opportunities for staff that volunteer to be our Mental Health First Aiders and Health and Wellbeing Champions.

Most of you, that responded to the survey, said that your job made an important contribution to the council’s objectives, you knew what was expected of you, what your manager expected of you, and what you could expect from your manager.

Most of you also said that you had the right skills / equipment to do your work and were able to perform to the best of your ability every day. Many of you also said that someone had spoken to you about your progress in the last 12 months. However, although most people that responded agreed that they received thanks or recognition from others for doing a good job, this statement attracted the joint second lowest score.

We know from this feedback that not everyone is having the same experience, so moving forward we will:

• Work with the Heads of Service Forum to complete the development of a reward and recognition framework that ensures everyone feels appreciated for the work they do.
• Introduce our new “Behaviour Framework” making sure that everyone understands what is expected of them in line with our Core Values.
• Review our appraisal framework to ensure everyone has the opportunity to talk about their performance as well as identify any learning and development needs.
• Introduce a monitoring mechanism to ensure this important discussion, between a manager and their individual team member, is happening consistently across all services.