Issue - meetings

This report provides an update on progress against the Learning and Development Strategy and associated Action Plan during 2025/26.

Discussion

The Learning and Development Manager presented the report which provided an update on progress against the learning and development strategy and associated action plan during 2025/26. Significant progress had been made in strengthening employee development opportunities and learning governance. Key achievements included the review of the Medway College of Social Care, the introduction of a council-wide learning needs analysis process, and the development of new learning resources to support managers. The report also outlined priorities for 2026/27, including the rollout of leadership development programmes, mentoring arrangements and enhanced workforce analytics.

Learning and development priorities - In response to a question about how learning and development priorities were identified to ensure they aligned with organisational objectives, the Learning and Development Manager explained that it was guided by the Career Progression Framework, which set out expectations across Levels A, B and C. Apprenticeships were considered the first option for development opportunities, in line with council policy and strategy. Training requests were assessed against organisational priorities, including statutory, mandatory and legislative requirements, before any additional budget was allocated.

Funding - In response to questions addressing the loss of the apprenticeship levy funding, particularly for higher levels the Learning and Development Manager advised that other options were being explored with training providers. There would be a budgetary impact, but work was ongoing to maximise available resources and identify sustainable alternatives. Such as externally accredited leadership training.

It was confirmed that statutory and mandatory training took priority, followed by development aligned to career progression frameworks and professional requirements.

Stress - It was queried why, when there were a number of staff sickness absence rates associated with stress and anxiety, there had been little take up of the Managing Your Own Stress Levels course on offer. The Chief Organisational Culture Officer advised that those courses were not mandatory. It was also pointed out that there was no data on what other resources those staff may have accessed for assistance, however it could be looked at for possible signposting.

Members noted the Joint Consultative Committee comments from the earlier meeting.

Decision

a)       The Employment Matters Committee noted the key achievements of the Learning and Development Action Plan in 2025/26 set out in section 4 of the report.

b)       The Employment Matters Committee noted the proposed key actions in the learning and development strategy and timescales for delivery for 2026/27.