Innovation in local government is about improving the lives of the people in our
communities. Browse through our case studies to see the many innovative programmes councils are involved
in.
Castle Point Borough Council's challenge was to create effective and efficient structures as part of their organisation review. The council achieved this through using the Decision-Making Accountability (DMA) approach, as part of their organisation review and an opportunity for their employees to engage during this process.
The London Borough of Hillingdon council wants to maintain its status as a Disability Confident Leader and continue to make progress in being a more inclusive employer for people with disabilities. Using the Disability Confident framework, they are continuing to develop activities and make changes to a range of employment practices to support cultural and behavioural change in the organisation.
Essex County Council’s Strategy, Insight and Engagement (SIE) Senior Management Team participated in the Emergenetics pilot offer. Read below to find out more about the team and their experience of Emergenetics.
Warwickshire County Council’s Corporate Policy Unit participated in the Emergenetics pilot. Read below to find out about the team and their Emergenetics experience.
Cumbria County Council launched an innovative peer-to-peer reward system that resulted in more than 1,200 powerful messages of thanks being received by employees from their colleagues.
At the beginning of April 2020, North West ADASS network leads in the 23 member councils began discussing the possible mental health and wellbeing impacts of COVID-19, not just on the adult social care workforce in the council, but on those working for care providers and unpaid carers who may also be in employment.
Norfolk CC implemented a staff engagement survey with an underpinning research base, to understand the unique selling point for working in the public sector.
With the help of Mind, Oxford City Council set about improving rates of sickness absence related to stress and anxiety by better equipping line mangers and staff to understand and talk about mental health issues at work.
Richmond and Wandsworth Councils have an agreement to share the workforce and staffing structure across the two boroughs. Over the last two years, the councils have reviewed the capacity of their public health workforce to understand its strengths and weaknesses in terms of the required skills and knowledge.
The public health team at Redbridge Council used the Standards as part of their re-structure process and in managing staff performance. The team also have plans to embed the Standards across the council more widely.