Case studies

Tower Hamlets Council faced the challenge of an ageing workforce and was eager to attract younger talent. They identified the T Level programme, as a valuable tool for supporting succession planning.

To support the Senior Leadership Team’s development we engaged with the LGA’s Emergenetic’s pilot which was used to help the team understand each others’ thinking and behaviour styles and which will be used to inform further development opportunities as we embark on a further period of change.

This case study outlines plans and initiatives set out and used by Tameside MBC to grow and develop a workforce that is adept at being responsive to the diverse needs of Tameside residents.

When the contract to supply temporary staff came up for renewal, Luton Borough Council reviewed the existing approach against three priorities – ability to: generate additional savings, reinvest savings in council services, and to strengthen the permanent workforce.

Dorset Council has begun a transformation of our recruitment. Our aim was to improve candidate connections, foster inclusivity, embrace technology and use data-driven decision making. This innovative approach has proven to enhance recruitment effectiveness, with measurable results, offering valuable and transferable insights for other local authorities.

In this case study we hear from Theresa Hodgkinson, Chief Executive, at Ashfield District Council. Working with the LGA, Ashfield utilised the DMA review to develop their organisational structures.

Nottinghamshire County Council created a virtual work placement programme aimed to engage the future workforce, while reflecting the hybrid working of the current employees. 

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.