Case studies

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.

Norfolk CC implemented a staff engagement survey with an underpinning research base, to understand the unique selling point for working in the public sector. 

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.

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

Faced with the challenge of rising mental health absence rates, East Sussex County Council (ESCC) wanted to understand how to pro-actively support the wellbeing of its workforce.

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.

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.

Hackney Council is the first local authority to launch salary-linked employee loans. In its first year the solution, provided by Salary Finance, has truly changed people’s lives.

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 May 2017, North Somerset Council added a new suite of financial wellbeing products to its employee benefits package. At no risk or cost to the council, they have already delivered an average saving of £1,029 for those who have taken advantage of them.