Summary of the staff question and answer session 16 January 2025

If you were unable to watch the question and answer session live, you can watch the session on YouTube. We have also summarised the session below. If you are a manger of staff that don't have regular access to the network you can download the summary: 

Question 1: What impact will the English Devolution white paper have on the current Lancashire Devolution deal?

Summary of response: The English Devolution white paper will have no real impact on our current Lancashire Devolution deal. Lancashire’s Devolution deal was well-positioned before the white paper was released, and the minister has recently spoken positively about Lancashire’s progress in Parliament. Our Devolution deal is progressing well, and it is important to emphasise that Devolution and local government reorganisation are separate issues. The white paper brings them together, but Devolution is about devolving powers and funding to Lancashire, not necessarily reorganising local government structures. We are already in a fast-tracked Devolution programme, and the statutory instrument to formalise the Devolution deal and combined county authorities is currently going through the Parliamentary process. The government will write to all places inviting proposals and next steps for local government reorganisation.

Q2: What work will take place to strengthen the county council’s position within the NHS on funding?

Summary of response: This is a known frustration, and conversations are ongoing with executives to resolve policy and executive issues. Staff should continue to fulfil their statutory obligations under the Care Act and the Mental Health Act. Guidance will be distributed soon, and staff drop-in sessions for health funding queries have been established. These sessions are chaired by the Continuing Healthcare and Joint Funding Managers, who are experts in this area. Staff are encouraged to attend these sessions for help with any conversations or negotiations.

Question 3: How can Project Search contribute towards inclusive recruitment practices?

Summary of response: Project Search is an internship programme for young people with learning disabilities and autism, which has been running for seven years. It helps shape and improve recruitment processes by tapping into the expertise and experience of participants. Inclusive recruitment means different things to different people, depending on their lived experiences. Project Search provides valuable insights that can help improve recruitment processes for all people who might have additional needs. The programme is part of a broader effort to create employment opportunities for all young people, and there is a need for more employers to sign up and support these initiatives.

Question 4: If a multistorey car park isn’t possible at County Hall, would it be possible to have a shuttle bus from the bus station?

Summary of response: The possibility of a multistorey car park is being considered as part of the redevelopment of the County Hall site, which is part of the Preston Station Quarter regeneration plan. This plan includes office regeneration, university research, business, and residential uses. If surface car parking is redeveloped, replacement parking will be needed, and a multistorey car park is one of the options being considered. This will be done in collaboration with the city council, Network Rail, and other partners. While there are no current proposals for a shuttle bus, it will be considered as part of the overall regeneration plans, balancing transport access, parking, sustainable environment, active travel, health policies, and financial considerations.

Question 5: How can you improve the transparency of the different leadership teams across the council?

Summary of response: Visible leadership is a key priority, and the Leading Lancashire framework aims to address leadership behaviours and visibility. The framework encourages leaders to be visible, work with teams, and visit different areas of the organisation to reduce silo working. Feedback from staff is encouraged to help improve transparency and communication. The People Panel provides a chance for staff to give feedback on issues and practices. It is important for staff to share their thoughts and suggestions to help shape visible leadership going forward.

Question 6: Is there a plan to have apprenticeship providers for the council staff?

Summary of response: Yes, there is a bank of procured apprenticeship providers. Workforce planning is essential to identify the skills needed now and in the future. The apprenticeship framework will be refreshed this year to expand provision in areas like digital skills. Staff are encouraged to work with their managers and leaders to identify the skills, capabilities, knowledge, experience, and behaviours needed in their services. This will help us to plan and provide the necessary apprenticeship opportunities.

Question 7: How will the “Better Lives for All” initiative relate to staff well-being?

Summary of response: We have a strong well-being offer, but there is a need to balance proactive and reactive approaches. The well-being offer includes support from People Services and Public Health, such as NHS health checks. We aim to help people stay well at work and support them when they have been unwell. Contributions from colleagues are valuable in shaping the well-being offer. Staff working with vulnerable individuals should follow lone working policies to ensure safety. We are committed to addressing issues such as bullying, harassment, and abuse from the public, and are exploring a zero-tolerance approach.

Question 8: What actions will the senior leadership team take to ensure they and the rest of the staff are climate and carbon literate?

Summary of response: We have already reduced our carbon footprint by 27%. The council plan includes commitments to protecting the environment and reducing emissions. Specific delivery proposals will be developed, and the environment and climate strategy will be refreshed. Carbon literacy training will be considered for relevant teams, balancing the cost of rolling it out for all staff versus those who can make the biggest difference. The environment and low carbon agenda is also part of the Devolution deal, which includes commitments to skills, transport, economic growth, and climate change.

Question 9: What influence do we have over central government legislation, particularly regarding first-class mail requirements?

Summary of response: We have good relationships with central government and national bodies representing local government. Specific issues can be raised with civil servants. To gain a better understanding of this issue – send any additional information to Laurence, for further investigation. Staff are encouraged to share ideas that could influence change at the national level. We are considering ways to provide an outlet for staff to raise ideas that could make a significant difference. Examples like the first-class mail requirement are exactly the type of small changes that can have a big impact.

Question 10: How will we update staff on the progress of savings ideas and suggestions?

Summary of response: We are developing our budget plan, and ideas from staff have influenced these plans. Ongoing engagement with staff is essential to translate ideas into action. Staff briefings and other communication methods will be used to keep staff informed. We are committed to capturing and considering all ideas, both big and small, and will provide updates through various channels, including team meetings and service managers.

Question 11: Is there a plan to provide electric vehicle charging points within staff car parks?

Summary of response: Yes, electric vehicle charging points have already been provided in some car parks across the county. We are working with government and partners to improve charging infrastructure across the county. As we review our car parks and assets, we will consider increasing electric vehicle charging points as part of the overall strategy to support the transition to low-emission vehicles.

Question 12: When will the option to contact HR via telephone be reinstated?

Summary of response: The HR telephone line has been reinstated and is open from 8:00 AM. The number was shared in the HR and payroll bulletin. Where possible, please use the service requests in the Oracle Fusion system as well. The HR team is small, so there may be peak times when response times are longer, but the team is committed to providing support.

Question 13: Can we have a mandatory short e-course on the use of Microsoft 365, data sharing practices, and Microsoft Teams?

Summary of response: This is a great idea. Training sessions on Microsoft Teams and related topics are being developed. Staff are encouraged to check the training catalogue for updates. There are also enthusiasts within the council who can share their knowledge and help colleagues learn, such as the Digital Champions. We are committed to providing training that meets the needs of staff and helps them work more efficiently.