Every person who works for the council makes an important contribution to delivering our vision. Our staff continue to provide high quality services, and make a real difference to Newcastle, and they continue to show remarkable resilience, playing an important role in helping the council to innovate and change in the face of financial challenges. They demonstrate this commitment despite it being a difficult time for staff, with many facing uncertainty about their future, and others experiencing considerable change and new responsibilities.

They are great staff, doing great things for a great city.

We’ve seen a continual increase in employees’ satisfaction and confidence with the council as a fair employer, evidenced through our recent employee surveys, and we continue to build on our good practice.

We are committed to having an engaged workforce; ensuring that all employees have a voice and can get involved and shape the future of our services and how we deliver them. Our most recent pulse staff survey staff showed high levels of agreement with employees feeling valued, listened to and respected.

We are keen to ensure that we have a focus on values and behaviours as part of our transformation journey to 2020. This will ensure that equal weight is given to how we do things as well as being clear about what we do. We are currently working with employees to develop organisational values to ensure everyone is clear about what is expected of them as the organisation continues to change.

The Newcastle Manager Programme has been developed to equip all managers with the skills and competencies necessary for effective staff management. A package of training and support has been developed to make sure all managers have a common understanding of their role, the tools/skills to undertake it and contribute to overall staff engagement.

Everyone should understand how the work they do contributes to the success of the city and the council. This plan provides a basis for employee objective setting, review and personal development through our ‘My Conversation’ process.

Page last updated: 
17 July 2018
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