Leadership and management

Leaders role model the values and behaviours that are expected across the county council and create a more positive, supportive and empowering work environment for staff.

There is stability in senior leadership.

Our leaders and staff have the confidence and support to deliver change and continuous improvement.

Develop a communication and engagement plan for local government reorganisation (LGR) and devolution which allows staff to raise concerns and ideas and incorporates two-way feedback loops.

Upskill managers and those charged with managing change to lead their teams through the significant changes associated with local government reorganisation and devolution.

Collaborate across the sector to support leaders of newly established local government entities to develop their shared vision and purpose as appropriate.

Through succession planning identify critical leadership and management roles and create talent pipelines.

There is a clear sense of purpose.

Staff feel valued and treated with integrity.

Those closest to the point of service delivery inform leadership thinking and decision making.

Staff surveys indicate staff feel they are part of a supportive team where they regularly reflect on successes and challenges enabling continuous improvements.

There is an appropriate vacancy and turnover rate.

Staff surveys indicate that ideas and opinions are valued and are used to help shape the way we work.

Staff surveys indicate that staff feel well informed about LGR and Devolution and are actively engaged in the changes affecting them.