Resourcing and talent

We are able to attract, recruit and retain the staff we need to deliver public services for the residents of West Sussex.

We are able to recruit and retain permanent leaders and managers.

The county council has a strong reputation as an employer externally.

We recruit and retain staff and leaders who share our beliefs and values.

Refresh our recruitment materials to emphasise progression, benefits and hybrid working.

Continue to develop our employer branding strategy aligned with organisational values and future workforce needs.

Develop an early-careers strategy to enhance our appeal to younger workers.

Ongoing monitoring and horizon scanning of external recruitment and retention risks.

Equip our staff to perform in the best way possible in selection processes linked to Local Government Reorganisation (LGR).

Collect and utilise EDI data to identify areas for focus across our workforce, as well as under-represented characteristics so our workforce is representative of our community.

Ensure we consider resourcing, capacity and capability requirements in the plans for LGR and devolution.

Staff experiences inform actions to improve retention and staff are supported to develop their skills over the long term.

Sufficient staff are employed with the values and skills required to deliver the best possible service level to residents and communities.

Senior management positions are filled by permanent West Sussex County Council employees and there is low turnover in these roles.

Number of new apprentice starters over the past 12 months.

The turnover of employees on a permanent contract is at a healthy level.