Overview

The local government sector has traditionally grappled with high staff turnover rates and increasing demand for services. These are challenges that have persisted and even exacerbated in the current cost of living crisis. The escalating workload, coupled with the imperative for additional staff and retaining existing personnel, has magnified the staffing challenges faced by councils. Consequently, there is a pressing demand for councils to cultivate strategies that not only attract but also retain a diverse workforce that is reflective of the communities they serve. In response to these mounting challenges, local authorities must proactively embrace innovative and cost-effective approaches to recruit, retain, and foster the development of top-tier talent, in order ensure effective service delivery.

  • According to the Local Government Association (LGA) in 2023, 9 out of 10 councils are currently facing recruitment and retention difficulties
  • In 2023, the LGA also reported that 89.9% of the local council workforce were White employees
  • In 2023, 35% of the total local government workforce reported not knowing its employee disability percentages as stated by LGA in Local Government Workforce Summary Data

Join us The Local Government Workforce Event 2024: Recruiting, Retaining and Supporting Staff to learn about how local authorities are adapting to attracting talent and maintaining a strong workforce. Engage with a series of best practice case studies covering key topics inclusive recruitment, supporting wellbeing, and adapting to hybrid working. This conference will also provide the opportunity to network with colleagues working to improve recruitment and retention across local authorities.

Reasons to attend:

✔ Best practice case studies of innovative recruitment processes and attracting talent

✔Strategies and tools for retaining staff and preventing high turnover

✔Insights into creating fair and inclusive recruitment strategies and understanding the needs of minority employees

✔ Network with senior colleagues from local authorities across the country

✔ CPD (gain 8 hours of CPD points towards your yearly quota

For more information or to make a booking please call 0330 058 4285

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Agenda
  • Online Registration
  • Chair’s Opening Remarks

    Jason Wisniewski, Co-Chair, London Councils Recruitment Managers Network (Invited)

  • Keynote: An LGA Update: Developing a Better Future for Recruitment and Retention

    • Expanding apprenticeship programmes and introducing of an early career’s toolkit to support those entering the workforce
    • Collaborating with central government on shaping career pathways for social care staff to improve retention
    • Delivering round tables, virtual events and blogs to optimise engagement and performance of employees from diverse backgrounds
    • Investing in surveys and initiatives to understand and improve the employee experience of local government personnel
    • Guidance on developing and redesigning team structures, processes, and management behaviours

    Suzanne Hudson, Senior Adviser, Workforce, Local Government Association (Invited)

  • Keynote: Enhancing Recruitment and Retention Strategies Through Innovative New Methods

    • Challenging traditional recruitment by exploring alternative methods: exploring the latest trends
    • Sharing comprehensive insights and outcomes of new recruitment practices from councils across the country
    • Empowering HR staff to be front and centre of updating recruitment practices and driving positive changes
    • Tips for ensuring diversity at all levels in local councils to provide unique perspectives and strategies

    Andrew Dodman, Vice President, Public Services People Managers Association (Invited)

  • Questions and Answers Session
  • Comfort Break
  • Case Study: Strategic Approaches to Increase Recruitment Reach and Attract Top Talent

    • Using social media platforms and career fairs to strategically target young professionals with entry level vacancies
    • Implementing an advanced applicant tracking system to support managers through automation and data-driven decision making
    • Training managers on how to create a more inclusive workplace and how to develop a human-centric approach to hiring
    • Creating more robust feedback mechanisms that allow for the optimisation of recruitment strategies

    Erin Lawrence, Recruitment & Attraction Consultant, Dorset Council (Invited)

  • Case Study: Utilising Artificial Intelligence to Ensure a Diverse and Inclusive Recruitment Process

    • Employing AI to review and suggest improvements regarding potential biases, inclusive language, and phrasing in job descriptions and advert
    • Guidance on balancing the use of AI alongside human judgement to maximise its benefits and reduce staff workload
    • Introducing and implementing internal policies guiding staff on the appropriate and safe use of AI technology in recruitment
    • Ensuring continued reviews and refinements on how AI can be best used by local councils

    Clare Goodridge, Access and Inclusion Officer, Islington Council (Invited)

  • Case Study: Inclusive Entry-Level Positions: Supporting Young People from Disadvantaged Backgrounds into Local Government

    • Gaining senior leadership commitment to creating inclusive opportunities for entry-level positions
    • Strategies for streamlining process is such as onboarding and minimising manager workload during the recruitment process
    • Recognising the need for and importance of additional wrap-around support to enhance the chances of success for disadvantaged applicants
    • Defining clear routes of development and support to support employees from marginalised to progress into more senior roles
    • Collaborating with local partners and services to identify and refer young people to new inclusive entry level positions

    Daisy Bedford, Lead Pastoral Mentor, Barnsley Metropolitan Borough Council (Invited)

  • Questions and Answers Session
  • Lunch Break
  • Keynote: Establishing Wrap-Around Mental Health Support for Employees to Boost Retention and Wellbeing

    • Providing line managers with training and workshops on supporting staff mental health and wellbeing
    • Practical strategies: developing an organisation wide culture of well-being and support staff from the top down
    • Working with mental health charities to identify issues that staff may encounter and design support policies
    • Utilising data-driven targeted support to better understand who may need extra support and develop bespoke solutions

    Jonathan Owen, Chief Executive, National Association of Local Councils (Invited)

  • Case Study: A Spotlight on Menopause: Improving Workforce Wellbeing though Menopause-Friendly Policies and Practices

    • Conducting comprehensive reviews, involving staff and managers through questionnaires to identify gaps in menopause support
    • Ensuring staff are aware of the support available for those experiencing the menopause and how it can be accessed
    • Engaging senior leadership: obtaining buy-in and facilitating open discussions about personal experiences to encourage leadership advocacy
    • Destigmatising the menopause through discussions and workshops to provide platforms for staff and managers to share concerns

    Helen Wilkinson, Employee Support Officer, Lancashire County (Invited)

  • Questions and Answers
  • Breakout Networking: Employing the Use of Data to Measure Turnover and Retention

    This session will provide you with the opportunity to discuss the main challenges you face in turnover and retention in your local council. Share your examples where you have been effectively able to use to guide decision making.

  • Comfort Break

  • Case Study: Optimising Financial Well-Being: Employee Centric Strategies to Support Staff with Cost-of-Living

    • Prioritising an employee centred approach for holistic financial well-being benefiting both workforce satisfaction and employee retention
    • Insights into the salary sacrifice framework: aiding cost savings for the council while supporting staff financial planning
    • Enhancing the level of financial education and support for staff concerning retirement planning, pensions and savings
    • Tips for ensuring that the framework is cost effective and accessible

    Lara Creamer, HR Manager, Portsmouth City Council (Invited)

  • Case Study: A New Norm: Adapting to Hybrid Working Through a Virtual Work Placement Programme

    • Facilitating hybrid working placement opportunities to provide insights into organisational structure, work culture and services provided
    • Providing access to online learning courses to enhance participants’ skills and knowledge during virtual work placements
    • Allowing employees to explore career options within the council without having to apply for a singular role
    • Ensuring that the placement programme mirrors the way employees operate including increase remote work and flexibility reflecting hybrid working

    David Drewry, Adviser, Local Government Association (Invited)

  • Questions and Answers

  • Chair’s Summary and Close

    *Programme subject to change

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Who Should Attend

Who Should Attend?

This Conference is open to Public, Private and Third Sectors. Delegates who will have an interest in this event will be personnel and senior staff working in local government

For more information or to make a booking please call 0330 058 4285

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Sponsorship

We are now taking bookings for our wide range of sponsorship and exhibition packages; we also offer bespoke packages tailored for your organisation.

Why Sponsor and Exhibit at this event:

 Network with key decision makers
 Meet your target audience in the Sector
 Listen and Learn from leading industry experts across the Sector
 Opportunity to demonstrate your products or services
 Speak alongside industry leading experts
 Work with your dedicated account manager to generate the maximum amount of leads

Exhibition and Sponsorship Packages:


Strategic Headline Sponsor:

  • 20-minute speaking slot followed by Q&A
  • 3x2m Exhibition Space (In the Refreshments and Catering room)
  • Pre show marketing email to all registered delegates
  • Post show inclusion on presentation email
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • A4 Insert or A4 Chair Drop
  • 5 Delegate Conference Passes
  • 1 Speaker Pass

Key Supporter Package:

  • 20-minute speaking slot followed by Q&A
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • A4 Insert or Chair Drop
  • 1 Speaker Pass
  • 2 Delegate Conference Passes

Exhibition Stand:

  • 3x2m Exhibition Space (In the Refreshments and Catering room)
  • Power, Wifi, Table and 2 Chairs (If required)
  • Branding on Website and Event Guide (Logo and 100 Word Profile)
  • 2 Delegate Conference Passes
  • 1 Stand Manager Pass

Insert or Chair Drop:

  • 1 Delegate Conference Pass
  • A4 insert into delegate pack or A4 Chair Drop

For more information or to discuss your requirements, please contact the team on 0330 0584 285, or sponsorship@governmentevents.co.uk or complete our enquiry form and we will contact you.

Pricing
  • Public Sector Rate: : £449.00 +VAT+VAT
  • Voluntary Sector Rate:: £379.00 +VAT+VAT
  • Private Sector Rate:: £649.00 +VAT+VAT

Conference
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