HR policies and strategies help make sure employees are treated fairly, know what is expected of them, and have the support they need at work.

Workforce Strategy

Our workforce is at the heart of our organisation, and their wellbeing and professional growth are central to our Workforce Strategy. As the world changes, we will remain agile and adapt our practices to meet the needs of our employees and the community we serve.

We are committed to creating a workplace where people feel engaged, included and empowered. By focusing on talent retention, organisational development and wellbeing, and working together across all levels, we will build a positive culture that supports our people today and prepares us for the future.

Employee Code of Conduct

Our Employee Code of Conduct sets out the standards of behaviour expected from staff when they are acting as public officials.

It is not a complete list of everything employees can and cannot do. Instead, it helps employees understand the standards they must follow, including how they should work with elected Council Members, colleagues and the public.

Competency Framework

Our competency framework shows employees the levels of performance and behaviour the Council expects.

It sets out the behaviours and skills that the council values and recognises. It also explains how we want people at Stevenage Borough Council to work.

Performance Improvement Policy

The Performance Improvement Policy helps employees deliver the best service they can and supports managers to deal with performance concerns early.

The policy is a tool to help managers support improvement and good performance. It is not mainly about giving sanctions or taking disciplinary action.

It provides a fair and consistent way to deal with performance concerns quickly.

The policy also helps protect the council, its employees, clients, the public and people who use council services from the effects of poor performance.

R.E.A.L Conversation Policy

R.E.A.L. Conversations is a rolling appraisal process which gives people regular and on-going opportunities to:

• Review and appraise their contributions
• Engage in discussing their well-being, their objectives and priorities
• Act by doing what is most needed for them and the team at that time and
• Learn through sharing any ambitions they might have or thoughts about skills and knowledge that might be useful to them now or in the future.