Agenda item

To consider any questions from elected members the appropriate notice for which have been given under Section 4.18 of the Constitution.

 

(The Cabinet Members' written responses to the questions had been published in advance.)

 

(1)        Question by Councillor Gruff Williams

 

How did this Council's Cabinet reach a joint-agreement with Cyngor Môn not to make the Welsh language an objective in the new Joint Well-being Plan?

 

Reply – Leader of the Council – Councillor Dyfrig Siencyn

 

Firstly, it should be noted that the Welsh language has been a permanent priority for the Board since its establishment back in 2015.  As noted in the Board's terms of reference...'The main administrative language of the Public Services Board, orally and in writing, will be Welsh.  Every member will prepare bilingual reports.'

 

There is a statutory requirement for the Board to publish a Well-being Plan and establish well-being objectives every 5 years. This means that the new Well-being Plan (2023-28) for Gwynedd and Ynys Môn sets objectives for the next 5 years only. You will recall that this Plan was approved by this Council on 4 May last year. Three objectives were identified for the period in question, based on the outcomes of the well-being assessments completed in 2022. Whilst Well-being Objectives change over time, the Board's commitment to the prioritisation of the Welsh language is unwavering. 

 

The objectives were developed jointly with all members of the Board, and the Well-being Plan has been formally approved by all statutory members, namely Cyngor Gwynedd, Cyngor Sir Ynys Môn, Betsi Cadwaladr Health Board, Natural Resources Wales and the North Wales Fire and Rescue Authority.

 

Here is a quote from the Board's 2023/24 Delivery Plan which sets out the priority for the Welsh language and the objectives for the five years in question:

Here is our permanent priority:

The Welsh language is a permanent priority for the Board and we will promote it in all aspects of our work

Here are our Well-being Objectives for the 2023-28 period:

·        We want to work together to mitigate the impact of poverty on the well-being of our communities

·        We want to work together to prioritise the well-being and success of our children and young people to enable them to realise their full potential.

·        We want to work together to support our services and communities to shift towards Zero Net Carbon. 

We as a Board have agreed to follow the Whole System and Healthy Weight/Healthy Wales methodology as a golden thread throughout this work. 

 

Reference was made to the image published in the written response which set out the above with the Welsh language in the centre, filtering through all of the Board's work. 

 

Supplementary Question by Councillor Gruff Williams

 

Considering what you have noted, can you therefore confirm whether the Welsh language is too important to be a well-being objective, or not important enough to be a well-being objective?

 

Reply – Leader of the Council – Councillor Dyfrig Siencyn

 

The Welsh language is at the centre of everything we do in the Council and it does not fit into one specific box. I do not believe that this is a question that can be answered with a yes or a no, I will just note that the Welsh language filters through the entire Council.

 

(2)        Question from Councillor Angela Russell 

 

The late-night bus service from Pwllheli to rural areas of Llŷn has been a blessing for many people here in Dwyfor over the decades and a way for lonely people to go and socialise in town once a week. Since lockdown, this service has not been re-started.

 

I would like to ask the cabinet member what steps have been taken by the Transport Department to persuade the bus companies to re-start the late-night service from Pwllheli to Aberdaron / from Pwllheli to Nefyn?

 

Reply - Cabinet Member for the Environment, Councillor Dafydd Meurig

 

Thank you for the question and I sympathise, I also miss seeing such arrangements. On a national basis, it is a very challenging time for the bus industry for many reasons.

The costs of providing services have risen significantly, there is a premium on resources and it is difficult to generate sufficient and continuous use to make some services viable.  Unfortunately, but inevitably, this means that providing services, especially outside of core times, including at night, has become increasingly difficult which in some cases, is due to a lack of drivers to undertake the work.

The Transport Unit works closely with providers, together with other key stakeholders such as Transport for Wales and the Welsh Government, with the intention of maximizing travel opportunities and providing services that are financially and environmentally sustainable.  An extended review of the local bus services provided on behalf of the Council has been carried out. Following this work and despite the challenges and significant increase in costs, services in their new form have been commissioned and are now operating in the Caernarfon, Dyffryn Nantlle and Meirionnydd areas.  A procurement process for services in the Dwyfor area is ongoing and the focus, in the first place, is to maintain a level of provision for core purposes and at core times. 

 

Unfortunately, in some areas of Wales, there has been a significant and general reduction and rationalisation of bus services with more likely to come.  The hope is that we will be able to continue to withstand this from happening in Gwynedd.

 

The Council has no direct influence on the operation of services that bus companies choose to provide on a commercial basis.  ⁠The timetables of the services that the Council commissions are based on optimising resources in order to meet core needs, in the first place, whilst taking into account the constraints and budgetary challenges.

 

Bus networks are dynamic and subject to change. Officers will continue in their efforts to maximise travel opportunities for Gwynedd residents with the budgets and resources available. Although very unlikely in the current climate, if there was an opportunity to restore an evening service between Pwllheli and areas in Pen Llŷn then we would look positively at this.  The reasons for maintaining as many travel opportunities for as many different reasons as possible are numerous and strong but unfortunately, despite the best efforts and endeavours, it will not be possible to meet every need, want and desire.

 

Supplementary Question by Councillor Angela Russell

 

Thank you for the response. Today, we are discussing the importance of keeping the people of Gwynedd at the centre of everything we do. I wish to note that this bus used to be full.  I am pleading with you to revisit this issue since we are talking here about people's mental health due to their inability to socialise. There is a duty on us to help people. If you compare the situation of Pen Llŷn with Bangor or Caernarfon, you will see that much fewer buses run here. I ask Dafydd Meurig to revisit this.

 

Reply - Cabinet Member for the Environment, Councillor Dafydd Meurig

 

I sympathise. The Dwyfor services are currently out to tender, we will see what emerges from that process. 

 

(3)        Question by Councillor Rhys Tudur

 

I have recently come to understand that a Cemetery Committee has received notice from the Council setting out regulations for commercial waste to divide waste within the bins. Given that members of such committees operate on an unpaid basis and with elderly members/trustees and that there is a big difference between the nature of a cemetery committee activity and high street business, I wonder if this Council has a plan in place to facilitate or mitigate these requirements for them?

 

Reply - Cabinet Member for the Environment, Councillor Dafydd Meurig

 

Thank you for the question, which is a fair enough question following a change in legislation.  From April 2024, the Welsh Government's new Workplace Recycling Regulations will come into force.  All non-domestic properties will need to separate recyclables from other waste.  These new rules apply to all businesses and both the public and charitable sectors.  ⁠We have received confirmation that cemeteries fall under these Regulations as well.

 

The purpose of the Regulations is to improve the quality and quantity of commercial recyclable waste collected and separated across Wales. The property owner will be responsible for all waste on site; this includes waste produced by visitors.

 

The Council will have the right to refuse to collect the general waste if it contains recyclable waste.  The new legislation is being enforced by Natural Resources Wales, and we as a Council could be fined £500 if we are caught collecting waste containing recyclable materials.

We have raised this issue with Natural Resources Wales, but they did not anticipate that the different types of the items that are mandatory for recycling would end up in these bins. However, there is an expectation for the bin owner to make an effort to ensure that recyclable items, such as paper, plastics and metal cans are not disposed of in the general bin.  It would be sufficient and reasonable to place a sign on the bin stating that only general waste from the cemetery should be disposed of in the bin.

 

Supplementary Question by Councillor Rhys Tudur

 

Considering that the Cemetery Committee which is local to me was shocked to receive a set of regulations without any explanation, I ask whether it is possible for the Council to correspond further with Cemetery Committees and recommend what they can do to satisfy the new rules, e.g. installation of signage.

 

Reply - Cabinet Member for the Environment, Councillor Dafydd Meurig

 

I agree with what you note and I acknowledge that technical language may not be suitable in some cases.  I am happy to ask the Department to write again to the Cemetery Committees explaining exactly what they need to do and how. 

 

⁠(4)        Question by Councillor Jina Gwyrfai

 

How many posts are currently vacant in Cyngor Gwynedd Departments, and what measures are in place to ensure

·        That the public does not receive a poorer service due to a shortage of staff;

·        That current staff do not have to bear an additional burden to meet Department staffing shortfalls, creating personal stress and low morale;

·        That a strategy is in place to reduce staff turnover (including possibly looking at employment scales and job descriptions)?

 

Reply – Cabinet Member for Corporate Support, Councillor Menna

Trenholme

 

Overall, the level of staff turnover in this Council has been stable and relatively low for many years, and lower than other sectors of the economy. For example, the level was 8.5% in 2021/22 and then 8.1% in 2022/23. That said, there are variations within departments, which means that some parts of the Council are experiencing retention issues.

 

It is no easy task to reach a conclusion on the number of vacancies in such a large and complex organisation as the Council, but we do know about the main areas of work that have been experiencing problems over the past year. For example, there have been challenges in social work and caring more broadly, administration, finance and engineering. It is a matter of fact that other local authorities across Wales are experiencing the same kind of problems, and in addition to that we of course want all our staff to be able to carry out their work through the medium of Welsh. All of this poses a major challenge for the local government sector at the moment.

 

We as a Council are already taking steps to understand more about the situation and to respond. We have introduced a process of giving staff the opportunity to complete exit questionnaires and interviews, when they resign from their post. A number of departments have also taken the opportunity to review structures and job descriptions. In some situations, this has led to pay scales being changed to ensure that what is being paid reflects the level of responsibilities. For example, last year this Council approved a financial package which led to increasing the salaries of those staff who work as carers in our residential homes and in the community. We must remember of course that we have pay systems that protect us in relation to equal pay legislation, but changes can be introduced within that system.

 

It is also important to remember of course that there are all sorts of possible reasons why staff choose the Council as their employer, or otherwise leave. Those factors include the salary, but also the wider benefits package; the number of leave days for example, the robust and attractive pension scheme that is available, and the flexible working arrangements that are potential options. The responsibilities of the job, workload and work pressures can also influence individuals' decisions. We also believe that the well-being of our staff is important and this is reflected in the emphasis we as an employer have placed on that for years now.

 

There are many factors at play within this picture, and in that regard there has recently been a survey of the views of staff on the Council as their employer, titled 'Staff Voice Questionnaire'. The results have already been published among the departments, and overall it is clear that the majority of our staff see the Council as a caring employer that provides opportunities for staff to develop and puts well-being at the forefront of the agenda. That said, there are in the results a number of important messages for us to consider going forward.

 

Any recruitment and retention problems can inevitably lead to disruption to service delivery for a period of time. The financial pressures, and the potential impact on jobs, contribute to this too, of course. We are also fully aware that the goodwill of staff who give their best to deliver services cannot be taken advantage of; that is why there is such an emphasis on supporting the well-being of our staff and why it is also more important than ever to strike the right balance between doing so but also delivering the essential services to the highest possible standard for the residents of the county.

 

Supplementary Question from Councillor Jina Gwyrfai

 

Thank you for an honest answer, acknowledging that there are staffing problems and that work needs to be done.   I note that 8.1% was the average job turnover rate last year. I would like to know which Department currently has the highest staff turnover and ask what is being done to improve the situation in that Department, whilst ensuring staff well-being and services for the public?   

 

Reply – Cabinet Member for Corporate Support, Councillor Menna Trenholme

 

As noted in the response to the first question, the turnover level varies from department to department.  Up to the end of February, the departments with the highest levels were Economy and Regeneration, Corporate Support and Adults, Health and Well-being.  

 

Those department are proactively seeking to understand the reasons for the turnover percentages, and are using various techniques to attract and appoint staff.  This includes making use of the Apprenticeships and Trainee Schemes in order to plan ahead to fill the gaps in key posts.

 

We know that people move on for various personal reasons, including career development, returning to education, retirements and work contracts ending, either because the contracts are grant-funded or because they are seasonal posts. 

 

Furthermore, we are reviewing the types of long-term risks that are facing our services in relation to the staffing issues.  This analysis will form the basis to our staffing plans for years to come. The need to establish long-term staffing plans are more important than ever, in light of the financial squeeze and the impact of that on jobs. This is why the Workforce Planning Project is a priority for this Council.  

 

As a part of that project, the work of developing and raising awareness of the complete employment package is ongoing, in order to ensure that we continue to be an attractive employer for prospective candidates but also to those staff who have remained loyal to the Council for years. Although it is essential in the current climate, it appears from the recent Voice of Staff Questionnaire that the salary alone is not what matters, having a happy and caring work environment with opportunities for job and career development are also as important. Our plans encompass all of these areas. 

 

(5)        Question by Councillor Gareth Williams

 

The unannounced cuts to provision for apprenticeships are a concern for many year eleven pupils in Llŷn and Eifionydd. Given that this chipping away at the provision is far from consistent with the aspirations in the Cyngor Gwynedd Plan about giving our children and young people the best start, did Grŵp Llandrillo-Menai consult with the Council before making this change to the provision and what discussions are currently ongoing between the Council and Grŵp Llandrillo-Menai to rectify the situation?

 

Reply - Cabinet Member for Education, Councillor Beca Brown

 

Grŵp Llandrillo Menai did not consult with the Council regarding a change to the provision for apprenticeships. Nevertheless, talks have recently been held to enable the Council to understand the background and context behind the cuts.

 

In order to provide a complete answer to the question, I now refer to a response received from Aled Jones-Griffiths, Head of Coleg Meirion Dwyfor and Coleg Menai. I will not read the entire response. The first paragraph refers to the large number of apprenticeships available, which is over 1300.  It was noted that the second paragraph details the decision made between Qualifications Wales and Welsh Government and the changes that the Councillor refers to in his question.

  

I will read the rest of the response. "We recognize that the above model does not work for all learners, especially some from rural areas.
To respond to this, we intend to offer a part-time route (one day a week) in the Construction field using Further Education funding rather than apprenticeship funding for those who have already had a place with an employer.   This means that a part-time route to Construction will be available in September alongside the full-time route and both routes lead towards the new level 3 apprenticeship. 

 

The Welsh Government's final budget was announced on 27 February and therefore we did not want to make statements on our curriculum proposal until we were clear on our financial situation.  It is unfortunate that a misinterpretation of changes has taken place in the meantime and incorrect information is being put on social media without understanding the full picture.

 

There is no requirement to consult the Council as the provision that is offered above reflects the provision that has historically been available to 16-year-old pupils. It would also be useful if we were members of the Gwynedd Secondary Heads' Group so that we could keep them up to date with changes in further education.

 

In all other areas that have an apprenticeship at level 2 as an entry point, those who leave school will be able to gain entry directly from school as has always been the case.   Engineering is in this category.

 

I hope this allays the fears of the young people and parents of Llŷn. A number of parents have been discussing with us during this week and we have calmed their fears by fully explaining the situation to them.  Anyone is welcome to contact Grŵp Llandrillo Menai if they want to discuss further."

 

That is the College's response. I wish to add a response to the clause about not being a member of the Secondary Headteachers' Group.  The College does receive an invitation to the Secondary Strategic Planning Group as required and there is an opportunity for them to contact us to request to present to the Headteachers as they wish. The Department and the Schools work in partnership with the College through the Education consortium.

 

Supplementary Question by Councillor Gareth Williams

 

Thanks to the Councillor for the response. It is good to hear that this matter has been resolved in the short-term.  It would be nice to obtain assurances regarding the situation next year and the following year. Will the Education Department press for these apprenticeships to be available after this year?

 

Reply - Cabinet Member for Education, Councillor Beca Brown

 

I am happy to be involved in any talks about this and I am aware that the Education Department is very willing to discuss with the College in terms of planning for the future.  Obviously, the financial element is a discussion between the Government and the College.