SDCT Conference Workforce Strategy for Local
Description: SDCT Conference Workforce Strategy for Local Government Finance Joanne.Pittcipfa.org 1 Copyright CIPFA 2022 protected under UK and international law War for Talent has changed Local Government finance needs a plan to state its case The
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slide1. SDCT Conference Workforce Strategy for Local Government Finance Joanne.Pitt@cipfa.org 1 Copyright © CIPFA 2022 protected under UK and international law<br>
slide2. War for Talent has changed… Local Government finance needs a plan to state its case The Ask
To collect data and views, and propose a workforce plan
The Reason
Significant challenges exist to attract and retain suitably skilled and experienced finance professionals to deal with the ever increasing acute and complex pressures facing local government finance.
Capability and capacity questions have been asked in the wake of the current focus of Local Government delivery
How we make local government finance an attractive proposition in a crowded and competitive recruitment market?
Collaboration with LGA for DLUHC Copyright © CIPFA 2022 protected under UK and international law 2<br>
slide3. Supporting the CFO role in public services Copyright © CIPFA 2022 protected under UK and international law 3<br>
slide4. The role of the CFO Copyright © CIPFA 2022 protected under UK and international law 4<br>
slide5. Absence of workforce and training plans What you told us…. 5<br>
slide6. Copyright © CIPFA 2022 protected under UK and international law 6 Retention & Recruitment Statistics<br>
slide7. Potential risks and implications Loss of confidence in the sector
Some increased technical and financial management issues
Continuity and succession challenges
Stretched roles and responsibilities
Reactive rather than proactive Copyright © CIPFA 2022 protected under UK and international law 7<br>
slide8. Proposed four themes with supporting actions<br>
slide9. Draft Example The renumeration package needs re-thinking, particularly for apprentices and young applicants, in light of the changing values and needs, at different times in their career and personal life. This includes consideration of pension options and alternative forms of benefits.
There is merit in authorities revisiting their benefits packages and considering the diverse range of options that different councils are using and including those in the workforce plan.
Further specific national marketing campaigns are required to help attract more candidates explicitly into the Accountant, Internal Audit and Business Partner roles including promotion events and marketing material<br>
slide2. War for Talent has changed… Local Government finance needs a plan to state its case The Ask
To collect data and views, and propose a workforce plan
The Reason
Significant challenges exist to attract and retain suitably skilled and experienced finance professionals to deal with the ever increasing acute and complex pressures facing local government finance.
Capability and capacity questions have been asked in the wake of the current focus of Local Government delivery
How we make local government finance an attractive proposition in a crowded and competitive recruitment market?
Collaboration with LGA for DLUHC Copyright © CIPFA 2022 protected under UK and international law 2<br>
slide3. Supporting the CFO role in public services Copyright © CIPFA 2022 protected under UK and international law 3<br>
slide4. The role of the CFO Copyright © CIPFA 2022 protected under UK and international law 4<br>
slide5. Absence of workforce and training plans What you told us…. 5<br>
slide6. Copyright © CIPFA 2022 protected under UK and international law 6 Retention & Recruitment Statistics<br>
slide7. Potential risks and implications Loss of confidence in the sector
Some increased technical and financial management issues
Continuity and succession challenges
Stretched roles and responsibilities
Reactive rather than proactive Copyright © CIPFA 2022 protected under UK and international law 7<br>
slide8. Proposed four themes with supporting actions<br>
slide9. Draft Example The renumeration package needs re-thinking, particularly for apprentices and young applicants, in light of the changing values and needs, at different times in their career and personal life. This includes consideration of pension options and alternative forms of benefits.
There is merit in authorities revisiting their benefits packages and considering the diverse range of options that different councils are using and including those in the workforce plan.
Further specific national marketing campaigns are required to help attract more candidates explicitly into the Accountant, Internal Audit and Business Partner roles including promotion events and marketing material<br>