Staff at Argyll and Bute Council are concerned about the security of their jobs and the increased pressure they face, a report has warned.
The document, produced for Audit Scotland by the Accounts Commission, also said that sickness absence for non-teaching staff has increased ‘significantly’ in two years.
Overall, the council was said to have had made progress since the previous report was compiled in 2015, but there remained more to be done.
The council’s chief executive has said in response that an action plan is currently being developed to allow the views of staff to be heard better.
The report said employee surveys had been carried out in 2016 and 2019 – respondents felt increasingly positive about the balance of their employment deal, but the later 2019 survey highlighted issues around communication from senior management, uncertainty over job security and recognition.
It adds: “Savings plans identify projected staff cuts in certain services each year.
“Feedback from a selection of staff that we spoke to during the audit said this was unsettling and is having an impact on the health and wellbeing of council employees.
“Staff also reported that they are concerned over job security and increased work pressures. They worry about having to take sick leave and how this will be perceived.
“Staff feedback highlighted an example of a council support service not having sufficient staff resource to provide basic service provision, adding significant pressure to those staff still in place. In response the council had to recruit additional members of staff with less experience.
“Sickness absence levels for non-teaching staff have increased significantly over the last two years.”
Pippa Milne, the council’s chief executive, said: “We welcome the report as it highlights the positive improvements we have made to date and also recognises areas where we can learn and improve.
“Argyll and Bute has faced some of the most severe budget cuts of all local authorities and unfortunately that does bring challenges across our services.
“Listening to employees and looking after their wellbeing, as we continue to deliver essential services, is a priority for the council. Since the initial survey, we have made progress in how we reach a geographically dispersed workforce and we value their ongoing feedback.
“We now have a dedicated health and wellbeing team offering support to staff and an employee counselling service if required.
“Looking at ways we can further engage with employees will form part of an action plan currently being developed.
“I am proud of our staff who continue to work hard despite funding cuts. The pandemic has demonstrated real team spirit across the organisation with services coming together to look after our communities.
“Looking ahead, we want to build on improvements and work on further opportunities to improve staff engagement.”
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