A skilled and professional workforce
Commitment 28
Review recruitment, training and performance management
Lead
Human Resources.
Our progress
Oracle is our new HR system used for recruitment. We conducted a comprehensive review in preparation for the launch of Oracle.
As part of this, the resourcing team has revised their strategy, in consultation with staff, basing it around three key pillars: 'Faster, Fairer, Safer'.
Next steps
In April 2025, our new safer hiring protocols were launched alongside K&C Oracle, which include new pre-employment checks. We are running sessions to support managers with these changes.
Performance management is also completed in the new system, which will allow better reporting.
When this will happen
Our aim is to create a recruitment process that is inclusive, sustainable, and capable of building a stronger, more resilient workforce while reducing hiring risk. This work will be completed by March 2026.
Commitment 29
Track staff qualifications and training with new systems
Lead
Human Resources.
Our progress
New Oracle system went live in April 2025.
Next steps
K&C Oracle will allow us to run reports on qualifications held and training carry out by employees. Going forward, details of these will be added at the recruitment stage.
When this will happen
In September 2025, we will launch a campaign to encourage existing employees to add their information into Oracle. A review of this campaign is scheduled for December 2025.
Commitment 30
Give residents meaningful role in shaping workforce
Lead
Human Resources.
Our progress
Our Recruitment Team has successfully expanded resident involvement in our recruitment processes beyond Housing Services, to include other council services. A dedicated pool of trained resident assessors has been established.
We have made significant progress in co-designing the Workforce Development Strategy with residents, including the development of core competency frameworks.
We have co-designed service standards with residents. These have been delivered and have been promoted since 2022.
Next steps
Resident Panel interviews will continue to be conducted face-to-face. The interviews will be tailored to the role’s level of direct involvement with residents.
We will further develop and refine our complaint and compliment processes to effectively capture staff performance feedback.
When this will happen
Our annual recruitment and training for the resident assessor pool will take place each autumn.
We will integrate staff performance feedback within the complaint and compliment process. This is scheduled for completion by Autumn 2026.
The launch of the co-designed Workforce Development Strategy is planned for winter 2026/27.
From September 2025, Human Resources will work with the new People Committee to seek feedback and develop our way forward.
Commitment 31: Ensure senior management oversight of workforce development
Lead
Human Resources.
Our progress
RBKC has set out a People Plan to focus on four key pillars:
- skills and development
- teamwork and collaboration
- health and wellbeing
- equality, diversity and inclusion
These pillars will ensure effective management and oversight of our workforce and support us in our mission of becoming the best council.
The Inquiry commitments are being added into the work on the People Plan. Workforce development is an ongoing focus for senior managers at the council, with Human Resources providing support.
Next steps
The launch of Oracle will allow us to gather better insights to workforce skills and to further strengthen our workforce. We will use monthly reports from Oracle to enable regular review.
When this will happen
We promise to meet all actions in the People Plan by 2027. Our year three priorities, which are to be delivered by May 2026 include:
- continue to invest in our apprenticeship programmes for local residents and our residents
- review adoption of our new Values and Behaviours toolkit to better support our residents
- continue to develop our managers recognising their essential role
- following feedback from the recent EQIA audit, ensure all staff have updated their demographic data and completed equality awareness sessions
Human Resources will work with the new People Committee which will commence in September to seek feedback on proposals as they develop.