Agenda item

Report to follow

Report CSD17077

Members reviewed the performance of Adecco in 2016 and for the first quarter of 2017. Adecco representatives attended the meeting for the item.

As a Managed Service Provider for temporary workers, Adecco provided the following advantages beyond those of a Neutral Vendor service:

·  a single provider for staff, managing other agencies on Bromley’s behalf;

·  providing safeguarding and CV checking facilities to ensure staff have necessary DBS checks, right to work documentation, qualifications, etc.;

·  single point of contact for managers, with the possibility of an on-site or local office based account manager;

·  staff employer for employment and tax purposes.

A Framework (MStar) had been used for the contract securing best value for money. Although Adecco mainly supplied professional administrative staff, it had secured specialist agencies to support social worker recruitment. Adecco’s performance against Key Performance Indicators (KPIs) was outlined in Report CSD17077. A letter from the Adecco Senior Account Manager detailed performance against KPIs for 2016 and Q1 2017 along with information related to future service improvements. Social and Healthcare services were the highest users of the contract.

Adecco had not met a 95-98% KPI target on fulfilling assignments in 2016 and the Chairman asked for an Improvement Plan. Reference was made to difficulties in supplying Children’s Social Care (CSC) workers and a number of initiatives were going forward with Adecco’s support. If targets are not met Adecco meet with HR and strategies are put in place. Performance was regularly monitored with a 95-98% target considered ambitious especially in relation to “hard to fill posts”. Administrative roles are easily filled but filling roles in CSC was also a difficulty faced nationally and by other boroughs hence the target for “hard to fill posts” is lower. A Member enquired how it was possible to demonstrate value for money from the contract with little detail on quality; he also asked how it was possible to judge the quality of staff provided.

The contract delivered cost savings to the Council and it was moving to the MStar2 Framework. Details of potential savings could be distributed to Members. The Director of HR had recently met with Adecco and the supply chain to increase the flow of agency staff. A number of quality CVs are received by the Council - Adecco then interview and staff are taken on. Attempts are made to permanently recruit good agency staff (including those working in CSC for six months) but it is difficult to retain them.

In view of the challenges faced in obtaining temporary CSC staff and the percentage of roles not filled in 2016 a Member asked how many vacancies that related to in order to understand the extent of the problem He also enquired of support provided to affected managers. In response it was highlighted that the position outlined related to 2016 and measures to improve matters were now provided for 2017. Dedicated support was now in place and additional resources had been provided given the number of staff needed. The speed of processing applications was also faster and barriers (to improvement) could be halted. Managers were receiving direct support. Adecco also had a social care co-ordinator. 

A Member asked whether compensation would be paid to the Council should Adecco not meet its targets. Officers would confirm the position on any financial penalties and email details to Committee Members. It was also suggested that an Improvement Plan specify when improvement on specific matters is to be expected. A further suggestion made and agreed by the Chairman was that future performance reports separately identify performance data for CSC vacancies and others. 

The Chairman recommended that the Contracts Sub-Committee perhaps look at the contract performance and report back to the Committee. The Portfolio Holder referred to the Children’s Services Update report to the Executive; there had been progressive employment for Children’s Services and L B Bromley had become an employer of choice.

Adecco were also seeking an appointment for their Accounts Manager position covering L B Bromley. In the meantime an Adecco Senior Account Manager would attend site weekly, the arrangement continuing in place until the Council was confident that improvement to processes was sustained. It was confirmed that L B Bromley was not adversely affected by the vacancy.

Members were also advised that ultimately HR’s aim was to have permanent staff (agency staff being more expensive).

RESOLVED that the report be noted.