Agenda item

Consider report by Director Education and Lifelong Learning.  (Copy attached.)

With reference to paragraph 8 of the Minute of 29 September 2022, there had been circulated copies of a report by the Acting Chief Executive providing the second formal update from the Inquiry Review Group which was established to progress the work identified following the independent investigation into the Council’s handling of concerns raised about a former Scottish Borders Council employee.  The report explained that work had continued in respect of all actions listed in the Action Plan.  Good progress had been made on a second tranche of actions from the Action Plan, as contained in Appendix 1 to the report, which were now complete as highlighted in the report.  A further update report would be brought to Council in November (relating to outcome actions 4 and 10) seeking sign off of these remaining outstanding actions and any other issues.  Members welcomed the progress made to date.

DECISION

          AGREED to:-

(a)        note the progress of the Review Group as detailed in the report;

(b)       approve the following actions from the Action Plan as being complete:

·      Action 1 (b): Create a clear reporting mechanism which demonstrates progress against all actions and changes agreed by the Review Group, and achieve sign off by Council;

·      Action 3(b): Consider the Terms of Reference for CSOG in light of the Inquiry report and its recommendations;

·     Action 6(e) and (f): Following on from actions 6 (a-d) have the Councils Disciplinary Procedure moderated by the Improvement Service. Create an implementation plan for the new Procedures, to include, training, briefing sessions and communication strategy;

·      Action 9(a) and (b): Update the Disciplinary Procedures and Guidelines to expressly articulate that conduct involving children can be determined as misconduct or gross misconduct. Procedures will be moderated against best practice. Update and disseminate information from (a) into the Council’s Managing Disciplinary Cases training course;

·      Actions 12(a) and (b): Creation of a protocol that establishes all HR disciplinary related information must be held in the HR Case Management System. Implement and train managers regarding this.  Create a process for ensuring that the rationale for Disciplinary investigation decisions is appropriately recorded in the HR Case Management system. Implement and train managers regarding this;

·      Action 12(e): Ensure there is a clear process where any referrals concerning a staff member to the CPU is by default copied to the HR Case Management System (failsafe measure).