Council seeks approval for its five year ‘Future of Work’ strategy

Known as the Future of Work Strategy, its aims are simple – to ensure the right number of people, with the right skills and attitudes are in the right place, at the right time, to deliver vital services for Neath Port Talbot residents.

The strategy sets out the priorities for the council’s workforce over the next five years and describes how it intends to recruit, retain, develop, motivate, engage, reward and recognise its workforce.

A report on the strategy from Head of People and Organisational Development, Sheenagh Rees, says: “It was developed over a number of months during which we listened to what’s important to our employees and managers at every level and our trade union partners.

“We also worked with Audit Wales and the Chartered Institute of Personnel and Development (CIPD) to ensure our people practices are the best they can be. A consultation in relation to the plan was launched in August 2022, and all employees have been encouraged to provide feedback, either by email to or by attending one of 10 focus group sessions.

“Face to face consultation also took place with our recognised trade unions across the council. It is critical the council retains and attracts a talented and focused workforce to bring its strategic priorities to life and ensures the organisation delivers on its well-being objectives.”

The Council has established a Future of Work delivery team to supplement the resources of the People and Organisational Development Service, the team including Human Resources, Organisational Development and Engagement professionals to help ensure the ambitions of the strategy will be realised over the course of the next three to five years.

It is important the council is seen as an attractive employer when there are lots of jobs available to those seeking work.

The council’s workforce objectives include:

  • Resourcing Neath Port Talbot.
  • Developing and retaining talent.
  • Developing the Future of Work.
  • Knowledge and skills development.
  • A safe workplace – supporting the health and wellbeing of employees.
  • An inclusive workplace – where all employees can be themselves.

The strategy will be presented to members of the council’s Cabinet on Wednesday, October 19th and will be considered for approval by the Personnel Committee on October 24th.