How we operate
Open and honest
We've been open about the significant financial challenges it faces, driven by less income, rising costs, and an aging population. We need to save £30 million over the next three years. Through “Our Big Budget Conversation” we continue to engage with residents, communities, businesses, and partners on their priorities - whether it is about making savings and raising more income.
We responded to the LGA Peer Review in February 2024 through the development of Corporate Improvement Framework. This is the foundation of continuous improvement that will ensure a more effective and efficient organisation.
Building relationships
We've constructive relationships with partners at a local, regional and national level. A regular calendar of partnership meetings takes place where we are the lead organisation, or a key member. These support the wider ambitions of the city in addition to delivering the Council Plan.
A key relationship is with the York and North Yorkshire Combined Authority. This relationship will enhance York’s role at a national level and has already seen funding amounting to over £18 million for all projects within York at time of writing.
The York Community Fund was launched in July 2024. This is a partnership between ourselves, Two Ridings Community Foundation, the Joseph Rowntree Foundation, York CVS and York Together collaborating to enable York people and communities to survive and thrive.
Supporting our staff
Our excellent staff are critical, without them we cannot achieve our ambitions for the city. The workforce strategy has been updated which is accompanied by a revised action plan. The strategy and action plan cover key strategic themes including:
- Leadership and Management
- Resilience and Wellbeing
- Resourcing for a strong Foundation and Equality
- Diversity and Inclusion
Actions covering staff wellbeing, training and development and recruitment and retention activity ensure that we both develop and maintain a healthy workforce but continue to be an employer of choice. The Workforce Strategy and action plan has been communicated to the wider workforce and progress is monitored by the Corporate Management team on a quarterly basis.
We've been a Dementia Friendly Employer since 2017. Refreshed communications and training information has been communicated to the workforce and an informal target of 300 employees to be signed up as Dementia Friends by March 2025 has been set.
What we plan to do over the next three months
- recruit a Head of Equity, Diversity and Inclusion
Areas of Positive Performance
Council delivery
The percentage of 4Cs Complaints responded to 'in time' was 86% in 2023 to 2024.
The percentage of Freedom of Information and Environmental Information Requests responded to 'in time' was 89% in 2023 to 2024, compared to 86% in 2023 to 2024.
