How will we measure impact
| Measuring impact | Headline KPI (what we will measure) | Baseline (2026) | Target (2029) | How it's tracked and why it matters |
|---|---|---|---|---|
| Workforce diversity | Representation of Global Majority colleagues (overall and by grade) |
City profile 34.9% (Census 2021) CCC workforce 25.6% (as at January 2026) |
Workforce representative of census data |
Annual HR data and workforce dashboards Demonstrates progress on inclusion |
| Recruitment effectiveness |
Average time to hire (advert to offer) Candidate satfisfaction |
Time to hire 73.46 days (as at January 2026 | Time to hire 40 days |
Recruitment system KPIs and surveys Helps services fill roles faster and improves candidate experience |
| Glassdoor rating 3.8 (as at April 2026) | Glassdoor rating 4.2 | |||
|
66% of candidates found application process easy or somewhat easy (January 26 recruitment survey) |
75% of candidates find the application process easy or somewhat easy | |||
|
37% of candidates rated communication as average or poor (January 2026 recruitment survey) |
Less than 20% of candidates rate communication as average or poor | |||
| Onboarding |
Induction training New starter early experience feedback |
Corporate Induction training completion 43.2% (as at December 2025) |
Increase induction training completion to 55% |
HR onboarding records Induction attendance numbers and surveys Helps new starters settle and contribute sooner |
| Retention and turnover |
Turnover rate Exit questionnaire completion rate |
13.24% Turnover rate (as at December 2025) |
10% turnover |
HR exit data Keeps skills in the Council and shows where we need to improve |
| 18.5% exit survey rate (for leavers between July and December 2025) | 30% exit survey | |||
| Engagement and wellbeing |
Staff engagement index Sickness absence rate |
49% survey completion rate (September 2025 Survey) |
Survey Completion rate 55% |
Staff surveys and HR data Supports productivity, retention and safe, sustainable working |
| Sickness Absence 13.3 per employee (as at December 2025) | Sickness Absence 8 days per employee | |||
| Learning and development |
Training completion manager mandatory training completion internal promotions/ progression |
Mandatory Training completion 78.6% (as at December 2025) | 90% mandatory training completion |
Training records and progression stats Shows investment in skills and future capability |
| Performance management |
Performance conversation / appraisal completion Quality of objectives Timeliness of casework and outcomes |
94.91% of appraisals completed in 2024 to 2025 |
95% of appraisals completed |
Appraisal records, quality audits and HR casework data Drives accountability and improves outcomes over time |
| Inclusion and belonging |
Disproportionality in key people processes including and recruitment and casework |
Employees from the Global Majority are currently proportionately overrepresented in HR casework Employees from the Global Majority are under presented Job Evaluation activity (Above statistics from November 2025 to February 2026) |
Case work/recognition proportionate to numbers of employees |
Surveys and HR data Builds a positive, supportive culture and fair outcomes |
| Pay gap reporting | Gender Pay Gap 1.6% in 2025 to 2026 | Sustain a low gender pay gap and reduce from 1.6% to ≤1.0% by 2029, maintaining year-on-year progress towards pay parity | ||
| Spire and recognition awards |
206 Spire Award nominations in 2024 to 2025 2242 Cheers for Peers in 2024 to 2025 |
240 Spire Award nominations 2580 Cheers for Peers |