Kingston Council is grappling with significant challenges in recruiting and retaining staff across several key departments, according to a recent report.

The Audit, Governance and Standards Committee reviewed the council's corporate risk register, which highlighted Recruitment and Retention as a significant strategic risk. The council is actively addressing difficulties in filling positions, particularly in social work, planning, IT, and procurement.

A risk matrix illustrating the likelihood and impact of various corporate risks, including financial sustainability, recruitment, and AI adoption.
A risk matrix illustrating the likelihood and impact of various corporate risks.Source: Audit, Governance and Standards Committee papers, 3 September 2026

This risk is attributed to a challenging recruitment market, both locally and nationally, with applicant desires for higher salaries and a general turnover of staff, especially among recent hires. The report also notes a potential lack of training and development initiatives contributing to retention issues.

In response, the council is implementing several mitigation strategies. These include ongoing reviews of agency worker usage, deep-dives into specific recruitment and retention challenges, and the development of a strategic workforce plan, particularly for adult social care. The council has also launched a Stronger Together cultural initiative and a Manager Framework to foster a clearer and more transparent work environment. The Stronger Together initiative has seen 2 x Stronger Together Staff Collectives delivered (Mar and July 26) and a Leadership Hub launched. The Manager Framework has been launched to set out expectations and management responsibilities to support clear and transparent culture. Success will be measured through a Staff Survey - pulse survey planned for Nov 2026 and exploration of a Manager Framework session for Place.

Further actions include the delivery of staff collectives, the launch of a Leadership Hub and a pilot mentoring program. The council is also focusing on increasing early career opportunities and local recruitment outreach to support succession planning and retention. This includes a new rotational apprenticeship scheme due to be launched Jan 2027. A Leadership Mentoring pilot has already been completed.

Despite these efforts, the risk score for recruitment and retention has remained consistent, indicating the ongoing nature of the challenge.

Risk scoring for recruitment and retention, including a risk matrix, historical scores, and risk direction.
Risk scoring for recruitment and retention.Source: Audit, Governance and Standards Committee papers, 3 September 2026

The consequences of these challenges include an insufficient number of staff to deliver services, leading to critical vacancy levels and an overload on existing employees. This can result in a drop in service standards, increased wait times, and reduced management capacity for strategic planning.

Public reports pack Thursday 03-Sep-2026 19.30 Audit Governance and Standards Committee.pdf