Case studies

Innovation in local government is about improving the lives of the people in our communities. Browse through our case studies to see the many innovative programmes councils are involved in.

If you have a case study you'd like to share here, please get in touch. Please use our case study template when submitting a case study.

COVID-19 case studies

Councils are doing remarkable work to address the challenges brought by coronavirus. Good council practice related to the COVID-19 outbreak can be found on our dedicated web hub.

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Your search returned 15 results

Getting people talking about menopause

Kirklees Council (KC) prioritises inclusion and the health and wellbeing of their people. With a high proportion of females in the workforce and almost half of those females being of average menopausal age, they recognised the impact that menopause can have on both individuals and the organisation. KC started work in 2018 to create a more supportive and inclusive environment for colleagues approaching or experiencing menopause.

Cumbria County Council - Together we can say… Thank You!

Cumbria County Council launched an innovative peer-to-peer reward system that resulted in more than 1,200 powerful messages of thanks being received by employees from their colleagues.

North West ADASS: workforce wellbeing and mental health toolkit and directories

At the beginning of April 2020, North West ADASS network leads in the 23 member councils began discussing the possible mental health and wellbeing impacts of COVID-19, not just on the adult social care workforce in the council, but on those working for care providers and unpaid carers who may also be in employment.

Norfolk County Council: Our council, our voice 2019 staff survey

Norfolk CC implemented a staff engagement survey with an underpinning research base, to understand the unique selling point for working in the public sector. 

Equipping line managers to support employee mental health at work

With the help of Mind, Oxford City Council set about improving rates of sickness absence related to stress and anxiety by better equipping line mangers and staff to understand and talk about mental health issues at work.

Workforce

Richmond and Wandsworth Councils: Using the Standards for employers of public health teams in England to inform a workforce development project

Richmond and Wandsworth Councils have an agreement to share the workforce and staffing structure across the two boroughs. Over the last two years, the councils have reviewed the capacity of their public health workforce to understand its strengths and weaknesses in terms of the required skills and knowledge.

Workforce

Redbridge Council: Using the Standards as part of a re-structure process and HR processes

The public health team at Redbridge Council used the Standards as part of their re-structure process and in managing staff performance. The team also have plans to embed the Standards across the council more widely.

Workforce

Durham County Council: Using the Standards to help inform the re-structure of a public health team

Durham County Council’s public health team went through the review and re-structure process in 2017. The team transitioned from the NHS to the council in 2013 and the review was needed to help the team be more embedded within the council.

Workforce

Liverpool City Council: The Standards for employers of public health teams in England as guidance and reflection tool

Liverpool City Council’s public health team used the Standards widely to assess, guide and support their work across the five areas covered by the Standards.

Workforce

Surrey County Council DMA case study

Surrey County Council’s new Target Operating Model sets out the principle that structures (as a default) should be with six spans and six layers. The Community Protection, Transport & Environment Directorate used the DMA process to support the intelligent application of this principle.