RBBC's Hybrid Working Policy has now been updated and shared with Heads of Service. The policy does not set a corporate rule on minimum office days. Instead, each Head of Service will determine and communicate the hybrid working expectations for their area based on service and resident needs. For some services, this will mean confirming existing and established hybrid practices. For others, the policy is an opportunity to review, tighten or refine expectations.

To support the rollout of the updated hybrid working approach, Heads of Service will clarify or reconfirm their service’s hybrid model, brief managers within their teams, ensure team discussions take place in the right way for their individual services, and identify any support needed from OD/HR.

Once most services have held or scheduled their team discussions, the updated hybrid working policy will be communicated more widely to staff via the Knowledge.

If you have any queries, please speak with your Head of Service in the first instance. 

• Appraisals need to be completed by the end of May, (other than in exceptional circumstances).
• Managers must discuss their proposed appraisal ratings for their team with their Head of Service before appraisal meetings. 
• Employees in their probation period will not need an appraisal, but managers should consider developing objectives with them for the coming year, for when the probation is complete.
• Salary increases (other than cost of living) would not usually apply to employees who have been promoted to a new role, or re-graded to a higher salary, and will have already had a pay increase in the last six months. If you have any queries, please speak to your HR Advisor.

Preparation for Local Government Reorganisation 

• We have been working with managers and employees to ensure that all employee data and records are up to date in preparation for the transition to East Surrey Council. This includes ensuring that all our employees have Job Descriptions (JDs) which accurately reflect their role.
• This exercise is not about re-evaluating any roles, just ensuring all employees have a JD and that it accurately captures their current role. 
• During appraisals, please check all those you are appraising have an up-to-date JD.
• A JD template and guidance are available to support these discussions. 
• If a role has been recruited to in the last four to five years, HR may be able to provide useful documents, such as the job summary. Please contact elaine.pepper@reigate-banstead.gov.uk in the first instance.
• Please also reflect on any development or training that would support employees during the LGR transition. These development conversations should already be part of the ‘looking ahead’ section of annual appraisals.
• We’ll share this information with our Learning and Organisational Development Business Manager, Martin Furminger, so we can build a central picture of the support people may need, and make sure it’s joined up across the organisation.

 Jumping the Bar

• This year, the Jumping the Bar process will be streamlined by removing the panel review process.
• Eligible applicants still need to complete an application and provide examples of how they are meeting the higher competency level of their job profile.
• Eligibility is based on:
  • having successfully completed probation
  • not having any current formal warnings – sickness, disciplinary, or capability
  • being at a bar on the pay scale
  • not being at their Maximum Progression Point
    
• Managers still need to provide a brief statement to support the team members application.
• HR will audit applications to confirm that applicants are eligible for the Jumping the Bar process, and ensure each submission includes sufficient evidence and examples to support the request. They will then provide a summary of applications to the relevant Head of Service for a final review/sign-off.
• Once Heads of Service confirm approval of applications, HR will communicate the outcome to the employee and their manager in writing and make the relevant pay changes.

For further guidance visit Appraisals and Jumping the Bar or contact human.resources@reigate-banstead.gov.uk. 

We’re approaching the final stages of the financial year. Your prompt attention to the deadlines below is essential to ensure a smooth and compliant year‑end close.

By Friday 27 March, 2pm

Complete all Period 12 journals.

Between 26 March and 1 April

BWO is available for enquiries and reports only and no transactions can be processed during this period.

From Thursday 2 April

BWO will reopen and you can start entering requisitions, sales orders and approvals, GREs for 2026/27.

By Tuesday 7 April, 2pm

Submit all outstanding estimated debtor and creditor forms to your accountant.

Elections for the shadow authorities (East and West Surrey councils) will be held on Thursday 7 May. There are certain restrictions relating to publicity that apply to all Surrey councils in the lead up to these elections, including Reigate & Banstead Borough Council. These restrictions will begin with publication of Notice of Election on Monday 23 March 2026 until Thursday 7 May 2026.

Please remind your teams to complete all their 2025-2026 mandatory training by 30 April 2026. If you haven't done so already, please log in to Learning Pool, click your TEAM tab and check:

• is your team listed correctly?
• are there any missing team members?
• are any staff listed who no longer reports to you?
• can you see each person’s REQUIRED “Outstanding mandatory modules for 2025–2026?

If you identify an incorrect team member or missing colleague, please contact Martin Furminger via MS Teams or email.

How to videos:

• How managers can find their team's required learning on Learning Pool
• How to find your outstanding learning on Learning Pool
• How to log onto Learning Pool

Data & Insight and Community Partnerships Researcher have launched a quick survey to find out how staff think about and use research in their daily work and get feedback on the Consultation Toolkit; what works and what could be improved. We still want to hear from those who haven’t used the toolkit to help improve research skills, confidence, and support across the council.

Our annual Staff Travel Survey 2026  is now live and should take around two minutes to complete. Those who complete the survey will help us understand how RBBC employees travel to work and estimate the carbon emissions linked to commuting and working from home. This year’s survey also includes three optional questions designed to help us identify the barriers that may prevent people from choosing more environmentally friendly travel options. Please encourage your teams to complete the survey before it closes on 17 April. 

If the temporary employment agreement is being extended, the manager should review the original Vacancy and Establishment Approval Form, complete the ‘extension to agreement’ section and obtain Finance and HR approval for the extension period.

There are no changes to the process of hiring temporary resource for our Waste and Recycling Team.

On 1 April 2027, RBBC will formally come to an end and become part of the new East Surrey Council. As we approach this milestone, we’re inviting all staff to share ideas on how we should celebrate and recognise the end of RBBC, and join a staff working group if they would like to get more involved. 

Ideas can be submitted via our online ideas form, on post‑it notes on our ideas boards which we’ll display at the Town Hall, Depot, and our Community Centres. We ask that managers also include discussions in upcoming team meetings to generate ideas. 

Staff who would like to get more involved in developing ideas and planning activities can join a staff working group. Those interested should email Katherine.monk@reigate-banstead.gov.uk.

The Council’s Employee Assistance Programme includes a dedicated managerial advice line. While HR can support you with managing situations and applying RBBC policies, there may be times when you prefer to speak with someone external. This could be for emotional support, to look after your wellbeing as a manager, or to gain practical tips for handling challenging or stressful situations.

The advice line is available 8am to 8pm, Monday to Friday. To access it call 0800 085 3805 or email assist@cicwellbeing.com. 

More information.