06 Oct 2025 – Neath Port Talbot Council leveraged the CIPD’s People Impact Tool as part of their ongoing commitment to improvement.
Background
Neath Port Talbot Council (NPT) leveraged the CIPD’s People Impact Tool as part of their ongoing commitment to improvement. First implemented in Spring 2022 and revisited in early 2025, the tool has played a pivotal role in benchmarking performance, identifying areas for development, and ensuring service improvements are aligned with the council’s ambitious strategic goals.
Identifying the need for change
In 2022, the council needed assurance that its HR service could effectively support the organisation’s new strategic plan as it emerged from the COVID-19 pandemic. The council wanted to benchmark its HR function against others in the sector in order to better understand its strengths, and identify areas for targeted improvements. The People Impact Tool was chosen as a structured and evidence-based approach to achieve this.
Building engagement and securing buy-In
For the People Impact Tool to be effective, there needed to be a proactive engagement strategy. The HR team began by securing the support of the Chief Executive and ensuring SLT understood the purpose and value of the tool.
Trade union colleagues were also brought into the conversation early, fostering transparency and trust.
Internal communications, including the council’s weekly Sway and monthly newsletter, were used to raise awareness and encourage participation from employees. The most recent 2025 survey captured feedback from 170 respondents across the council.
Insights for the HR service
The results from 2022 provided valuable insights. One of the most encouraging findings was the alignment between the self-perception of HR colleagues and the views of leaders and managers, indicating a shared and realistic understanding of the HR function’s value.
When NPT decided to repeat the survey in 2025, the council was particularly pleased to see that areas identified for improvement in 2022 (‘employee experience’, ‘talent management’, and ‘reward’) showed significant progress. These areas now benchmark higher than the public sector comparison group, reflecting the council’s commitment to continuous improvement and showcasing the ability of the People Impact Tool to drive progress in the areas most needed.
The wider impact
The insights gained from the People Impact Tool have directly informed the council’s development plan for the HR team as well as feeding into the Strategic Workforce Delivery Plan.
Following the 2022 results, the council has worked with CIPD to enhance skillsets in key areas such as Organisational Design and Development, People Data Analytics, Talent Management, and Reward and Recognition. These targeted interventions have strengthened HR team capabilities both individually and collectively.
The 2025 results are now being reviewed, and NPT will continue to work collaboratively to implement interventions based on this latest feedback and in line with the council’s current priorities.
Positive feedback and recognition
Feedback from staff and leaders has been overwhelmingly positive. The ability to benchmark performance and demonstrate a clear commitment to service improvement has enhanced the credibility of the HR function. The council’s transparent approach to using the tool and acting on its findings has fostered a culture of trust and continuous learning.
A model for others
NPT’s experience with the People Impact Tool serves as a compelling example for other local authorities. The council strongly recommends the tool for its benchmarking capabilities and the actionable insights it provides.
Conclusion
By embedding the People Impact Tool into its strategic planning and development processes, Neath Port Talbot Council has significantly enhanced the effectiveness and credibility of its HR service. The tool fosters a culture of continuous improvement, and positions the HR team as a key enabler of organisational success.
CIPD comments
CIPD are proud to see Neath Port Talbot Council using our People Impact (PI) Tool not just as a one-off diagnostic, but as a catalyst for sustained improvement and strategic alignment. Their commitment to running the tool for a second time demonstrates maturity in how they approach evidence-based people practice, and the results speak volumes.
Since their first use of the PI Tool in 2022, NPT has seen a notable uplift across all measurable areas, with strong scores above comparison data. Not only does this reflect meaningful internal progress, but it also sets a powerful example for other local authorities looking to understand and enhance the contribution of their people function.
What stands out is the consistency of progress across both capability and impact measures. The uplift in future readiness, in particular, points to a people strategy that isn’t just reactive, but proactively gearing up to meet the emerging demands of the local government workforce, whether that’s supporting digital transformation, improving talent pipelines, or addressing retention in a competitive labour market.
Neath Port Talbot’s story is a powerful reminder of what’s possible when people professionals embed listening, data, and strategic alignment into their DNA. As the challenges facing the public sector evolve, so too must the capabilities and confidence of the people function. NPT has shown what good looks like, and we’re excited to continue supporting them on the journey.
Source : Local Government Association
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