Meeting documents
Venue: Cabinet Room, Chiltern District Council, King George V House, King George V Road, Amersham, HP6 5AW
Contact: Jack Pearce 01895 837224; Email: jpearce@chiltern.gov.uk
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Appointment of a Co-Chairman (SBDC) To agree the appointment of Co-Chairman for SBDC which had been deferred at the previous meeting pending the election of a new Leader for SBDC. Â Minutes: It was proposed by Councillor I Darby, seconded by Councillor T Egleton and RESOLVED that Councillor N Naylor be appointed Co-Chairman of the Joint Staffing Committee for 2017/18. |
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To agree the Minutes of the Joint Staffing Committee held on 11 October 2017 and the Joint Staffing (Appointments) Sub-Committee held on 18 October 2017. Additional documents: Minutes: The minutes of the Joint Staffing Committee meeting on 11 October 2017 and the Joint Staffing Sub Committee 18 October 2017 were agreed by the Committee and signed by the Chairman as correct record. |
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Declarations of Interest Minutes: There were no declarations of interest. |
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Pay Award 2018/19 and 2019/20 for staff on the Harmonised Contract PDF 85 KB Minutes: The Committee considered a report on the proposed
pay award offer for April 2018/19 and 2019/20 for staff on harmonised contacts
below Head of Service level, whose pay was determined locally. It had been agreed
when the Collective Agreement was signed that locally determined pay would be
introduced so that the Councils had the flexibility to agree pay awards that reflected
local conditions, ensure employees were rewarded fairly, and that the Councils
attracted and retained the best staff. It was noted that UNISON’s position was
different to that set out in the officer’s report regarding whether the move to
local pay had been agreed or not. It was reported that, once an offer was
agreed by the Joint Staffing Committee (JSC), the offer would be presented to
UNISON for consideration, and kick off the pay negotiation cycle. UNISON had
stated that they would need to consult both on the move to locally determined
pay and the pay award offer. The report set out the Councils previous pay awards, as
well as the pay award offers of neighbouring authorities for 2018/19. Details
of the National Employers offer were at Appendix 1, and it was noted that the
national offer had been made as the final offer. The HR Manager advised Members
that the Chiltern and South Bucks offer mirrored the National Employers offer.
Members agreed that this was a sensible approach and therefore RESOLVED: 1. That 1A and 1B be removed
from the Pay Spines to ensure compliance with the statutory National Living
Wage. 2. That staff who are paid a spot salary equivalent to the 2016 Voluntary
Living Wage be moved to a spot salary of 1C on the Harmonised Pay Spine. 3. That a 2%
pay uplift in April 2018/19 and a 2% pay uplift in April 2019/20 be awarded. 4.
To note that the draft Council budgets for 2018/19 be amended to
reflect the additional cost, £135,600 of the proposed award. |
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Pay Policy Statement 2018/19 PDF 47 KB Minutes: Members were informed that a pay policy statement was a
technical document local authorities produced and published annually as
required by the Localism Act 2011. The Councils Pay Policy Statement 2018/19
was at Appendix 1. It was reported that the document would need to be revisited
once a pay award offer had been agreed, as the pay award would need to be
included in the statement. It was noted that the pay figure changes to the
document would not require the document to be re-submitted to the Committee, provided
that the method of determining the remuneration of chief officers to the
Councils continued as outlined in the pay policy statement. At present, there
were no proposals to change the method by which chief officers’ remuneration
was determined. Having expressed its support for the Pay Policy Statement 2018/19, the Committee
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Gender Pay Gap Reporting PDF 77 KB Minutes: Members considered a report on the Councils gender
pay gap. Information on how the Councils were addressing the gap was detailed
in Appendix 1. It was noted that there was low national reporting rate at
present, and that only 2 other district councils had reported their gender pay
gap details on the gov.uk website. Members were advised that details of the
gender pay gap would be published on the Chiltern District Council website. In response to a question as to why the Councils had a gender pay gap, it was advised that job roles were evaluated using the Hay methodology which assesses the attributes of a role and not the role holder, ensuring that men and women are paid an equal wage for doing the same job across the Councils. However, the Councils gender pay gap analysis had found that a greater proportion of men in senior roles than women and a greater proportion of women than men in lower grade roles created a gender pay gap. The Committee RESOLVED: 1. To note Councils gender pay gap and associated figures produced
to date. 2. To note the plans for reporting the Councils gender pay gap and
associated figures both within the organisation and externally. |
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Human Resources Update PDF 163 KB Minutes: The HR Manager provided an update on the following key points: · There had been an increase in leavers in the Planning Service and officers were redoubling recruitment efforts for the area. An open day for prospective candidates to learn about the roles of the various posts and the local authority planning process in general was held on 16 January 2018, which was very well attended. Another open day was due to be held on 27 January 2018. It was noted that a report on planning recruitment and retention would be brought to a future meeting of the JSC. · Sickness absence figures had decreased but were still high generally due to the number of staff on long term sickness absence. · Two new posts had been created in the Planning Policy Team to undertake economic development work in order to ensure there was sufficient focus and momentum on the Economic Development Plan. · UGR Champions had been doing lots of work around the Councils values and behaviours, and TED talk sessions had been held during lunch times which had generated a lot of interest. · The Health and Wellbeing Strategy was currently being launched. · There had been a 65% response rate to the 2017 staff survey. · A key focus for the HR Team at present was the customer experience programme that was underpinning and facilitating the current organisational changes. Members were pleased that the middle management training programme had generated a lot of interest and reported that staff on the programme had found it useful. The Committee welcomed the initiatives taken with regards to the Planning Service. RESOLVED: That the report
be noted. |
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Exclusion of the Public That under Section 100(A)(4) of the Local Government Act 1972 the
public be excluded from the meeting for the following item of business on the
grounds that it involves the likely disclosure of exempt information as defined
in Part 1 of Schedule 12A to the Act. |
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Staffing Matters Minutes: The Committee
received a report seeking authority for the Chief Executive to enter into a
settlement agreement to facilitate the termination of an employee’s contract of
employment. RESOLVED: That the Chief Executive be
authorised to enter in to a Settlement Agreement with the employee upon the
terms outlined in Option 1 of the report to facilitate termination of the
employee’s contract of employment. |