Agenda and draft minutes

Venue: Room 1, Civic Centre, Silver Street, Enfield, EN1 3XA. View directions

Contact: Tariq Soomauroo 

Items
No. Item

103.

WELCOME & APOLOGIES

Minutes:

The Chair welcomed everyone to the meeting

104.

DECLARATIONS OF INTEREST

Members of the Council are invited to identify any disclosable pecuniary, other pecuniary or non-pecuniary interests relevant to items on the agenda.

Minutes:

Members and Officers of the Council are invited to identify any disclosable pecuniary, other pecuniary or non-pecuniary interests relevant to items on the agenda.

 

There were no declaration of interest

105.

EXIT PAY CAP - VERBAL REPORT

To receive a verbal update from Tony Gilling, Assistant Director, Human Resources.

Minutes:

Tony Gilling (Assistant Director Human Resources) presented a verbal update regarding the Exit Pay Cap.

 

NOTED that:

 

1.    Tony Gilling advised there has been no progression relating to the Pay Cap and could be on going for a number of months.

 

AGREED to be put back on Agenda for the next Remuneration Meeting.

 

106.

DISMISSAL PROCEDURE FOR SECTION 151 OFFICER AND MONITORING OFFICER pdf icon PDF 92 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Minutes:

RECEIVED a report regarding the Dismissal Procedure for the Council’s Monitoring Officer and section 151 Finance Officer.

 

NOTED that:

 

1.    In the last meeting held on the 20, July, 2017 the item was deferred to October to consider the guidance in the Chief Officer’s Handbook and whether the Council’s own procedures offered sufficient safeguards to these two post holders.

2.    The Chief Officer’s Handbook was reviewed and updated on the 8th August 2017. Part 3, Section 1 recognises the need to provide a degree of protection for the Council’s Monitoring Officer and section 151 Finance Officer against unwarranted political interference.

3.    It was highlighted by Tony Gilling that the new national procedure (recommendation) gives protection as it is a three step process which is fair and reasonable.

4.    The national procedure is also streamlined in comparison to the previous statutory process and complies with the Local Authorities Regulations 2015.

 

AGREED that the national dismissal procedure for Heads of Paid Service is adopted for use in circumstances where disciplinary action is being contemplated against the Monitoring Officer or Section 151 Officer.

 

107.

ENGAGING SENIOR AGENCY WORKERS pdf icon PDF 218 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Additional documents:

Minutes:

RECIVED a report regarding Engaging Senior Agency Workers.

 

NOTED that:

 

1.    It was generally recognised that steps to reducing costs for agency workers will continue to be a priority over the coming year.

2.    The Council needs a robust and rigorous process to engage agency workers that will ensure workers are only engaged where it is essential to business delivery.

3.    We will recruit to vacant posts currently covered by agency workers.

4.    Managers will review whether agency workers within their service are critical to service delivery when considering new requirements or extensions to existing workers.

5.    It is proposed to involve members in the appointment process for engaging agency workers on day rates of £450 or more to ensure member oversight in the process.

6.    One other member of the majority party should always be included within the panel, which will also include the Lead portfolio member, the lead shadow member or delegated opposition member and the relevant CMB member to be responsible for agreeing the final shortlist to invite to interview, Interview candidates and agree appointment.

 

AGREED to continue the requirement for workers on a day rate of £200 or more to be approved by the Cabinet lead for Finance and HR.

 

AGREED to approve the additional process to those named at 6 above on all interview panels for all workers on a day rate of £450.

 

108.

RE-ENGAGING STAFF WHO HAVE RECEIVED MONIES VIA A SETTLEMENT AGREEMENT pdf icon PDF 68 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Minutes:

 NOTED that:

 

1.    Given the financial challenges the Council faces it is imperative that there is no inappropriate use of public monies and any associated reputational damage.

2.    The Council Management Board in 2015 agreed restrictions for staff in receipt of a redundancy payment returning to work at the Council in any capacity e.g. established/fixed term contract, agency worker/consultant within two years of the last day of service. The redundancy policy was amended to include the provision.

3.    It is proposed to extend this provision to those staff that receive monies via a settlement agreement. However, if there is an exceptional business reason to support re-engagement this is can be approved by the Chief Executive, Director of Finance or the Assistant Director HR.

 

AGREED that settlement agreement will include the term below.

 

If you receive a redundancy payment or monies via a settlement agreement, you cannot be reengaged by Enfield Council in any capacity e.g. established/fixed term contract, agency worker/consultant, within two yearsof the last day of service unless there is an exceptional business reason to support re-engagement, approved by either the Chief Executive, Director of Finance orthe Assistant Director HR.

 

109.

NOTICE PERIODS FOR DIRECTOR LEVEL POSTS AND ABOVE - SENT TO FOLLOW pdf icon PDF 82 KB

Please note that this will be a To Follow Paper.

Sent To Follow the report of the Assistant Director Human Resources in respect of the notice period in the employment contracts for Director level positions and above.

Minutes:

RECEIVED a report on Notice Periods for Director Level posts and above.

                   

NOTED that:

1.    The Recommendation to immediately insert a six months’ notice clause for new appointments at Director Level and above was discussed. A wrong appointment could result in a 6 month pay liability, but it was acknowledged that new appointments were subject to a 6 months’ probation period which could be extended if there were concerns.

2.    The second recommendation for the Chief Executive to be delegated authority to offer existing officers at Director level and above the option of extending their notice period to 6 months.

It was confirmed that the extension notice should not restrict the council and the officer from agreeing a shorter date of leaving when it was in their mutual interests’ e.g. When there was a good succession plan in place.

3.    Tony Gilling (Assistant Director of HR) advised for these senior posts the extended notice period was not out of line with other authorities’ practise.

 

AGREED that with immediate effect, employment contracts for new appointments at Director Level and above should contain a six months’ notice clause on either side.

 

AGREED that delegated authority be given to the Chief Executive to offer existing officers at Director Level and above the opportunity to agree a change in their employment contracts to increase their notice period from three to six months on either side.

 

110.

LONDON COUNCILS COMPARATIVE PAY RATES pdf icon PDF 189 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Minutes:

RECIVED a report showing statistics for London Council Comparative Pay Rates 2016/17

 

NOTED that:

 

1.    Enfield’s position regarding comparative pay rates as the 4th largest Borough in London 2016/17 was median – Upper Quartile.

 

2.    It was also highlighted that there are differences within the London Councils in relation to number of various potions each sector holds in comparison with Enfield’s.

 

 

111.

DIRECTORS AND ASSISTANT DIRECTORS - PAR OBJECTIVES ACHIEVED 2016/17 pdf icon PDF 207 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Minutes:

RECEIVED a report regarding point scores for the Directors and Assistant Directors detailed below have been achieved.

 

NOTED that:

 

1.    In the period 2016/17 the number of Directors and Assistant Directors who went through the process were low as there were a number of temporary arrangements in place due to staff turnover.

 

2.    Number Achieving Objectives by percentage range was 50% between 90-99% and another 50% at 100% range.

 

112.

PAY APPROACHES - OPTIONS PAPER pdf icon PDF 228 KB

To receive a report from Tony Gilling, Assistant Director, Human Resources.

Minutes:

RECEIVED a briefing paper on Pay approaches.

 

NOTED that:

 

1.    The PRP scheme for HAY graded staff was thought to be overly bureaucratic, divisive and counterproductive. It is a time-consuming system for managers to process, and creates a culture of individualism to the detriment of their job. It did not encourage collaborative, partnership working. Furthermore, 14 out of 20 London Councils do not implement a PRP system as per the information from London Council’s head of HR.

 

2.    Focus groups were carried out in September 2017 to assess whether the PRP scheme was fit for purpose and the majority view was that it was not.

 

3.    A discussion ensued on alternative systems. It was agreed that the alternative needed to be simple to understand, unbureaucratic, fair and provide competitive rates. A spot salary approach was not seen as appropriate. Instead an incremental progression through experience approach with a degree of flexibility to progress at a faster rate was favoured.

 

 

 

AGREED that the PRP scheme should be replaced with effect from 1 July 2018. Detailed proposals on an alternative scheme and an implementation plan are to be drawn up by Assistant Director of HR to be discussed at the next meeting in January to consider in the spring with a view to consultation with trade unions and incorporation into the Council’s pay policy for the financial year 2018/19.

 

113.

MINUTES OF THE LAST MEETING pdf icon PDF 75 KB

To agree the minutes of the last Remuneration Committee held on 20th July 2017.

Minutes:

These were AGREED

114.

EXCLUSION OF PRESS AND PUBLIC

To consider, if necessary, passing a resolution under Section 100A(4) of the Local Government Act 1972 excluding the press and public from the meeting for the item of business listed in Part 2 of the agenda on the grounds that it will involve the likely disclosure of exempt information as defined in those paragraphs of Part 1 Schedule 12A to the Act (as amended by the Local Government (Access to Information)(Variation) Order 2006), as are listed on the agenda (Please note there is not a Part 2 agenda)

115.

DATE OF NEXT MEETING

Minutes:

The previously proposed date was not suitable for members and it was later agreed in correspondence to meet at 19.00 on 22.01.18