Agenda and draft minutes

Venue: Room 2, Civic Centre, Silver Street, Enfield, EN1 3XA. View directions

Contact: Tariq Soomauroo 

Items
No. Item

116.

WELCOME & APOLOGIES

Minutes:

The Chair welcomed everyone to the meeting

117.

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 declarations of interest

118.

EXIT PAYMENTS

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 that prior to Christmas there was an indication that there would be further consultation on the issues. However, since that date there has been no progression relating to the Pay Cap and there is a possibility that we will have to wait until after Brexit (2019) for implementation.

 

AGREED to revisit Pay Caps once decision has been made.

 

119.

NAME BLIND RECRUITMENT pdf icon PDF 210 KB

Report attached from Tony Gilling (Assistant Director, Human Resources)

Minutes:

RECEIVED a discussion paper on Name Blind Recruitment.

 

Tony Gilling advised the Council aims to introduce a ‘Name Blind’ recruitment policy for positions graded Head of Service and below in the new financial year 2018/19. The discussion paper asks the question ‘should the policy be applied to member appointments (Assistant Directors and above positions)’ and looks at the implications and challenges the introduction of such a policy faces.

 

NOTED that:

 

1.    The talent pools for Member appointment nominations are small and invariably a number of players in the market are known to the head hunters. The name blind policy would be effective when applications submitted for shortlisting are anonymised but the data which states they are currently the Director of X at Y Council would probably reveal who they are.

2.    Blind recruitment is also one of a range of measures that spans recruitment and selection, talent and progression and creating an inclusive culture. Findings from the recent culture audit indicated there is a perception that the right person does not always get the job which will need to be addressed.

3.    Enfield Council cannot afford to have the possibility of unconscious bias which reduces the talent pools applying for positions. Implementing a Name Blind recruitment policy sends out a  signal of intent which if communicated and advertised well could be an effective tool to attract a wider diverse recruitment field.

 

AGREED that Name Blind recruitment is to be applied to Member Appointments and to also anonymise the Authority they come from so that only the type (eg LBC, CC, DC, MDC) of LA is given.

 

120.

ORGANISATIONAL REVIEW pdf icon PDF 225 KB

Principles attached

Minutes:

RECEIVED the organisation design principles.

 

The Council is working to deliver its vision of making Enfield a better place to live and work. As the community leader of the People and the Place, the Council needs to be structured to ensure officers are able to translate Councillors ambitions into tangible outcomes.

 

NOTED that:

 

1.    Tony Gilling advised that the principles are in three main parts. Parts 1-3 ensures  the Council priorities are met, 4-5 how staffing is structured 6-8 details the skills and competencies required.

2.    It was noted that a draft organisation staffing structure covering the top 3 tiers will be the subject of consultation in March with a view to implementation from 1 May 2018 onwards.

3.    A comment was made regarding the budget report (2:12) in the council agenda of the “design principles”. Ian Davis (Chief Executive)  advised that  the principles have already been agreed at Cabinet and will not be submitted to Council as it is an executive decision.

4.    It was voiced there is a need to ensure appropriate controls to mitigate against risks and to test the new principles to see if they work.

5.    Agreed that the Committee endorsed the principles which would help the Council to move away from the current structures which encourage silo working.

 

121.

NATIONAL PAY AWARD FOR CHIEF EXECUTIVES AND CHIEF OFFICERS

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

 

Minutes:

NATIONAL PAY AWARD FOR CHIEF EXECUTIVES AND CHIEF OFFICERS

 

RECEIVED a verbal update from Tony Gilling (Assistant Director, Human Resources) on National Pay Awards.

 

Noted:

1.    Tony Gilling advised that scales PO2 and below have been offered a 2 year 4% increase with staff on point 19 and below receiving a higher percentage increase.

2.    The JNC (Joint National Council) for senior staff are awaiting the outcome of the NJC negotiations before they make an offer. The probability is that the offer will be also 4% over the 2 years.

3.     Trade unions will be consulting their members on possible industrial action and will feedback in mid- March.

 

 

122.

CHANGING THE APPROACH TO PAY PROGRESSION FOR HAY GRADED OFFICERS pdf icon PDF 114 KB

Update report attached

Minutes:

RECEIVED a report on changing the approach to Pay Progression for Hay Graded Officers.

 

At the Remuneration Committee meeting on 11 October 2017, the Committee

received a report detailing a review of the current performance related pay (PRP) approach to determining the pay progression for Hay graded staff. The committee agreed in principle that the existing PRP scheme should be replaced and the Assistant Director Human Resources to draft a new scheme to be referred back to the committee for a decision.

                   

 

NOTED that:

1.    A return to the incremental progression through experience model is the most appropriate model as it is seen as fair, unbureaucratic , easy to administer and supportive of the new culture.

2.    Given that the new model uncouples pay from performance, it is important that the Council has an appraisal process which is fit for purpose.

3.    Consultation is currently underway to design a new appraisal scheme.

4.    Once agreed the new scheme along with the new pay approach will be referred to the Remuneration Committee for final ratification.

 

AGREED to note the progress made, that incremental progression through experience was the right model, and to amend the pay policy for 2018/19 to reflect the changes detailed above.

 

123.

REVIEW AND ADOPTION OF A STATUTORY PAY POLICY STATEMENT pdf icon PDF 231 KB

Report attached from Tony Gilling (Assistant Director, Human Resources)

Minutes:

RECIVED a report regarding the Review & Adoption of a Statutory Pay Policy Statement

 

NOTED that:

 

1.    The Localism Act 2011 requires all Councils to review and adopt a Pay Policy Statement each financial year.  The report proposed a number of amendments to the Council’s policy agreed in 2018 for adoption in the financial year 2018/19.

 

AGREED that:

 

The proposed amendments to the policy, together with an amendment to reflect the plans for Hay staff minuted immediately above, were agreed and were referred to Full Council for ratification on 21st March 2018.

 

 

 

 

 

124.

MINUTES OF THE LAST MEETING pdf icon PDF 90 KB

To agree the minutes of the last Remuneration Committee held on 11th October 2017

Minutes:

These were AGREED

125.

DATE OF NEXT MEETING

Next meeting scheduled for 12th April 2018

Minutes:

Thursday 12th April 2018 at 5.30pm

126.

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)