Agenda and draft minutes

Remuneration Committee
Thursday, 12th April, 2018 5.30 pm

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

Contact: Tariq Soomauroo 

Items
No. Item

127.

WELCOME & APOLOGIES

Minutes:

The Chair welcomed everyone to the meeting

128.

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

129.

MINUTES OF THE LAST MEETING pdf icon PDF 84 KB

To agree the minutes of the last Remuneration Committee held on 20th February 2018.

Minutes:

These were AGREED

130.

GENDER PAY GAP REPORT pdf icon PDF 361 KB

Julie Mimnagh (Head of Human Resources Operations) to present the Gender Pay Gap Report

Minutes:

RECEIVED a report on the 2017 Gender Pay Gap. Julie Mimnagh (Head of Human Resources Operations) went through the report.

In 2017, the Government introduced new regulations requiring all employers in Great Britain with more than 250 staff to publish calculations annually showing the pay gap between their male and female employees.  The gender pay gap is the difference between the average earnings of all men and women.  The following calculations are required to fulfil the organisation’s statutory responsibilities:

·         Gender pay gap (mean and median averages)

·         Gender bonus gap (mean and median averages)

·         Proportion of men and women receiving bonuses

·         Proportion of men and women in each quartile of the organisation’s pay structure

NOTED that:

1.    Based on Salary data March 17 (published on Enfield Website) statistics show 6.4% (Mean hourly rate) in favor of men, 1.5% (Median hourly rate) in favor of men.

2.    Julie Mimnagh advised that there are initiatives in place such as blind recruitment, compulsory diverse recruitment panels and establishing a women’s network group to develop further ideas.

3.    Enfield sitting just below the middle in comparison to other London Boroughs with 10.5% showing women on the top end of the chart and 15% showing men on the bottom

4.    Senior recruitments this year are expected to have a positive impact on the statistics for 2018

5.    Private sector is still significantly higher at 25%+ with regards to pay gaps.

6.    James Rolfe (Executive Director of Finance, Resources & Customer Services) to circulate Enfield Norse statistics. Next year it is expected that IWE will also need to report.

.

 

131.

NATIONAL PAY AWARD

Tony Gilling (Assistant Director of HR) to provide a verbal update

Minutes:

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

 

NOTED that:

 

1.    The unions have now agreed to the employers NJC national 2 year pay offer of 2% p.a. bottom loaded.

2.    The London employers will meet on 24 April to agree whether the national pay rates should be applied to the London scales.

3.    JNC (Joint National Council) which governs Enfield salaries MM1 and above, has offered a 1 year 1% increase.

4.    The senior leaders’ association, ALACE, have rejected this and voiced their disappointment.

 

132.

NEW APPRAISAL PROCESS pdf icon PDF 220 KB

(TO FOLLOW)

Additional documents:

Minutes:

NEW APPRAISAL PROCESS

 

 

RECEIVED a report regarding the new appraisal process, Tony Gilling (Assistant Director of Human Resources) went through the report.

 

NEW APPRAISAL PROCESS

 

RECEIVED a report regarding the new appraisal process, Tony Gilling (Assistant Director of Human Resources) went through the report.

 

Noted that:

 

1.    The new draft appraisal process has been drafted in response to the challenges made against the existing scheme which is seen as overly bureaucratic and not in line with the new culture.

2.    The new process focusses more on regular one to ones and the development of staff. It also links the achievement of objectives with the behaviours required in the new culture.

3.    Concerns were raised at full Council that the proposals to decouple pay from performance as a result of the replacement of the PRP scheme for Hay graded staff will mean that staff who are not performing will be rewarded. To ensure that this is not an issue, point 6 in the procedure highlights the conditions of service provisions which give line managers the discretion to withhold the payment of an increment if performance is unsatisfactory.

4.    The Committee felt that it might be better to refer in this context to performance which was ‘less than satisfactory’

5.    It was noted that where a line manager exercises discretion under 3 above, there is a right of appeal.

 

AGREED that:

 

1.    The Committee supported the planned arrangements.

 

2.    A tick box to be included in the appraisal sheet for managers to confirm performance is satisfactory.

 

133.

CHANGING THE APPROACH TO PAY PROGRESSION FOR HAY GRADED STAFF pdf icon PDF 220 KB

(TO FOLLOW)

Minutes:

RECEIVED a report regarding changing the Approach to Pay Progression for Hay Graded Officers, Tony Gilling (Assistant Director of Human Resources) went through the report.

 

NOTED that

 

1.    Ian Davis (Chief Executive) advised that he would like the Chief Executive proposed grades to be split over 6 increment points rather than 5 proposed in the new grades (Appendix 2)

2.    It was highlighted that consultation has started with the trade unions on the details and how the new approach will be implemented. The trade unions were looking for the re-introduction of a formal flexi leave scheme but management believe that this is not necessary as there are flexibilities afforded by flexible and remote working.

3.    The new approach will be introduced from 1 July 2018 onwards with the first increments payable on 1 July 2019.

4.    The agreed pay policy states that new staff will start on the bottom point unless there is a business reason to do otherwise eg the new starter is coming from a comparable position which is paid at a higher rate of pay.

 

AGREED that

 

1.    The Committee supported the planned arrangements.

 

2.    Tony Gilling to check the wording in the Pay Policy referred to Full Council in March to ascertain whether the agreed changes need to be referred back for a final decision.

 

POST MEETING NOTE

 

Upon examination it has been determined that the wording in this years’ pay policy is sufficient to cover the change and therefore the issue does not have to be referred back to Full Council for this municipal year.

 

134.

NEW DIRECTOR POSTS

(TO FOLLOW)

Minutes:

RECEIVED a tabled report regarding the new proposed Director posts. Tony Gilling (Assistant Director of Human Resources) went through the report.

 

NOTED that

 

1.    Consultation has now finished and the Chief Executive will meet with the Directors and Assistant Directors on 13 April to feedback.

2.    The number of posts will reduce from 20 to 15 by 1 April 2019.

3.    Noted the change of point grades and the eventual deletion of the Assistant Director grade.

4.    The new Director posts will have wider portfolios and will create more strategic capacity at the top of the organisation.

5.    Some posts will be externally advertised. The members appointments process will apply to any post where the duties are not substantially the same as an existing post.

 

AGREED

 

1.    The Committee supported the planned arrangements and the Chief Executive would now proceed with the implementation of the proposed structure.

 

135.

DATE OF NEXT MEETING

Next meeting scheduled for 18th July 2018

Minutes:

Date to be confirmed after Annual Council 23rd May 2018

136.

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)