Agenda and draft minutes

There were no apologies for absence.

The Chair will consider the admission of any late items of urgent business. (Late items will be considered under the agenda item where they appear).

Nil.

A member with a personal interest in a matter who attends a meeting of the Authority at which the matter is considered must disclose to that meeting the existence and nature of that interest at the commencement of that consideration, or when the interest becomes apparent.

A member with a personal interest in a matter also has a prejudicial interest in that matter if the interest is one which a member of the public with knowledge of the relevant facts would reasonably regard as so significant that it is likely to prejudice the member’s judgement of the public interest.

No declarations stated.

To confirm and sign the unrestricted minutes of the meetings of the Remuneration Committee held on (i) 21 June, (ii) 31 August, and (iii) 14 November 2005. 

That the unrestricted Minutes of the meetings of the Remuneration Committee held on 21 June, 31 August , and 14 November 2005 be received and signed by the Chair as an accurate record of the proceedings.

The Head of Personnel – Mr Young highlighted for the benefit of new Members of the Committee, the role and functions of the Remuneration Committee, as detailed in the circulated report. Mr Young also explained the terms of reference of the Committee as shown and gave a brief resume of the exact meaning of each.

The Chair asked if there were any particular questions/comments.  Councillor Meehan advised that in respect of the terms of the reference for the Committee the comment stated at the footnote was incorrect as to the appointment and dismissing of senior officers. This remit fell to that of the Special Committee (K2) and the actual decision of that Committee was forwarded to Full Council for approval and not General Purposes Committee as stated.

Mr Young then briefly introduced the independent adviser to the Remuneration Committee for the previous year – Mr Penn – who was from the Local Government Employers Association and was in effect an external independent auditor of the Senior Officer appraisal process.  Mr Penn’s advising capacity was in accordance with the Terms of Reference of the Remuneration Committee and was to comment on the level of increment awarded to senior officers, including Mr Young himself.  It would be wholly inappropriate for Mr Young, in his capacity as Head of Personnel and a senior officer, to advise on the level of increments to be awarded.

Councillor Bull sought clarification as to whether it was a requirement of the Remuneration Committee to formally consider and appoint the external advisor to the Committee.  In response Mr Young advised that when the Committee had been established this had been carried, and it was entirely appropriate to reconsider this.  

Mr Penn, in reiterating his ambit, felt that it would be of use to circulate the previously considered report which recommended appointment of the external advisor to the Committee.  Mr Penn also advised that he was employed and nominated by the Local Government Employees Association as independent advisor to the Committee.   

The Chair then summarised and it was:

RESOLVED

i.                    that a report recommending the appointment of external advisers to the Remuneration Committee be brought to the next meeting of the Committee; and

ii.                  that the previously considered report which recommended appointment of the external advisor to the Committee be circulated to all Members of the Remuneration Committee.       

The Head of Personnel advised the Committee that it would be of use to have a brief explanation of how the actual appraisal scheme was applied.  Mr Young circulated copies of 5 documents that assisted officers and Members in the process of conducting appraisals and gave a brief explanation of each as follows:

·        The performance management scheme for Chief Officers – Mr Young outlined in particular the scope and purpose, the setting of performance objectives, competency framework and key tasks settings. Mr Young advised that the Committee would receive in tabulated form the results of all senior officer appraisals and recommended increments for each.  The process was currently running approx 1 month behind schedule and in the course of the next week appraisals for Directors would be carried out by the Chief Executive and appropriate Executive Member. Once this had been completed 2^nd and 3^rd tier managers would be appraised and it was hoped that the process would be completed and a special Remuneration Committee required for the latter end of July 2006.  The information submitted to that meeting would detail the results of each appraisal and the meeting of individual performance targets. The information would be circulated to the Committee prior to the meeting itself.        

·        The performance management scheme for the Chief Executive - Mr Young outlined the process which mirrored that of the process for Chief Officers and he also outlined the process of the Appraisal Panel established to consider and agree objectives with the Chief Executive following a meeting having taken place with the Leader of the Council.  In response to questions from Councillors Bull and Harris Mr Young advised that under the auspices of the LGA 2000 the panel would be constituted on a proportionate basis.  It would be necessary to agree the Membership of the Panel at the intended special meeting of the Committee.

·         The performance appraisal form – Mr Young gave a brief explanation of its contents and gave a brief explanation of Part A (Business and Corporate Targets) and Part B (Common Targets)

·        The setting of performance objectives – Mr Young gave a brief explanation of the objectives as detailed.

·        Rates of Pay – Mr Young gave a brief explanation of the rates of pay at senior level and how the system operated in terms of awarding of increments, and the overlapping of grades as shown. Mr Young gave a brief outline of what ‘consolidated and non consolidated’ increments meant and in response to questions confirmed that a consolidated allowance was a one off annual payment per year and covered overtime and other such sundry payments.

In response to questions from members Mr Young gave a brief outline for acting up arrangements and monetary payments, the process for job evaluation, which fell within the remit of this Committee to consider.  Mr Young further outlined that the process for when the Committee was in closed session would be explained at that point and the detailed information for it to consider in terms  ...  view the full minutes text for item 6.

        Nil Items

The following business is likely to be the subject of a motion to exclude the press and public from the meeting as it contains “exempt” information as defined within Section 100A of the Local Government Act 1972: Para 1 – Information relating to any individual, Para 2 Information which is likely to reveal the identity of an individual.

RESOLVED

That the press and public be excluded from the meeting as Item 6 contained exempt information as defined in section 100A of the Local Government Act 1972; namely exempt information relating to a particular employee.

To confirm and sign the exempt minutes of the meetings of the Remuneration Committee held on (i) 21 June, (ii) 31 August, and (iii)14 November 2005.

Agreed the Exempt minutes of the meetings held on 21 June 2005, 31 August 2005, and 14 November 2005.

Nil Items