Agenda and minutes

Members in any doubt about such declarations are advised to contact Legal or Democratic Services in advance of the meeting

There were no declarations of interest made in accordance with the Code of Conduct.

To confirm as a correct record the Minutes of the ordinary meeting of General Purposes Committee held on 5 October and the Minutes of the extraordinary meeting of General Purposes Committee held on 7 December 2021

RESOLVED:  That the Minutes of the meeting of the General Purposes Committee held on 5 October 2021 and of the extraordinary meeting held on 7 December 2021 be approved as correct records and signed by the Chairman.

The report summarises the requirements of the Localism Act and presents an updated Pay Policy Statement for 2022/23 at Annex 1.

The report of the Director of Central Services summarised the requirements of the Localism Act 2011 and presented an updated Pay Policy Statement 2022/23.  Members noted that, as there had not been any changes to the Borough Council’s remuneration policy, the substantive content of the updated Pay Policy Statement set out at Annex 1 to the report was identical to the authority’s first Pay Policy Statement adopted by the Council on 16 February 2012.

RECOMMENDED:  That the Pay Policy Statement, as set out at Annex 1 to the report, be commended to Council for adoption.

*Referred to Council 

This report asks Members to approve the process for the recruitment of Independent Persons

The report of the Director of Central Services sought approval to the process for the recruitment of Independent Persons.

RESOLVED:  That

(1)             the Monitoring Officer advertises for the recruitment of 2 Independent Persons; and

(2)             a panel, comprising the Chair and Vice-Chair of the Joint Standards Committee together with the Group Leaders, be set up to short-list and interview candidates and to make a recommendation to Council for appointment.

This report informs Members of the outcome of the annual review of the Council’s Whistleblowing Policy.

The joint report of the Director of Central Services and the Director of Finance and Transformation advised of the outcome of the annual review of the Borough Council’s Whistleblowing Policy.  A copy of the updated internal Whistleblowing Policy was attached at Annex 1 with the new Whistleblowing Procedure at Annex 2.  In addition, to align with best practice, an external policy to be made available to support those working externally who may witness wrongdoing by officers and councillors, was attached at Annex 3. 

RESOLVED:  That the Whistleblowing Policy, as attached at Annex 1, and accompanying Whistleblowing Procedure and External Procedure, as set out in Annexes 2 and 3 respectively, be approved. 

This report requests Members to consider a pay award of 2% for employees for 2022/23.

The report of the Chief Executive requested Members to consider a pay award of 2% for employees for 2022/23.  Members noted that Council employees had a term in their contracts which read ‘Salaries will be revised on 1 April each year by an amount determined by the Authority having regard to movements in the Retail Price Index, comparative pay settlements and prevailing economic conditions’ and that the Council therefore determined its own pay awards and was not tied into the national process of collective bargaining.  A supplement, circulated in advance of the meeting, provided details of a number of issues and concerns raised with UNISON by staff in respect of the increased costs and financial challenges they faced due to current economic circumstances.  Members acknowledged the value of staff and the effort that employees had continued to make during a challenging period but expressed concern that any increase in the pay award would have a detrimental effect on the Council’s ability to maintain services and could lead to redundancies. 

RESOLVED: That a 2.0% pay award, from 1 April 2022, be agreed.

This report summarises the legislative context for gender pay gap reporting, and incorporates the outcomes of the Council’s gender pay gap analysis for 2020-2021.

The report of the Director of Central Services summarised the legislative context for gender pay gap reporting and incorporated the outcomes of the Council’s gender pay gap analysis for 2020-21.

RESOLVED: That the report be received and noted.

The Chairman to move that the press and public be excluded from the remainder of the meeting during consideration of any items the publication of which would disclose exempt information.

The Chairman moved, it was seconded and

RESOLVED:  That as public discussion would disclose exempt information, the following matters be considered in private.

This report sets out for Members’ approval a number of establishment changes recommended by Management Team.  Members should note that, in accordance with adopted conventions, all of the savings/costs referred to in this report reflect the salary at the top of the scale/grade plus associated on costs.

(LGA 1972 Sch 12A Paragraph 1 – Information relating to an individual)

The report of the Director of Central Services set out for approval a number of establishment changes arising from the ongoing operational management of the Borough Council’s Services.

RESOLVED:  That

(1)             post DA0704 Printing Assistant 28.5 hours per week scale 1/2 be deleted from the Establishment with immediate effect;

(2)             post DG0502 Head Ranger 37 hours per week scale 6 be deleted from the Establishment with immediate effect;

(3)             post DG0503 Assistant Ranger 37 hours per week scale 3/4 be deleted from the Establishment with immediate effect;

(4)             post DG0599 Seasonal Ranger 37 hours per week scale 2 be deleted from the Establishment with immediate effect;

(5)             post DF0604 Fraud Officer 37 hours per week scale 4/6 be deleted from the Establishment with immediate effect;

(6)             post DF0606 Fraud/Audit Assistant 37 hours per week scale 2/4 be deleted from the Establishment with immediate effect;

(7)             post DF0998 Intelligence Officer 37 hours per week scale 2/4 be deleted from the Establishment with immediate effect;

(8)             post DF0802 Audit and Assurance Manager 18.5 hours per week M8 be deleted from the establishment with immediate effect;

(9)             post DF0804 Senior Internal Audit Officer 37 hours per week scale 6/SO be deleted from the Establishment with immediate effect;

(10)         the reduction in hours of post DJ0210 Building Control Surveyor M9 from 37 to 25 per week that came into effect on 1 July 2021 be noted;

(11)         post DF0402 37 hours per week scale 6 be re-designated from Senior Exchequer Officer (Income and Treasury) to Exchequer Officer (Income and Insurance) from 1 February 2022;

(12)         post DF0407 30 hours per week scale 6 be re-designated from Senior Exchequer Officer (Payments and Bank Transactions) to Exchequer Officer (Payments) from 1 February 2022;

(13)         post DG0110 Administrator/Cemetery Registrar 22.5 hours per week scale 3/4 be deleted with effect from 1 February 2022;

(14)         a new post of Cemetery Administration Officer 15 hours per week scale 3/4 be created with effect from 1 February 2022;

(15)         the hours of post DB0201 HR and Development Manager M6 be increased from 22.2 to 37 per week and the post be re-designated Head of HR and Development with effect from 1 April 2022;

(16)         post DB0006 Senior HR Advisor full-time M8 be deleted with effect from 1 April 2022;

(17)         a new full-time post of HR Advisor M9 be created with effect from 1 April 2022;

(18)         the full-time post DA1201 Head of Communications M7 be added to the permanent establishment with immediate effect;

(19)         post DF0404 Payroll Manager 21 hours per week scale 6/SO be deleted from the Establishment with effect from 1 February 2022;

(20)         post DF0409 Exchequer Assistant (Payments) 22.5 hours per week be deleted from the Establishment with effect from 1 February 2022;

(21)         a new post of Payroll Officer 37 hours per week scale 6 be created with effect from 1 February 2022;

(22)         post DF0412 Exchequer Assistant (Bank) 37 hours per week  ...  view the full minutes text for item GP 22/9