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Agenda Item No

 

MATTER WHICH THE CHAIRMAN HAS DECIDED IS URGENT BY REASON OF THE NEED TO COMPLY WITH THE PROVISIONS OF THE LOCALISM ACT BY 31 MARCH 2012.


The Vale of Glamorgan Council

 

CABINET MEETING: 14th March 2012

 

Report of the Cabinet Member for Human Resources & Equalities

 

Employee Pay Policy

 

Purpose of the Report

1.             To ask Cabinet to consider and endorse the Council's Pay Policy as required by the Localism Act 2011. 

Recommendations

1.             To endorse the Pay Policy as attached at "Appendix A" and refer the Policy for approval by Council at a special meeting on the 28th March 2012.

Reasons for the Recommendations

1.             To respond to the legal requirement under the Localism Act and to provide openness and accountability in how the Council rewards its staff.

Background

2.             The Council has a statutory requirement under the Localism Act 2011 to prepare a
pay policy statement. The first statement has to be approved and published by 31 March 2012. The Pay Policy will ensure compliance with this legislation.

3.             The Policy has been produced on the basis of statutory guidance and with advice from the Welsh Local Government Association.

4.             The Policy will be reviewed and updated on an annual basis in accordance with the requirements of the Act.

Relevant Issues and Options

5.             The Pay Policy has been produced in accordance with the requirements of section 38 (1) of the Localism Act 2011. The Act requires all local authorities to develop and make public their policy on all aspects of Chief Officer remuneration.

6.             Notwithstanding the above the Council has endeavoured to take a broader approach to this issue and has made reference to the pay of other relevant groups as part of the policy statement.

7.             The Policy will provide a framework for ensuring that employees are rewarded fairly and objectively, in accordance with the service needs of the Council and that there is openness and transparency in relation to the process.

8.             The Policy is now able to reflect the provisions of the Green Book/Single Status pay structure as set out in the collective agreement as signed by the unions (UNISON, GMB and UNITE) in December 2011 and as implemented on 1st March 2012.

9.             As will be noted the Pay Policy needs to be approved and published by the 31st March 2012 in order to comply with the provisions of the Localism Act.  Thereafter the Policy will be reviewed and updated on an annual basis.

Resource Implications (Financial and Employment and Climate Change, if appropriate)

10.        There are no financial implications arising from this report. Certain pay details for those paid £60,000 per annum and above are published on an annual basis as part of the Statement of Accounts.

Legal Implications (to Include Human Rights Implications)

11.        To respond to the legal requirements of the Localism Act.

Crime and Disorder Implications

12.        None.

Equal Opportunities Implications (to include Welsh Language issues)

13.        The Pay Policy will ensure openness and transparency in relation to the Council's approach to pay and reward.

Corporate/Service Objectives

14.        The new pay structure underpins service delivery and helps to protect existing services.

Policy Framework and Budget

15.        This is a matter for decision by Full Council

Consultation (including Ward Member Consultation)

16.        The Trade Unions are aware of the requirements of the Localism Act and a copy of the statement has been shared with them.

Relevant Scrutiny Committee

Corporate Resources.           

Contact Officer

Reuben Bergman, Head of Human Resources

 

Officers Consulted

Director of Legal, Public Protection and Housing

Director of Finance, ICT & Property

Head of Financial Services

 

Responsible Officer:

Sian Davies, Director of Finance, ICT & Property

 

 

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