Agenda, decisions and minutes

Apologies were received from Councillor Mathew (Councillor Owen substituting).

To approve the minutes of the meeting held on 11 February 2014                  (RC3) and to receive information arising from them.

The Minutes of the meeting held on 11 February 2014 were approved and signed.

RESOLVED:             that the public be excluded for the duration of items 5, 6 and 7 since it is likely that if they were present during that item there would be disclosure of exempt information as defined in Part I of Schedule 12A to the Local Government Act 1972 (as amended) and specified below in relation to those items and since it is considered that, in all the circumstances of the case, the public interest in maintaining the exemption outweighs the public interest in disclosing the information.

PUBLIC SUMMARY OF PROCEEDINGS HELD IN PRIVATE

This report proposes the introduction of additional spinal column points and the placing of the posts of Chief Human Resources Officer, Chief Finance Officer and Chief Legal Officer onto these from 1 April 2014 in recognition of additional duties and responsibilities undertaken due to the loss of the two Assistant Chief Executive posts.

The information contained in the report is exempt in that it falls within the following prescribed category:

1                 Information relating to any individual;

3        Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4        Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

The Remuneration Committee considered a report that proposed the introduction of additional spinal column points and the placing of the posts of Chief Human Resources Officer, Chief Finance Officer and Chief Legal Officer onto these from 1 April 2014 in recognition of additional duties and responsibilities undertaken due to the loss of the two Assistant Chief Executive posts.

The information contained in the report is exempt in that it falls within the following prescribed category:

1             Information relating to any individual;

3          Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4          Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

The Remuneration Committee agreed the proposal.

Pay arrangements for the Chief Fire Officer were excluded from the Senior Pay Review 2013 report taken by Remuneration Committee on 23 October 2013. The Chief Fire Officer undertakes a full, corporate role on the County Council Management Team and this report provides some benchmarking information which supports proposals to increase the salary of the Chief Fire Officer and that of the Deputy Chief Fire Officer.

The information contained in the report is exempt in that it falls within the following prescribed category:

1                 Information relating to any individual;

3        Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4        Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

Pay arrangements for the Chief Fire Officer were excluded from the Senior Pay Review 2013 report taken by Remuneration Committee on 23 October 2013. The Chief Fire Officer undertakes a full, corporate role on the County Council Management Team and the Remuneration Committee considered a report that provided some benchmarking information which supported proposals to increase the salary of the Chief Fire Officer and that of the Deputy Chief Fire Officer.

The information contained in the report is exempt in that it falls within the following prescribed category:

1             Information relating to any individual;

3          Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4          Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

The Remuneration Committee agreed the proposal.

This report provides feedback from the 2013/14 CCMT Performance Appraisal Review and the link to the grading structure that is in  place for the Chief Executive, Chief Officers, Deputy Chief Officers and related staff, in accordance with the County Council’s Pay Policy Statement February 2014.

The information contained in the report is exempt in that it falls within the following prescribed category:

1                 Information relating to any individual;

3        Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4        Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

The Remuneration Committee considered a report that provided feedback from the 2013/14 CCMT Performance Appraisal Review and the link to the grading structure that is in  place for the Chief Executive, Chief Officers, Deputy Chief Officers and related staff, in accordance with the County Council’s Pay Policy Statement February 2014.

The information contained in the report is exempt in that it falls within the following prescribed category:

1             Information relating to any individual;

3          Information relating to the financial or business affairs of any particular person (including the authority holding that information);

4          Information relating to any consultations or negotiations, or contemplated consultations or negotiations, in connection with any labour relations matters arising between the authority or a Minister of the Crown and employees of, or officer-holders under the authority

It is considered that in this case the public interest in maintaining the exemption outweighs the public interest in disclosing the information, in that such disclosure would be contrary to the authority’s duties as a fair employer.

The Remuneration Committee noted the appraisal review feedback and agreed the linked proposals.

ITEMS CONSIDERED AFTER THE RE-ADMITTANCE OF THE PUBLIC

The Local Authority Transparency Code 2014 is expected to come into force in Autumn 2014. The Code requires local authorities to publish a varied range of information on a variety of topics. These requirements will mean changes to the information published by the Council on senior jobs and organisational structure and on trade union facility arrangements. This report is to ensure Remuneration Committee are aware of the new requirements and are satisfied that the Council is fulfilling its obligations satisfactorily.

The Remuneration Committee is RECOMMENDED to:

(a)            note and adopt the changes to the Transparency Code; and

(b)      indicate whether they wish to comply with the optional elements of the Code.

The Local Authority Transparency Code 2014 is expected to come into force in Autumn 2014. The Code requires local authorities to publish a varied range of information on a variety of topics. These requirements will mean changes to the information published by the Council on senior jobs and organisational structure and on trade union facility arrangements. The Remuneration Committee had before them a report on the new requirements in order to ensure that they were satisfied that the Council is fulfilling its obligations satisfactorily.

During discussion Members indicated that the Council should not comply with the discretionary elements of the Code.

RESOLVED:                        to:

(a)          note and adopt the changes to the Transparency Code; and

(b)       agree not to comply with the optional elements of the Code.

Currently under the Constitution the Chief Executive and Chief Officers have the delegated authority to decide on any requests to approve extension of half sick pay (for a period not exceeding the equivalent period of half pay already received) and to grant unpaid leave up to twelve months. It is not proposed to change this arrangement.

Where requests are received which go beyond these parameters currently a report is required for Remuneration Committee approval.

The Remuneration Committee considered a report that sought approval to change this delegated authority so that in cases which seek to go beyond the delegation set down in the Constitution the decision no longer rests with Remuneration Committee but will fall to the relevant Strategic Director, Chief HR Officer and Chief Finance Officer.

RESOLVED:                        to ask the Solicitor to the Council to amend the Constitution at the next opportunity to delegate to the relevant Strategic Director, Chief HR Officer and Chief Finance Officer the authority to decide on requests from employees to extend half sick pay (for a period not exceeding the equivalent period of half pay already received) and to extend unpaid leave beyond twelve months.

The Remuneration Committee agreed to the introduction of the Oxfordshire Local Agreement (OLA) in February 2014 and this was implemented with effect from 1 April 2014 for all ex-Green Book employees, including support staff in county schools.

This report updates the Committee on the progress of the OLA and particularly refers to the position in schools and academies in Oxfordshire and the likely implications of the national pay negotiations, which are currently the subject of national disputes.

The Remuneration Committee is RECOMMENDED to:

(a)                      receive, note and comment on this report;

(b)                      adopt the Procedure for Negotiating Changes to Terms and Conditions under the OLAat Annex 3; and

(c)                      agree to review their position on the Living Wage when the national pay settlement is reached.

The Remuneration Committee agreed to the introduction of the Oxfordshire Local Agreement (OLA) in February 2014 and this was implemented with effect from 1 April 2014 for all ex-Green Book employees, including support staff in county schools.

The Remuneration Committee had before them a report that updated the Committee on the progress of the OLA and particularly referred to the position in schools and academies in Oxfordshire and the likely implications of the national pay negotiations, which are currently the subject of national disputes.

In response to questions Sue Corrigan explained that the matter would be discussed with the Schools Forum and also separately with Trades Unions as necessary. During discussion members considered the position being taken by Academy Trusts which they considered disappointing.

During consideration of the Living Wage the Committee generally was of the view that the Council should move towards the Living Wage for all employees.  

RESOLVED:                        to:

(a)                  receive, note and comment on this report;

(b)                  adopt the Procedure for Negotiating Changes to Terms and Conditions under the OLA at Annex 3; and

(c)                            agree to review the  Committee’s position on the Living Wage when the national pay settlement is reached.