Agenda, decisions and minutes

Venue: Council Chamber - County Hall, New Road, Oxford OX1 1ND. View directions

Contact: Deborah Miller  Tel: 0792 0084239 ; Email;  deborah.miller@oxfordshire.gov.uk

Link: video link: https://oxon.cc/RC13012022

Items
No. Item

7/22

Apologies for Absence and Temporary Appointments

Minutes:

Apologies were received from Cllr Liz Leffman (Chair), Cllr Eddie Reeves and Cllr Alison Rooke with Cllr Andy Graham attending as substitute

 

 

 

 

 

8/22

Minutes pdf icon PDF 350 KB

To approve the minutes of the meeting held on  26 July 2021 (RC3) and to receive information arising from them.

Minutes:

The minutes of the meeting held on 26 July 2021 were approved and signed as a correct record with an amendment to state Cllr Graham’s appointment to Oxfordshire Museums

9/22

Gender Pay Gap pdf icon PDF 184 KB

This report gives an overview of Oxfordshire County Council's Gender Pay Gap which is required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

 

The Remuneration Committee is RECOMMENDED to:

 

·         Receive the report

·         Recommend the Gender Pay Gap report for 2021 for approval by full council.

 

 

Additional documents:

Minutes:

The Director of Human Resources presented the report and answered a number of questions concerning the statistics.  She emphasised that the pay gap was well below that of the public sector nationally.  She referred, in particular, to the work being done on inclusion initiatives, concentrating on those in the lowest pay quartile. 

 

Members noted that there had been a decrease in the pay gap, year on year, since 2018 and referred to the importance of apprenticeships in providing opportunities for career progression into higher paid roles within the authority.

 

RESOLVED to

 

(1)  receive the report

 

(2)  recommend the report for approval by the Council

10/22

Pay Policy Statement

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

 

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 distort the proper process of free negotiations between the authority with another party for the purposes described and would prejudice the position of the authority in those negotiations and other negotiations of a similar nature in future.

 

Report by the Director of Human Resources

 

This report gives an overview of the Pay Policy Statement which is required under The Localism Act 2011

 

The Remuneration Committee is RECOMMENDED to:

 

·         Receive the report

·         Recommend the 2022/23 Pay Policy Statement prior to progression to Full Council for approval.

 

Additional documents:

Minutes:

RESOLVED: That the public be excluded for the duration of items RC12 since it was likely that if they were present during those items there would be disclosure of exempt information as defined in Part 1 of Schedule 12 A to the Local Government Act 1972 (as amended) and specified in relation to the respective items in the Agenda and since it was considered that, in all the circumstances of each case, the public interest in maintaining the exemption outweighed the public interest in disclosing the information.

 

PROCEEDINGS FOLLOWING THE WITHDRAWAL OF THE PRESS AND PUBLIC

 

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

 

4. Information relating to any consultations or negotiations or contemplated consultations or negotiations in connection with any labour relations matters arising between the authority with another paety for the purposes described and would prejudice the position of the authority in those negotiations and other negotiations of a similar nature in future

 

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 infringe the rights of the individual to privacy contrary to the general law and the duty of the authority to respect human rights and to comply with that law and contrary to the authority’s duties as a fair employer.

 

The Director of Human Resources presented the report and answered a number of questions concerning the statistics and the initiatives being taken to improve career progression and access to higher paid roles for those staff in the lowest quartile of the statistics.

 

RESOLVED to

 

(1)  receive the report

 

(2)  recommend the 2022/23 Pay Policy statement to full Council for approval

 

11/22

Redundancy Quarterly Report

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

 

2          Information which is likely to reveal the identity of an individual

 

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 infringe the rights of the individual to privacy contrary to the general law and the duty of the authority to respect human rights and to comply with that law and contrary to the authority’s duties as a fair employer.

 

Report by Director of Human Resources

 

This report provides the details of the redundancies that occurred in Quarter 2 and Quarter 3 2021/2022.   Annex 1 to this report provides the relevant numbers and costs. 

 

The Remuneration Committee is RECOMMENDED to note the figures.

Additional documents:

Minutes:

 

RESOLVED: That the public be excluded for the duration of items RC13 since it was likely that if they were present during those items there would be disclosure of exempt information as defined in Part 1 of Schedule 12 A to the Local Government Act 1972 (as amended) and specified in relation to the respective items in the Agenda and since it was considered that, in all the circumstances of each case, the public interest in maintaining the exemption outweighed the public interest in disclosing the information.

 

PROCEEDINGS FOLLOWING THE WITHDRAWAL OF THE PRESS AND PUBLIC

 

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

 

2          Information which is likely to reveal the identity of an individual

 

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 infringe the rights of the individual to privacy contrary to the general law and the duty of the authority to respect human rights and to comply with that law and contrary to the authority’s duties as a fair employer.

 

The Director of Human Resources presented the report and answered a number of questions.

 

Members suggested that it, as the report provided a snapshot of data for the period concerned, it would be helpful to identify trends and cumulative information for a wider period in future

 

RESOLVED to –

 

(1)  note the figures stated in the report

 

(2)  ask the Director of Human Resources to provide additional information showing trends and cumulative data over an extended period in future reports