Appointment and Employment Committee (Special Meeting) 30 April 2018
Chairman: To be appointed
Venue: Civic Centre, Scunthorpe (Function Room 1)
1. Appointment of Chairman.
2. Declarations of Disclosable Pecuniary Interests and Personal or Personal and Prejudicial Interests. (if any)
3. Re-Designation of Executive Director Posts – Report of the Director: Business Development.
4. Report on Gender Pay Gap Reporting – Report of the Director: Business Development.
5. Any other items that the chairman decides are urgent by reason of special circumstances that must be specified.
PRESENT:- Councillors A Davison, L Foster, Poole, Reed and Waltham MBE
The committee met at the Civic Centre, Scunthorpe.
58 CHAIRMAN – Resolved – That Councillor Waltham be appointed chairman of the committee.
Councillor Waltham thereupon took the chair.
59 DECLARATIONS OF DISCLOSABLE PECUNIARY, PERSONAL OR PERSONAL AND PREJUDICIAL INTERESTS – There were no declarations of interests made at the meeting.
60 (1) RE-DESIGNATION OF EXECUTIVE DIRECTOR POSTS – The Director: Business Development submitted a report which requested the committee to consider the re-designation of the council’s two Executive Director posts in order to future-proof the senior leadership structure and address the next phase of the place shaping agenda.
The report explained that the operating environment of local government was changing. To ensure a sustainable and viable future, the way the council carried out its business must change and its relationship with residents and communities must also change. This meant that significant changes were required to transform the council both in terms of culture and the way it operated in order to safeguard critical service delivery, promote safe, well, prosperous and connected communities and adopt a more commercial approach to its activities. This would focus North Lincolnshire as best place to live, work, visit and invest.
Part of this transformation agenda included a council wide organisational development (OD) programme, which amongst other things focussed on succession planning and talent management. The aim of this was to harness talent and ensure the council had the right people, with the right skills, in the right place, at the right time. In addition to this, further requirements were now being placed on Chief Officers across the region to take forward the next stage of the place shaping and integration agenda.
In order to embrace the OD programme, fulfil the additional Chief Officer requirement and future proof the council’s senior leadership structure, the report proposed that the post of Head of Paid Service and Executive Director: People and Transformation and Executive Director: Commercial be re-designated.
It was further proposed that the Statutory Function of Head of Paid Service remained with the newly designated role of Chief Executive.
Resolved – That the re-designation of the two executive director management posts as set out below be approved to incorporate requirements being placed on Chief Officers across the region to take forward the nest stage of the place shaping and integration agenda including health and partners.
Head of Paid Service & Executive Chief Executive
Director: People & Transformation
Executive Director: Commercial Deputy Chief Executive
and Executive Director: Commercial
61 (2) REPORT ON GENDER PAY GAP REPORTING – The Director: Business Development submitted a report which provided an update on the council’s gender pay gap reporting for the snapshot date of 31 March 2017.
The Director in her report explained that The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 placed a new legal requirement on the council to publish its gender pay gap both on its website and designated government website at www.gov.uk/genderpaygap. All public sector bodies were required to publish information by 30 March 2018 based on a snapshot date of pay on 31 March 2017. The council had reported and published its gender pay gap by 30 March 2018 in accordance with the above legislation.
The council was required to report on six areas which are detailed below with a summary of the published data which was set out in the report. The majority of gender pay gap calculations were based on ‘full-pay relevant employees’ – this referred to any employee who was employed on the snapshot date and paid their usual full pay. ‘Pay’ included basic pay (after salary sacrifice), allowances and shift premium. It excluded overtime, redundancy and any payments related to termination. The six areas were (i) Mean Gender Pay Gap, (ii) Median Gender Pay Gap, (iii) Mean Bonus Gap, (iv) Median Bonus Gap, (v) Bonus Proportion and (vi) Pay Quartiles.
Resolved – (a) That the council’s gender pay gap reporting as set out in the report be noted, and (b) that an action plan setting out how the pay gaps are being addressed, together with any associated developments be submitted to the Cabinet on a six monthly basis.