The Committee is asked to note any apologies for absence and substitutions received from Members.

Apologies for absence were received on behalf of Councillors Calver (Vice-Chairman) (with no substitution) and Morrison (with no substitution).

To confirm and sign as a correct record, the minutes of the last meeting of the Committee, held on Tuesday 21 October 2025.

It was moved by Councillor Guglielmi, seconded by Councillor G Stephenson and:-

RESOLVED that the minutes of the last meeting of the Committee, held on Tuesday 21 October 2025, be approved as a correct record and be signed by the Chairman.

Councillors are invited to declare any Disclosable Pecuniary Interests, Other Registerable Interests or Non-Registerable Interests, and the nature of it, in relation to any item on the agenda.

There were no declarations of interest on this occasion.

Subject to providing two working days’ notice, a Member of the Committee may ask the Chairman of the Committee a question on any matter in relation to which the Council has powers or duties which affect the Tendring District and which falls within the terms of reference of the Committee.

No Questions on Notice pursuant to Council Procedure Rule 38 had been submitted on this occasion.

To set out and seek confirmation of the final Council Tax amounts for 2026/27 including the precepts issued for 2026/27 by Essex County Council, Essex Fire and Essex Police.

The Committee heard that, at its meeting held on 17 February 2026, Council had considered the Executive’s Budget and Council Tax proposals for 2026/27 and, as part of that process, the Council Tax for the District and Parish/Town Council Services had been approved.

Members were told that, once the precepts were received from the major precepting authorities, the Human Resources and Council Tax Committee had the delegated responsibility to agree the total Council Tax for 2026/27.

The total Council Tax for the year was made up of the District and Parish/Town Council amounts approved by Council on 17 February 2026 and the corresponding amounts agreed by the major precepting authorities. Legislation required that formal confirmation by Members even though the process was dictated by legislative formulae and there was no judgement or choice to be made.

It was moved by Councillor Guglielmi, seconded by Councillor Baker and unanimously:-

RESOLVED that:

(a)  the precepts issued by Essex County Council, Essex Fire and Essex Police, as set out in Appendix A to the Officer report (A.1), be noted; and

(b)  the amounts of Council Tax for 2026/27, as shown in Appendix C to the Officer report (A.1), for each of the categories of dwellings be formally confirmed.

The Committee will receive an oral update regarding the Council’s Career Track service.

The Committee received a verbal update and watched a video on the following:

-       Current number of apprentices/previous apprentices in departments around the Council;

-       National Apprenticeship Week;

-       What is National Apprenticeship Week?; and

-       Statistics on apprentices at Tendring District Council;

Data Collation:                                 

Training providers record learner achievement and progression outcomes with the Department for Education (DfE) once a learner completes their programme.                            

Destination data is usually collected within two months of completion and recorded with the DfE to show whether the learner has progressed into employment, further learning, or another apprenticeship.                        

Providers commonly follow up with learners around three months after completion to confirm and update their destination, ensuring the data reported to the DfE is accurate.                                                                                                                             

It was moved by Councillor Chapman BEM, seconded by Councillor Guglielmi and unanimously:-

RESOLVED that an item be included on the next Human Resources and Council Tax Committee agenda to enable the Committee to discuss the Council following in line with Essex County Council i.e. to give guaranteed interview status for care leavers.

To provide the Human Resources and Council Tax Committee with an update on the Council’s current position regarding the training and development of its workforce.

The Committee heard that the aim of the Officer report (A.2) was to provide Members with an overview of current people development activities across the Council, key achievements, emerging priorities, and future plans. The programme supported the Council’s strategic aim to build a skilled, inclusive and motivated workforce, whilst ensuring the Council’s staff were in the best possible position as Tendring District Council (TDC) prepared staff for the transition through Local Government Reorganisation (LGR).

Members were told that the training and development statistics provided within the Officer report were based on a 6-month period namely, 1 July 2025 to 31 December 2025. Training identified was a combination of mandatory training, employees requesting additional support through learning, and managers’ recommendations for their team members.

Officers informed the Committee that Career Track continued to play an essential role in supporting the Council’s commitment to workforce development. In addition to delivering apprenticeships internally, Career Track supported other public sector employers, enabling shared skills development across the region. The contribution was particularly important given the economic challenges with the District and the need to strengthen local employment pathways. By enhancing progression routes and increasing access to accredited training, Career Track directly supported workforce resilience and helped address long-term skills needed within the District.

Apprenticeships

The Council also utilised the Apprenticeship Levy to fund a range of apprenticeship programmes delivered by external training providers. Those apprenticeships were used where specialist qualifications were required, or where programmes fell outside the scope of Career Track’s provision. Current externally delivered apprenticeships included:

Regulatory, Compliance & Public Protection

• Level 4 Regulatory Compliance Officer
• Level 4 Anti-Social Behaviour and Community Safety

Planning, Surveying & Built Environment

• Level 6 Chartered Surveyor
• Level 6 Building Control Surveyor
• Level 7 Chartered Town Planner

Environmental Health & Public Health

• Level 6 Environmental Health Practitioner

Digital, Technology & Data

• Level 2 Digital Marketing
• Level 3 Multi-Channel Marketer
• Level 6 Digital and Technology Solutions Professional
• Level 7 Digital and Technology Solutions Specialist (integrated degree)

Finance, Audit & Corporate Services

• Level 7 CIPFA Accountancy/Taxation Professional (x2)
• Level 7 Internal Audit Professional

Human Resources, Learning & Development

• Level 3 CIPD Learning and Development

Community, Leisure & Operational Services

• Level 2 Leisure Team Member
• Level 2 Horticulture Construction Operative

The Committee was made aware that, as a large employer, the Council was able to use the levy funding to support apprenticeship training and assessment costs for employees undertaking qualifications that fell outside of the scope of Career Track’s provision.

Members noted that the levy generated a funding allocation based on the Council’s pay bill, and that could be used to support internal apprenticeship training. While employers might transfer up to 50% of their levy funds to other organisations, this Council had chosen to retain its levy allocation to ensure that 100% of available funds were invested in developing its own workforce. Where beneficial, the Council also accessed transferable levy funding from other organisations to maximise opportunities for staff.

The Committee was also told that a wide range of approved apprenticeship standards could be funded  ...  view the full minutes text for item 24.

To present the Council’s draft Pay Policy Statement for 2026/27 and to invite the Human Resources and Council Tax Committee to review and comment on the Statement prior to its submission to Full Council for approval, in line with the statutory requirements of the Localism Act 2011.

The Committee heard that the Localism Act 2011 (Chapter 8 – Pay Accountability, Sections 38-39) placed a statutory requirement on all local authorities to prepare and publish a Pay Policy Statement on an annual basis. The Statement must set out the Council’s policy in relation to the pay of its workforce for the forthcoming financial year.

Members were told that, under Schedule 2 of Part 3 of the Council’s Constitution, the preparation and approval of the Pay Policy Statement was a function reserved to Full Council. The Human Resources and Council Tax Committee had, however, traditionally exercised responsibility for reviewing the draft Statement for recommendation onto Full Council for its approval and adoption.

Statutory Requirements

Officers informed Members that the Pay Policy Statement must, as a minimum, include the Council’s policy on:

• the levels and elements of remuneration for each Chief Officer. That included the Statutory Officer roles of Head of Paid Service (Chief Executive), Monitoring Officer, and Section 151 Officer. It also applied to Non-Statutory Chief Officers, as defined within the Council’s Pay Policy Statement. For the purpose of the Statement, Chief Officers were those Officers who, in addition to the Statutory Officers named above, formed part of the Council’s Senior Management Team.

• the remuneration of the Council’s lowest-paid employees, including the definition of ‘lowest-paid’ and the rationale for its adoption.

• the relationship between the remuneration of Chief Officers and other employees.

• other aspects of Chief Officers’ remuneration, including policies on recruitment, pay progression, performance-related pay, bonuses, termination payments, and transparency.

Members were also informed that Sections 38-41 of the Localism Act 2011 set out the statutory framework governing Pay Policy Statements. Section 41 required that decisions relating to Chief Officer remuneration must be made in accordance with the authority’s Pay Policy Statement. The Council was also required to comply with wider statutory reporting requirements, including the Local Government Transparency Code 2015 and the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.

Summary of the Draft Pay Policy Statement 2026/27

The draft Pay Policy Statement for 2026/27 set out the Council’s overarching approach to pay and remuneration. It affirmed the Council’s adherence to the National Joint Council (NJC) National Pay Spine and its commitment to a fair, transparent and equitable pay framework. That included incremental progression based on length of service and performance, alongside compliance with nationally agreed pay awards.

The Statement also detailed:

• discretionary allowances available to statutory and non-statutory Officers;

• the application of market forces supplements where required to support recruitment and retention;

• policies relating to organisational change, redundancy payments, pay protection arrangements and access to the Local Government Pension Scheme;

• provisions relating to mileage and subsistence, overtime, standby payments and other employment-related allowances; and

• the Council’s compliance with statutory reporting requirements, including the Gender Pay Gap, off-payroll working rules and the disclosure of senior salaries and severance payments.

Changes for 2026/27

Members noted that the draft Pay Policy Statement for 2026/27 reflected a number of updates to ensure continued compliance, transparency and alignment with  ...  view the full minutes text for item 25.

To present the Safeguarding Handbook for Staff and the associated staff?related safeguarding procedures to the Human Resources & Council Tax Committee.

These documents form the operational workforce?focused elements of the Council’s safeguarding framework, following Cabinet’s approval of the overarching Safeguarding Policy and Procedures (2026–2027) on 30 January 2026.

The Committee heard that the Council had a statutory duty to safeguard and promote the welfare of children, young people and adults with care and support needs. The updated Safeguarding Policy and Procedures (2026 – 2027) set out the Council’s strategic approach to meeting those duties in accordance with the Children Act 1989, the Care Act 2014 and associated safeguarding legislation and statutory guidance.

Members noted that the Policy applied to all individuals working on behalf of the Council, including employees, elected Members, volunteers, contractors, providers commissioned by the Council, and organisations in receipt of Council funding. It established that safeguarding was a shared responsibility and that all individuals engaged in Council activity must recognise, report and respond to safeguarding concerns.

The Committee was told that the Policy was reviewed annually to ensure continued compliance with legislation, guidance issued by the Essex Safeguarding Boards and emerging best practice. The 2026 – 2027 update reflected recent changes in safeguarding legislation, recommendations from the Independent Review of Prevent (2023), and evolving safeguarding risks, including children missing from education. Safeguarding and Prevent training remained mandatory across the workforce and was delivered through the Council’s e-learning platform.

The Committee was assured that clear accountability arrangements were set out. The Assistant Director (People) was the named Senior Officer for whistleblowing complaints and worked with Designated Safeguarding Leads and senior management on formal referrals. The Corporate Director (Operations and Delivery) continued to fulfil the statutory Local Authority Designated Officer (LADO) role for children and the non-statutory lead for adult safeguarding, in line with Essex County Council procedures. Safeguarding Champions provided additional advice and escalation routes across directorates.

Officers informed the Committee that the Safeguarding Handbook for Staff provided the detailed operational procedures required to implement the Policy. It outlined reporting pathways, staff responsibilities, whistleblowing arrangements, and supported a multi-agency approach to safeguarding across services.

Members also heard that Cabinet had approved the updated Safeguarding Policy and Procedures (2026-2027) at its meeting held on 30 January 2026 as the Council’s overarching safeguarding framework.

It was moved by Councillor Baker, seconded by Councillor G Stephenson and unanimously:-

RESOLVED that the Safeguarding Handbook for Staff be approved as the Council’s operational safeguarding procedures for the workforce, following Cabinet’s agreement of the overarching Safeguarding Policy and Procedures (2026-2027).

To present the proposed, updated Equality, Diversity and Inclusion (EDI) Policy. It sets out the rights and responsibilities of employees and managers, reflects recent legislative changes, and provides clear guidance on the Council’s equality and inclusion obligations.

The Human Resources and Council Tax Committee is asked to consider and approve the implementation of the updated Policy.

The Committee heard that the updated Equality, Diversity and Inclusion (EDI) Policy provided an up-to-date and strengthened framework for the Council’s internal arrangements and ensured continued alignment with the Equality and Inclusion Strategy 2023 – 2027, as previously approved by Cabinet at its meeting held on 27 January 2023.

Members noted that the Policy set out the Council’s commitment to fostering a fair, inclusive and respectful working environment for all employees, workers, apprentices, agency staff, volunteers and job applicants. It aimed to eliminate unlawful discrimination, advance equality of opportunity, and promoted good relations between people who shared protected characteristics and those who did not.

The Committee was reassured that the Policy reaffirmed the Council’s duties under the Equality Act 2010 and the Public Sector Equality Duty, ensuring that employment practices, service delivery and decision-making actively supported equality and inclusion. It clearly explained the nine protected characteristics and provided definitions of prohibited conduct, including direct, indirect, associative and perceptive discrimination.

Officers informed the Committee that the Council was committed to ensuring dignity and respect at work and to making reasonable adjustments for disabled employees and applicants. Recruitment, progression and training opportunities were based solely on merit, with inclusive and accessible processes designed to remove barriers. The Policy also reinforced the Council’s ongoing commitment as a Disability Confident Leader, demonstrating strong leadership in disability inclusion.

Members also heard that robust requirements for monitoring, reporting and transparency were included, such as the publication of workforce diversity data, gender pay gap reporting and the setting of equality objectives in line with statutory obligations.

Officers made Members aware that the updated Policy had been developed with the support of Unison and would continue to be reviewed regularly. It strengthened the Council’s commitment to embedding equality, diversity and inclusion across all organisational practices, ensuring a culture in which individual differences were respected, valued and supported.

It was moved by Councillor Guglielmi, seconded by Councillor Baker and unanimously:-

RESOLVED that the Human Resources and Council Tax Committee:

a)    formally adopts the Council’s updated Equality, Diversity and Inclusion Policy;

b)    notes that, in line with their delegated authority, the Assistant Director (People), in consultation with the Head of Paid Service, will make any necessary amendments to associated People policies arising from the update; and

c)    notes that, in line with that same delegated authority, the Assistant Director (People) will make any further amendments required to ensure ongoing legal compliance, including with the Employment Rights Act 2025.

To present the updated Time Off and Facilities Agreement for Trade Union Duties and Activities, which consolidates and modernises the existing agreement between Tendring District Council and Tendring Unison/Unison in Essex. The revised agreement sets out clear and consistent arrangements for granting reasonable time off to accredited Trade Union Representatives, ensuring fair and consistent application across the Council.

The Human Resources and Council Tax Committee is asked to consider and approve the implementation of the updated agreement.

The Committee heard that the Council and Unison had a constructive and mutually beneficial working relationship that underpinned effective employee relations across the organisation. The updated Time Off and Facilities Agreement strengthened that partnership by providing clear, consistent arrangements that supported accredited Trade Union Representatives in carrying out their duties effectively. That approach promoted early resolution of issues, open communication, and a fair and well-run organisation.

Members were told that the agreement set out a consistent framework for supporting accredited Trade Union Representatives in line with statutory requirements and ACAS guidance. It outlined the principles governing reasonable paid time off for Union Representatives, Health and Safety Representatives, Union Learning Representatives and Union Equality Representatives. It confirmed entitlement to reasonable paid time during working hours for collective bargaining, individual representation, health and safety, learning and equality duties, as well as for approved Trade Union Congress (TUC) or Unison training.

Members were also made aware that Tendring District Council recognised Unison as its trade union for collective bargaining purposes, and the revised agreement reflected the Unison model and ACAS best practice.

It was moved by Councillor G Stephenson, seconded by Councillor Guglielmi and unanimously:-

RESOLVED that the Human Resources and Council Tax Committee:-

a)    formally adopts the Council’s updated Time Off and Facilities for Trade Union Activities agreement, which consolidates and updates arrangements for Trade Union activities;

b)    notes that, in line with their existing delegated authority, the Assistant Director (People), in consultation with the Head of Paid Service, will make any necessary and consequential amendments to associated People policies and procedures arising from the implementation of this updated agreement; and

c)    notes that, using that same delegated authority, the Assistant Director (People), in consultation with the Head of Paid Service, will make any further amendments required to ensure ongoing legal compliance, including changes that will arise under the Employment Rights Act 2025, particularly in relation to Trade Union activities.