Agenda item

To present the Pay Policy Statement for 2022/23.

The Chief Executive (Ian Davidson) declared a Personal Interest in this matter and withdrew from the meeting whilst it was deliberated and decided upon.

Council was aware that the Localism Act 2011 Section 38 (1) required the District Council to prepare a pay policy statement each year. That pay policy statement must articulate the Council's approach to a range of issues relating to the pay of its workforce, particularly its senior staff (or 'chief officers') and its lowest paid employees.

The matters that must be included in the statutory Pay Policy Statement were as follows:

·      A local authority’s policy on the level and elements of remuneration for each Chief Officer.

·      A local authority’s policy on the remuneration of its lowest-paid employees (together with its definition of “lowest-paid employees” and its reasons for adopting that definition).

·      A local authority’s policy on the relationship between the remuneration of its Chief Officers and other Officers.

·      A local authority’s policy on other aspects of Chief Officers’ remuneration: remuneration on recruitment increases and additions to remuneration, use of performance related pay and bonuses, termination payments and transparency.

That statement was also required to be published on the Council's website following each review and approval by Full Council.

It was reported that the Pay Policy Statement 2022/23 had been designed to give an overview of the Council’s framework regarding pay and rewards for staff within the Council. This framework was based on the principle of fairness and that rewards should be proportional to the weight of each role and each individual’s performance. The framework aimed to ensure the ability of the Council to recruit talented individuals whilst ensuring value for money for the residents of Tendring.

Council was informed that the Human Resources & Council Tax Committee had considered the contents of the Pay Policy Statement 2022/23 at its meeting held on 5 January 2022 (Minute 80 referred) and had resolved to recommend its approval to Full Council.

In addition, the Human Resources & Council Tax Committee at that meeting held on 5 January 2022 (Minute 79 referred) had considered a request from the Chief Executive to reduce his hours by 25% (with a consequential reduction in his salary of 25% which would amount to £43,899.70 per annum)and had resolved to recommend to Full Council that the Chief Executive’s request be granted. However, the draft Pay Policy Statement 2022/23 now before Members had been drafted on the basis of the Chief Executive’s current salary.

Therefore, it was Officers’ recommendation to Council that, in the event that the Chief Executive’s request to reduce his hours was approved by Full Council, the Assistant Director (Partnerships) be authorised to amend the Pay Policy Statement 2022/23 accordingly and to also re-publish it on the Council’s website.

It was moved by Councillor Chapman BEM and unanimously:-

RESOLVED -

(a)    that, subject to resolution (b) below, the Pay Policy Statement 2022/23, as set out in the Appendix to this report, be adopted; and

(b)    that, in the event that the Chief Executive’s request to reduce his hours by 25% (with a consequential reduction in his salary of 25% which would amount to £43,899.70 per annum) is approved by Full Council, the Assistant Director (Partnerships) be authorised to amend the Pay Policy Statement 2022/23 accordingly and to also re-publish it on the Council’s website.