Agenda item
To submit the report of the Chief Executive
Minutes:
The report was submitted, noting that it
reported on the latest situation to all intents and that the policy itself had
not been modified. Any likely changes to the policy, as a result of current
discussions with unions to reach efficiency targets, would be implemented
during the year. In addition, it was highlighted that national discussion had
not yet been held to discuss the salaries of chief executives and principal
officers. This would take place as a result of a national agreement on staff
salaries, which would be likely to follow the same route as what would be
agreed upon for local government employees in general.
Reference was made to the existing offer
from the employer on a national basis to increase the salaries of local
government employees for the next two years. Should the offer be accepted, it
was noted that it was forecast that Gwynedd Council's minimum salary would be
higher than the Living Wage (Living Wage Foundation) by 1 April 2019. It was
explained that a small percentage of Council staff continued to receive a
salary that was lower than what was recognised as a Living Wage (8.75
currently).
Reference was also made to the constructive
discussions held with union representatives regarding changes to elements of
the local employment conditions. It was reported that it would not be possible
to hold a ballot as Unison's National Office did not allow the local branch to
put forward the proposal before members in a ballot as it would lead to a
deterioration in employment conditions.
Consequently, the Council had corresponded directly with every staff
member who would be affected by the proposed changes for consultation purposes.
Attention was drawn to the proposed changes
within the offer and it was emphasised that the contents of the Pay Policy
would need to be updated later in the year to reflect any changes approved in
due course.
The Head of Corporate Support Department was
thanked for the presentation.
In response to a question regarding the
salaries of carers who work hours during the evening and the offer to bring the
additional payment for work between 8 and 10pm to an end, the Head of Corporate
Support Department reported that he had held discussions with the Head of
Adults, Health and Well-being Department regarding this proposed change as a
cohort of care workers would be affected.
The Head of Corporate Support Department
explained that the payment for working during the day up until 10pm would need
to be rationalised and he accepted that it seemed that staff who worked between
8 - 10pm would be at a loss. However, he emphasised that there was a need to
look at the broader picture i.e. in light of the national agreement on
increasing salaries. He explained that there would be a substantially higher
increase to salaries at the base of the pay structure compared with the
contracts of the remainder of Council staff, namely an increase that would be
higher than the 2% offered by the employer to the majority of officers and that
this would lead to an hourly rate of £9.55 from 1 April to most carers employed
by the Council.
The Chief Executive reiterated that the
Cabinet was aware of the difficulties in the South of the County to recruit
carers and that this had been addressed as part of the Council Plan. Whilst
accepting that basic salaries would increase, it was noted that consideration
was needed for something extra that could be done to increase the number of
carers and that work had been commissioned to try to understand the nature of
the problem and seek a resolution.
A salary increase that would be higher then the Living Wage was welcomed, but it was argued that
the Living Wage would increase further by 2019 and that the Council would be in
a position of attempting to catch up. In response, the Head of Corporate
Support Department noted that by nationally accepting the offer, Gwynedd
Council's minimum would be £8.62 from April 2018 (13p short of the current
Living Wage), but by April 2019, he noted that the Council would pay more than
the Living Wage for the first time ever (even if the likely increase in Living
Wage from 1 November was taken into consideration). It was accepted that the
following period would potentially have an element of catch up in future, but
Members were reminded that Gwynedd Council had deleted the two lowest points
from the national pay structure and that this assisted to continue to pay the
Living Wage in future.
In response to the concern that social
workers and road workers would see a reduction in the 'on duty payment', the
Head of Corporate Support Department highlighted that road workers and social
workers did not receive this maximum payment. It was reiterated that just over
100 staff members received the maximum payment (£265.88 per week) as they were
available to make those decisions regarding what action was required in an
emergency. Reducing the payment to £200 per week would secure a saving of tens
of thousands of pounds.
In response to an observation regarding use
of a 'market supplement', it was reported that this clause had been part of the
Policy since 2008. It was noted that very little use (no more than 10 examples)
had been made of the supplement, in order to retain expertise within the
Council or to recruit expertise to the Council. It was explained that the
clause was annually reviewed so that it would not be possible to pay above the
market as time went on. Also, it was reiterated that salary was not the only
reason for failing to recruit and that plans were in place to develop expertise
and skills. 'Market supplement' was one consideration and it would be
considered based on factual evidence that could justify paying the supplement.
The Chief Executive noted that every example where 'market supplement' had been
used tended to skew internal employment and therefore, the need for evidence
should be emphasised when it was considered.
It was proposed and seconded to accept the
report.
THE REPORT WAS ACCEPTED UNANIMOUSLY IN ACCORDANCE WITH THE
RECOMMENDATION.
·
That the Appointment
Committee proposes the Pay Policy Statement
(draft) to the Council, on 1 March 2018, for adoption for 2018 / 19.
Supporting documents:
- Annual Review – Council’s Pay Policy, item 5. PDF 218 KB
- Pay Policy 2018-19, item 5. PDF 250 KB
- February Salaries 2018, item 5. PDF 311 KB