Agenda and minutes
PDF 201 KBVenue: Committee Room C, County Hall, Kingston upon Thames, Surrey KT1 2DN. View directions
Contact: Andrew Baird
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APOLOGIES FOR ABSENCE AND SUBSTITUTIONS
Minutes: There were no apologies for absence. |
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MINUTES OF THE PREVIOUS MEETING: 29 OCTOBER 2015
To agree the minutes as a true record of the meeting. Minutes: The minutes were agreed as a true record of the meeting. |
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DECLARATIONS OF INTEREST
To receive any declarations of disclosable pecuniary interests from Members in respect of any item to be considered at the meeting.
Notes: · In line with the Relevant Authorities (Disclosable Pecuniary Interests) Regulations 2012, declarations may relate to the interest of the member, or the member’s spouse or civil partner, or a person with whom the member is living as husband or wife, or a person with whom the member is living as if they were civil partners and the member is aware they have the interest. · Members need only disclose interests not currently listed on the Register of Disclosable Pecuniary Interests. · Members must notify the Monitoring Officer of any interests disclosed at the meeting so they may be added to the Register. · Members are reminded that they must not participate in any item where they have a disclosable pecuniary interest. Minutes: There were none. |
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QUESTIONS AND PETITIONS
To receive any questions or petitions.
Notes: 1. The deadline for Member’s questions is 12.00pm four working days before the meeting (23 November 2015). 2. The deadline for public questions is seven days before the meeting (20 November 2015). 3. The deadline for petitions was 14 days before the meeting, and no petitions have been received.
Minutes: There were none. |
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For Members to consider and comment on the Committee’s actions tracker Minutes: Declarations of interest: None
Witnesses: Ken Akers, Strategic HR Relationship Manager
Key points raised during the discussion:
1. It was agreed that where possible dates would be added to the action tracker to keep the Committee informed of when actions had been completed or were expected to be completed. 2. In relation to action A16/15, Members requested that the Regulatory Committee Manager follow up with the Strategic Lead for School Commissioning to find out when information on the increased number of late school application submissions in 2015/16 would be made available to the Committee. 3. The Strategic HR Relationship Manager updated Members on action A22/15, it was highlighted that Surrey County Council (SCC) members of staff should receive an appraisal in line with Council policy even if they work under NHS managers. The Committee was informed, however, that NHS managers in the Mental Health Team had experienced complications accessing the SCC’s portal in order to register completed appraisals and it was anticipated that the actual number of appraisals completed within the team would be significantly higher than the final figure of 15.75% that had been recorded.
Actions/ further information to be provided:
i. Where possible, dates when actions are completed or expected to be completed will be added to the actions tracker. ii. The Regulatory Committee Manager is asked to follow up with the Strategic Lead for School Commissioning to find out when information on the increased number of late school application submissions in 2015/16 will be made available to the People, Performance and Development Committee.
RESOLVED:
To note the tracker. |
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RESHAPING LEADERSHIP ROLES
To note the review of the efficacy of the interim Deputy Chief Executive role and seek the Committee’s endorsement of the Chief Executive’s further proposals for reshaping Surrey County Council’s senior leadership team. Additional documents: Minutes: Declarations of interest: None
Witnesses: Ken Akers, Strategic HR Relationship Manager
Key points raised during the discussion:
1. The Strategic HR Relationship Manager introduced the report, informing members that the Chief Executive continued to take the necessary steps to reshape the Corporate Leadership Team of Surrey County Council (SCC) and ensure that the organisation has an effective and efficient senior management structure. 2. Discussion took place among the Committee regarding the report’s final recommendation. It was highlighted that this was primarily related to succession planning by ensuring that SCC identified and trained staff who demonstrated the potential to be future chief officers. The importance of having a strong pool of internal candidates for senior management positions was stressed. Members were told that eight managers throughout the organisation had been identified as having the potential to be future strategic directors or heads of service and that the Chief Executive was mentoring these individuals to ensure that they were given the right opportunities to help them fulfil this potential. Three of those managers identified had been removed from their substantive roles and installed as roving heads of service reporting directly into the Chief Executive as part of their future development. 3. The Committee highlighted the challenges which existed around succession planning in the modern job market due to an increased tendency for people to move between employers than was the norm previously. Consequently, the Committee discussed the possibility that some of those identified as potential future senior managers might take the skills and experiences learned at SCC to other organisations. It was stressed that while there was the possibility that some of the eight officers might leave SCC, there was a need to ensure that those who demonstrated the ability to be future senior managers of SCC were given the opportunities and training to help them realise this potential. 4. Members agreed that having development schemes of this kind sent a positive message to staff by demonstrating the opportunities that SCC provided its employees. The Committee was informed that there were plans to extend this scheme further in order to identify and foster talent throughout the organisation. 5. With reference to the first recommendation, the Chairman of the People, Performance and Development Committee (PPDC) provided Members with an overview of the reasons why the Committee was being asked to approve the creation of a Deputy Chief Executive (DCX) post. Not only was it important to ensure that there was an officer who possessed skills and experience necessary to temporarily step into the role of Chief Executive should this be required but it is also a way of developing a long term successor to the current Chief Executive. 6. The Committee was concerned with the wide remit of the DCX role and questioned whether the scope of the position was appropriate for just one person especially given that it encompassed the statutory responsibilities of the Strategic Director of Children, Schools and Families. The same view was also expressed in relation to the Strategic ... view the full minutes text for item 6/15 |
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EXCLUSION OF THE PUBLIC
Recommendation: That under Section 100(A) of the Local Government Act 1972, the public be excluded from the meeting for the following items of business on the grounds that they involve the likely disclosure of exempt information under the relevant paragraphs of Part 1 of Schedule 12A of the Act. Minutes: RESOLVED: That under Section 100(A) of the Local Government Act 1972, the public be excluded from the meeting for the following items of business on the grounds that they involve the likely disclosure of exempt information under the relevant paragraphs of Schedule 12A of the Act. |
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SENIOR PAY POLICY EXCEPTIONS REPORT NOVEMBER 2015
The People, Performance and Development Committee (PPDC) acts as the Council’s Remuneration Committee under delegated powers, in accordance with the Constitution of the County Council. The purpose of this paper is to highlight decisions taken / recommendations on pay that fall outside the published Pay Policy. Minutes: Declarations of interest:
None
Witnesses:
Ken Akers, Strategic HR Relationship Manager
Key points raised during the discussion:
1. The Strategic HR Relationship Manager introduced the report. The Committee asked a number of questions which were responded to by the officers present, before moving to recommendations.
Actions/ further information to be provided
The actions arising from this report are laid out in the Part 2 minutes.
RESOLVED:
The Committee approved the recommendations set out in the confidential report, these recommendations are highlighted in the Part 2 minutes. |
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PAY POLICY STATEMENT 2015-16
This report sets out for Committee’s approval proposed amendments to the Council’s Pay Policy Statement 2015-16. Minutes: Declarations of interest:
None
Witnesses:
Ken Akers, Strategic HR Relationship Manager
Key points raised during the discussion:
1. The Strategic HR Relationship Manager introduced the report. The Committee asked a number of questions which were responded to by the officers present, before moving to recommendations.
Actions/ further information to be provided
The actions arising from this report are laid out in the Part 2 minutes.
RESOLVED:
The Committee approved the recommendations set out in the confidential report, these recommendations are highlighted in the Part 2 minutes.
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DATE OF NEXT MEETING
The next meeting of People, Performance and Development Committee will be on 29 January 2016. Minutes: The Committee noted that the date of its next meeting was 29 January 2016. |