Agenda and minutes
PDF 246 KBVenue: Members' Conference Room, County Hall, Kingston upon Thames, KT1 2DN
Contact: Andrew Baird
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APOLOGIES FOR ABSENCE AND SUBSTITUTIONS
Minutes: Apologies were received from Ms Denise Le Gal.
Mr Mel Few acted as a substitute for Denise Le Gal. |
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MINUTES OF THE PREVIOUS MEETING [27 October 2017]
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
All Members present are required to declare, at this point in the meeting or as soon as possible thereafter
(i) Any disclosable pecuniary interests and / or (ii) Other interests arising under the Code of Conduct in respect of any item(s) of business being considered at this meeting
NOTES:
• Members are reminded that they must not participate in any item where they have a disclosable pecuniary interest • As well as an interest of the Member, this includes any interest, of which the Member is aware, that relates to the Member’s spouse or civil partner (or any person with whom the Member is living as a spouse or civil partner) • Members with a significant personal interest may participate in the discussion and vote on that matter unless that interest could be reasonably regarded as prejudicial. 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 (18 November 2016). 2. The deadline for public questions is seven days before the meeting (17 November 2016). 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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To review the Committee’s Actions Tracker. Additional documents: Minutes: Nick Harrison arrived during discussions on this item.
Declarations of interest:
None
Witnesses:
Ken Akers, Head of HR & OD
Andrew Baird, Regulatory Committee Manager
Key points from the discussion:
1. In relation to Action A36/16, the People, Performance and Development Committee (PPDC) was informed that the decision had been taken to postpone the All Member Seminar on the Behaviour’s Framework until after the County Council elections in May 2017. Responsibility for determining when this All Members’ Seminar would take place following the elections had been passed to the Member Development Group. Members were further advised that any All Member Seminars planned in advance of the County Councils elections in May had been cancelled unless deemed to be absolutely necessary. 2. The Committee discussed Action A47/16 and noted that a Motion had been submitted for consideration at the Full Council meeting scheduled for 6 December 2016 which would ask Members to support investment in key worker housing to assist in the recruitment and retention of key frontline staff such as social workers, occupational therapists and engineers.
Actions/ further information to be provided:
None
RESOLVED:
That the People, Performance and Development Committee agreed to monitor progress on the implementation of actions from previous meetings. |
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Pay Policy Statement 2016 - 2017
The People, Performance and Development Committee is invited to recommend to Full Council that the attached Pay Policy Statement for 2016 for publication on the Council’s external website. This report is being brought to the People, Performance and Development Committee as Surrey County Council’s Remuneration Committee in accordance with the Scheme of Delegation contained within the Constitution of the County Council.
Additional documents: Minutes: Declarations of interest:
None
Witnesses:
Ken Akers, Head of HR & OD
Key points raised during the discussion:
1. An updated version of the Pay Policy Statement “the Statement” was tabled at the meeting for consideration by the Committee and is attached to these minutes as Annex 1. Members received an introduction to the item from officers who highlighted that it had been necessary to amend the Statement as a result of changes to staff members’ terms and conditions of employment arising from the implementation of a new Pay & Reward Strategy. PPDC were advised that Full Council would be asked to formally agree the revised Statement at its meeting on 6 December 2016. 2. Members were concerned that language and formatting made some of aspects of the Statement difficult to understand and a number of changes to the Statement were therefore requested before it was submitted to Full Council for consideration and approval. Officers stated that the Statement would be amended in accordance with the Committee’s suggestions and advised that a final version would be tabled for agreement at Full Council on 6 December 2016. 3. Discussions took place regarding pay progression for political assistants who, due to restrictions on pay imposed by Central Government, had not seen an increase in their pay band maximum since 2006. The Committee stated that it was unfair that political assistants’ pay had remained stagnant for such a long period and it was agreed that the Chairman of the Committee should write a letter to the Secretary of State making this point and requesting that consideration be given to increasing the pay band maximum for political assistants.
Actions/ further information to be provided:
1. That the following amendments be made to the Pay Policy Statement:
RESOLVED: That;
subject to the amendments requested by Members, the People, Performance and Development Committee agreed to recommend publication of the Statement to the next meeting Surrey County Council Full Council on ... view the full minutes text for item 122/16 |
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To provide the People, Performance and Development Committee with an update on the final completion rates for appraisals undertaken in 2016 and covering performance from 1 April 2015 to 31 March 2016.
Minutes: Declarations of interest:
None
Witnesses:
Ken Akers, Head of HR & OD
Key points raised during the discussion:
1. Officers provided Members with an update on the figures related to appraisal completion rates in the published report. The Committee was advised that Surrey Fire & Rescue Service (SFRS) had completed 100% of staff appraisals and that there was just a small number of appraisals which remained outstanding across SCC. Members congratulated officers on reducing the amount of time it took for staff appraisals to be completed across the organisation. 2. The Committee requested that the Council Overview Board be given the opportunity to review appraisal completion rate figures.
Actions/ further information to be provided:
1. That the appraisal completion rate figures be submitted to the Council Overview Board for possible consideration at a future meeting.
RESOLVED:
It is recommended that the People, Performance and Development Committee agreed to:
i. note the final recorded completion rate for eligible appraisals;
ii. note that Surrey County Council will now focus on the appraisal year 2017 and the support which services will need in relation to completing high quality appraisals; and
iii. Continue to request reports providing appraisal completion data in line with the specified appraisal timescales for 2017.
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High Performance Development Programme
This report provides an update to the Committee on outcomes following the external evaluation of the High Performance Development Programme. This followed a request from Members to understand the return on investment from the programme agreed by Cabinet in May 2014.
Additional documents: Minutes: Declarations of interest:
None
Witnesses:
Ken Akers, Head of HR & OD
Key points raised during the discussion:
1. The Committee received an introduction to the report from officers who highlighted that SCC had invested heavily in developing its management team as a means of driving improved performance across the organisation. Members were advised that the High Performance Development Programme “the Programme” had been an important part of steps to develop managers throughout the Council and had been successful in improving organisational performance. Officers stated, however, that fewer managers within frontline services had attended the Programme as had been anticipated and so any future changes to it would encourage increased participation by frontline service managers. 2. The Committee expressed concern regarding the limited number of frontline service managers that had attended the Programme and requested further details on how they would be encouraged to sign up to future iterations of the Programme. Officers indicated that frontline service managers hadn’t been adequately engaged in the Programme offer and so careful monitoring and management would be put in place to develop the offer and help to tailor it towards the needs of those delivering frontline services. Members were informed that a steering group had already been set up to assist in directing the development of the Programme and that this steering group included frontline service managers so that they were fully engaged in this process. The Committee stated that improved uptake on the Programme may be achieved by discussing the benefits of attending the course with relevant staff members. 3. Further information was requested in regard to the increased resignation rate which has been recorded among staff across the Council since the High Performance Development Programme was introduced. Officers stated that the Programme had empowered managers to tackle entrenched behaviours which ran counter to the expectations of the organisation and that this had resulted in a slight increase in staff turnover. 4. Members were advised that the next iteration of the Programme would aim to link SCC staff with managers from other public sector bodies in Surrey so as to aid collaborative working between organisations across the county. 5. The Committee stated that effective coaching and professional development programmes had enabled SCC to bring on and improve many of its own staff at a time when lots of organisations were choosing to their reduce training budgets as a result of financial pressures. Half of managers across SCC had completed the High Performance Development Programme and this was contributing to improvements in service delivery across the organisation. 6. Members requested that the Corporate Leadership Team undertaken an evaluation of the Programme and consider what improvements could be made to it for the next cohort managers.
Actions/ further information to be provided:
1. Corporate Leadership Team to be engaged on the development of the next iteration of the High Performance Development Programme.
RESOLVED: That;
the People, Performance and Development Committee:
i. note the findings of the University of Surrey’s evaluation report of the High Performance ... view the full minutes text for item 124/16 |
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DATE OF NEXT MEETING
The next meeting of People, Performance and Development Committee will be on 26 January 2017. Minutes: The Committee noted that its next meeting would be held on 26 January 2017. |