Issue - meetings

            The Human Resources (HR) Advisor introduced a report to the Committee on the outcome of the review of Senior Manager Pay Scale following consultations.  Members of the Committee were also advised by the HR Advisor, that the purpose of the report was to provide an overview of the consultation process, feedback comments received from senior managers and the measures proposed as a result of the consultation process.

The Employment Committee was requested to reconsider the response to consultation with senior managers on the proposed Senior Manager Pay Scale and to reach a decision regarding:

i)     The implementation of the proposed Senior Manager Pay Scale;

ii)    The recommendation to develop a progression-related pay mechanism for senior managers;

iii)   The recommendation to award pay protection for senior managers;

iv)   The implementation of the proposed senior manager job evaluation appeal process;

v)    The implementation of the proposed guidance on assigning senior manager salaries; and

vi)   The assignment of new job titles for senior management posts.

            Key points highlighted within the report included:

·         The Hay methodology for senior management pay structure applied to approximately 35 Peterborough City Council employees;

·         The proposed pay scale;

·         The progression within pay bands;

·         The process for implementation, timescale and appeal process;

·         Pay protection comparative benchmark data;

·         Impact of pay structure on lower pay bands;

·         Responses to consultation;

·         Communications;

·         Performance related pay;

·         Performance management culture, linked to the Performance Development Review (PDR) process; and

·         Changes if agreed, to be implemented as soon as possible for the 35 senior management positions.

The Human Resources (HR) Advisor responded to comments and questions raised.  In summary responses included:

·         Discussions surrounding the review of Senior Manager Pay Scale had been held in exempt session when it was presented to Employment Committee on 11 October 2013;

·         The not for profit sector reference within the review exercise was included due to the fact that public sectors workers would also be recruited from this area. The rationale had been about maintaining the market competitiveness in terms of recruitment and retention of experienced employees;

·         Pay protection would be necessary for employees negatively affected due to the principles of maintaining motivation, fairness and valuation of the employee;   

·         The pay bands had been arrived at through market data and the Hay evaluation point range for the Director and Head of Service roles and inline with the consultation feedback, the proposed assignations of ‘Chief Executive’, ‘Director 1 – 3’ and ‘Head of Service 1 – 3’ were removed from the pay bands and replaced with a numerical system (i.e. pay band 1 – 7); and

·         Changes within the Director and Heads of Services levels had been reached through evaluation of the new job descriptions following the recent senior manager restructure.

            Councillor Sandford felt that the proposed Senior Manager Pay Scale, if agreed, could potentially create pay rises for some posts and that it was unclear how the Committee could be assured that there would be significant savings met following the recent senior management restructure.

            Some Members commented that it was important  ...  view the full minutes text for item 5