Decision details

The Committee considered the basis of the Council’s local pay arrangements proposed to take effect from 1 April 2019.

The two main proposals were a minimum hourly rate of £9, which would mean that spinal column point 12 would be discontinued and a 2% cost of living rise to all other grades.

A bench marking exercise had been carried out of bands 1-7.  Bands 2-7 had fallen behind the market median.  Some positions, in housing maintenance (electricians / plumbers) for example, did not fit well into the pay bands and needed to be reviewed.

There was a difference of opinion between the Council and Unison in relation to the nationally agreed bottom loaded two year cost of living award.  It was noted that the National Joint Council for Local Government Services (NJC) spinal points did not match the Council’s and therefore it was not possible to compare the spinal points.  The Council believed that the minimum hourly rate of £9 mirrored the NJC lowest rate.

Members expressed concern regarding the objection received by Unison and the fact that it was claimed that some staff had felt undervalued by the proposals.  Members felt that the Council should at least be on a par with the NJC pay award.  It was however noted that from 1 April 2019, pay scales 1-4 would progress in increments of 3%, whereas the NJC spine points increase was only 2%. 

Members acknowledged and supported the proposed review of pay to be carried out in 2019.  They were keen for this work to commence.

The cost to the Council on both agency and recruitment spend was discussed.  The Council had spent nearly £853k on agency staff during the 12 month period (October 2017 to September 2018), the largest agency spend was in Housing Maintenance and Refuse.  12% of vacancies advertised between January to October 2018 had not been filled the first time.  The Committee expressed concern regarding the cost to the Council on both recruitment and agency staff. 

It was suggested that a Task and Finish Group be established to consider the reasons behind the expenditure on agency staff and the difficulties found in recruiting to particular positions.  It was understood that the use of some agency staff in particular areas was necessary, for example, waste services to cover sickness.  It was also acknowledged that some work may be considered not suitable for permanent staff, and that agency staff could offer the best value for money in specific circumstances.   It was agreed that a further report be presented to the Committee at the next meeting which would provide a more detailed breakdown of the statistics behind recruitment and agency spend, together with an analysis of the reasons behind the statistics.  The Committee would then consider the merits of whether a Task and Finish Group should be established and the scope of any possible group.

RESOLVED:

(a)  That the proposals for pay from 1 April 2019, as summarised in paragraph 4 of the report, together with the employee side comments and the employer’s responses be noted; and

(b)  That a further report providing further details on the breakdown of agency spend and the issues surrounding difficulties in recruitment be presented to the Committee at the next meeting for consideration.

RECOMMENDED:

(a)  That the proposed changes to the Council’s local pay arrangements, as set out in Appendix 2 to these minutes, be approved and implemented on 1 April 2019; and

(b)  That a full review be carried out of the Council’s local pay arrangements.