Agenda and minutes

Venue: Committee Room One, County Offices, Newland, Lincoln LN1 1YL

Contact: Rachel Wilson  Democratic Services Officer

No. Item


Apologies for Absence/Replacement Members


Apologies for absence were received from Councillor Mrs S Woolley.


It was noted that the Chief Executive, having received notice under Regulation 13 of the Local Government (Committees and Political Groups) Regulations 1990, had appointment Councillor M A Whittington to the Sub-Committee as a replacement for the vacancy for this meeting only.


Declaration of Members' Interests


There were no declarations of interest at this point in the meeting.


Minutes of the meeting held on 6 February 2018 pdf icon PDF 123 KB




          That the minutes of the meeting held on 6 February 2018 be signed by the Chairman as a correct record.



(In accordance with Section 100(A)(4) of the Local Government Act 1972, agenda item 5 has not been circulated to the press and public on the grounds that it is considered to contain exempt information as defined in Paragraphs 1, 2 and 3 of Schedule 12A of the Local Government Act 1972, as amended.  The press and public may be excluded from the meeting during consideration of this item of business)





          That under Section 100(A) of the Local Government Act 1972, the press and public be excluded from the meeting for the following items of business, on the grounds that it involved the likely disclosure of exempt information as defined in paragraphs 1, 2 and 3 of Part 1 of Schedule 12A of the act, as amended.


Chief Officers Pay Review

(To receive an exempt report by Fiona Thompson – Service Manager, People, which provides information in relation to the Chief Officer Pay Review)


An exempt report was received which provided the Sub-Committee with information in relation to the Chief Officer salary levels.  Members were guided through and the report and officers responded to a number of questions.




            That the Committee confirmed that the base salaries for the Chief Executive and Executive Directors continued at the current level of single spot salary points.





            That the exempt session be closed and the meeting resume in public.


Pay Policy Statement 2019 - 20 and Gender Pay Gap Analysis pdf icon PDF 127 KB

(To receive a report by Fiona Thompson, Service Manager – People, which provides the Committee with an opportunity to consider and agree the updated Pay Policy Statement 2019/20 as well as the results of the Gender Pay Gap analysis as at 31 March 2018)

Additional documents:


Consideration was given to a report by the Head of Paid Service which set out the Pay Policy Statement and the gender pay gap analysis.  The report advised that the Localism Act 2011 required all local authorities to agree on an annual basis, Pay Policy Statements which were compliant with the provisions of the Act and would then subsequently be published.  It was noted that there had been some very straightforward updates to the Policy which included updating the job titles in the senior officer structure, and on the pay spine, that the pay award had been applied as previously agreed to the Council's local scheme and maintaining the anchor points which were been linked to the NJC scheme.  It was noted that grade 1 had been deleted from the national pay spine but Lincolnshire had decided to retain it for apprenticeships.  It was noted that this had been helpful in attracting more apprentices.


Members were also advised that in relation to the Gender Pay Gap analysis, which was now required to be published by March each year, 67% of the workforce was female.  The mean gender pay gap was now 7.6% which was an improvement of 3.5%.  It was highlighted that the median gender pay gap was now 2.1% which was a massive improvement of 11.2% on the previous year.  In comparison, it was noted that the national median figure for 2018 was 8.6%.


It was believed that there were a number of actions which had contributed to this improvement which were set out in the report.  It was specifically highlighted that secondments and acting up opportunities, particularly in children's services and adult services, had played a role in the progression of women into more senior roles.  There had also been an increase in the retention and return rate from maternity leave.


Members were provided with the opportunity to ask questions to the officers present in relation to the information contained within the report and some of the points raised during discussion included the following:

·         The new appraisal process was summarised for members and it was noted that incremental progression would no longer be automatic under the new process which would be in use from April 2019.  Members were advised that only a small percentage of staff were expected to not be successful in attaining the increment.  It was also noted that the data from appraisals would also highlight outstanding performance.  The Committee confirmed that they would like to see this data after it had been reported to CMB.

·         Managers were required to set suitable objectives for staff, and if staff achieved these objectives then they would retain their increment.

·         It was queried whether there was an inference that all staff would achieve these targets.  It was hoped that all staff would achieve at least level 3 performance (minimum level for the increment award), it was not expected that a majority would also achieve level 4 and 5.

·         It was noted that many staff were already at the top  ...  view the full minutes text for item 6.



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