Basingstoke & Dean Borough Council
Councillors:
54
Wards:
18
Committees:
22
Meetings (2025):
67
Meetings (2024):
72
Meeting
Human Resources Committee - Basingstoke & Dean
Meeting Times
Scheduled Time
Start:
Monday, 3rd March 2025
6:30 PM
Monday, 3rd March 2025
6:30 PM
End:
Monday, 3rd March 2025
9:30 PM
Monday, 3rd March 2025
9:30 PM
Meeting Status
Status:
Confirmed
Confirmed
Date:
03 Mar 2025
03 Mar 2025
Location:
Committee Rooms 1 & 2 - Deanes
Committee Rooms 1 & 2 - Deanes
Webcast:
Available
Available
Meeting Attendees
Chair
Chair of the Human Resources Committee
Council Staff
Head of Human Resources and Organisational Development
Sarah Cragg
Expected
Vice-Chair
Vice-Chair of Human Resources Committee
Committee Member
Reserve
Chair of the Audit and Accounts Committee
Committee Member
Leader of the Labour Group
Reserve
Leader of the Conservative Group
Committee Member
Deputy Leader of the Labour Group and Chair of the Environment and Infrastructure Committee
Agenda
1
Apologies for absence and substitutions
Minutes
Councillor Court sent his apologies.
Councillor Kotecha sent his apologies.
Councillor Johnstone sent her apologies.
Councillor Golding sent her apologies.
Councillor Kotecha sent his apologies.
Councillor Johnstone sent her apologies.
Councillor Golding sent her apologies.
2
Declarations of interest
Minutes
Councillor Ibrahim declared that he was a Member of UNISON and sat on some Executive Committees which were not in the South East Region.
3
Urgent matters
To consider any items of business, other than those shown on this agenda and which, by reason of special circumstances to be stated at the meeting, in the opinion of the Chairman, should be considered at the meeting as a matter of urgency.
Minutes
There were no urgent matters.
4
Confirm the Membership of the Joint Consultative Committee
Following the Human Resources Committee held on the 7th October 2024, Councillor Jenkin and Councillor Durrant confirmed they would like to be a Member of the JCC.
The JCC Membership for the municipal year 24/25 is the Chairman, the Portfolio Holder, Councillor Johnstone, Councillor Jenkin and Councillor Durrant.
The JCC Membership for the municipal year 24/25 is the Chairman, the Portfolio Holder, Councillor Johnstone, Councillor Jenkin and Councillor Durrant.
Minutes
The JCC Membership for the municipal year 24/25 was confirmed as the Chairman, the Portfolio Holder, Councillor Johnstone, Councillor Jenkin and Councillor Durrant.
5
Minutes of the meeting held on the 7th October 2024
The Chair will move that the minutes of the meeting be signed as a correct record. The only part of the minutes that can be discussed is their accuracy.
Attachments:
- Document Minutes of the meeting held on the 7th October 2024 20 Feb 2025
Minutes
The Chair confirmed that the minutes of the meeting held on the 7th October 2024 were confirmed by the Committee as a correct record.
6
Pay and Benefits Review Update
This report provides an update on the progress of the council’s pay and benefits review since the previous HR Committee on 7 October 2024.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Pay and Benefits Review Report 20 Feb 2025
Minutes
The Human Resources Manager introduced the report which provided an update with regards to the implementation of phase two of the council’s pay and benefits review.
She confirmed that work was now progressing on phase two of the review under each of the component areas.
The outcome of phase two of the pay and benefits review would necessitate changes to the Pay Policy Statement.
RESOLVED: That the Committee notes the report on the progress of phase two of the pay and benefits review.
She confirmed that work was now progressing on phase two of the review under each of the component areas.
The outcome of phase two of the pay and benefits review would necessitate changes to the Pay Policy Statement.
RESOLVED: That the Committee notes the report on the progress of phase two of the pay and benefits review.
7
Gender Pay Gap Report
This report updates the Committee on the council’s Gender Pay Gap and details how the council will fulfil its statutory obligation to report this information.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Gender Pay Gap Report 20 Feb 2025
Minutes
The HR Manager explained that it was a requirement for Basingstoke and Deane Borough Council (BDBC) to publish information relating to the relative pay gap between male and female employees within The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017.
Overall, therefore the council was in a good position comparing favourably with the gender pay gap of other organisations. This reflected the council’s aspiration to be a fair and inclusive employer, making best use of its talent regardless of gender.
It was confirmed that future reports would provide quartile information on Gender Pay Gap.
RESOLVED: That the Committee notes the report.
Overall, therefore the council was in a good position comparing favourably with the gender pay gap of other organisations. This reflected the council’s aspiration to be a fair and inclusive employer, making best use of its talent regardless of gender.
It was confirmed that future reports would provide quartile information on Gender Pay Gap.
RESOLVED: That the Committee notes the report.
8
HR Operations and Workforce Information Update
This report sets out key people indicators and management information to the end of the third quarter 2024/2025 and makes comparisons with previous years’ performance where applicable.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document HR Operations and Workforce Information Update Report 20 Feb 2025
Minutes
The Head of Human Resources and Organisational Development introduced the report which set out key people indicators and management information to the end of the third quarter 2024/2025 and made comparisons with previous years’ performance where applicable. She advised the headcount and full time equivalent had increased during the first three quarters of 2024/25.
There had been some slight changes within a number of the workforce age profile categories. However, overall, the profile had remained broadly similar with the highest proportions of the workforce within the 35-44, 45-54 and 55- 64 age ranges.
The number of staff that had left the organisation in the first three quarters of 2024/25 (6.88%) had reduced by 0.39% compared with the same period (April – December) 2023/24 (7.27%). The voluntary resignation rate also decreased by 0.14% compared with the same period in 2023/24. Of the 44 leavers so far in 2024/2025, 7 completed an exit questionnaire (15.9%).
The average days lost in quarters one to three of 2024/25 was 5.79 which was currently above the pro-rata target of 4.88.
The top two reasons cited for sickness absence during the first three quarters of 2024/2025 were: Anxiety / Stress / Depression and Musculoskeletal Problems.
The Council promoted a variety of health-based initiatives which was organised by the Wellbeing Group. This was made up of staff from across the Council and chaired by the HR team. The purpose of the Wellbeing Group was to assist in the delivery of the Council’s Wellbeing Strategy by promoting a safe and healthy work environment.
The council remained committed to improving skills and providing training, education, and work-based experience through apprenticeships. There were 10 apprentices in post currently, and seven staff members who were undertaking training via an up-skill apprenticeship qualification. There was also a further apprentice role which was currently being prepared for advertisement.
The committee debated the report and asked questions which established:
§ The 6.5 average days lost figure was a stringent target and had been in place for several years. The most recent Chartered Institute of Personnel and Development (CIPD) report from 2023 stated that the average number of workdays lost in the public sector was averaging over 10 days, so in comparison the Council was lower. However, to support staff there was occupational health and training for managers on sickness and absence which would include the full range of support for staff.
§ It was advised that the projection of the total labour turnover rate for 2024/25 (April to December) was an educated estimate based on previous years.
§ The demographic data compared with the local population was highlighted in the narrative within the report against the census. However, HR would look at presenting the information in a different format, such as a table.
§ The method of displaying the ethnicity and disability pay gap was being explored to provide meaningful data.
§ Future reports would provide a summary of how staff were being reassured and supported during the devolution process. It was confirmed that staff briefings had been undertaken by the Chief Executive and Deputy Chief Executive which updated staff and answered any questions.
RESOLVED: That The Committee notes the report.
There had been some slight changes within a number of the workforce age profile categories. However, overall, the profile had remained broadly similar with the highest proportions of the workforce within the 35-44, 45-54 and 55- 64 age ranges.
The number of staff that had left the organisation in the first three quarters of 2024/25 (6.88%) had reduced by 0.39% compared with the same period (April – December) 2023/24 (7.27%). The voluntary resignation rate also decreased by 0.14% compared with the same period in 2023/24. Of the 44 leavers so far in 2024/2025, 7 completed an exit questionnaire (15.9%).
The average days lost in quarters one to three of 2024/25 was 5.79 which was currently above the pro-rata target of 4.88.
The top two reasons cited for sickness absence during the first three quarters of 2024/2025 were: Anxiety / Stress / Depression and Musculoskeletal Problems.
The Council promoted a variety of health-based initiatives which was organised by the Wellbeing Group. This was made up of staff from across the Council and chaired by the HR team. The purpose of the Wellbeing Group was to assist in the delivery of the Council’s Wellbeing Strategy by promoting a safe and healthy work environment.
The council remained committed to improving skills and providing training, education, and work-based experience through apprenticeships. There were 10 apprentices in post currently, and seven staff members who were undertaking training via an up-skill apprenticeship qualification. There was also a further apprentice role which was currently being prepared for advertisement.
The committee debated the report and asked questions which established:
§ The 6.5 average days lost figure was a stringent target and had been in place for several years. The most recent Chartered Institute of Personnel and Development (CIPD) report from 2023 stated that the average number of workdays lost in the public sector was averaging over 10 days, so in comparison the Council was lower. However, to support staff there was occupational health and training for managers on sickness and absence which would include the full range of support for staff.
§ It was advised that the projection of the total labour turnover rate for 2024/25 (April to December) was an educated estimate based on previous years.
§ The demographic data compared with the local population was highlighted in the narrative within the report against the census. However, HR would look at presenting the information in a different format, such as a table.
§ The method of displaying the ethnicity and disability pay gap was being explored to provide meaningful data.
§ Future reports would provide a summary of how staff were being reassured and supported during the devolution process. It was confirmed that staff briefings had been undertaken by the Chief Executive and Deputy Chief Executive which updated staff and answered any questions.
RESOLVED: That The Committee notes the report.
9
Pay Policy Statement 2025/2026
This report sets out the council’s pay policy statement for 2025/2026.
Contact Officer: Sarah Cragg
Contact Officer: Sarah Cragg
Attachments:
- Document Pay Policy Statement 2025-26 Report 20 Feb 2025
- Document Pay Policy Statement 2025-26 Appendix One 20 Feb 2025
Minutes
The Head of Human Resources and Organisational Development introduced the report which proposed the pay policy statement for 2025/2026 for the HR Committee to recommend to the Council. It was based on the statement for 2024/2025.
Any national pay award offer for 2025/2026 had not been determined. Annual pay awards for all employees would be agreed by the Human Resources Committee having regard to any agreement reached by the relevant national negotiating bodies.
The Head of Human Resources and Organisational Development had delegated authority to make amendments to the pay policy statement as a result of any national pay awards which the council was contractually bound to agree.
RESOLVED: That the Committee
1) Recommends the pay policy statement at appendix 1 of the report to the council.
2) Note the existing delegation to the head of human resources and organisational development to update the pay policy statement as a result of any pay awards which the council is contractually bound to agree.
Any national pay award offer for 2025/2026 had not been determined. Annual pay awards for all employees would be agreed by the Human Resources Committee having regard to any agreement reached by the relevant national negotiating bodies.
The Head of Human Resources and Organisational Development had delegated authority to make amendments to the pay policy statement as a result of any national pay awards which the council was contractually bound to agree.
RESOLVED: That the Committee
1) Recommends the pay policy statement at appendix 1 of the report to the council.
2) Note the existing delegation to the head of human resources and organisational development to update the pay policy statement as a result of any pay awards which the council is contractually bound to agree.
10
Updated Human Resources Policies
The HR Committee are requested to review and approve the updated policy review schedule and to review and approve the minor amendments to the Disability and Accessibility Policy and Grievance Policy and Procedure.
The HR Committee are constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wishes to amend the delegations for any certain policies.
Contact Officer: Sarah Cragg
The HR Committee are constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wishes to amend the delegations for any certain policies.
Contact Officer: Sarah Cragg
Attachments:
- Document Updated Human Resources Policies 20 Feb 2025
- Document Disability and Accessibility Policy 20 Feb 2025
- Document Grievance Policy and Procedure 20 Feb 2025
- Document List of Employment Policies 20 Feb 2025
Minutes
The Human Resources Manager introduced the report and advised that constitutionally, the HR Committee was responsible for the approval of a set of policies that had a significant impact on staff and/or on costs to the council.
The Disability and Accessibility Policy and Grievance Policy and Procedure were scheduled for review and minor revisions had been made to those policies which were outlined within the report. She advised that although they had received some comments from UNISON, they had requested additional time to consider the policies.
She advised that the previous updated schedule for policies had now been completed so a schedule for October 2025 onwards was included within the report for Members to review.
The HR Committee were constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wished to amend the delegations for any certain policies.
The Committee had a discussion on 10.3 of the Grievance Policy and Procedure and whether the wording should be amended as suggested in the report. “Adding that where an employee wants to be accompanied at an informal stage it will not unreasonably be refused, changed from it will not be refused”.
As Members had a difference of opinion, it was agreed that the Head of HR and OD would consult UNISON on 10.3 and whichever wording UNISON believed was in the best interest of the employee would be adopted.
RESOLVED: That the Committee
1) Approve the updated policy review schedule.
2) To approve the Disability and Accessibility Policy and Grievance Policy and Procedure subject to the following:-
a) No further comments received from UNISON.
b) Delegate authority to the Head of HR and OD to amend minor revisions from UNISON and circulate the amended policy to the Committee for Information.
c) Any major revisions received from UNISON, the relevant policy be brought back to the HR Committee for review and approval.
3) The delegations to Officers for employment policies remain unchanged.
The Disability and Accessibility Policy and Grievance Policy and Procedure were scheduled for review and minor revisions had been made to those policies which were outlined within the report. She advised that although they had received some comments from UNISON, they had requested additional time to consider the policies.
She advised that the previous updated schedule for policies had now been completed so a schedule for October 2025 onwards was included within the report for Members to review.
The HR Committee were constitutionally required to undertake an annual review of the delegation to Officers to agree all other employment policies not explicitly listed on page 3.15 in Section 2.6.5, paragraph (3) of the constitution, determining whether the Committee wished to amend the delegations for any certain policies.
The Committee had a discussion on 10.3 of the Grievance Policy and Procedure and whether the wording should be amended as suggested in the report. “Adding that where an employee wants to be accompanied at an informal stage it will not unreasonably be refused, changed from it will not be refused”.
As Members had a difference of opinion, it was agreed that the Head of HR and OD would consult UNISON on 10.3 and whichever wording UNISON believed was in the best interest of the employee would be adopted.
RESOLVED: That the Committee
1) Approve the updated policy review schedule.
2) To approve the Disability and Accessibility Policy and Grievance Policy and Procedure subject to the following:-
a) No further comments received from UNISON.
b) Delegate authority to the Head of HR and OD to amend minor revisions from UNISON and circulate the amended policy to the Committee for Information.
c) Any major revisions received from UNISON, the relevant policy be brought back to the HR Committee for review and approval.
3) The delegations to Officers for employment policies remain unchanged.
11
Review of the Work Programme
The committee is asked to note and review its Work Programme.
Attachments:
- Document Work Programme 20 Feb 2025
Minutes
The Head of Human Resources (HR) Communications and Organisational Development confirmed the work programme which the Committee noted.
12
Exclusion of press and public
To consider whether, in view of the nature of the remaining items on the agenda, any of them are likely to involve the disclosure of exempt or confidential information within the terms of [] Schedule 12A of the Local Government Act 1972
13
Confidential/exempt items for information
Previous Meetings
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