Portsmouth City Borough Council
Councillors:
42
Wards:
14
Committees:
37
Meetings (2025):
120
Meetings (2024):
154
Meeting
Employment Committee - Portsmouth City
Meeting Times
Scheduled Time
Start:
Thursday, 9th March 2023
2:00 PM
Thursday, 9th March 2023
2:00 PM
End:
Thursday, 9th March 2023
6:00 PM
Thursday, 9th March 2023
6:00 PM
Actual Time
Started:
Thursday, 9th March 2023
12:00 AM
Thursday, 9th March 2023
12:00 AM
Finished:
Thursday, 9th March 2023
12:00 AM
Thursday, 9th March 2023
12:00 AM
Meeting Status
Status:
Confirmed
Confirmed
Date:
09 Mar 2023
09 Mar 2023
Location:
Council Chamber - The Guildhall, Portsmouth
Council Chamber - The Guildhall, Portsmouth
Meeting Attendees
Committee Member
Cabinet Member for Environmental Services
Committee Member
Lord Mayor
Standing Deputy
Councillor Terry Norton
Not required
Standing Deputy
Councillor Scott Payter-Harris
Not required
Committee Member
Deputy Leader of the Council; Cabinet Member for Housing and Tackling Homelessness
Agenda
1
Apologies for Absence
Minutes
Apologies were received from Councillor Atkins.
2
Declarations of Members' Interests
Minutes
There were no declarations of interest.
3
Minutes of the Special meeting held on 15 February 2023
RECOMMENDED that the minutes of the Special meeting held on 15 February 2023 be confirmed and signed by the Chair as a correct record.
Attachments:
- Document Minutes 15 February 2023 01 Mar 2023
Minutes
The minutes of the meeting held on 15 February 2023 were confirmed and signed as an accurate record.
4
Pay Policy Statement 2023-24
Purpose of report
The Council is required by section 38(1) of the Localism Act 2011 (openess and accountability in local pay) to prepare a Pay Policy Statement. The Local Government Transparency Code 2014 further clarifies and describes the information and data local authorities are required to publish to increase democratic accountability.
A Pay Policy Statement must articulate the Council's policies towards a range of issues relating to the pay of its workforce, particularly its senior staff, Chief Officers and its lowest paid employees.
A Pay Policy Statement must be prepared for each financial year. It should be approved by Full Council no later than 31 March of each year, prior to the financial year to which it relates and be published on the council's website.
The Employment Committee is RECOMMENDED to approve the Pay Policy Statement attached as Appendix 1, to go forward for approval by the Full Council prior to 31 March 2023.
The Council is required by section 38(1) of the Localism Act 2011 (openess and accountability in local pay) to prepare a Pay Policy Statement. The Local Government Transparency Code 2014 further clarifies and describes the information and data local authorities are required to publish to increase democratic accountability.
A Pay Policy Statement must articulate the Council's policies towards a range of issues relating to the pay of its workforce, particularly its senior staff, Chief Officers and its lowest paid employees.
A Pay Policy Statement must be prepared for each financial year. It should be approved by Full Council no later than 31 March of each year, prior to the financial year to which it relates and be published on the council's website.
The Employment Committee is RECOMMENDED to approve the Pay Policy Statement attached as Appendix 1, to go forward for approval by the Full Council prior to 31 March 2023.
Attachments:
- Document Pay Policy Statement 2023-24 01 Mar 2023
- Document Appendix 1 Pay Policy Statement 2023-24 accessible - FINAL 16.02.23 01 Mar 2023
Minutes
Rochelle Williams, Assistant Director if HR introduced the report.
DECISION
Approved the Pay Policy Statement attached as Appendix 1, to go forward for approval by the Full Council prior to 31 March 2023.
DECISION
Approved the Pay Policy Statement attached as Appendix 1, to go forward for approval by the Full Council prior to 31 March 2023.
5
Gender Pay Gap 2022-23
Purpose
To present the outcomes of the Gender Pay Gap 2022-23, ensuring the Council can fulfil its statutory obligations in respect of the Gender Pay Gap Information Regulations, and note the recommended action plan to build on the council's inclusive working practices, to continue to reduce the gap.
At Employment Committee on 4 December 2018, Members requested that additional data on the age breakdown be included in the Gender Pay Gap Report. The Gender Pay Gap report now includes a breakdown of the workforce profile by age, gender and whether full time or part time. Appendix 1 includes this additional information, as well as the statutory data that the Council is required to publish in accordance with the Gender Pay Gap Information Regulations.
It is RECOMMENDED that the Employment Committee:
1. Note the key findings of the Gender Pay Gap Report 2022-23 (Appendix 1).
2. Note the action plan as set out as item 8 in the Gender Pay Gap Report 2022-23 (Appendix 1).
To present the outcomes of the Gender Pay Gap 2022-23, ensuring the Council can fulfil its statutory obligations in respect of the Gender Pay Gap Information Regulations, and note the recommended action plan to build on the council's inclusive working practices, to continue to reduce the gap.
At Employment Committee on 4 December 2018, Members requested that additional data on the age breakdown be included in the Gender Pay Gap Report. The Gender Pay Gap report now includes a breakdown of the workforce profile by age, gender and whether full time or part time. Appendix 1 includes this additional information, as well as the statutory data that the Council is required to publish in accordance with the Gender Pay Gap Information Regulations.
It is RECOMMENDED that the Employment Committee:
1. Note the key findings of the Gender Pay Gap Report 2022-23 (Appendix 1).
2. Note the action plan as set out as item 8 in the Gender Pay Gap Report 2022-23 (Appendix 1).
Attachments:
- Document GPG report 01 Mar 2023
- Document Appendix 1 GPG Report 2022-23 - FINAL 16.02.23 01 Mar 2023
Minutes
Rochelle Williams, Assistant Director of Human Resources introduced the report and in response to a question from members, explained that the council pays long service award and honorariums but not bonuses.
DECISIONS
1 . Noted the key findings of the Gender Pay Gap Report 2022-23 (Appendix 1).
2. Noted the action plan as set out as item 8 in the Gender Pay Gap Report 2022-23 (Appendix 1).
DECISIONS
1 . Noted the key findings of the Gender Pay Gap Report 2022-23 (Appendix 1).
2. Noted the action plan as set out as item 8 in the Gender Pay Gap Report 2022-23 (Appendix 1).
6
Sickness Absence Report
Purpose of report
The purpose of this report is to update the Employment Committee about the levels and causes of sickness absence across the council and the actions being taken to improve attendance and promote employee health and wellbeing.
The Employment Committee is RECOMMENDED to:
1. Note the change in absence levels across the organisation.
2. Note the levels and causes of sickness absence across the council and by directorate.
3. Note the activities and interventions undertaken to support attendance.
The purpose of this report is to update the Employment Committee about the levels and causes of sickness absence across the council and the actions being taken to improve attendance and promote employee health and wellbeing.
The Employment Committee is RECOMMENDED to:
1. Note the change in absence levels across the organisation.
2. Note the levels and causes of sickness absence across the council and by directorate.
3. Note the activities and interventions undertaken to support attendance.
Attachments:
- Document Sickness Absence - Bi-annual Report 2023 01 Mar 2023
- Document Appendix 1 - Bi-annual sickness report Feb 2023 01 Mar 2023
- Document Appendix 2 - Bi-annual sickness report - reasons - Feb 2023 01 Mar 2023
- Document Appendix 3 - Top 5 absence reasons per directorate 01 Mar 2023
Minutes
Rochelle Williams, Assistant Director of Human Resources introduced the report and in response to a question from members, explained that levels of non-work-related psychological absence is higher than work-related. The interventions in place to support staff are set out in the report. Through the surveys, staff had requested support networks in the workplace. To establish a culture of support with peers, the following working groups will be launched shortly; for dads, people ongoing the menopause and people who are neurodivergent.
Natasha Edmunds, Director of Corporate Services explained that long covid is a diagnosed condition that can last months. A working group of Public Health and NHS staff are looking into the causes and prognosis. The council has a policy that staff who work with vulnerable people must abstain from work for five days.
The focus on new managers' induction covers both newly recruited and promoted staff. It is incumbent for senior managers to role model how the council approaches absence. They meet regularly with unions and the working group about the menopause came about thanks to the union flagging up this issue.
DECISIONS
1. Noted the change in absence levels across the organisation.
2. Noted the levels and causes of sickness absence across the council and by directorate.
3. Noted the activities and interventions undertaken to support attendance.
Natasha Edmunds, Director of Corporate Services explained that long covid is a diagnosed condition that can last months. A working group of Public Health and NHS staff are looking into the causes and prognosis. The council has a policy that staff who work with vulnerable people must abstain from work for five days.
The focus on new managers' induction covers both newly recruited and promoted staff. It is incumbent for senior managers to role model how the council approaches absence. They meet regularly with unions and the working group about the menopause came about thanks to the union flagging up this issue.
DECISIONS
1. Noted the change in absence levels across the organisation.
2. Noted the levels and causes of sickness absence across the council and by directorate.
3. Noted the activities and interventions undertaken to support attendance.
7
Health and Safety Training Deep Dive
Purpose of information report
To provide a greater level of detail to the Employment Committee regarding the health and safety training data provided within the 2021-22 Health and Safety Annual Report.
To provide a greater level of detail to the Employment Committee regarding the health and safety training data provided within the 2021-22 Health and Safety Annual Report.
Attachments:
- Document HS Training Deep Dive 2023 01 Mar 2023
Minutes
Linda Martin, Corporate Health & Services Manager introduced the report.
DECISION
The report was noted.
DECISION
The report was noted.
8
Member Training Working Group
Purpose of information report
To advise members of the Committee of the revised member induction programme and the wider training offer for members in 2023-24.
To advise members of the Committee of the revised member induction programme and the wider training offer for members in 2023-24.
Attachments:
- Document MTWG 01 Mar 2023
Minutes
James Harris, Senior Local Democracy Officer introduced the report.
Councillor Sanders explained that the aim was to get new Councillors democratic duties up and running as quickly as possible.
Members agreed that the officer: member protocol would be circulated to all members.
DECISION
The report was noted.
Councillor Sanders explained that the aim was to get new Councillors democratic duties up and running as quickly as possible.
Members agreed that the officer: member protocol would be circulated to all members.
DECISION
The report was noted.
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