Hampshire Fire and Rescue Authority Human Resources Committee Item 9 4th July 2008 Principal Officer Pay Methodology Review Report of the Director of Human Resources |
Contact: Geoff Howsego - Director of Human Resources Tel: 023 644000 ext 2362 |
1 |
Summary |
Hampshire Fire & Rescue Service developed a methodology to meet the requirements that the NJC placed on Fire Authorities to undertake local pay reviews on an annual basis for Principal Officer Grades. This methodology was tied to a 3 year agreement which finished in January 2008. This paper considers the steps that are now required to make provision for the future. | |
2 |
RecommendationsError! Bookmark not defined. |
2.1 |
That the HR Committee agree that the Principal Officer Pay Review Group to be reconvened to decide the new methodology to apply from January 2009 onwards and to report back to the Committee. |
2.2 |
That the work of the Principal Officer Pay Review Group continues to be supported directly by an external consultant from Strudel HR to ensure independent advice and support. |
3 |
Introduction Error! Bookmark not defined.and Background |
On 1 December 2006, the Human Resources Committee approved a proposed methodology for the local review of Principal Officer pay rates. One of the recommendations contained within the methodology was that a group of members (the Principal Officer Pay Review Group) consider relevant contextual data and determine a recommended local pay award based on their assessment of the data. Previous members of the group were:- Councillor Chapman - Chairman of the HR Committee Councillor Cooper - nominated member of the HR Committee Councillor Kirk - Chairman of the Performance Review Committee Councillor Heath - Chairman of the FGP Committee | |
The Principal Officer Pay Review Group met to consider the submission for the final year of the scheme which took effect in January 2008. They noted that there would need to be an agreement for establishing Principal Officers' Pay from January 2009 onwards. |
4 |
Application of future pay systems for Principal Officers |
The minutes of the HR Committee that took place on 30 November 2007, stated "that the Principal Officer Pay Review Group be reconvened at an appropriate time in 2008 to decide the new methodology to apply from January 2009 onwards and report back to the Committee on this." | |
The Pay Review Group had recognised that 2008 was the final year of the three year pay agreement and that a new methodology would need to be established for forthcoming years. It is also an option to consider the effectiveness and appropriateness of the existing system with a view to its continued use and/or adaptation. It is important that early consideration is given to provide a methodology that could be applied from January 2009 onwards, that continues to provide suitable systems to ensure that performance can be managed and rewarded for the leadership cadre. As this affects the pay of this group of staff, this is subject to discussions with APFO and agreement should be sought. | |
5 |
Contribution to Corporate Aims and Objectives |
The direction, leadership and management provided by SMT and Principal Officers remains a crucial element for the continued success of the Service. Maintenance of an appropriate and comparable pay system for this group of staff that is fair and equitable, will continue to be an important role for elected members. |
6 |
Risk Analysis |
Failure to provide equitable pay and rewards could adversely affect the ability of the organisation to attract and retain the best talent, or could, in some scenarios, lead to challenges through either trade unions or the legal system. | |
7 |
Resource Implications |
7.1 |
Human Resources |
There are no specific HR implications in relation to this proposal. It is proposed that the work of the Principal Officer Pay Review Group continues to be supported directly by an external consultant from Strudel HR to ensure independent advice and support. | |
7.2 |
Physical Resources |
Not applicable | |
7.3 |
Information and Communications Technology Resources |
Not applicable | |
7.4 |
Financial Implications |
Not applicable. | |
8 |
Equality Impact Assessment |
8.1 |
The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000. |
Background Information (Section 100D of Local Government Act 1972) |
The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report: None Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act. |