Hampshire Fire and Rescue Authority Item 5

Human Resources Committee

15/03/20058 September 2006

Error! Bookmark not defined.Service Management Team Pay, Rewards and Capacity Review

Report of the Chief Officer

Contact: Helen Andrews Tel : 02380 7595414 Email : [email protected]

1

Summary

1.1

Following the report on Principal Officers Pay presented to the HR Committee on 16 June 2006, this update report sets out the rationale for widening the review to include an examination of the pay, rewards and capacity of the Service Management Team (SMT). The report seeks the approval of the HR Committee regarding the membership of the review team, the terms of reference and the time scales for final report presentation.

2

RecommendationError! Bookmark not defined.

2.1

It is recommended that the proposed membership of the review team, terms of reference and timescales are approved.

3

Introduction Error! Bookmark not defined.and Background

3.1

A report was presented to the HR Committee on 16 June 2006 setting out the current national approach to pay comparisons with similar size Fire and Rescue Services and the on-call arrangements for the Principal Officer team.

3.2

The initial thinking in relation to these matters was partly driven by concerns about capacity at this level, as HFRS has a substantially smaller Principal Officer team than similar sized Fire and Rescue Services. In addition, Principal Officers in Hampshire have received comparatively low percentage pay increases when compared with similar sized Fire and Rescue Services. Moreover, the agreed national mechanism for Principal Officers pay includes an expectation of an annual local review.

3.3

Concerns about capacity, the recent failure to recruit a new Head of HR and significant organisational change anticipated over the next three years have led to recognition of the need for a wider review of the Service Management Team in addition to addressing the pay and conditions issues for the Principal Officer Team.

4

Membership of the Review Team

4.1

As this review relates specifically to the Service Management Team including Principal Officer grades, it is proposed that it is led by Members of the Fire Authority, in consultation with the relevant staff Associations and with support from the HR function.

4.2

The proposed membership of the review team is as follows:

Review Team Chair: Cllr Michael Cartwright

Review Team Members: Cllr Keith Chapman

Cllr Mark Cooper

DCO Dave Curry (APFO Representative)

Claire Williams (External HR Specialist)

Helen Andrews (Clerk)

All parties have been approached and have accepted the request to become involved in the review.

5

Terms of Reference

5.1

The report of 16 June 2006 recommended the creation of a review team to address issues relating to the pay and conditions of the Principal Officer Team. In the light of the need to consider wider aspects of the Service Management Team, it is proposed that the remit of the review be broadened. The proposed terms of reference are as follows:

5.2

SMT - Pay, Rewards and Capacity Review

· Consider the current and anticipated activities and responsibilities of the Service Management Team in terms of skills, reporting lines and capacity.

· Develop a proposed structure that will support improved performance of the Service, whilst managing the significant anticipated change processes.

· Consider appropriate pay and reward mechanisms for the SMT ensuring that equal pay and job evaluation processes are given due consideration.

· Develop a set of criteria to recognise and reward the additional demands placed on operational staff compared with Green Book SMT members, with full regard to Equal Pay considerations.

· Conduct consultation and ensure that budget provision is available for any proposed change into the long term.

6

Timescale

The review team will present a final report with recommendations of a proposed structure and pay arrangements for the Service Management Team at the HR Committee on 1 December 2006.

7

Contribution to Corporate Aims and Objectives

7.1

An appropriately structured and rewarded Service Management Team are critical to the achievement of Corporate aims and objectives.

8

Risk Analysis

8.1

Although not specifically highlighted in the Corporate Risk Register, an increase in the capability and capacity within the Service Management Team will enable the ongoing actions and anticipated changes to be progressed.

8.2

It also needs to be recognised that Hampshire is a high performing Authority and leads the modernisation of the Service in many areas. To maintain this position it needs to be an employer of choice to attract high calibre people.

9

Resource Implications

9.1

Human Resources

Support for the review team from the HR Department has been secured. The full HR implications will be identified by the review team and set out in the report to the HR Committee in December.

9.2

Physical Resources

None identified.

9.3

Information and Communications Technology Resources

None identified.

9.4

Financial Implications

Financial implications of the proposals recommended by the review will be identified as part of the review process. The external consultant appointed to this project will be funded from within existing resources.

10

Equality Impact Assessment

10.1

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.

11

Consultation

11.1

Consultation will be undertaken in accordance with Service Policy and will involve a broad range of affected parties, to be determined by the review team.

12

Conclusion

12.1

It is important to ensure that the Service Management Team are structured and rewarded appropriately. The review team will develop a Service Management Team structure and pay mechanism to enable the Service to deliver improvements, manage change and modernise as documented in our IRMP 2006/09

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:

Gold Book Pay and Conditions

NJC Circulars of May 2004 and October 2005

Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.