Wrthi'n llwytho
Y penderfyniadau fel y mae cofnodion y cyngor yn eu cofnodi. Bydd crynodeb mewn iaith glir yn dilyn pan fydd wedi'i ysgrifennu.
RESOLVED- That the minutes of the meeting of the Democratic Services Committee held on 11 July 2022 be approved and signed as a correct record.
RESOLVED: That the Council meetings survey for 2022 be approved for circulation.
RESOLVED: That the content of the Independent Remuneration Panel for Wales Draft Annual Report 2023/2024 be noted, that the research and evidence based approach be endorsed and that it be suggested that a reduction in the amount of senior salaries be reviewed.
RESOLVED: a) That a response be provided to the Welsh Government, which includes Conwy County Borough Council’s Diversity in Democracy action plan and that additional information be sought in respect of additional provisions Conwy County Borough Council could put in place in order to support employees considering running as an Elected Member. b) That the Welsh Government be requested to explore next steps in respect of private sector employees running as Elected Members and that a hypothecated funding stream be considered in respect of supporting diversity in democracy.
RESOLVED: That the text within the membership/officer leadership graphic (appendix 1 of the protocol) be included within section 2 of the protocol (Roles of Members). RECOMMENDED TO COUNCIL: That, subject to the above amendment, the Protocol on Member/Officer Relations be adopted.
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Y penderfyniad fel y'i cofnodwyd
RESOLVED- That the minutes of the meeting of the Democratic Services Committee held on 11 July 2022 be approved and signed as a correct record.
The minutes of the meeting of the Democratic Services Committee held on 11 July 2022 were submitted for approval. RESOLVED- That the minutes of the meeting of the Democratic Services Committee held on 11 July 2022 be approved and signed as a correct record.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: That the Council meetings survey for 2022 be approved for circulation.
The Head of Democratic Services presented a report in relation to the timing of Council meetings. Statutory Guidance had been issued by Welsh Government that required each Local Authority to survey their Members, after local elections, to assess suitability around the timing and frequency of meetings. A suggested survey was included within Appendix 2 of the report. RESOLVED: That the Council meetings survey for 2022 be approved for circulation.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: That the content of the Independent Remuneration Panel for Wales Draft Annual Report 2023/2024 be noted, that the research and evidence based approach be endorsed and that it be suggested that a reduction in the amount of senior salaries be reviewed.
The Head of Democratic Services presented Members with the Independent Remuneration Panel for Wales (IRPW) Draft Annual Report for 2023/2024. The Democratic Services Committee had delegated authority to review the draft report and formulate a response on behalf of the Council, prior to the consultation deadline on 1 December 2022. The following points were highlighted: • The full draft report was included within Appendix 1 of the report. • Determinations were summarised as follows: - Basic Salary (payable to all elected members) – increase from £16,800 to £17,600 - Leader – increase from £56,700 to £59,400 - Deputy Leader – increase from £39,690 to £41,580 - Executive Members – increase from £34,020 to £35,640 - Committee Chairs (inc. leader of the largest opposition group) – increase from £25,593 to £26,400 - Civic Head – increase from £25,593 to £26,400 - Deputy Civic Head – increase from £20,540 to £21,340 · A response was required to a questionnaire circulated by the IRPW. In considering the IRPW recommendations, Members discussed the following: · The revised report format was welcomed as it was concise and easier to navigate than previous reports. · It was suggested that a salary increase was not appropriate given the current economic climate. - In response, the Head of Democratic Services advised that a decision to decline any increase would be on an individual basis. · It was important that Conwy County Borough Council (CCBC) continued to attract a diverse range of Members and therefore a competitive remuneration was required. - For many years, Elected Members had tended to be retired individuals who were financially stable. - The workload for Members had increased and it was appropriate that remuneration increased accordingly. · It was suggested that a letter be sent to the IRPW proposing that Member allowances be frozen for the 2022-2027 administration. - Concern was raised that Welsh Government (WG) may provide CCBC with a lesser budget, if the increase was declined. - If Members ensured that they spent money locally then this would be of benefit to the local economy. · The research and evidence based approach taken by the IRPW was welcomed. · It was suggested that the percentage of senior salaries paid should be reviewed. CCBC currently paid a senior salary to 36% of Members. - In response, the Head of Democratic Services advised that the IRPW set the level of senior salaries, however, the number of Cabinet Members appointed, up to a maximum of 10 in total, was at the discretion of the Leader. - It was a Council decision whether to remunerate Committee Chairs, the Civic Head and Deputy Civic Head. This would be considered following publication of the final IRPW report in February, 2023. - It was felt that in order to attract Members to senior roles, remuneration was required as it was likely that senior Members would be required to give up any existing employment. - Remuneration to Vice-Chairs had already ceased. · The Cabinet Member for Finance, Revenue and Benefits advised that Member allowances made 0.59% of the overall Council budget. · The Head of Law and Governance, along with the Head of Democratic Services would respond to the technical questions within the IRPW questionnaire. · Member pay increases were not well received by constituents. - Effective communication was important in order that the public understood the role of Elected Members. - A project had been established to produce a series of videos in respect of the role of Elected Members (using grant funding). · It was suggested that no response be provided to the IRPW consultation. · Due to staffing issues, some organisations and businesses could not accommodate time off for employees to attend Council meetings. The following proposals were made and seconded: · That a response be provided to the IRPW suggesting that Member allowances be frozen for a period of 5 years (2022-2027 administration). · That no response be provided to the IRPW consultation. That the content of the IRPW Draft Annual Report 2023/2024 be noted, that the research and evidence based approach be endorsed and that it be suggested that a reduction in the amount of senior salaries paid be reviewed. Following a vote it was: RESOLVED: That the content of the Independent Remuneration Panel for Wales Draft Annual Report 2023/2024 be noted, that the research and evidence based approach be endorsed and that it be suggested that a reduction in the amount of senior salaries be reviewed.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: a) That a response be provided to the Welsh Government, which includes Conwy County Borough Council’s Diversity in Democracy action plan and that additional information be sought in respect of additional provisions Conwy County Borough Council could put in place in order to support employees considering running as an Elected Member. b) That the Welsh Government be requested to explore next steps in respect of private sector employees running as Elected Members and that a hypothecated funding stream be considered in respect of supporting diversity in democracy.
The Head of Democratic Services presented Members with a letter from Welsh Government (WG) Ministers in respect of diversity in democracy. The letter sought views on how Local Authorities could work with WG, together with social partners, to support and encourage the public sector workforce to consider standing for elected office. The following points were highlighted: · Comparison data from the 2017 and 2022 Conwy County Borough Council (CCBC) Local Elections included the following: - The number of candidates had increased; - There were no uncontested CCBC elections in 2022; - The percentage of male candidates had decreased (from 66.41%-62.91%) and the percentage of female candidates had increased (from 33.59%-37.09%); and - In 2017 the highest percentage of candidates had been within the 61-70 age bracket, but this had shifted to the 51-60 age bracket in 2022. · In respect of Town and Community Councils, the number of overall candidates had remained the same. However, there were only 12 contested elections in 2022 (compared to 14 in 2017) out of a possible 70. · Policies in place within CCBC, which would support employees who stood as Elected Members included the hybrid working policy, the flexi-time arrangements, the flexible working policy, the special leave policy, plus the ability for individuals to request unpaid leave. In considering the letter from Welsh Government Ministers, the following was discussed: · Concern was raised that, although WG were seeking to improve diversity, the number of Elected Members representing Conwy CBC (and the majority of other Local Authorities in Wales) had been reduced. · Clarification was sought in respect of the suitability of public sector workers standing as Elected Members. - In response, the Head of Democratic Services advised that officers within politically restricted posts would be unable to stand for election. - If a CCBC officer was elected as a Conwy County Councillor they would be required to resign from their post before taking up official office as an Elected Member. However, they would be able to serve as an Elected Member for another authority whilst remaining employed by Conwy CBC. - The Head of Law and Governance advised that there were potential conflicts of interest that needed to be considered by WG. · It was important to consider that the public sector included a variety of organisations other than local authorities. - One Member expressed concern that there was a lack of effective oversight for Town and Community Councils. WG had previously commissioned a report on the future of Town and Community Councils but this had not been progressed. · Clarification was sought in respect of a CCBC officer being elected as a Councillor for another authority and whether they would be allowed time to attend Council meetings. - In response, the Head of Democratic Services advised that the policies (referenced above) were in place in order to support employees. - CCBC was supportive of employees carrying out public duties but it was possible that not all public sector organisations were as flexible and that was what WG was trying to establish. · It was suggested that wider public engagement was required in order to reach those, who did not vote or engage with local democracy. - Engagement was required with young people from all backgrounds. - The Head of Democratic Services advised that pupils from Ysgol Dyffryn Conwy would hold their next School Council meeting in CCBC’s council chamber. This had been instigated by local members. · It was felt that WG should consider what steps they could take to support private sector and self-employed workers to run as Elected Members. · The Cabinet Member for Housing and Regulatory acknowledged the positive steps taken by the WG to engage public sector workers. - A high percentage of females worked within the public sector. - Consideration was required in respect of barriers faced, such as the cost of leaflets, if a candidate was not a member of a political party. RESOLVED: a) That a response be provided to the Welsh Government, which includes Conwy County Borough Council’s Diversity in Democracy action plan and that additional information be sought in respect of additional provisions Conwy County Borough Council could put in place in order to support employees considering running as an Elected Member. b) That the Welsh Government be requested to explore next steps in respect of private sector employees running as Elected Members and that a hypothecated funding stream be considered in respect of supporting diversity in democracy.
Y penderfyniad fel y'i cofnodwyd
RESOLVED: That the text within the membership/officer leadership graphic (appendix 1 of the protocol) be included within section 2 of the protocol (Roles of Members). RECOMMENDED TO COUNCIL: That, subject to the above amendment, the Protocol on Member/Officer Relations be adopted.
The Head of Democratic Services presented Members with the Protocol on Member/Officer Relations. The Democratic Services Committee Working Group had considered the Protocol on Member/Officer Relations and had recommended that the all Wales Model Protocol be adopted, subject to some amendments. The proposed final draft was attached as an appendix to the report. The Head of Law and Governance extended his thanks to the Head of Democratic Services and the Working Group for their work on the protocol. The final draft would be shared with the Senior Management Team for comment prior to final consideration by Council. In considering the Protocol on Member/Officer Relations, the following was discussed: · It was felt that the overall tone of the protocol had improved. · The revised protocol was user friendly and included useful graphics. · It was proposed that the text within the membership/officer leadership graphic (appendix 1) also be included within section 2 of the protocol (Roles of Members). RESOLVED: That the text within the membership/officer leadership graphic (appendix 1 of the protocol) be included within section 2 of the protocol (Roles of Members). RECOMMENDED TO COUNCIL: That, subject to the above amendment, the Protocol on Member/Officer Relations be adopted.
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