Agenda and draft minutes

Members are requested to declare the existence and nature of any disclosable pecuniary interest and/or other interest in any item on the agenda.

There were no declarations of interest.

The Committee is asked to confirm as a correct record the minutes of the meeting held on 30 November 2021.

The minutes of the meeting held on 30 November 2021 were confirmed and signed as a correct record.

24 February 2022

Market Supplement Policy

With the permission of the Chair, the Market Supplement Policy was considered.  The policy had been changed in order to reflect alterations that may occur as a result of a post being reviewed under the Evaluation and Re-evaluation of Posts policy.

            RECOMMENDED to the Personnel Committee that the amended Market Supplement Policy be approved.

The Committee noted the Market Supplement Policy in order to reflect changes that may occur as a result of a post being reviewed under the Evaluation and Re-evaluation of Posts policy.

RESOLVED that the amended Market Supplement Policy be approved.

24 February 2022

Career Break Policy

The introduction of a new Career Break Policy was considered.  It was noted that at least fifteen employees who had resigned to care for someone may have benefited from a Career Break Policy and the potential impact on sick pay was also considered.

Discussion focused on how the person on a career break could communicate with their team, the timescale for giving notice of a career break if there was an emergency situation and how an employee’s pension might be impacted.  There were some minor changes to the wording of the policy.

            RECOMMENDED to the Personnel Committee that the Career Break Policy, as amended, be approved.

The Committee considered the introduction of a new Career Break Policy.

RESOLVED that the introduction of the Career Break Policy be approved.

To seek approval to create an additional Senior Team Leader role within the Refuse and Cleansing structure within the Environmental Services Department.

The Committee consider the proposal to create an additional Senior Team Leader role within the Refuse and Cleansing structure within the Environmental Services Department.

It was noted that the demands on the service areas had increased in terms of house building, increased tonnages and the garden waste customers base.  As the service had grown the management arrangements had come under increasing pressure. 

This is a service area that would continue to grow. The creation of a new Senior Team Leader role will provide the necessary support and resilience within the service.

RESOLVED that a new Senior Team Leader role is created within the refuse and cleansing structure of the Environmental Services Department.

To request the establishment of a Markets Officer post within the structure of the Economic Development and Regeneration Team.    A short term post was created in 2020 to develop and promote markets as means of generating additional footfall in the Borough’s town centres.  The work has been very well received, with the Beeston Markets performing strongly and further market development activities being replicated in Stapleford, Kimberley and Eastwood. It is now important to position the service on a firmer footing and secure the expertise that the Council has developed, by making the role permanent.

The Committee considered the request to establish a Markets Officer within the structure of the Economic Development and Regeneration Team.  A short term post was created in 2020 to develop and promote markets as means of generating additional footfall in the Borough’s Town centres.   The work of the current post holder had been very well received, with the Beeston Markets performing strongly and further market development activities being replicated in Stapleford, Kimberley and Eastwood.

RESOLVED that role of Markets Officer be made permanent, given car user status and added to the establishment. 

To propose the relocation of the domestic abuse and private sector co-ordinator officer from Housing to the Communities team under a changed job description and grade.

Members noted the proposal for the relocation of the domestic abuse and private sector co-ordinator officer from Housing to the Communities team under a changed job description and grade.

Reducing domestic violence is a key objective for Broxtowe under the Community Safety priority. Consideration has been given to the future of the role and its best fit within the organisation.

RESOLVED that the creation of the role of Senior Communities Officer (Violence and Domestic Abuse) be approved and that the private sector accommodation co-ordination duties of the existing domestic violence officer be retained within the Housing Options team in a full time Housing Options Officer (private sector) position.

To provide analysis of the workforce for Broxtowe Borough Council in 2020/21

Members were provided with an analysis of the workforce for Broxtowe Borough Council in 2020/21. The workforce profile was an annual report which covers areas such as recruitment, the workforce, employment issues and health and safety. It provides an opportunity for the Council to compare with previous years to see how the Council is progressing.

To note the new accreditation on the Carers in Employment Pledge.

The Committee noted the new accreditation on the Carers in Employment Pledge. The purpose of signing the Pledge was to acknowledge and support informal carers within the Council.

The Committee is asked to RESOLVE that, under Section 100A of the Local Government Act, 1972, the public and press be excluded from the meeting for the following item of business on the grounds that it involves the likely disclosure of exempt information as defined in paragraphs 1, and 2 of Schedule 12A of the Act.

RESOLVED that, under Section 100A of the Local Government Act, 1972, the public and press be excluded from the meeting for the following items of business on the grounds that they involve the likely disclosure of exempt information as defined in paragraphs 1, and 2 of Schedule 12A of the Act.

RESOLVED that the post of Monitoring Officer be put forward for re-grading to a CO3 position within Broxtowe’s pay system.

RESOLVED that option B be approved.