Issue - meetings

This report focuses on introducing the MedPay Review principles for senior managers (Strategic Service Managers and Service Managers), ensuring that the senior officer pay scales are adjusted in align with the rest of the organisation to enable progression through the pay ranges, based on a career progression framework (to be developed).

Background:

This report focused on introducing the MedPay Review principles for senior managers. It sought to align senior officer pay scales with the rest of the organisation, to enable progression through the pay ranges, based on a career progression framework, which would be developed by service areas, as was the case for all other ranges.

A competency framework had been agreed at the Employment Matters Committee meeting held on 29 January 2025. However this did not enable progression through pay grades and further work was now needed to take place to build the progression frameworks for senior managers.

The report had previously been considered by the Employment Matters Committee on 1 May 2025, the minutes of which were set out at section 6 of the report.

The report explained that the Employment Matters Committee had agreed to recommend pay scale Option B to Council for approval, which contained four pay progression points, rather Option A, which contained three pay progression points and had been preferred by officers. The report, therefore, requested Council to approve Option B, as recommended by the Committee.

The Chairperson of the Employment Matters Committee, Councillor Mark Prenter, supported by the Portfolio Holder for Business Management, Councillor Van Dyke, proposed the recommendations set out in the report.

Councillor Hackwell, supported by Councillor Fearn, proposed the following amendment:

1)    “The Council is asked to note the progress and preferred direction for senior officers’ pay and performance management and the option recommended by officers, being Option A. 

2)    The Council is asked to note the comments made by the Employment Matters Committee with regard to recommending Option B rather than Option A, as set out at section 6 of the report and the comments in response to Option B of the Chief Organisational Culture Officer, as set out at section 7 to the report. 

3)    The Council takes due regard to the views of the Employment Matters Committee’s recommendation of is asked by Employment Matters Committee to agree Option B (as set out in Appendix A to the report), however agrees with the recommendation from the Chief Organisational Culture Officer and the Corporate Management Team that Option A be agreed so work can commence on building the professional frameworks for each area.

4)    The Council is requested to note that the development of a Career Progression Framework and salary scales for Assistant Directors and Deputy Directors shall be undertaken concurrently but implemented subsequently by the Head of Paid Service.”

Amended Recommendation reads:

1)    “The Council is asked to note the progress and preferred direction for senior officers’ pay and performance management and the option recommended by officers, being Option A. 

2)    The Council is asked to note the comments made by the Employment Matters Committee with regard to recommending Option B rather than Option A, as set out at section 6 of the report and the comments in response to Option B of the Chief Organisational Culture Officer, as set out at section 7 to the report. 

3)    The  ...  view the full minutes text for item 159

This report advises on the progress and direction of travel for senior officers pay and performance management.

Discussion

The Chief Organisational Culture Officer introduced the report which introduced the MedPay Review principles for senior managers (Strategic Service Managers and Service Managers), to ensure that the senior officer pay scales were adjusted to align with the rest of the organisation to enable progression through the pay ranges, based on a career progression framework which would be developed.

A competency framework had been agreed in January 2025 at the Employment Matters Committee as a supporting document to enable development, however this did not enable progression through pay grades and further work was now needed to build the progression frameworks for senior managers. The framework aimed to address historical problems and legacy issues, ensuring fairness and consistency in performance management and pay progression.

The proposal included a single progression opportunity per year for managers, with extensive performance management requirements.

It was noted that the Corporate Management Team’s (CMT) preferred option was Option A, as this mirrored the three progression points of the rest of the organisation and provided continuity of one pay model for all colleagues. With an agreed understanding that there would be one opportunity per year for senior managers to apply for progression, possibly June, which aligned to the rest of the organisation, and it was accepted that progression within the range would be unlikely to happen every year for all, as it was based on performance and not time served. The budget for this work had already been agreed.

The Chief Organisational Culture Officer further explained the challenges of implementing multiple layers within the leadership roles and emphasized the need for a high-performing leadership layer and retaining and valuing the leadership layer. It was noted that the leadership layer was expected to be available 24/7 without additional pay or flexi time, which made progression into leadership roles less attractive.

The Committee considered the three different options presented. There was concern about the percentage increase in salary if the CMT preferred option was agreed. The Vice Chairperson suggested that option B might be the more pragmatic choice, agreeing with the need for a fair and consistent approach across the organisation. The Chairperson agreed and stated that he would move recommending option B.

Members also noted the Joint Consultative Committee comments from the earlier meeting.

Decision

a)            That the progress and direction for senior officers pay and performance management, be noted.

b)            That the development of a Career Progression Framework and salary scales for Assistant Directors and Deputy Directors should be undertaken concurrently but implemented subsequently by the Head of Paid Service, be noted.

c)            That the Committee recommend to Full Council Option B for pay progression (as set out in Appendix A to the report) so work could commence on building the professional frameworks for each area.