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PURPOSE OF COMMITTEE
To
act as a consultative forum for discussion between management,
elected members and trade unions, on matters relating to staff in
the pursuit of a workplace culture that reflect the requirements of
a 21st Century public sector organisation.
Through partnership working the committee will support the
Council becoming an employer of choice by promoting positive
values, behaviours, training and recruitment and ways of
working.
The
Committee also acts as safety committee within s2(7) of the Health
and Safety at Work etc Act 1974 and keeps under review measures
taken to ensure the health and safety at work of employees. The
committee provides a channel of communication, co-operation and
involvement between the Council and trade union representatives on
all relevant health and safety matters.
REMIT OF COMMITTEE
1.
Partnership approach arrangements
The Committee will:
1.1
seek to maintain good relationships and model a partnership
approach between the Council and trade unions;
1.2
provide a decision making forum, for the resolution of staffing
matters that cannot be resolved through normal processes including
but not restricted to conditions of service (except
teachers1);
and
1.3
consider reports by the Chief Officer – People and
Organisational Development on matters following a request by a
trade union advisor provided always that the Chief Officer –
People and Organisational Development is satisfied that the matter
is appropriate and relevant to the remit of the Committee and that
it raises no question of individual employee issues.
2. Strategic Workforce Plans and Policies
The Committee will:
2.1
approve the Framework Agreement for Industrial Relations (the FAIR
agreement);
2.2
approve strategic workforce plans which reflect the requirements of
a 21st Century Council in terms of staff, skills and
attributes;
2.3
approve framework documentation in relation to workforce
culture;
2.4
approve strategic training and development plans for the whole
organisation;
2.5
approve all staff policies, these being policies where the
predominant factor affects the expected behaviour and actions of
staff;
1 Teacher conditions of
service are not agreed locally – they are agreed at national
level, and therefore the Staff Governance Committee would have no
locus to make any decisions on teaching terms and
conditions.
2.6
monitor equality in employment and ensure that the Council, as an
employer, complies with its statutory equal pay and other equality
responsibilities; and
2.7
receive people performance data to enable the monitoring of the
wellbeing of our staff including but not limited to absence
data.
3. Health, Safety & Wellbeing of
Staff
The Committee will:
3.1
approve health, safety and wellbeing policies
3.2
monitor performance and compliance across all functions of the
Council in respect of
i. Health and safety legislation
ii. Health, safety and wellbeing
policies
iii. Health and safety recommendations,
including those from external inspection bodies
4. Employment Appeals and Disputes
The Committee will:
4.1
approve the procedure for the Appeals Sub Committee.
MEMBERSHIP
Elected members
Local trades union representatives as advisers
– two named advisers from each of the following trades
unions:
• Unison
• Unite
• GMB
• Educational Institute
of Scotland (EIS)
• Scottish Secondary
Teachers’ Association (SSTA); and
• VOICE
Executive Lead: Chief Officer
– People and Organisational Development
