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Committee details

Staff Governance Committee

Purpose of committee

Please note that online agendas are retained indefinitely

 

 

MEMBERSHIP

Elected members

Local trades union representatives as advisers

 

PURPOSE OF COMMITTEE

1.    To further develop the existing partnership approach between the Council and all trade unions in order to support the Council becoming an employer of choice.

2.    To approve and monitor the Framework Agreement for Industrial Relations (“the FAIR agreement”).

3.    To act as a consultative body between management, elected members and trade unions, and act as a forum for discussion, on matters affecting conditions of service. This will be one of the ways in which the Council meets consultation requirements.

4.    To approve and monitor workforce strategies which ensure the Council has a workforce fit for the capabilities required to be a 21st century council.

5.    To approve all staff policies.

6.    To provide a channel of communication, co-operation and involvement between the Council and trade union representatives on all relevant health and safety matters.

7.    To act as a safety committee within section 2(7) of the Health and Safety at Work etc Act 1974 and to keep under review measures taken to ensure the health and safety at work of employees.

8.    To monitor the Council’s compliance with its policies and procedures and ensure that it takes such action to ensure it complies with all health and safety legislation.

9.    To take the lead in establishing and promoting a positive culture, ways of working and values for the organisation and its staff which will reflect public expectation about the conduct and behaviour of public officials.

REMIT OF COMMITTEE

1.    Partnership approach arrangements

The Committee will:

1.1    develop the partnership approach between the Council and trade unions; and

1.2    provide a forum, where appropriate, for discussion on and resolution of matters of common interest and / or concern, including but not restricted to:-

1.2.1    conditions of service, or reorganisation/restructure affecting conditions of service (except teachers); and

1.2.2    arrangements for the strategic training and welfare of all staff; and

1.3    consider reports by the Chief Officer – Organisational Development on matters following a request by a trade union advisor provided always that the Chief Officer – 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.    Workforce Strategies

The Committee will:

2.1    determine and monitor the compliance with workforce related strategies which reflect the requirements of a 21st century Council in terms of staff and skills and attributes; and

2.2    approve an annual strategic training and development plan for the whole organisation.

 

3.    Council Policies Affecting Staff

The Committee will:

3.1    develop, approve and monitor the implementation of all staff policies; and

3.2    monitor equality in employment and ensure that the Council, as an employer, complies with its statutory equal pay and other equality responsibilities.

 

4.    Health, Safety & Wellbeing of Staff

The Committee will:

4.1    actively reinforce health, safety and wellbeing roles and responsibilities amongst staff;

4.2    receive appropriate levels of assurance to monitor compliance with health and safety legislation;

4.3    scrutinise and review health, safety and wellbeing policy, performance, trends and improvements;

4.4    approve and keep under review the Corporate Health and Safety Annual Audit Plan;

4.5    consider reports on health, safety and wellbeing from all services of the Council to help ensure that services are complying with relevant policies; and

4.6    monitor compliance with health and safety recommendations.

 

5.    Establishing and Promoting Values for the Organisation

The Committee will:

        5.1  approve and promote a Behavioural Framework for the Council.

6.  Employment Appeals and Disputes

The Committee will:

         6.1  be responsible for approving and keeping under review the    procedure for the Appeals Sub Committee.

JOINT WORKING WITH OTHER COMMITTEES OF THE COUNCIL

The Committee will maintain an awareness of key issues arising through the work of other committees of the Council, through lead officers, conveners and vice conveners working together and attending other committees as observers. This will help to ensure that relevant information is shared to aid understanding of workforce performance matters.

A key relationship will be required with committees in order to be assured that staff are being properly engaged and consulted with on specific transformation proposals.

JOINT WORKING WITH NON COUNCIL BODIES

The Committee, through its lead officers, will work jointly with external bodies such as the Health and Safety Executive to ensure that Council benefits from external review and assurance.

APPEALS SUB COMMITTEE

 

1.    To determine all delegated staff employment issues raised in accordance with Council policy where provision exists for an appeal to the former Appeals by Employees Committee where provision exists for an appeal to the former Appeals by Employees Committee or this Sub Committee.

2.    The Sub Committee shall operate in terms of the agreed procedure.

3.    The Sub Committee shall comprise five elected members drawn from the pool of membership of the Staff Governance Committee and the quorum shall be three.

4.    The Sub Committee will:

4.1   determine appeals raised in accordance with Council policy where a right to appeal exists against dismissal or final written warning arising from hearings where the right of appeal exists; and

4.2   determine disputes notified by Trades Unions in accordance with the Council’s disputes resolution procedures.

 

 

EXECUTIVE LEAD:  Chief Officer – Organisational Development

 

Membership

Contact information

Support officer: Stephanie Dunsmuir, tel 01224 522503 or email  sdunsmuir@aberdeencity.gov.uk.