Committee details

Personnel Committee

Purpose of committee

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Personnel Committee


Councillors appointed to the Personnel Committee must be willing to commit to undertake employment law training as soon as they are elected to the Committee.  The Town Council recognizes that a stable membership of the Committee is desirable and as such membership of the Committee should be seen as a long-term commitment.


Members of the Personnel Committee are advised to refrain from taking notes when in part two confidential session and to refer to the P&C reports.



Six members


There are no ex-officio members of the Personnel Committee.


Note: A member will not be eligible for nomination to the Committee if they have been the subject of an upheld grievance or finding of a breach of the Code of Conduct by or relating to a member of staff during the previous 12 months.           


Chairman and Vice Chairman to be elected from the members of the Committee at the first meeting in each Council year. 


Four members




6:30 p.m.



Public attendance:

The meeting is open to members of the public and press up until the Public Bodies (Admission to Meetings) Act 1960.


All members of this Committee will undertake employment law training every 6 months provided by the Council subject to course availability.

Reports to:

Full Council


Staff recruitment, grievance, appraisal, sickness, annual leave, maternity & paternity records, training, employment policies, health & safety and welfare matters and to work within the individual delegated authority budget.


Terms of Reference & Matters Delegated to the Committee:

  1. To consider such matters as delegated by Council or any Committee of the Council.


  1. The overall performance and welfare  of the staff, delegating the day to day line management to the Town Clerk.


  1. To receive reports from the Town Clerk in respect of attendance, short- and long-term sickness, return to work interviews, annual leave, maternity leave, paternity leave, adoption leave, compassionate leave, and flexible leave requirements and with delegated powers to resolve any associated matters.


  1. To review and recommend all employment policies to Council in consultation with members of staff.


  1. To maintain the staffing levels necessary to efficiently discharge the work required by the Council and to review the workloads periodically and report any recommendations for change to the relevant Committee and or Full Council.


  1. To oversee the recruitment process of all staff and where required, assist, when required, the Town Clerk in the recruitment of new staff.


  1. To undertake the recruitment of the Town Clerk with any associated expenditure and making the appointment.


  1. To review job descriptions, person specifications, staff establishment (including promotion, re-grading, redundancies and fixed term contracts) and to approve contracts of employment.


  1. To maintain confidentiality over all staffing matters as required under the 2018 General Data Protection Regulations and the 2018 Data Protection Act as well as the Code of Conduct.


  1. To deal with all matters relating to staff conduct.


  1. Staff Appraisals:


a.  To ensure that annual appraisals for all staff are carried out, agree and monitor any associated actions and outcomes.


b.  The annual appraisal of the Town Clerk will be undertaken by the Mayor and Chairman of the Personnel Committee.


c.  To oversee staff and member development including identify training opportunities and ensure that all training needs are met.


  1. To consider and implement any changes which are required to comply with legislation and Terms and Conditions of Service as laid down by the National Joint Council (Green Book) and recommended by the National Association of Local Councils and Society of Local Council Clerks.


  1. To receive and consider any complaints made under the Council’s Grievance and Disciplinary Procedure referred by the Town Clerk.


  1. Where appropriate, appoint a panel to hear complaints made under the Council’s Grievance and Disciplinary Procedure and full delegated responsibility to take whatever action necessary. If felt necessary, it has the delegated approval (including financial) to seek outside professional assistance in order to conclude a disciplinary or grievance matter. 


  1. To prepare and submit to the P & F Committee budget proposals in respect of salaries and training - for all staff.
  2. Authorisation of expenditure within the Committee’s budget, provided that the payment is made from a budget that is within the limits previously approved by the Council. The Committee cannot commit or spend from future budgets not confirmed or from future years. The virement of funds within the Committee’s total budget must be authorised by the P & F Committee.


  1. All aspects of Health and Safety that fall within the remit of the Committee.


  1. Making resolutions to the Council on all matters not within existing policy.


  1. Saltash Town Council recognisesthe Transfer of Undertakings Protection of Employment regulations 2006 known as TUPE.


  1. Saltash Town Council is committed to working with accredited trade unions to promote a good working relationship with its staff.


Matters not Delegated to the Committee:


Any matter falling within the remit of the Committee which involves the introduction of a new policy or changes to existing policy, future direction and strategy.