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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.
The Mayor may attend parts one and two of
the Personnel Committee meetings as an observer in the public
gallery with no voting rights.
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
Chair and Vice Chair to be elected from
the members of the Committee at the first meeting in each Council
year. The serving Mayor will not be
eligible for either of these positions.
The meeting is open to members of the
public and press up until the Public Bodies (Admission to Meetings)
All members of this Committee will
undertake employment law training every 6 months provided by the
Council subject to course availability.
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
Terms of Reference
& Matters Delegated to the Committee:
- To consider such matters as
delegated by Council
or any Committee of the Council.
- The overall performance and
of the staff, delegating the day to day line management to the Town
- 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
- To review and recommend all employment
policies to Council in consultation with members of
- 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
- To oversee the recruitment process of all
staff and where required, assist, when required, the Town Clerk in
the recruitment of new staff.
- To undertake the recruitment of the Town
Clerk with any associated expenditure and making the
- To review job descriptions, person
specifications, staff establishment (including promotion,
re-grading, redundancies and fixed term contracts) and to approve
contracts of employment.
- 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
- To deal with all matters relating to
- Staff Appraisals:
To ensure that annual
appraisals for all staff are carried out, agree and monitor any
associated actions and outcomes.
The annual appraisal
of the Town Clerk will be undertaken by the Mayor and Chairman of
the Personnel Committee.
To oversee staff and
member development including identify training opportunities and
ensure that all training needs are met.
- 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.
receive and consider any complaints made under the Council’s
Grievance and Disciplinary Procedure referred by the Town
- 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
- To prepare and submit to the P & F
Committee budget proposals in respect of salaries and training -
for all staff.
- 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
- All aspects of Health and Safety that
fall within the remit of the Committee.
- Making resolutions to the Council on all
matters not within existing policy.
- Saltash Town Council recognises the Transfer of Undertakings Protection of Employment
regulations 2006 known as TUPE.
- 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
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