The Head of Democratic Services submitted a report, which advised the Democratic Services Committee of the draft Annual Report of the Independent Remuneration Panel for Wales (IRPW), in respect of the level and range of remuneration the Authority must make available to its Members for the 2018/19 municipal year.

The report provided some background information, and of the Local Authorities (Allowances for Members) (Wales) Regulations 2007 provided for the establishment of the IRWP, and how the Local Government (Wales) Measure 2011 extended the responsibilities of the Panel and its powers (under Section 142) to decide payments to Members of local authorities.

The Head of Democratic Services then explained that representatives of the IRWP undertook visits to all principal Councils in 2017, to discuss the remuneration framework, and how it was implemented in each of the local authorities in Wales. He added that the 52 proposed determinations of the IRWP Annual Report 2018/19, were shown in Appendix 1 to the report and separated into appropriate sections for clarity of roles/suggested payment etc.

The Head of Democratic Services Officer then proceeded to outline proposals of BCBC in terms of how it wished to determine allowances for all Members, including those for senior salaries, the Executive, Chairs of Committees, opposition Group Leaders, maximum number of senior salaries  and finally, Civic salaries. The remainder of the report outlined certain other information relating to local Members as contained in the IRWP’s determinations for 2018/19, and the Head of Democratic Services gave a resume of each of these for the benefit of the Committee.

He then explained to Members the views form all Members of the Authority that he had received on the IRWP’s determination, and these were generally as follows, together with views expressed by Committee Members themselves:-

1.       General

The Labour and Plaid Cymru groups along with some of the independent members accepted the determinations of the Independent Remuneration Panel for Wales.

2.    Visit from the Panel

This Council considers that the Panel’s visit to each Local Authority provided an invaluable opportunity for a variety of individual Elected Members to discuss some of their issues relating to the remuneration directly with Panel Members.  It was considered beneficial that this practice continue at least once in term of office.

3.    Basic Salary

The Committee expressed its concerns that the increase in Basic Salary was in excess of the one percent public sector pay cap and treated Elected Members differently from Local Authority employees.  It was understood that Elected Members could elect to forgo some of their salary in order to align their pay increase to the public sector pay cap but it was considered that the difference in salary increase sent the wrong message as the public sector were not in a position to receive a higher increase in salary and then subsequently choose to forgo some of their salary. 

4.    Job Sharing

The Committee considered that although job sharing may be beneficial to some individuals, the job sharing arrangements could create difficulties in terms of governance and accountability.  If job sharing arrangements were shared during a week i.e. 2.5 days as a cabinet member and 2.5 days as a ward member, this would create confusion as to who was making the decisions and when. It was suggested that further details be provided to clarify which roles would be considered suitable for job sharing and how the job sharers would maintain effective governance and accountability.

5.    Reimbursement of Care costs

The changes to the Reimbursement of Care costs were welcomed and the Committee considered that these changes were likely to encourage greater use of this facility.  Committee Members also considered that any specialist care needs usually required a long term commitment from the Elected Member to the care provider which would not allow a great deal of flexibility.  This would usually prevent any specific care needs being able to be provided at short notice resulting in the Elected Member being unable to fulfil their role effectively.

6.    Supporting the work of Local Authority Elected Members

A variety of options were raised which could be explored to extend the existing support provided to Elected Members.  The Committee determined that the Elected Members ICT Forum be re-established to review the support currently provided to all Elected Members and to review the effectiveness of ICT provision.  It was anticipated that the review would be included as part the of budget consultation process which was currently taking place.  It was hoped that any outcomes from the review would be implemented at the start of the next financial year.

Following further debate of this item, Members of the Democratic Services Committee added the following comments and observations:-

General

·         Reduce the number of Borough Councillors?

·         Fewer senior salaries. 18 out of 54 Councillors is too many.

·         Fewer Cabinet members?

·         I have read the report of the IRP for Wales and have no comment to make other than I accept its recommendations.

·         The Labour Group accepted the determinations of the Independent Remuneration Panel for Wales.

Basic Salary

·         Members who have no income other than their councillor salary (especially younger members) – as with students attending University, perhaps means testing should be considered.

·         Councillors should be paid as it is certainly far more demanding a role than new Members had ever imagined. It was hoped that most Councillors were not exercising their role as a local member just for the allowance.

·         As there is a 5 year limit on the term of a Councillor until a further election, it was felt that very few would give up their “day job“ to become a Councillor for just over £13,000 a year. Therefore, does it not attract bright, young, dynamic people into the role as it should do. Those that do become Councillors have to fulfil this role with their substantive employment and time management becomes an issue.

Senior Salary

·         Too big a financial hike from Basic salary to Senior salary.

Supporting the work of Local Authority Elected Members

·         Some members may not have access to the internet &/or an ability to print at home so the costs have to be found from their “pay” thereby decreasing the affordability of attending council meetings/carrying out councillor duties.

Reimbursement of Travel and Subsistence Costs when on Official Business

·         If a member hasn’t got use of their own transport it leads to the need to use public transport. If they live where there are no bus routes or indeed no buses then there is a need to travel by taxi.

·         Reduce travel costs with more use made of conference calling and Skype/Facetime

Local Government Pension Scheme

·         Pension scheme far too generous

Payments to Members of Community and Town Councils

·           The £500 to Town Councillors (we as a Town Council have all opted to forego this payment) as for the £150 suggested for telephone and sundries.  Hopefully no Town Councillor is taking advantage of this too generous a payment.

RESOLVED:        (1)   The Committee considered the draft Annual Report of the Independent Remuneration Panel for Wales in respect of the level and range of remuneration the Authority must make available to its Members for the 2018/19 municipal year, and provided the above comments as part of the Authority’s response, to the Draft Annual Report 2018/19.

                             (2)   That the following Committee Members be nominated to sit on the re-established Elected Members ICT Forum, and that three other nominations be awaited, with these nominations sought from all other political groups comprising the Council:-

                                    Cllr Bridie Sedgebeer

                                    Cllr Gary Thomas

                                    Cllr Sadie Vidal