The Group Manager Legal reported on the draft Annual Report of the Independent Remuneration Panel for Wales in respect of the level of remuneration the Authority must make available to its Members for the 2018/19 municipal year. 

Representatives of the Panel had carried out visits to all principal Councils in 2017 to discuss the remuneration framework and how it was implemented in each council.  The Panel had made 52 proposed determinations in its 2018/19 Annual Report.     

The Local Authorities (Allowances for Members) (Wales) Regulations 2007 provided for the establishment of the Independent Remuneration Panel for Wales.

The Panel determined there would be an increase of £200 per annum in the Basic Salary for elected members, the salary for elected members of principal councils for 2018/19 would be £13,600.  The Panel had not changed its previous decisions in respect of the senior salaries paid to Senior Salary Post holders and is inclusive of the Basic Salary increase.  The Salary for the Leader and Deputy Leader has been based on the population of the County Borough (100,000 – 200,000), with the Leader receiving £48,300 and the Deputy Leader receiving £33,800.  The Panel has removed the differing levels of payment to Cabinet members and all are now entitled to receive a senior salary of £29,300.  The Panel has also removed the differing levels of payment to Committee Chairpersons and all Chairs will be paid a salary of £22,300 and has re-iterated that it is a matter for individual authorities to determine which chairs are paid.  The Group Manager Legal stated that Council at its Annual Meeting in May 2017 determined that the following Committee Chairpersons be remunerated:

                Appeals Panel

                Audit Committee

                Development Control Committee

                Licensing/Licensing Act 2003 Committee

                Subject Overview and Scrutiny Committee 1

Subject Overview and Scrutiny Committee 2

Subject Overview and Scrutiny Committee 3

An Independent Member chairs the Standards Committee and receives £256 for a meeting lasting over 4 hours or £128 for a meeting under 4 Hours

The following Committees are chaired by members who were already in receipt of a Senior/Civic salary and therefore did not receive any further remuneration

·         Council

·         Appointments Committee

·         Corporate Overview and Scrutiny Committee

·         Town & Community Council Forum

·         Right of Way Sub-Committee

·         The Democratic Services Committee Chairperson is not currently remunerated

The Group Manager Legal reported that the Panel previously determined that Council must make a senior salary of £22,300 available to the leader of the largest opposition group who represents at least 10% (6 Members) of the Council before qualifying for a senior salary.  The Council currently makes a senior salary available to the leader of the Independent Alliance group.  A senior salary of £17,300 is also available to any another group leader who represented at least 10% (6 Members) of the Council.  The Council currently makes a senior salary available to the leader of the Conservative group.  The Panel has prescribed that Bridgend could not remunerate more than 18 Senior Salaries posts and its Annual Meeting in May 2017 determined that only 15 Senior salary posts would be remunerated.  

The Group Manager Legal reported that the Panel determined that civic salaries could be paid and that the level of remuneration should be decided by Councils after taking into account the anticipated workloads and responsibilities of the roles.

The current Mayor and Deputy Mayor received Level 2 Civic Salaries and Council for the 2017-18 municipal year.

The Group Manager Legal reported on the Panel’s determinations in respect of supporting the work of local authority elected members.  Determination 17 made by the Panel enables all Councillors in the Authority to join the Local Government Pension Scheme if they so wished.  The Panel determined that an Elected Member was entitled to retain a basic salary when taking family absence under The Family Absence for Members of Local Authorities (Wales) Regulations 2013 irrespective of the attendance record immediately preceding the commencement of the family absence. When a senior salary holder was eligible for family absence, he/she would continue to receive the salary for the duration of the absence.  It was then a matter for the Authority to decide whether or not to make a substitute appointment.  The Elected Member substituting for a senior salary holder taking family absence would be eligible to be paid a senior salary, if the Authority so decided.

The Group Manager Legal reported that Cabinet had appointed Councillor s CE Smith and DBF White to the South Wales Fire and Rescue Authority, any Leader or Cabinet Member appointed to the FRA would not receive any additional salary from the FRA.  The FRA was responsible for remunerating its representatives and publishing the details of any payments that they made.

The Group Manager Legal reported that the authority currently has the following Co-optees with voting rights:

• Chair of the Standards Committee
• 3 Independent Members of Standards Committee
• 2 Town and Community Council Co-optees on the Standards Committee
• 5 Registered representatives (Church and School Governors)
• 1 Lay-person appointed to the Audit Committee

All authorities provided for the reimbursement of necessary costs for the care of dependent children and adults (provided by informal or formal carers) and for personal assistance needs up to a maximum of £403 per month.  Reimbursement would only be made on production of receipts from the carer. 

The Family Absence for Members of Local Authorities (Wales) Regulations 2013 were very specific relating to entitlement and only available for Elected Members of principal councils.  Absence for reasons of ill-health was not included.  Instances had been raised with the Panel of senior salary holders on long term sickness and the perceived unfairness in comparison with the arrangements for family absence.  In consequence, councils were faced with the dilemma of:

·         Operating without the individual member but still paying him/her the senior salary.

·         Replacing the member who therefore loses the senior salary (but retains the basic salary).

The Panel determined that there would be no change to the mileage rates for which members were entitled to claim.

Although Council was unable to change the prescribed level of remuneration determined by the Panel, individual members were permitted to independently and voluntarily forego all or any element of remuneration to which they were entitled by writing to the Authority’s Proper Officer.

The current budget set for 2018/19 for the remuneration of elected members was £1,104,140.

RESOLVED:            That Council approved:

·         the adoption of the relevant determinations of the Independent Remuneration Panel contained within its February 2018 Annual Report as shown at Appendix 1.

·         those posts (as shown in the revised Members’ Schedule of Remuneration at Appendix 2), who will receive a senior/civic salary.

·         the level of remuneration for the Civic Salaries.

·         the revised Members’ Schedule of Remuneration at Appendix 2, and for it to become effective from 16 May 2018 (Annual Meeting of Council).

that the Members’ Schedule of Remuneration be automatically updated with any changes to Senior/Civic Salary positions subsequently made by Council during the 2018/19 municipal year.