Staffing Committee - Terms of Reference
LEADENHAM PARISH COUNCIL
STAFFING/PERSONNEL COMMITTEE TERMS OF REFERENCE
Introduction - Why have a Staffing Committee?
It is good practice to have a suitable governance structure in place to develop general human resources policy matters (for recommendation and approval by the full Council) and to handle individual staffing issues which are beyond the normal delegated management responsibility of the Clerk to the Council.
There are many positives that this approach brings including maintaining independence in cases of disciplinary action or a grievance being made. The Council may set up a sub-committee after an investigation has been undertaken and a disciplinary hearing is required and another to act as an appeal body for staff appeals against disciplinary or grievance decisions.
The Committee can also be the vehicle by which the Council’s recruitment and selection policy and processes can be managed and overseen particularly for the appointment to a Clerk’s vacancy.
TERMS OF REFERENCE
1. Purpose
The purpose of the Staffing Committee is to oversee the organisation, employment, management and terms and conditions of employment of the Council and to make appropriate recommendations to the Council for ratification.
2. Membership
The Committee shall comprise of 3 Councillors.
The Committee/Sub-Committee quorum is three (3) and the Committee shall meet in each Committee cycle and/or as required.
3. Functions
The Committee will be responsible, in conjunction with the Clerk to the Council or other professional advisers, for:-
a) developing HR strategy
b) developing and reviewing of HR policies and procedures
c) staffing levels and structure
d) job descriptions/person specifications
e) overseeing staff recruitment, selection and appointment
f) staff vetting
g) staff retention
h) determining or reviewing staff conditions of service and general terms of employment
i) salary grading and pay including annual staff review and other remuneration matters
j) leave entitlements including annual holiday, sickness, statutory entitlements and special leave
k) special conditions relating to a specific post or individual
l) allowances, expenses and subsistence
m) working hours
n) pension arrangements
o) sickness absence management
p) trade union membership/professional body membership recognition
q) staff performance review/appraisals
r) operation of the Council disciplinary, grievance, capability, grading and appeal procedures and equal opportunities policy
s) health, safety and welfare of staff
t) any other matters delegated to the Committee or deemed relevant to these terms of reference.
4. Specific Sub-committees or Panels
Smaller and specifically focussed Sub-committees should be set up to deal with
confidential personnel matters such as capability, discipline or grievances as provided for in the relevant Council procedures.
A Recruitment and Selection Panel should also be set up for example to appoint a Clerk comprising of the interview panel (of perhaps three Councillors and a professional adviser if required) who are involved throughout the recruitment and then the selection process.
5. Confidentiality
Parts of the meetings of this Committee/Sub-Committee will be confidential to the members of the HR Committee with the press and the public excluded where appropriate.
Adopted 12 September 2023
Please refer to the Policy Review Schedule for Adoption, Re-adoption and Review dates.