North Yorkshire councillors set for 10% pay rise

Councillors in North Yorkshire are set to vote on whether to give themselves a £1,500 pay increase.

North Yorkshire Council‘s independent remuneration panel has recommended the 90 elected councillors’ annual basic allowance is increased from £15,500 to £17,000.

The 10% uplift, along with other increases for councillors with special responsibility allowances, will mean council tax payers have to foot an extra £145,000 each year.

North Yorkshire councillors are already among the highest paid in the country. A report by the four-person independent remuneration panel lists them as the fourth-best rewarded in a table of 18 local authorities. If councillors accept the proposed increase, only councillors in the table from Leeds and Birmingham will receive higher basic allowances.

Panel chair Keith Trotter said the increased workload caused by the creation of North Yorkshire Council, inflation and the cost of living as reasons for the recommendation.

Mr Trotter said:

“Councillors volunteer for their roles. They are not employees and are not paid at a commercial rate for their time. However, the allowances should not be set at a level which acts as a disincentive to conscientious performance of duties, or which does not reflect the considerable time commitment required for the role.

“Setting a fair and proportionate basic allowance and special responsibility allowance that reflects the workload of councillors in the newly established council has been a complex task.

“The allowances paid in similar local authorities have been reviewed and inflation, cost of living pressures and public sector pay rises have also been taken into account, as have submissions from councillors themselves about their current and future workload.”

The proposed £1,500 increase in the annual basic allowance from £15,500 to £17,000 will result in an increase in the total annual amount paid of £135,000.

The proposed two per cent increase in the special responsibility allowances paid, with the exception of sessional payments to chairs of the licensing sub-committees, will result in an increase in the total annual amount paid of £10,514.

Mr Trotter said:

“I acknowledge that in absolute terms this may be seen as an increase in payments to councillors, but it is important to note that the increased burden upon councillors as work previously undertaken by 319 councillors is now undertaken by 90.

“This increase is also in the context of savings of £714,621 made in 2023/24 and in being 0.01 per cent of the overall council budget of £1.4 billion.”

‘Allowances should not be a barrier’

Carl Les

North Yorkshire Council’s ruling Conservative executive will consider the panel’s proposals on November 7 before the full council votes on whether to accept them on November 15.

Council leader, Cllr Carl Les, whose special responsibility budget for leading the local authority looks set to rise from £39,654 to £40,447, said:

“The level at which allowances are set should not be a barrier that could prevent anyone from standing as a councillor, regardless of such things as age, personal circumstances and employment.

“It will be up to each councillor to decide, at the full council meeting in November, whether to take all, some or none of the proposed allowances.”

North Yorkshire Council was created on April 1 to replace the eight county, borough and district councils in the biggest reorganisation of local government in the county since 1974.

Councillors volunteer for their roles so they are not officially paid but receive an annual basic allowance, which according to the panel compensates for their time and “conscientious fulfilment of duties”.

 

North Yorkshire Council staff could strike over pay

Members of Unison who work for North Yorkshire Council have been asked to back strike action after the local government union said the latest pay offer amounts to “yet another pay cut” in real terms.

Unison is asking for a pay rise of 2% above the retail price index (RPI) for 2023 which would result in an increase of 12.7% per employee.

However, the the National Joint Council (NJC) for local government services, which determines pay for council workers, has offered a flat rate increase of £1,925.

RPI is one of the two key measures for inflation, which the Office for National Statistics said this week was at 8.7% in the year to April. This was lower than in March when it was 10.1% but above the 8.2% figure some economists had expected.

David Houlgate, Unison branch secretary for Harrogate, said that over the last 12 years council staff have lost 25% from their pay when measured against the RPI.

Unison, which also represents school staff in North Yorkshire, closes the ballot on strike action on July 4.

Mr Houlgate said:

“Unison has been campaigning for a decent pay rise for council and school workers.  We called for a pay increase of inflation plus 2% – based on the Treasury’s annual forecast for RPI for 2023, this would amount to approximately 12.7%.

“However, the local government employers have responded with an offer of a flat rate increase of £1,925, with less for part-time and term-time workers, which when compared to the rate of inflation amounts to yet another pay cut.

“This simply is not good enough when public service workers are relying on food banks and struggling to afford heating. Furthermore, poor pay is a major factor in the recruitment and retention issues that impact on these vital public services.

“So we are asking members to vote for strike action. This is not something we do lightly or, for that matter, often and it’s always our last resort, but after years of declining pay, the feeling is enough is enough.”

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North Yorkshire councillors set for 50% pay rise from April

Councillors on the new North Yorkshire Council will have a 50% pay rise in April if proposals are approved next week.

The suggested increase has been put forward to “reflect their significantly increased workload” as the new unitary authority takes over from North Yorkshire County Council.

Councillors sitting on NYCC currently receive £10,316 per year as a basic allowance. If proposals are approved, this would increase to £15,500 for the next financial year.

Allowances for special responsibilities – those with portfolios for transport, health and other areas – would also increase by at least 4% under the plans.

The chair of the Independent Remuneration Panel (IRP), John Thompson, said:

“Councillors volunteer for their roles. They are not employees and are not paid at a commercial rate for their time.

“However, the allowances should not be set at a level which acts as a disincentive to conscientious performance of duties, or which does not reflect the considerable time commitment required for the role.”

The proposed new allowances will be considered by NYCC’s executive next Tuesday, before being put to the full council for a final decision in February.

While Mr Thompson said he accepted that “in absolute terms this may be seen as a large increase”, the number of councillors was reducing from 319 to 90, so there would be savings to the taxpayer.

The cost of basic and special responsibility allowances at present is £2,553,319. Under the proposals it would fall to £1,845,686 – a saving of just over £700,000.

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Some NYCC councillors also sit on Harrogate Borough Council, meaning they can claim allowances from both authorities. From April, when the new unitary authority takes over, they will only sit on one council and be able to claim once.

Mr Thompson said the IRP had faced a difficult task in coming to its recommendation.

He added:

“Setting a fair and proportionate basic allowance and special responsibility allowance that reflects the workload of councillors in the new authority has been a complex task.

“The allowances paid in similar local authorities have been reviewed, inflation and cost of living pressures taken into account, information from councillors about their current and future workload considered, along with details of how the new council will work and the services that it will commission and provide.

“When considering the appropriate level for the allowances, it is also important to take into account the need to continue to attract the required calibre of candidate from a diverse range of backgrounds, to stand and serve as a councillor.”

The leader of North Yorkshire County Council, Cllr Carl Les, said:

“I thank the panel for its work and for looking at this issue with independent eyes. It is important that the level at which allowances are set is not a barrier that would prevent anyone from standing for a council position, regardless of such things as age, personal circumstances and whether they are in work.

“It will be a matter for each councillor to decide, at the full council meeting in February, whether to take all, some or none of the proposed allowances.”

Harrogate hospital staff selling days off to cope with cost of living crisis

Some staff at Harrogate District Hospital are selling their annual leave and applying for further financial help in a desperate bid to make ends meet.

The hospital is allowing NHS workers to trade time off for extra payments until the end of the year, while a hardship fund has also been set up to help with the soaring costs of energy, fuel and food.

This comes at a time when staff are set to vote on strike action over a below-inflation pay offer which unions have described as another real-terms pay cut.

Jonathan Coulter, chief executive of Harrogate and District NHS Foundation Trust, told a board meeting today that he had “always been against” staff selling annual leave, but the cost of living crisis now meant that providing support was “absolutely vital”.

He said:

“My justification for this is that the financial position of some staff is putting them under more stress than the benefit of having a holiday.”

A total of 17 staff have so far applied for extra payments instead of time off, while 271 applications have been made to the hospital’s hardship fund, which is offering grants of up to £500.

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Wallace Sampson, hospital trust board member and chief executive of Harrogate Borough Council, said he had “mixed feelings” about staff being able to sell annual leave as he believes it is “very much needed” to help with their wellbeing.

In response, Mr Coulter said he agreed but this was the preference of some workers and that a five-day limit on the amount of time off that can be traded would ensure staff do get some down time.

He said:

“There is an absolute maximum of five days, so staff can’t sell all of their annual leave.

“We have agreed the policy for this year as a one-off, partly recognising that people have a lot of annual leave because of covid.

“We will need to review the initiatives, but at the moment they are absolutely vital.”

Winter strike possible

His comments come as strike action could span across several months this winter after the Royal College of Midwives union notified hospital bosses that it will ballot its members over pay.

Other unions including GMB and Unison are also said to be making preparations for a vote.

The prospect of staff striking at what is always a busy time for under-strain services in winter has been described as “worrying” by senior officials at Harrogate District Hospital, which has begun making contingency plans.

Around 100 of the hospital’s lowest-paid staff will see an uplift from a rise in the legal minimum wage to £10.90 in October.

However, Dr Suzanne Tyler, executive director at the RCM union, said the government needed to go further and give all workers a better pay rise after its members rejected a 4% increase offer.

Dr Tyler said in a statement:

“Our members have spoken and just like us they believe a below inflation pay award is not good enough, they deserve more.

“The results and turnout speaks volumes about the feelings of a fragile, exhausted, and undervalued workforce, because taking industrial action is always the very last resort for midwives and maternity staff.

“They obviously now see no other alternative to getting a fair and just pay award from their governments.”

County councillors back 1.75% allowance increase

Councillors have overwhelmingly voted in favour of approving a pay increase for themselves after being told rejecting it could hamper improving diversity in favour of white, retired men on the authority.

A full meeting of Conservative-led North Yorkshire County Council saw 60 of its 72 members agree to a 1.75% uplift in their basic allowances to £10,316 from April. Two members abstained and two opposed the move.

The rise, which is below the national three per cent rate of inflation in September, had been recommended to the councillors by an independent panel, which concluded the increase was needed “to retain the balance between public duty and a realistic recompense for the time given up, plus commitment and responsibility in undertaking the role”.

It said despite an increase of almost 10% in councillors’ allowances since April 2017, 11 of the 16 comparable county councils paid their elected members more than North Yorkshire.

While the majority of North Yorkshire county councillors are close to or above retirement age, just 19 of its members are women.

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Independent Skipton Cllr Andy Solloway said while metropolitan and parish councils featured diverse membership, the incoming North Yorkshire authority was facing “the very real danger of it being 100% white, 90% male and 80% people of retirement age”.

To improve democratic representation, he called on the political groups to carefully select their candidates for the new authority.

The authority’s leader Cllr Carl Les said:

“No one should feel unable to stand for election for whatever reason. There should be no financial barrier to people standing for public office.”

He said while the overall cost of paying allowances to about 90 members of the new authority would be over and above the amount the county council was currently paying its elected members, that would be offset against district councils no longer having that expense.

Cllr Les called on the authority to accept the panel’s recommendation on the proviso that councillors could chose whether they took none, part or all of the 1.75% increase.

Leader of the authority’s Labour group Cllr Eric Broadbent told the meeting that with many North Yorkshire families struggling financially Labour members had decided to accept the increase and give it to the North Yorkshire local assistance fund.

He claimed if all elected members did the same it would generate money to bring struggling families out of poverty.

Fellow Labour councillor Tony Randerson added: 

“This is not a cheap political point, it is something we feel very strongly about and very sincerely about. For those people who are struggling it would be a massive help if this proposal could find favour.”

The meeting heard the council’s Stronger Communities executive member Cllr David Chance pledge that the local assistance fund was already funded sufficiently to ensure that anyone facing a crisis could be supported.

The authority’s finance boss Cllr Gareth Dadd said many councillors already forego their full allowances or donated part of it to charity “but do not feel the need to advertise it”.

Cllr Les concluded the Labour proposal presented a danger of binding the new authority. He added:

“We need diversity across the political spectrum and I do hope my party will play its part in delivering that diversity.”

Senior staff could get pay rises totalling around £133,000

Some of the most senior staff at Harrogate Borough Council could be in line for pay rises totalling around £133,000 between them.

The authority has proposed a new senior management pay structure with increases to the upper salary limits for 17 top earners including the chief executive Wallace Sampson, two directors and several heads of service and managers.

Mr Sampson is the highest paid member of staff and could see his upper limit increased to £130,000 under the proposals, which were supported by the council’s human resources committee on Wednesday and will require a final approval from full council next month.

It follows a review by the Local Government Association (LGA) and Yorkshire and Humber Employers Association, which concluded the recruitment and retention of senior staff was challenging and that pay was a factor.

The review looked at council salary levels elsewhere in the region, as well as Harrogate’s cost of living, and proposed several pay rises to be introduced from 1 July.

These will not apply to mainstream staff who had their pay structure reviewed two years ago and are currently in negotiations for a further rise.

Speaking at a meeting on Wednesday, Kay Atherton, head of organisational development and improvement at the council, explained:

“In 2019, as part of the National Joint Council pay agreement, a new pay structure was agreed for mainstream staff where some staff did see an uplift in pay.

“That pay structure was to address the issues of low pay – which it did.

“At this point in time, because we have only reviewed the pay structure for mainstream staff recently, we don’t feel we need to do that again.”

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Under the proposals for senior staff, the vacant position of director of community would be scrapped after Paul Campbell suddenly stepped down last spring and was paid £55,065 in compensation for loss of office after three and half years in the role

His responsibilities – which included emergency planning, housing, parks, and health and safety – have since been shared between the other two directors and this arrangement is likely to continue.

Rachel Bowles is director of corporate affairs, while Trevor Watson is director of economy and culture, and he could see his title renamed as director of economy, environment and housing under the proposed changes.

The pair would also see their upper salary limits increased from £92,194 to £100,000, although this is only an upper limit and how much they and all other senior staff actually earn is based on a grading system.

Meanwhile, Paula Lorimer, director of Harrogate Convention Centre, would remain on the same £104,502 salary, while the managing director of the council’s new leisure company Brimhams Active, Mark Tweedie, could earn up to £76,350.

For the 12 heads of service, the upper limit would be boosted from £63,584 to £75,000.

Meanwhile, some managers, including those in charge of communications and engagement, elections, and democratic services will see no increase in their upper pay limit.

All council workers last received an across-the-board 2.75% pay rise in August, but union officials have issued a warning over the “perception” by lower-paid workers and the public of reviewing senior staff pay now.

In response to the LGA review, Unison Harrogate said in a statement:

“Whilst we do not dispute the legitimacy of the senior management proposal, perception is something that does need to be factored in.

“Staff, who have recently been offered a derisory 1.5% pay rise, will understandably question why a senior management review is happening much quicker than one for the majority of staff, which seems way off in the future.

“It is our expectation that the council gets on with the pay and grading review for mainstream staff now, prioritises it and delivers on it in a much quicker time frame than is being proposed.”