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EMC Annual Report 2014/15

1.Chairman and Executive Director’s Report

Welcome to the East Midlands Councils Annual Report 2014/15.

This Annual Report is part of how EMC accounts to its membership. 12 months ago, members agreed a set of priorities that EMC needed to make progress on.

12 months on - EMC is now reporting back to its membership on how it has delivered against these commitments. This Annual Report covers the services provided by EMC, including lobbying for greater investment and infrastructure funds, providing focused member and officer development programmes and our role as the Regional Employers’ Organisation; as well as activity undertaken through regional partnerships hosted by EMC (e.g. Climate East Midlands and the Strategic Migration Partnership) that have contributed to the delivery of our business plan and the development of national and regional policy.

The 4 pillar approach continues to provide the framework for EMC’s work, these pillars being; an all-member organisation, policy development, collective work and lobbying, improving communications. In many areas, there has been significant and demonstrable success; in other areas there is still work to be done.

As an ‘all-member organisation’; we routinely offer all councillors in the region opportunities to attend our briefing, skills development and training events with 1700councillors and officer places taken throughout the year. We continued to offer advice, access to low cost services and capacity support to our member councils and all councils in membership accessed at least one of these discounted services during 2014/15; with EMC delivering total savings for councils estimated to be £844,000 – an increase of 6% from last year and a return of over 3:1 against total member subscriptions.

On policy development, EMC undertook a review on the impact of international migration on the East Midlands and is now making progress in delivering its recommendations. With the Met Office, EMC identified the principalflooding and climate change concerns for this region and is working with Government Departments and councils to address them. With Public Health England, EMC has provided analysis of the health challenges that this region faces and how toreduce disparities in health outcomes, improve collective leadership, and importantly – increase the recruitment of doctors and nurses where shortages are more acute here than anywhere else in the country.

On collective work and lobbying, EMC has provided a platform for councillors’ leadership on issues from Health to HS2, to decentralisation and devolution; and with LEPs, to developing Midlands Connect and Midlands Engine proposal, through to the agreement of 5 regional investment opportunities unanimously agreed by our membership.

This region needs to show confident, collective leadership on difficult issues; for example, while HS2 may be controversial, we have to maximise the potential that this massive infrastructure project offers our local economies. That is why EMC established a leadership board to engage with HS2 Ltd and DfT at a senior decision-making level, and by bringing the key partners around the table, that is why we were able to broker regional agreement on the region’s preferred option for the location of the HS2 station.

EMC also continues to provide a collective response to national and regional consultation on behalf of councilsand by holding 3 Westminster briefing events, we have developed stronger links with MPs through their East Midlands All-Party Parliamentary Group. It is a good start, but experience shows that there is some way to go before we can point to a genuinely joined up approach between councillors and MPs.

On communication, it is essential to demonstrate the value and impact of our work, as well as ensuring that all councillors are better informed on issues that matter to the sector. EMC has put in place improved measures to better communicate with its membership and to promote both its work and the profile of the region;and we need to further ‘up our game’ in working with local radio, press and regional TV networks.

And on finances, just like the sector itself, EMC faces significant pressures on resources particularly external grant and we have taken further steps to develop new sources of income as well as continuing to reduce costs in order that we deliver a balanced budget. Our future success will rest on how EMC delivers ever greater value-added to our member councils at a time when they themselves are facing significant reductions in their own funding.

Finally, we would like to thank councillors, partners and staff for their support; the progress made over the past 12 months and our achievements are testament to their efforts. We value the continued support, advice and guidance of our members and look forward to working on your behalf during 2015/16.

Cllr Jon CollinsStuart Young

ChairmanExecutive Director

East Midlands CouncilsEast Midlands Councils

2.Annual Accounts 2014-15

This financial statement details the financial position of East Midlands Councils for the year ending 31st March 2015. Reserves stand at £884,775 as at 31st March 2015.

Management Accounts (Period 1st April 2014 – 31st March 2015)[1]

2014/15 / ACTUAL
BUDGET / BUDGET / SPEND / VARIATION
INCOME / £ / £ / £
Grants / 342,000 / 375,344 / 33,344
Subscriptions / 258,000 / 307,948 / 49,948
Other Income / 363,500 / 334,846 / -28,654
TOTAL INCOME / 963,500 / 1,018,138 / 54,638
EXPENDITURE
Staffing Costs / 770,400 / 802,739 / -32,339
Member Allowances / 20,000 / 19,517 / 483
Direct Costs / 83,500 / 131,746 / -48,246
Indirect Costs / 89,600 / 95,823 / -6,223
TOTAL EXPENDITURE / 963,500 / 1,049,825 / -86,325
OPERATIONAL DEFICIT / 0 / -31,687 / -31,687

These accounts were approved by the Management Group on 5th June 2015 and endorsed by Executive Board on 22nd June 2015.

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3.The 4 Pillar Approach to Regional Work

Members unanimously agreed a four pillar approach as the framework for all work that EMC undertakes on behalf of its member councils:

a)An ‘all-member’ organisation - offering opportunities for all councillors to become actively involved.

b)Policy development with a clear membership mandate.

c)Linking EMC’s campaigning and lobbying activities with the collective work of member councils.

d)Improving communication with the membership and better promote the region.

4.Achievements 2014/15

Pillar 1:All-Member Organisation

Members set the challenge for EMC to become an ‘all-member organisation’ that offers opportunities and involves all councillors in the work of the organisation, rather than a limited number who comprise the actual membership.

There are almost 2,000 councillors in the region. All councillors are regularly offered opportunities to attend briefing and development events at nil or very low cost. All councillors now receive the weekly EMC Policy Brief. All councils and councillors are offered opportunities to inform our work.

The following summary provides an illustration of our work under this ‘pillar’. Councillor Development was an important element of the 2014/15 Business Plan and attendance across the programme clearly exceeded the targets set. Further successes included:

  • 98% of respondents rated sessions Good to Excellent.
  • Delivery of two high profile summits, which have brought Government Ministers and industry experts to the East Midlands.
  • Delivered a valued Regional Programme of Briefing Events.

During 2014-15 the number, nature and scope of Councillor Development has increased; with East Midlands Councils offering a broad range of opportunities that included:

  • Policy influencing summits
  • Skills development sessions
  • Policy briefings events
  • All Party Parliamentary Group (APPG) policy based events

The focus of the Councillor Development programme offered to Councillors in the East Midlands reflects the changing nature of local government and the devolution discussions. The high profile summit events and APPG meetings have increased engagement with senior politicians in the development programme, with an increased number of council leaders and portfolio holders attending and participating in EMC events.

A summary of the evaluation is shown below.

Quotes from delegates:

  • “Good overview of financial aspects of councillor” An introduction to Local Government Finance, 3 December 2014
  • “Good to have an overview to insight understanding of process” An introduction to Local Government Finance, 3 December 2014
  • “Most valuable session on chairing council meetings” Civic Heads and Team, 11 June 2015
  • “Good to see how other people do things and hear of their successes” The Future Role of Scrutiny, 12 December 2014
  • “Good Relationships don’t just happen, they must be built” The Councillor/Officer Relationship, 16 October 2014.

a)Councillors’ Knowledge Briefing Programme

The Regional Programme of Briefing events has been running for three full years now, moving into the fourth year in 2015-16.

The Regional Programme of Briefing events over 2014-15 has offered 5 different policy based knowledge briefing events for Councillors across the East Midlands.

  • The Impact of Migration – Understanding social impact of population change
  • Wet, Wet, Wet – Building Local Resilience in a Changing Flood Risk Context
  • Where are we now? What the changes in Welfare Reform, Housing and Planning mean for local government now
  • Community Safety
  • Employment and Skills – local authorities driving jobs and skills

125 councillors from 33 different councils have taken advantage of this programme. Feedback remains positive - 94% rated the programme excellent overall.

Quotes from delegates

  • “I found the day very interesting and informative.” – Feedback on the ‘Where are we now’ event on 8thOctober 2014.
  • “MayI just pass on a thank you to everyone involved in our course today and to Derby City Council for hosting our event. It was much appreciated.” – Feedback on the ‘Community Safety’ event on 22nd January 2015.

b)Councillor Development Skills Workshops

The following workshops were delivered with a total of 258 councillors attending:

  • The Role of the Civic Head
  • Effective Ward Councillor
  • Successful Councillor Development Workshop
  • Rail Event
  • Councillor/Officer Relationship
  • Regional Pay Briefing
  • The Future of Local Government
  • Local Government Finance
  • Scrutiny for Councillors
  • Councillor Mentoring Skills
  • 5 RTPI Breakfast Meetings

c)Networks

To support the leadership of councillors and the sharing of best practice on the important issues for the sector; EMC has managed the following regional lead-member networks on behalf of its members:

  • Adult Social Care (in partnership with the LGA)
  • Children’s Services (in partnership with the LGA)
  • Health and Wellbeing Boards
  • Scrutiny

Scrutiny Network

During 2014-15 the Scrutiny network met 3 times, with over 57 delegates from 18 different councils.

The network meetings covered issues including:

  • Performance Management and Scrutiny, presentation from the Centre for Public Scrutiny
  • National Scrutiny update from the Centre for Public Scrutiny
  • The structure, function and operation of scrutiny
  • European Parliament, presentation from Emma McClarkin MEP

In addition to the Councillor Development Programme, EMC has continued to offer broader support to Councils on Councillor Development, which has included:

  • EMC were instrumental in bringing an excellent and well attended event to the East Midlands, the ‘Innovations in Delivery Series: Local Authority Income Generation’, 13thJanuary 2015, which enabled EMC to work in partnership with the Whitehall Industry Group and the LGA for the benefit of its local authority members.
  • ‘New Councillor’ event support and the promotion for Leicestershire councils and Rutland County Council.
  • Personal Development Planning for Peak District National Park Authority and South Holland District Council.
  • Member Induction Support for Rushcliffe Borough Council.
  • In-house development sessions, including Member Training on Recruitment and Selection, and several Mentoring Skills sessions held across the region.

d)East Midlands Councillor Development Charter

It was with great pleasure that EMC was able to award the Councillor Development Charter Reaccreditation toCharnwood Borough Council, Kettering Borough Council and Lincolnshire County Council.

e)Discounted Services for Member Councils

Councils in membership of East Midlands Councils benefit from a range of services that are discounted. This includes consultancy support for individual councils; 30 separate assignments were delivered for local councils during 2014/15, with high levels of feedback from the councils on the quality of the support provided.

Additional discounted services include the ‘e-Paycheck’ pay benchmarking database; East Midlands Jobs employment portal; the IT security service (WARP); and XpertHR on-line information system for HR compliance, good practice and benchmarking information. All councils in membership accessed at least one of these discounted services during 2014/15; with EMC delivering total savings for councils estimated to be £844,000 – an increase of 6% from last year and a return of over 3:1 against total member subscriptions.

f)Support for Officers

  • East Midlands Coaching Network (EMCN)

Providing quality and cost effective reciprocal coaching, the EMCN provides access to a broad range of development opportunitiesand to a network of qualified coaches for local councils to build their own coaching capacity. In 2014/15 10 local authorities subscribed to the network, which incorporates 56 coaches, 110 coachees and 3 coaching supervisors and 6 Independent coaches quality assured through the network.

  • Continuing Professional Development (CPD) Programme

Last year East Midlands Councils once again offered the low-cost Continuing Professional Development (CPD) programmesfor both planners and environmental health officers. Across the two programmes, 1254 delegate places were provided, enabling the officers concerned to gain a total of 7291 hours of continuing personal development.

  • Advice on HR Issues

In its role as the Regional Employers’ Organisation, EMC provides a free advice service to member authorities on HR queries and issues. During 2014/15, 46 separate requests for assistance were received from HR professionals in authorities across the region.

  • Research and Information Requests

102 separate research assignments were carried out by EMC during 2014/15 for local authorities. These enabled officers in member councils to share policies and practices on a broad range of employment issues

Pillar 2:Policy Development

With a focus on ensuring councillors have a better understanding and engagement with policy development of importance to the region, during the course of 2014/15 East Midlands Councils undertook the following work, not solely to inform a ‘regional position’ on policy, but also to ensure that policy is better informed by, and reflects, local priorities, concerns and opportunities.

a)Welfare Reform

EMC continues its wok on the impact of Welfare reforms in the region and is working with the LGA, the Departments of Work and Pensions, and Communities and Local Government to inform and lobby central government on the impact of reforms in the East Midlands.

The Steering Group has considered the impact of the roll out of Universal Credit and East Midlands pilots on Universal Credit Delivered Locally (USDL). The group has also discussed the relationship between the welfare reform agenda and the skills and growth agenda. They also continue to consider the policy and resource implications of council tax support schemes, the relationship of welfare reforms and the housing market, the Single Fraud Investigation Service (SFIS), funding for welfare assistance schemes and the future of local housing allowance and the housing benefit administration subsidy.

36 councillors attended the EMC Member Development event on welfare reform, housing and planning in October 2014. Participants included East Midlands Councils, the LGA, representatives of both unitary and borough councils. Members considered their initial response to the reforms to date to inform an updated report available here.

b)Employers’ Board and Regional Joint Council

The Regional Employers’ Board agreed to continue its focus on priorities identified in the previous year, which were seen as ongoing issues for local authorities in the region:

  • Living Wage. Whilst it is for each local authority to decide whether it wishes to adopt the Living Wage, EMC’s support in providing information and advice on its implementation has been valued by officers and members. At its most recent meeting, the Regional Joint Council members were able to hear from the lead Councillor and HR Director of Derbyshire County Council to learn from their approach and experience.
  • Zero-Hours Contracts. Legislation was implemented in April 2015 to make it unlawful to include exclusivity clauses in zero-hours contracts. The Employers’ Board welcomed this change, which reflects its formal response to the Government’s consultation exercise on the proposals.
  • Maximising the benefits of CEEP/Europe. Significant progress has been made on this work area over 2014/15. Cllr Tom Beattie, Chairman of the Regional Employers’ Board, was appointed as President of CEEP UK, which represents the interests of public sector employers, and Vice-President of CEEP, which is one of the social dialogue partners that develops and negotiates EU-level directives. In this role, Cllr Beattie has participated and been a speaker at key meetings and events at the highest level to ensure the interests of local government as employers are voiced.
  • Pay and Conditions. As the Regional Employers’ Organisation, EMC hosted a briefing for member councils to input into national negotiations on pay and conditions, and the pay offer made in 2014 reflected views expressed within the region. EMC co-ordinated information on the impact of Industrial action that took place during negotiations to feed into the national employers and central government. The structure of the pay award led to many queries from local authorities on implementation issues, which EMC advised on. During the year, officers were provided with workshops and advice on new shared parental leave provisions and on developing case law relating to the calculation of holiday pay and potential tribunal claims.
  • The pay benchmarking service ‘e-pay check’ provides councils with intelligence on pay in supporting councils’ equal pay defence and in identifying where the council is placed in the market to recruit or retain staff in key roles. The database has been enriched during the year to provide a report on pay and recruitment/retention packages for social workers. The focus is now on enriching data on the system on pay for senior officers.

Additional priorities were also identified and agreed for the future work programme of the employers’ organisation: