Voluntary Member - Independent Remuneration Panel
| Dyddiad hysbysebu: | 17 Medi 2025 |
|---|---|
| Cyflog: | Heb ei nodi |
| Gwybodaeth ychwanegol am y cyflog: | A modest allowance of £300 (gross) will be provided to panel members in recognition of their time and expertise. |
| Oriau: | Rhan Amser |
| Dyddiad cau: | 24 Medi 2025 |
| Lleoliad: | Tamworth, Staffordshire |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Tamworth Borough Council |
| Math o swydd: | Dros dro |
| Cyfeirnod swydd: |
Crynodeb
Tamworth Borough Council is seeking to appoint a minimum of three independent members to form its Independent Remuneration Panel (IRP). This panel plays a vital role in reviewing and making recommendations on the Members’ Allowances Scheme, ensuring transparency, fairness, and value for money in local governance.
The appointments will be for a term of three years, with the option to extend for a further year.
A modest allowance of £300 (gross) will be provided to panel members in recognition of their time and expertise.
The closing date for applications will be 12 noon on Wednesday 24 September 2025, and interviews will take place the week commencing 29 September 2025.
It is envisaged work on the Members’ Allowances Scheme review is to commence 6 October 2025.
Introduction
The Independent Remuneration Panel (IRP) is established under the Local Authorities (Members' Allowances) (England) Regulations 2003. Its primary function is to:
⦁ Review the Members’ Allowances Scheme.
⦁ Recommend its findings to the Council.
By undertaking these responsibilities, the panel plays a vital role in in promoting transparency, fairness, and accountability. Its work helps to ensure that public funds are used responsibly and that elected members receive fair remuneration, strengthening public trust in local government and supporting high standards of governance.
As an Independent Remuneration Panel member, you will:
⦁ Participate in meetings and interviews with elected members and senior officers.
⦁ Evaluate evidence and data relevant to councillor roles and responsibilities.
⦁ Contribute to the drafting of a formal report with recommendations.
⦁ Uphold principles of independence, fairness, and public accountability.
How to apply
Applicants will be asked to apply in writing submitting:
⦁ their CV;
⦁ together with a written statement of no more than 1000 words setting out why they would like to be considered for the role and how they would contribute to the panel
⦁ The CV and statement should be returned to: Nicola Hesketh (Monitoring Officer) ⦁ Nicola-Hesketh@tamworth.gov.uk.
The initial selection will be determined through a review of the CV and the accompanying statement, with subsequent interviews and appointments to the panel conducted by the Chief Executive and Monitoring Officer.
Remuneration Panel – Person Specification
Personal attributes
1. Possesses tact, diplomacy, patience, and strong interpersonal skills.
2. Demonstrates impartiality and integrity, earning public confidence.
3. Ability to make sound judgments based on comprehensive information and analysis in a fair, independent, and objective manner.
4. Exhibits a positive commitment to public service.
5. Able to make significant contributions to the work of the Panel.
Knowledge and skills
1. Broad knowledge of local government operations
2. Effective communication, questioning, and listening skills
3. Inquisitive, open-minded, and non-judgmental
4. Adheres to confidentiality requirements
Experience
1. A demonstrable interest in local issues
2. Experience of assessing and reporting information in a structured and logical way to meet the needs and understanding of the intended audience.
Equality & Diversity
1. Demonstrates consideration and respect for the opinions, circumstances, and feelings of colleagues and members of the public, irrespective of their position, background, circumstances, status, appearance, or any of the protected characteristics as defined by the Equality Act 2010, including Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Maternity, Race, Religion or Belief, Sex, or Sexual Orientation.
Other
1. Over 18 years old
2. Not a Tamworth Borough Council councillor
3. No friends or relatives who are Council members/employees
4. Not disqualified from being a local authority councillor
5. Not working for an organisation funded by the Council
Terms of reference for the Independent Remuneration Panel
Purpose of the panel
Under The Local Authorities (Members’ Allowances) (England) Regulations 2003 (as amended) (“the 2003 Regulations”) a local authority must establish and maintain an Independent Remuneration Panel (IRP). The purpose of an IRP is to make recommendations to the local authority about the authority’s scheme of allowances for elected members.
Membership
The 2003 Regulations require that IRPs should have at least three, and up to six members. Tamworth Borough Council have agreed to establish an IRP comprising of three members to make recommendations to full council on the scheme of allowances for elected members.
⦁ The Chairman shall be elected by the members at the first meeting of the IRP
⦁ Each member of the IRP shall receive a flat rate/ payment of £300 per review.
⦁ Each member of the IRP shall be appointed for a period of up to 3 years, with the option to extend for another year.
Membership Restrictions
Members of the IRP cannot be:
a. a member of an authority in respect of which it makes recommendations or is a member of a committee or sub-committee of such an authority; or
b. disqualified from being or becoming a member of an authority.
c. working for an organisation funded by the Council
d. have friends or relatives who are Council members/employees
Objectives of the Panel
The primary objectives of the IRP are to:
1. Review the existing allowance structure, including Basic Allowance and Special Responsibility Allowances (SRAs).
2. Evaluate policies regarding travel and subsistence.
3. Consider the introduction of additional allowances, such as those for childcare
4. Benchmark against practices in other local authorities.
5. Assess the workload, time commitment, and responsibilities associated with elected member roles.
6. Take into account any changes in the scope of members’ duties.
7. Recommend an equitable and justifiable allowance framework.
The appointments will be for a term of three years, with the option to extend for a further year.
A modest allowance of £300 (gross) will be provided to panel members in recognition of their time and expertise.
The closing date for applications will be 12 noon on Wednesday 24 September 2025, and interviews will take place the week commencing 29 September 2025.
It is envisaged work on the Members’ Allowances Scheme review is to commence 6 October 2025.
Introduction
The Independent Remuneration Panel (IRP) is established under the Local Authorities (Members' Allowances) (England) Regulations 2003. Its primary function is to:
⦁ Review the Members’ Allowances Scheme.
⦁ Recommend its findings to the Council.
By undertaking these responsibilities, the panel plays a vital role in in promoting transparency, fairness, and accountability. Its work helps to ensure that public funds are used responsibly and that elected members receive fair remuneration, strengthening public trust in local government and supporting high standards of governance.
As an Independent Remuneration Panel member, you will:
⦁ Participate in meetings and interviews with elected members and senior officers.
⦁ Evaluate evidence and data relevant to councillor roles and responsibilities.
⦁ Contribute to the drafting of a formal report with recommendations.
⦁ Uphold principles of independence, fairness, and public accountability.
How to apply
Applicants will be asked to apply in writing submitting:
⦁ their CV;
⦁ together with a written statement of no more than 1000 words setting out why they would like to be considered for the role and how they would contribute to the panel
⦁ The CV and statement should be returned to: Nicola Hesketh (Monitoring Officer) ⦁ Nicola-Hesketh@tamworth.gov.uk.
The initial selection will be determined through a review of the CV and the accompanying statement, with subsequent interviews and appointments to the panel conducted by the Chief Executive and Monitoring Officer.
Remuneration Panel – Person Specification
Personal attributes
1. Possesses tact, diplomacy, patience, and strong interpersonal skills.
2. Demonstrates impartiality and integrity, earning public confidence.
3. Ability to make sound judgments based on comprehensive information and analysis in a fair, independent, and objective manner.
4. Exhibits a positive commitment to public service.
5. Able to make significant contributions to the work of the Panel.
Knowledge and skills
1. Broad knowledge of local government operations
2. Effective communication, questioning, and listening skills
3. Inquisitive, open-minded, and non-judgmental
4. Adheres to confidentiality requirements
Experience
1. A demonstrable interest in local issues
2. Experience of assessing and reporting information in a structured and logical way to meet the needs and understanding of the intended audience.
Equality & Diversity
1. Demonstrates consideration and respect for the opinions, circumstances, and feelings of colleagues and members of the public, irrespective of their position, background, circumstances, status, appearance, or any of the protected characteristics as defined by the Equality Act 2010, including Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Maternity, Race, Religion or Belief, Sex, or Sexual Orientation.
Other
1. Over 18 years old
2. Not a Tamworth Borough Council councillor
3. No friends or relatives who are Council members/employees
4. Not disqualified from being a local authority councillor
5. Not working for an organisation funded by the Council
Terms of reference for the Independent Remuneration Panel
Purpose of the panel
Under The Local Authorities (Members’ Allowances) (England) Regulations 2003 (as amended) (“the 2003 Regulations”) a local authority must establish and maintain an Independent Remuneration Panel (IRP). The purpose of an IRP is to make recommendations to the local authority about the authority’s scheme of allowances for elected members.
Membership
The 2003 Regulations require that IRPs should have at least three, and up to six members. Tamworth Borough Council have agreed to establish an IRP comprising of three members to make recommendations to full council on the scheme of allowances for elected members.
⦁ The Chairman shall be elected by the members at the first meeting of the IRP
⦁ Each member of the IRP shall receive a flat rate/ payment of £300 per review.
⦁ Each member of the IRP shall be appointed for a period of up to 3 years, with the option to extend for another year.
Membership Restrictions
Members of the IRP cannot be:
a. a member of an authority in respect of which it makes recommendations or is a member of a committee or sub-committee of such an authority; or
b. disqualified from being or becoming a member of an authority.
c. working for an organisation funded by the Council
d. have friends or relatives who are Council members/employees
Objectives of the Panel
The primary objectives of the IRP are to:
1. Review the existing allowance structure, including Basic Allowance and Special Responsibility Allowances (SRAs).
2. Evaluate policies regarding travel and subsistence.
3. Consider the introduction of additional allowances, such as those for childcare
4. Benchmark against practices in other local authorities.
5. Assess the workload, time commitment, and responsibilities associated with elected member roles.
6. Take into account any changes in the scope of members’ duties.
7. Recommend an equitable and justifiable allowance framework.
Aelod balch o'r cynllun cyflogwyr Hyderus o ran Anabledd
Hyderus o ran Anabledd
Gwybodaeth am Hyderus o ran Anabledd
Yn gyffredinol, bydd cyflogwr Hyderus o ran Anabledd yn cynnig cyfweliad i unrhyw ymgeisydd sy'n datgan eu bod yn anabl ac yn bodloni'r meini prawf lleiaf ar gyfer y swydd fel y diffinnir gan y cyflogwr. Mae'n bwysig nodi, mewn rhai sefyllfaoedd recriwtio fel nifer fawr o ymgeiswyr, cyfnod tymhorol ac amseroedd prysur iawn, efallai y bydd y cyflogwr am gyfyngu ar y niferoedd cyffredinol o gyfweliadau a gynigir i bobl anabl a phobl nad ydynt yn anabl. Am fwy o fanylion ewch i Hyderus o ran Anabledd.