Notice of the ordinary meeting of
Chief Executive Employment Committee
Kōmiti Taimahi o te Tumu Whakarae
Agenda
Rārangi take
Chair Her Worship the Mayor Rachel Reese
Deputy Chair Cr Judene Edgar
Members Cr Gaile Noonan
Cr
Pete Rainey
Pat
Dougherty
Chief
Executive
Quorum: 2
Nelson
City Council Disclaimer
Please
note that the contents of these Council and Committee Agendas have yet to be
considered by Council and officer recommendations may be altered or changed by
the Council in the process of making the formal Council decision.
Areas of Responsibility:
·
To develop recommended Key Performance Indicators in consultation
with the Chief Executive
·
To review and monitor the Chief Executive’s performance
·
To review the Chief Executive’s remuneration
·
To address any employment related issues as may from time to time
arise between the Chief Executive and Council
Powers to Recommend:
·
To recommend to Council a performance agreement between the Chief
Executive and Council
·
To recommend to Council the outcome of an externally facilitated
performance review involving the whole of Council
·
To recommend to Council any personal development opportunities
for the Chief Executive
·
To review annually the Chief Executive’s remuneration and
make recommendations to Council
·
To recommend to Council any action arising from employment
related issues
Chief Executive
Employment Committee
23
February 2021
Page
No.
1. Apologies
Nil
2. Confirmation
of Order of Business
3. Interests
3.1 Updates
to the Interests Register
3.2 Identify
any conflicts of interest in the agenda
4. Public
Forum
5. Confirmation
of Minutes
5.1 25
November 2020 7 - 12
Document number M15289
Recommendation
|
That the Chief Executive Employment Committee
1. Confirms the minutes of the
meeting of the Chief Executive Employment Committee, held on 25 November
2020, as a true and correct record.
|
6. Chairperson's Report
7. Leadership Capability
Framework 13
- 15
Document number R22642
Recommendation
|
That
the Chief Executive Employment Committee
1. Receives
the report Leadership Capability Framework (R22642) and its attachment (A2530701).
|
8. Oranga Tonutanga -
Nelson City Council's Wellbeing Framework 16 - 23
Document number R22644
Recommendation
|
That
the Chief Executive Employment Committee
1. Receives
the report Oranga Tonutanga - Nelson City Council's Wellbeing Framework
(R22644) and its attachment
(A2534033).
|
CONFIDENTIAL Business
9. Exclusion of the Public
Recommendation
|
That
the Chief Executive Employment Committee
1. Confirms, in accordance with sections
48(5) and 48(6) of the Local Government Official Information and Meetings Act
1987, that Paul Bell of Intepeople remain after the public has been
excluded, for the Confidential section of the meeting as he has knowledge relating
to the Chief Executive’s employment that will assist the meeting.
|
Recommendation
That the Chief
Executive Employment Committee
1. Excludes the public from the following
parts of the proceedings of this meeting.
2. The general subject of each matter to be considered while the public
is excluded, the reason for passing this resolution in relation to each matter
and the specific grounds under section 48(1) of the Local Government Official
Information and Meetings Act 1987 for the passing of this resolution are as
follows:
|
Item
|
General subject of each matter to be
considered
|
Reason for passing this resolution in
relation to each matter
|
Particular interests protected (where
applicable)
|
|
1
|
Chief Executive Employment Committee
Meeting - Confidential Minutes - 25 November 2020
|
Section 48(1)(a)
The public conduct of this matter would
be likely to result in disclosure of information for which good reason exists
under section 7.
|
The withholding of the information is
necessary:
· Section 7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
· Section 7(2)(c)(i)
To
protect information which is subject to an obligation of confidence or which
any person has been or could be compelled to provide under the authority of
any enactment, where the making available of the information would be likely
to prejudice the supply of similar information or information from the same
source and it is in the public interest that such information should continue
to be supplied
|
|
2
|
People Metrics for quarter ending 31 December 2020
|
Section 48(1)(a)
The public conduct of this
matter would be likely to result in disclosure of information for which good
reason exists under section 7
|
The withholding of the information is necessary:
· Section 7(2)(a)
To protect the privacy of natural
persons, including that of a deceased person
· Section
7(2)(c)(i)
To protect information
which is subject to an obligation of confidence or which any person has been
or could be compelled to provide under the authority of any enactment, where
the making available of the information would be likely to prejudice the
supply of similar information or information from the same source and it is
in the public interest that such information should continue to be supplied
|
|
3
|
Chief Executive's Performance Update -
mid-year self review
|
Section
48(1)(a)
The public
conduct of this matter would be likely to result in disclosure of information
for which good reason exists under section 7
|
The withholding of the information is
necessary:
· Section
7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
|
Chief Executive Employment
Committee Minutes - 25 November 2020
Present: Her
Worship the Mayor R Reese (Chairperson), Councillor J Edgar (Deputy Chair),
Councillors G Noonan and P Rainey
In
Attendance: Chief Executive (P Dougherty), Manager
People and Capability (S Vincent), Team Leader Governance (R Byrne) and
External Adviser (P Bell)
Apologies : Nil
1. Apologies
There were no apologies.
2. Confirmation of
Order of Business
There was no change to the order
of business.
3. Interests
There were no updates to the
Interests Register, and no interests with items on the agenda were declared.
4. Public Forum
There was no public forum.
5. Confirmation of
Minutes
5.1 3
November 2020
Document number M15237, agenda
pages 7 - 11 refer.
|
Resolved CEE/2020/029
|
|
|
That
the Chief Executive Employment Committee
1. Confirms
the minutes of the meeting of the Chief Executive Employment Committee, held
on 3 November 2020, as a true and correct record.
|
|
Her Worship the Mayor/Edgar Carried
|
6. Chairperson's Report
There was no Chairperson’s Report.
7. Exclusion
of the Public
Paul Bell, of Intepeople, was in
attendance for the Confidential section of the meeting to answer questions and,
accordingly, the following resolution was required to be passed:
|
Resolved CEE/2020/030
|
|
|
That
the Chief Executive Employment Committee
1. Confirms, in accordance
with sections 48(5) and 48(6) of the Local Government Official Information
and Meetings Act 1987, that Paul Bell of Intepeople remain after the public
has been excluded, for the Confidential agenda as he has knowledge relating
to the Chief Executive’s employment that will assist the meeting.
|
|
Edgar/Rainey Carried
|
|
Resolved CEE/2020/031
|
|
|
That the Chief Executive
Employment Committee
1. Excludes the public
from the following parts of the proceedings of this meeting.
2. The general subject of each
matter to be considered while the public is excluded, the reason for passing
this resolution in relation to each matter and the specific grounds under section
48(1) of the Local Government Official Information and Meetings Act 1987 for
the passing of this resolution are as follows:
|
|
Edgar/Rainey Carried
|
|
Item
|
General subject of each matter to be
considered
|
Reason for passing this resolution in relation
to each matter
|
Particular interests protected (where
applicable)
|
|
1
|
Chief Executive Employment Committee
Meeting - Public Excluded Minutes - 3 November 2020
|
Section 48(1)(a)
The public conduct of this matter would
be likely to result in disclosure of information for which good reason exists
under section 7.
|
The withholding of the information is
necessary:
· Section 7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
· Section 7(2)(c)(i)
To
protect information which is subject to an obligation of confidence or which
any person has been or could be compelled to provide under the authority of
any enactment, where the making available of the information would be likely
to prejudice the supply of similar information or information from the same
source and it is in the public interest that such information should continue
to be supplied
|
|
2
|
People Metrics for quarter ending 30 September 2020
|
Section 48(1)(a)
The public conduct of this
matter would be likely to result in disclosure of information for which good
reason exists under section 7
|
The withholding of the information is necessary:
· Section 7(2)(a)
To protect the privacy of
natural persons, including that of a deceased person
· Section
7(2)(c)(i)
To protect information
which is subject to an obligation of confidence or which any person has been
or could be compelled to provide under the authority of any enactment, where
the making available of the information would be likely to prejudice the
supply of similar information or information from the same source and it is
in the public interest that such information should continue to be supplied
|
|
3
|
People and Capability Annual Report
2019-2020
|
Section
48(1)(a)
The public
conduct of this matter would be likely to result in disclosure of information
for which good reason exists under section 7
|
The withholding of the information is
necessary:
· Section
7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
|
|
4
|
Chief Executive's Performance Report 2019/20
|
Section 48(1)(a)
The public conduct of this
matter would be likely to result in disclosure of information for which good
reason exists under section 7
|
The withholding of the information is necessary:
· Section 7(2)(a)
To protect the privacy of
natural persons, including that of a deceased person
|
|
5
|
Chief Executive's Remuneration Review
2020
|
Section
48(1)(a)
The public
conduct of this matter would be likely to result in disclosure of information
for which good reason exists under section 7
|
The withholding of the information is
necessary:
· Section
7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
|
|
6
|
Chief Executive's Draft Performance
Agreement and Key Performance Indicators for 2020/21
|
Section
48(1)(a)
The public
conduct of this matter would be likely to result in disclosure of information
for which good reason exists under section 7
|
The withholding of the information is necessary:
· Section
7(2)(a)
To protect the
privacy of natural persons, including that of a deceased person
|
The meeting went into confidential
session at 9.36a.m. and resumed in public session at 12.13p.m.
Restatements
It was resolved while the public was
excluded:
|
1
|
CONFIDENTIAL: People Metrics for quarter ending 30
September 2020
|
|
|
That the Chief Executive Employment Committee
Agrees that Report (R21381); and its attachment
(A2518680) remain confidential this time.
|
|
2
|
CONFIDENTIAL: People and Capability Annual Report
2019-2020
|
|
|
That the Chief Executive Employment Committee
Agrees that Report (R21381); and its attachment
(A2494550) remain confidential this time.
|
|
3
|
CONFIDENTIAL: Chief Executive's Performance Report
2019/20
|
|
|
That the Chief Executive Employment Committee
Agrees that Report (R21472), Attachment (A2520700) and the decision remain confidential at this time.
|
|
4
|
CONFIDENTIAL: Chief
Executive's Remuneration Review 2020
|
|
|
That the Chief Executive Employment Committee
Agrees that Report (R21473), Attachments (A2520702
and A2520704) and the decision remain confidential at this time.
|
|
5
|
CONFIDENTIAL: Chief
Executive's Draft Performance Agreement and Key Performance Indicators for
2020/21
|
|
|
That the Chief Executive Employment Committee
Agrees that the Report (R21482), Attachment
(A2524847) and the decision remain confidential at this time.
|
There being no further business the meeting ended at 12.13p.m.
Confirmed as a correct record of proceedings:
Chairperson
Date
Item 7: Leadership
Capability Framework
|
|
Chief Executive Employment Committee
23 February 2021
|
REPORT R22642
Leadership
Capability Framework
1. Purpose
of Report
1.1 To
provide the Committee with an overview of Nelson City Council’s new
Leadership Capability Framework, a new resource to help the organisation
identify, recruit and develop effective leaders.
2. Recommendation
|
That the Chief Executive Employment Committee
1. Receives
the report Leadership Capability Framework (R22642) and its attachment (A2530701).
|
2. Background
2.1 In
2019, the People and Capability team began work on a resource – the
Leadership Capability Framework – to assist the organisation to
articulate what good leadership in this organisation looks like, so that Nelson
City Council can identify, recruit and develop excellent leaders.
2.2 The
reason for developing the resource was that it was recognised that leadership
is a complex construct which means different things in different contexts. This
means that in order to identify, recruit and develop good leaders, it is helpful
to have a shared understanding of what good leadership looks like in this
organisation. A shared understanding of what good leadership is gives us
criteria against which to assess current and potential employees for leadership
effectiveness and identify areas for development, and provide a means by which
to check that the leadership development opportunities we invest in will
develop the kind of leaders we want.
2.3 Development
of the Leadership Framework involved extensive engagement with employees and
our partner union the PSA. The project to develop the framework was delayed
first by the Pigeon Valley Fire and then by COVID-19, but was finally completed
late in 2020.
2.4 Implementation
and integration of the framework into people-related processes commenced late
in 2020 and will continue for at least 12 months. The framework will be
imbedded throughout recruitment and selection processes, performance management
processes, and learning and development activities.
3. Conclusion
3.1 An
overview of the Leadership Capability Framework is attached.
Author: Stephanie
Vincent, Manager People and Capability
Attachments
Attachment 1: A2530701
- Overview of Leadership Capability Framework ⇩
Item 7: Leadership Capability Framework: Attachment 1 - A2530701
Item 8: Oranga
Tonutanga - Nelson City Council's Wellbeing Framework
|
|
Chief Executive Employment Committee
23 February 2021
|
REPORT R22644
Oranga
Tonutanga - Nelson City Council's Wellbeing Framework
1. Purpose
of Report
1.1 To
provide the Committee with an overview of Nelson City Council’s new
Wellbeing Framework Oranga Tonutanga, a resource to help the
organisation plan and communicate a wellbeing programme that is holistic and
aligned with the continued organisational focus on employee wellbeing.
2. Recommendation
|
That the Chief Executive Employment Committee
1. Receives
the report Oranga Tonutanga - Nelson City Council's Wellbeing Framework
(R22644) and its attachment
(A2534033).
|
2. Background
2.1 Nelson
City Council has placed considerable focus on supporting employee wellbeing
since 2016, when the Wellness Team – an internal employee focus group
– was established.
2.2 With
input and advice from the Wellness Team, Nelson City Council implemented a
variety of wellbeing initiatives between 2016 and 2019. Over this time period,
employee feedback on wellbeing showed increased satisfaction across many
aspects of wellbeing.
2.3 In
2019 the Wellness Team agreed to focus on developing a framework to articulate
the organisation’s approach to supporting wellbeing. The goal was to
produce a resource which provided a means of:
2.3.1 Articulating
and communicating our organisational approach to wellbeing;
2.3.2 Ensuring
our wellbeing approach is aligned with credible external research on wellbeing;
2.3.3 Ensuring
our wellbeing initiatives were carefully chosen to address wellbeing across a
range of factors.
2.4 The
name of Nelson City Council’s wellbeing framework Oranga Tonutanga translates as “continued wellbeing, survival,
sustenance”. Oranga Tonutanga is based on Professor
Sir Mason Duries’ Te Whare Tapa Wha, which characterises health and
wellbeing within four elements of wellness. The Wellness Team added a
complementary fifth element relating to environmental wellbeing, reflecting our
connection as a Council with the natural environment. This holistic and long
term model of health implies that if one wellbeing element is not met, it
impacts on other wellbeing elements.
2.5 The
five elements of the framework are:
2.5.1 Te
taha tinana – physical wellbeing – the ways in which we nourish and
care for our bodies;
2.5.2 Te
taha hinengaro – mental and emotional wellbeing – thoughts,
feelings, and behaviour and the activities and support systems to promote good
mental and emotional health;
2.5.3 Te
taha wairua – values and beliefs – respect for our own and
others’ values and belief systems that influence how we understand and
engage with the world around us;
2.5.4 Te
taha whanau – relationships and social wellbeing – our sense of
belonging, connectedness and relationships with others;
2.5.5 Te
taha taiao – connection with the natural environment – as kaitiaki
we have a relationship with the land, water, air and living things, and care
for the environment which nurtures us in return.
2.6 The
attachment, A2534033, shows the framework and provides an indication of past,
current and proposed wellbeing initiatives/workplace features which the
Wellness Team will be considering further at their next meeting in March to
confirm our wellbeing programme for 2021.
Author: Stephanie
Vincent, Manager People and Capability
Attachments
Attachment 1: A2534033 -
Oranga Tonutanga overview for CEEC 23Feb2021 ⇩
Item 8: Oranga Tonutanga - Nelson City Council's Wellbeing
Framework: Attachment 1
