Equality impact assessment - honoraria policy

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1. Scope

• All panel members have read the policy
• You understand the aims, purpose and outcomes of the policy

1.1 List the main policy aims / outcomes, who benefits and how

• To provide a clear and fair procedure for applying payments to employees taking on additional duties

1.2 What data, research or evidence is available which is relevant to this EIA?

• Report for November 2010 shows 47 honoraria payments being made ranging from £14 - £1000 per month.
• KPMG audit report outlines need for clearer processes for initiating, approving and authorising honoraria payments – their recommendations have been incorporated into the policy.

1.3 Is there further data or information you think would be useful in carrying out this assessment?

• Job Evaluation team to be able to provide information about how many 'significant difference' forms relating to additional duties result in an increase in grade. Would be useful to look at whether those that do not result in a grade increase are due to people being at the bottom end of the scoring for their grade (i.e. so points increase but this does not increase their grade).

2. Consultation

2.1 Which groups were consulted when preparing the policy/EIA?

• Staff Disability Forum -  7 February 2011
• BME Staff Forum - 7 February 2011
• JCC (Unions) By email - 7 February 2011
• Legal Team - 7 February 2011
• Cllr Noeken and Cllr Bucknell – 14 December 2010
• HR Advisory – comments requested 5 January 2011
• Staffing Policy Committee – 9 March 2011

2.2 Is further consultation required? If so detail below and add to action plan

No

3. Assessing impact and strengthening the policy

3.1 Using data collected (1.2) and information gathered from consultation ( 2.1) what implications might this policy have on equality?

• Positive impact to make sure that all groups are treated consistently and fairly

3.2 Is there anything which could be included in the policy to help promote equality of opportunity and good staff relations or eliminate discrimination, harassment or unfair treatment?

• Nothing identified

3.3 Do any of your recommended actions to address any negative effects on one group of staff impact on any other groups?  If so what actions could be taken to mitigate this?

• Not applicable

3.4 Is there anything that can be done to improve accessibility and understanding of the policy amongst staff?

• HR advisory to brief service directors to make sure they know the correct process to follow and consider any honoraria well in advance
• Remember to add any recommendations to the action plan at the end of the form

4. Summary

4.1 Will the policy will meet the council’s responsibilities in relation to equality and human rights?

• Yes – as it stands

4.2 Have you identified anything through this EIA which should be more widely adopted in other policies or built into planning/strategy work?

• Updated wording on policy team template under Equal opportunities section to read “fairly”.

5. Action plan

Section of EIA	Actions	Target date	Review date	Responsible postholder
1.4 – further data or information	Job Evaluation Team to look into providing statistics regarding the success of Significant Differences Forms relating to honoraria payments for additional duties	31 March 2011	31 March 2011	Strategy development manager -Policy and Reward
3.5 – improve accessibility and understanding	HR advisory to brief service directors to make sure they know the correct process to follow and consider any honoraria well in advance	31 March 2011	31 March 2011	HR Business Partners
4.2 – wider implications	Update wording on HR policy team template to read “treated fairly” rather than “treated equally”	Completed 7 February 2011	Complete	HR policy officer

6. Sign-off

This policy has been fully assessed in relation to its potential effects on equality and all relevant concerns have been addressed:

Panel sign-off

• HR Policy Officer - 7 February 2011
• HR Policy Officer - 7 February 2011
• Chair, Staff BME Forum - 7 February 2011
• Equalities Officer - 7 February 2011
• SDF Rep - 7 February 2011
• Deputy HR Manager - 7 February 2011
• Senior HR Adviser - 7 February 2011

Quality sign-off

• Equality and Diversity Partner - 8 April 2011

Director level sign-off

• Service Director Human Resources & Occupational Development - 8 April 2011

Last updated: 28 November 2011