Agenda item

Members gave consideration to a report which presented a data analysis of the number nature and outcome of complaints received under the Code of Conduct regime for the civic years 2016/17, to 2019/20 (to-date August).

The report further asked Members to give consideration as to whether the Standards Sub-Committee should undertake any informal proactive to further improve standards and raise the profile of the Committee’s work. .

Section 2 of the report included a number of graphs, including graphs which set out: -

*        The total no. of complaints received and whether these related to District or Parish Councillors;

*        The nature of complaints received and how these were split between District and Parish Councillors;    

*        The Outcome of those complaints received; and

*        The Actions taken where potential breaches of the Code had been identified

Section 4 of the report summarised some of the evident trends; points which were brought to Members’ attention included: -

*          That the number of complaints had fallen sharply following the introduction of the new Code for both Parish and District Councillors. However, in the previous civic year (2018/19) the number of complaints made rose, in particular against District Councillors.  Arguably, this could be attributed to the pending election that year.

*          The main source of complaints continued to be respect, bullying and intimidation.

*          In the run up to election and in recent months social media had been at the centre of a number of complaints

*          The majority of complaints still resulted in a “no breach” determination being made at the initial assessment stage.  This is primarily as result of them relating to behaviour in a Councillor’s private capacity, or having been deemed to not meet the threshold worthy of investigation.

*          The number of complaints falling outside the Code had reduced significantly, but this was directly as a result of the additional provisions being included in the Code from May 2017 onwards.

*          During 2018/19 In all cases, except one, where a potential breach was identified they were resolved with a local informal resolution such as meditation or an apology without the need for investigation

*           During 2019/20 to-date three cases had been referred for investigation, this was primarily as a result of two of the complaints receiving national press – the outcome of which was awaited.

Finally Section 5 of the report set out a number of suggestions regarding pro-active work the Sub-Committee may wish to consider undertaking.

Debate ensued and Members welcomed the report and the mainly positive trends.  The recent blip, unfortunately, was considered “expected” in the run to an election and this was a common trend often seen.

With regard to undertaking pro-active work going forward, Members considered the following would be of assistance: -

*        The Monitoring Officer to continue to meet with Group Leaders / Whips on a quarterly basis to discuss any issues in an informal setting prior to complaints being received;

*        Training on Standing Orders be built into the Work Programme for all Councillors, including Committee Chairs who should be encouraged to use these in order to manage behaviour within formal meetings;

*        Potentially extending training to the Remuneration Panel to extend their understanding of the role of Councillor. .

*        Regular reminders on the acceptable use of Social Media and the pitfalls for those holding public office.

It was acknowledged the role of the Monitoring Officer was made all the more difficult in the absence of legislation which included sanctions.

On that basis it was

RESOLVED that: -

(a)    the statistical data presented within the report be noted; and

(b)     having given consideration as to whether any proactive work should be undertaken the following actions be undertaken throughout the year as appropriate: -

*        The Monitoring Officer to continue to meet with Group Leaders / Whips on a quarterly basis to discuss any issues in an informal setting prior to complaints being received;

*        Training on Standing Orders be built into the Work Programme for all Councillors, including Committee Chairs who should be encouraged to use these in order to manage behaviour within formal meetings;

*        Explore extending training to the Remuneration Panel to extend their understanding of the role of Councillor. .

*        Regular reminders on the acceptable use of Social Media and the pitfalls for those holding public office be issued.