Remuneration for community board members
Base remuneration is set for each community board, using the population the community board serves and a core job description. The base remuneration assumes that each member of that board has similar responsibilities. These are set out in the community board member base role description.
A council’s size index, used for the remuneration of mayors/regional chairs and councillors, is not used to size community board remuneration, which is related solely to population size.
The primary function of community boards is representation, so the Authority has taken the view that having community board remuneration linked to population is fairer to board members. It is reasonable to expect that the time, effort and expertise required to represent a large number of people would be greater than that for a smaller number of people, thus the remuneration of members of a community board serving a large population will be greater than that of members of a board serving a small population.
This does not mean that community board remuneration is an exact fixed multiple of its population; rather it means that there is relativity between a community board’s population and the remuneration of its elected members.
Where a councillor is formally appointed as a member or chair of a community board, she or he is not automatically entitled to remuneration as a councillor as well as remuneration as a community board member. However, a council may apply to the Authority to pay some extra remuneration to that councillor from its capped fund.
Increase in remuneration to reflect additional board responsibility
If a community board has additional levels of responsibility, then the Authority may approve additional remuneration for that board after receiving proposals from the relevant council. Additional levels of responsibility can be recognised only for the board as a whole, and not for individual members.
Additional remuneration for community boards is not drawn from the pool of 2.0 times the basic councillor remuneration that can be used for councillor positions of additional responsibility – any additionality for a community board is over and above the maximum amount of the councillor fund.
The Authority will not automatically approve extra remuneration for community boards. Each proposal will be considered on a case by case basis. Evidence will be required to show how any community board is operating significantly above and beyond the role of community boards as outlined in section 52 of the Local Government Act 2002. Factors that the Authority will take into account include:
- the implications for overall workload, such as significant additional hours required;
- whether the additional responsibility is an ongoing one.
It is not expected that any core council responsibilities would be delegated from a council to its board(s) as that would be seen as reducing the role of the council. See a description of what may constitute possible additional responsibilities for community boards.
For community boards that serve areas with fluctuating populations in tourist or holiday areas, the Authority would need evidence that those populations created significantly increased responsibilities and workload for community boards.
The maximum percentage that can be added to the base community board member remuneration is 30%. However, the maximum would only be approved for roles where significant additional responsibility had been proven.
An example of how additional remuneration might be approved for a community board follows.
- Community Board A has a base remuneration of $7,000 for each board member. The maximum additional remuneration for each board member, except the board chair, would be $2,100 (i.e. 30% of $7,000).
- Extra remuneration of $1,500 each has been approved by the Remuneration Authority for Community Board A’s additional roles of responsibility. All board members, except the board chair, would each receive total remuneration of $8,500.
- The board chair would receive total remuneration of $17,000 (i.e. twice the remuneration of a board member).
The remuneration of an elected chair of a community board will be twice the remuneration of a community board member (including additional remuneration for that board’s members, if any). The Authority will require confirmation that the chair will carry out the additional responsibilities for that role (see additional responsibilities of chair of a community board).
The deputy chair of a community board is remunerated as a board member. That reflects the Authority’s view that the role of deputy chair is not sufficiently different from that of a board member to warrant additional remuneration. A deputy chair will be able to receive additional remuneration for any additional role of responsibility that the board might collectively have.
As with councillor remuneration, the Authority has traditionally accepted council proposals relating to community boards that are unanimously supported. Where it receives split recommendations, or where the relativities established are well outside national norms, the Authority cannot overlook the possibility of political differences driving the proposal. In those cases, strong supporting documentation concerning the reasoning behind any change in the recognition of positions should be provided.