250124Paper5DraftSCFMinutes

Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 1 of 14

Draft Minutes of the Staff Con­sultat­ive For­um Held at Hybrid on 16 Septem­ber 2024 at 1.15pm

Present: Adam Streeter-Smith Char­lotte Mil­burn Dav­id Camer­on Derek Ross (Board Mem­ber) James Lee Kate Christie Mari­aan Pita Nas­im Mehr­abi Pip Mack­ie Richard Hardy (Pro­spect) Rus­sell Jones (Board Member)

Apo­lo­gies: Mike Woolvin

Item 1 Wel­come and Apologies

1. Dav­id Camer­on (DC) wel­comed everyone.
2. Apo­lo­gies were received from the above.

Item 2: Review of Minutes of 12 June 2024 Meet­ing and Mat­ters Arising

1. Minutes were agreed and action points were reviewed. Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 2 of 14

Item 3: Paper 1: Equal­ity, Diversity and Inclu­sion Policy Paper 2: Dig­nity at Work Policy

1. Kate Christie (KC) intro­duced the papers and high­lighted that these policies sit along­side each oth­er, both of which hav­ing been extens­ively reviewed by the Park Authority’s law­yers. The policies should now suit the tone and align with the revised organ­isa­tion­al val­ues and prin­ciples. DC advised that this con­cluded the organ­isa­tion­al com­mit­ment to review these policies.
2. The fol­low­ing points were raised: a) Cla­ri­fic­a­tion regard­ing the inform­al pro­ced­ure requir­ing a writ­ten record of decision mak­ing which didn’t make it feel inform­al. Clar­ity was also required around who makes this record. KC advised that the writ­ten review was to pro­tect both the indi­vidu­al the com­plaint had been made about as well as the com­plain­ant. It would be a writ­ten note and state that no fur­ther action been taken. It would form part of the per­son­nel HR record. b) Staff would be encour­aged to have a con­ver­sa­tion pri­or to this inform­al stage to try to resolve any issues one to one. Where res­ol­u­tion was not pos­sible it could then pro­gress to the inform­al stage. c) Con­cern that if staff choose to go for a walk socially at lunch­time (as friends) and not invite a spe­cif­ic col­league then the dig­nity at work policy could be used to say they had been excluded. KC respon­ded that if someone wished to use the policy for this pur­pose, it would test this, and the out­come would demon­strate that it was a friend­ship situ­ation and not exclu­sion. Para­graph two had tried to make this clear and provide examples without being too pre­script­ive. In the first instance, an indi­vidu­al would be encour­aged to raise the issue with the party involved. If a sat­is­fact­ory out­come was not achieved, then the per­son could go to their line man­ager or HR. d) The pos­sib­il­ity of someone incur­ring a cumu­lat­ive effect (eg con­sist­ently not invit­ing someone to lunch) and there­fore tip­ping into the more form­al com­plaint pro­ced­ure. e) Clar­ity was sought around para­graph 19h, regard­ing team social events, includ­ing events out with the work­ing day and / or the Park Author­ity premises. It was recog­nised that there was a dis­tinc­tion between social and work sponsored activ­it­ies and it was not the inten­tion of the policy to force friend­ships where they weren’t. The policy was to guide around inclu­sion and what hap­pens in teams Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 3 of 14

and organ­isa­tion­ally eg a team meet­ing being held out­doors and someone is not invited. f) Staff rep­res­ent­at­ives were asked if any­thing could be changed to make the policies bet­ter before launch­ing. Staff reps respon­ded that it was accep­ted that there was risk around the work / social aspect and that it would require mon­it­or­ing. KC respon­ded that many situ­ations are nuanced, and it would be advis­able to test the policy pri­or to mak­ing changes. g) It was advised that any response needs to be pro­por­tion­al to the incid­ent. In terms of beha­viour towards pro­tec­ted char­ac­ter­ist­ics there is a clear path­way from inform­al to the form­al. How­ever, there will be aspects that sit slightly out­side of that and there­fore more ref­er­ence needs to be made to the inform­al stage being a clear and import­ant part of the res­ol­u­tion pro­cess. This may also help to min­im­ise the risk of expos­ure for the organ­isa­tion fur­ther down the line. KC advised that para­graph 37 could be amended to include that the inform­al stage was a first step and pre­ferred option before escalation.

1. DC thanked every­one and the policy was adopted.

Item 5: Paper 3: Fer­til­ity Treat­ment Policy

1. Kate Christie (KC) intro­duced the paper and high­lighted that it was an addi­tion to the suite of well­being policies and sup­port already in place. The policy per­mits staff to attend the required hos­pit­al appoint­ment day plus five recov­ery days per year, where recov­ery from the hos­pit­al appoint­ment is required. It was advised that this was a ​‘middle ground’ when com­pared to oth­er pub­lic sec­tor organ­isa­tions. Oth­er organ­isa­tions var­ied from offer­ing no addi­tion­al time off, to offer­ing five days per treat­ment cycle, includ­ing attend­ing the hos­pit­al appointment.

2. KC asked the Staff Con­sultat­ive For­um (SCF) for feed­back. The fol­low­ing points were raised: a) Cla­ri­fic­a­tion that the mis­car­riage policy was in place. KC advised that a policy for sup­port­ing staff through preg­nancy loss was avail­able for staff. It was also advised that the HR team will be scru­tin­ising all policies and cat­egor­isa­tion to make easi­er for staff to cross ref­er­ence them. b) The policy being very wel­come and high­lighted the organ­isa­tion going above and bey­ond to sup­port staff. Thanks were expressed to the HR team for bring­ing this for­ward. Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 4 of 14

3. KC thanked every­one and the policy was adopted.

Item 6: Paper 4: Men­stru­al Health and Endo­met­ri­os­is Sup­port Policy

1. Kate Christie (KC) intro­duced the paper and high­lighted that the devel­op­ment of this policy also feeds into Oper­a­tion­al Devel­op­ment (OD) strategy on well­being. The policy seeks to provide edu­ca­tion to staff and high­light the addi­tion­al things the organ­isa­tion does to sup­port staff. The policy had also been con­sul­ted upon through the Intern­al Equal­it­ies Advocacy group.

11.KC asked the SCF for feed­back. No points were raised.

12.KC thanked every­one and the policy was adopted.

Item 7: Verbal Update: Pay Award ²⁰²⁴⁄₂₅ 13.DC advised that fol­low­ing the budget announce­ment for ²⁰²⁴⁄₂₅, a busi­ness case had been sub­mit­ted to Scot­tish Gov­ern­ment (SG) in May and it had been referred to their remu­ner­a­tion group. DC and KC had atten­ded a meet­ing in July, whereby they advised that the pay award was seek­ing to align broadly to year two of the pre­vi­ously imple­men­ted SG pay award. This pro­pos­al was rejec­ted by the remu­ner­a­tion group as it no longer met the Scot­tish Gov­ern­ment (SG) pay para­met­ers, although these had not been pub­lished pri­or to sub­mis­sion. A revised busi­ness case has since been sub­mit­ted to SG, which con­tin­ues to broadly seek to align to year two but this time is for a multi three-year set­tle­ment. The revised sub­mis­sion is now based upon the pub­lished pay para­met­ers. The pro­posed pay award has been front loaded and so far, no form­al feed­back has been received. A meet­ing has been sched­uled with SG for 04 Octo­ber to try and get a more form­al offer to staff. Recog­nising the exten­ded timetable for the pay award imple­ment­a­tion and the cur­rent fixed term con­tract staff (sea­son­al / train­ee rangers), sep­ar­ate pro­pos­als have been developed to move those staff to a fixed salary point. This increase in pay would be broadly com­men­sur­ate with what may have been expec­ted through the pay award. It was advised that there were cur­rently high pro­file pay dis­cus­sions with oth­er sec­tors eg Loc­al Author­ity work­ers and the cur­rent Park Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 5 of 14

Author­ity pay pro­pos­al is with­in the same spec­trum for oth­er pub­lic sec­tor offers. How­ever, until fur­ther approv­al is received from SG no cer­tainty can be given.

1. KC advised that the earli­est times­cale envis­aged for an offer being made to staff and the pay award being imple­men­ted was Novem­ber, but this may slip into December.

2. Feed­back was provided as fol­lows: a) Frus­tra­tion was expressed at the con­tin­ued annu­al delays in a pay award being agreed. It was quer­ied if the pay pro­gres­sion could be imple­men­ted as at 01 April, with the cost of liv­ing ele­ment applied once agreed by SG. DC respon­ded that the pro­gres­sion and cost of liv­ing are vari­able rates, and they have to be held togeth­er to deliv­er with­in the organ­isa­tion­al budget. If a refus­al is received regard­ing cost of liv­ing from SG, then the organ­isa­tion may want to look at the pro­gres­sion amount, there­fore they’re linked. How­ever, the argu­ment for imple­ment­ing these sep­ar­ately was heard along with the frus­tra­tion at the length of time for approv­al. b) The import­ance of secur­ing a pay award com­men­sur­ate with oth­er pub­lic sec­tor employ­ers was raised. Con­cern had been expressed by staff that posts in bands F and G had received a pay increase of 11.5%. It was advised that in late 2022, a bench­mark­ing exer­cise had been car­ried out across oth­er pub­lic sec­tor and SG organ­isa­tions. This had high­lighted that whilst most salary bands were com­men­sur­ate, these bands had fallen well behind those com­pet­it­ors. This was an entirely sep­ar­ate busi­ness case to SG for this align­ment and it took noth­ing from the pay award set­tle­ment pro­cess. DC advised that he was fairly com­fort­able that if the busi­ness case receives approv­al, the ²⁰²⁴⁄₂₅ pay award will sit with­in the range of oth­er pub­lic sec­tor organ­isa­tions. c) It was advised that a SCF meet­ing to dis­cuss the pro­posed pay award will be needed near­er time.

Item 8: Dis­cus­sion: Health and Safety Update 16.KC advised that man­dat­ory train­ing had been launched for all staff on the lone work­ing and buddy sys­tem, which was more robust and user friendly.

1. Dis­play Screen Equip­ment (DSE) – home work­ing assess­ments needed to be com­pleted by all staff. This was to ensure that staffs home work­ing envir­on­ment was DSE com­pli­ant, and Share­Point Lists had been help­ful in sup­port­ing this. Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 6 of 14

2. A revised acci­dent and incid­ent sys­tem had now been intro­duced. This had res­ul­ted in more now being repor­ted and was indic­at­ive that the sys­tem was user friendly.

3. It was con­firmed that the minutes from the H&SC go to both SMT and the Resources com­mit­tee for overview.

4. No oth­er points were raised from staff.

Item 9: Dis­cus­sion: Lead­er­ship 21.DC advised that there was a Board meet­ing due to be held on Fri­day, at which the fire bylaws and man­age­ment and con­sulta­tion would be dis­cussed. There would also be a full review of the deliv­ery against Nation­al Park Part­ner­ship Plan.

1. Xan­der Mcdade was due to stand down as a Board Mem­ber on 30 Septem­ber as the Perth and Kinross Coun­cil rep­res­ent­at­ive. The new Board Mem­ber would start on 01 October.

2. The cul­ture and val­ues piece of staff led work was due to con­clude and would be brought to the next meet­ing with the new prin­ciples and the evol­u­tion of the organ­isa­tion­al culture.

Item 10: Dis­cus­sion: Equalities

1. KC advised that the intern­al equal­it­ies advocacy group were cur­rently revis­ing their terms of ref­er­ence. The group had been in place for two years, with 15 mem­bers of staff keen be part it and involved in influ­en­cing and sup­port­ing equal­it­ies in the Park Author­ity. Once revised, the terms of ref­er­ence would go to SMT for approval.

2. It was advised that the equal­ity out­comes were now being iden­ti­fied and developed in pre­par­a­tion for April 2025. Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 7 of 14

Item 11: AOB

1. Addi­tion­al Day Flexi to Sup­port Travel Car­bon Foot­print a) It was raised that under the cur­rent sys­tem the onus was on staff to accrue what could be a sig­ni­fic­ant amount of flexi in a short peri­od pri­or to their hol­i­day. It was pro­posed that with line man­ager agree­ment, staff should be able to go into neg­at­ive flexi to make use of this addi­tion­al flexi time. This time could then be worked back after the hol­i­day had taken place. b) KC respon­ded that the organ­isa­tion wanted to be sup­port­ive of net zero. Full time staff can cur­rently accrue up to 14 hours flexi and with the cur­rent pos­i­tion if staff are going to use sus­tain­able travel meth­ods, they can accu­mu­late more than the policy pos­i­tion to off­set against travel time. The guid­ance was about accru­ing addi­tion­al flexi time to the policy pos­i­tion. DC advised that this can be looked at, includ­ing how well the scheme is used and review it after a year. c) It was quer­ied if the pos­i­tion dis­pro­por­tion­ately affects those staff who have caring respons­ib­il­it­ies and there­fore find it harder to accrue addi­tion­al flexi time.

2. Richard Hardy (RH) advised that this may be his final meet­ing as the Park Author­ity Pro­spect rep­res­ent­at­ive. Respons­ib­il­ity for the Park Author­ity was to be trans­ferred to his col­league, Angela Gel­lan. DC thanked RH for his input, con­tri­bu­tions and time over the years and that it had been a pleas­ure work­ing with him.

3. The meet­ing con­cluded at 2:40pm.

Staff Con­sultat­ive For­um Action Table:

Ref	Action	Respons­ible	Due Date
06.12.21	Elec­tric Car Salary Sac­ri­fice Scheme
Para 19	Future updates to be brought back to SCF	KC	June 22
27.06.22: Fin­ance team look­ing into and any
pro­pos­al will be brought to MT
07.11.22: Still progressing
25.01.23: Ongo­ing
20.03.23: Update: Sup­port had been
received from NatureScot who had recently
Cairngorms
Nation­al Park Authority
Paper 5 Resources Committee
24 Janu­ary 2025
Ùgh­dar­ras Pàirc Nàiseanta a’
Mhon­aidh Ruaidh
Page 8 of 14
launched a sim­il­ar scheme. Any proposals
would go to MT then be brought back to SCF
19.06.23: still progressing
19.02.24: Craig Lewis from the fin­ance team
will come to SMT to give an update.
12.06.24: Ongo­ing
16.09.24: Craig Lewis (fin­ance team) to pull
togeth­er a paper for SMT set­ting out
pro­pos­als and options on EV. Should be at
SMT in next month and should be at next
SCF.
14.09.23	Gender Diversity Policy	KC	Mar 25
Para 5b	Policy to be reviewed in 12 – 18 months’ time		Dec 23
Guid­ance brief­ing issued to staff inc. there
being no hier­archy amongst the protected
char­ac­ter­ist­ics,
Para 5c	The Dig­nity at Work policy to be reviewed		Mar 24
and brought back to SCF for discussion
Para 5e	Addi­tion to Hand­book re organisational
cul­ture and event organisation.
19.02.24: The guid­ance brief­ing was issued
to staff. Cur­rently updat­ing Equal
Oppor­tun­it­ies and Dig­nity at Work Policies
were in the pro­cess of being reviewed.
12.06.24: Equal Oppor­tun­it­ies and Dig­nity at
Work Policies still being reviewed.
16.09.24: Com­pleted.
19.02.24	Intern­al Recruit­ment Policy	KC	Jun 24
Para 21	Intern­al recruit­ment oppor­tun­it­ies not being
cir­cu­lated to be raised with SEPA/
NatureScot.
Cairngorms
Nation­al Park Authority
Ùgh­dar­ras Pàirc Nàiseanta a’
Mhon­aidh Ruaidh
Paper 5 Resources Committee
24 Janu­ary 2025
Page 9 of 14
12.06.24: SEPA reques­ted that the internal
recruit­ment of posts was paused.
NatureScot are keen for this to be reinstated,
as are the Park Authority.
16.09.24: Dis­cus­sions ongo­ing, and will be
updated in due course.
12.06.24	Inform­al Mes­saging Policy:		Sept 24
Para 9b	Exit pro­ced­ures for staff with phone	KC
num­bers
DC speak to Sandy Brem­ner re: Board	DC
inter­ac­tion with this policy.
16.09.24: Com­pleted
12.06.24	Cred­it Union		Sept 24
Para 18	To con­sider how to take forward	DC
16.09.24: Ongo­ing
12.06.24	AOB: Tem­per­at­ure in Extension		Sept 24
Para 34	To con­sider how to take forward	DC / KC
16.09.24: Facil­it­ies team have been
invest­ig­at­ing and tak­ing for­ward staff
com­mu­nic­a­tions. Completed.
Cairngorms
Nation­al Park Authority
Ùgh­dar­ras Pàirc Nàiseanta a’
Mhon­aidh Ruaidh
Paper 5 Resources Committee
24 Janu­ary 2025
Page 10 of 14

Draft Minutes of the Staff Con­sultat­ive For­ums Held at Hybrid on 28 Octo­ber 2024 at 02.00pm

Present: Dav­id Camer­on James Lee Kate Christie Mari­aan Pita Mike Woolv­in Nas­im Mehr­abi Pip Mack­ie Richard Hardy (Pro­spect) Rus­sell Jones (Board Member)

Apo­lo­gies: Adam Streeter-Smith Char­lotte Mil­burn Derek Ross (Board Member)

Item 1 Wel­come and Apologies

1. Dav­id Camer­on (DC) wel­comed everyone.
2. Apo­lo­gies were received from the above.

Item 2: Staff Pay Award Proposals

1. Dav­id Camer­on (DC) intro­duced pay pro­pos­als; this was for a three-year deal which would take the Park Author­ity through to ²⁰²⁶⁄₂₇. The Resources Com­mit­tee had Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 11 of 14

been con­sul­ted on the pro­pos­al and the staff con­sulta­tion peri­od had been open for a three-week period.

1. The fol­low­ing points were raised: a) The offer assumes that infla­tion fig­ures remain under 2% and the pro­gres­sion award set at 2.5%. The con­sulta­tion doc­u­ment does not offer this as a guar­an­tee, staff require more cer­tainty giv­en the uncer­tain eco­nom­ic out­look. DC respon­ded that the Park Author­ity are com­mit­ted to a salary band jour­ney time of four-years through bands A – B and six years for bands C and above. Where staff are not on track to reach this jour­ney time, a one-off ​‘bal­loon’ pay­ment will be made to achieve this after four or six years in post as appro­pri­ate. DC stated that it was in the Park Authority’s interest to put as much resource as pos­sible into pro­gres­sion to sup­port this jour­ney time. It was not pos­sible to give an abso­lute com­mit­ment to what would hap­pen should infla­tion increase, as this would depend on the resource avail­able at that time. How­ever, in pre­vi­ous sim­il­ar cir­cum­stances, the Park Author­ity have vol­un­tar­ily moved to reopen the pay award and put a sup­ple­ment­ary pay award in place. DC con­firmed that the pay pos­i­tion would be an ongo­ing open mat­ter for dis­cus­sion at SCF, and if sig­ni­fic­ant changes regard­ing infla­tion occurred then dis­cis­sion would take place with both the Resources Com­mit­tee and the SCF. Richard Hardy (RH) advised that a pos­sib­il­ity for address­ing this may be whereby if infla­tion rises above cer­tain trig­ger point (to be con­firmed) the Park Author­ity would raise con­cern with Scot­tish Gov­ern­ment and seek approv­al to relook at the pay award. This could include a com­mit­ment to work jointly with the Trade Uni­on to invest­ig­ate this. RH also con­firmed that if the three-year pay offer were agreed, this wouldn’t stop ongo­ing con­ver­sa­tions tak­ing place to ensure that the pay pos­i­tion is still reas­on­able against infla­tion at that point in time. DC advised that from a mana­geri­al point of view, if infla­tion starts with num­ber that’s not a two, then would start to trig­ger think­ing around adequacy of the pay award: there­fore, if infla­tion moved to 3% and above on a con­sist­ent basis against the UK Treas­ury tar­get of 2% then there would be cause to con­sider wheth­er action was appro­pri­ate. RH con­firmed that the record of this con­ver­sa­tion in the meet­ing minute would be accept­able from Prospect’s per­spect­ive as a ref­er­ence point for future dia­logue if required. b) DC advised that all papers to the Resources Com­mit­tee deal­ing with mat­ters of pay or oth­er poten­tial staff con­trac­tu­al nego­ti­ations are usu­ally taken in a con­fid­en­tial ses­sion, and there­fore not in pub­lic domain. How­ever, fol­low­ing the con­clu­sion of the meet­ing the out­come of the dis­cus­sion would then become pub­lic and pub­lished through appro­pri­ate con­sulta­tion papers and oth­er mater­i­al. Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 12 of 14

c) A staff rep advised that feed­back had been received that the SCF meet­ings weren’t pub­li­cised enough and there was a need to have more fre­quent remind­ers. DC advised that details of meet­ings were pos­ted on Eolas and that staff reps were also wel­come to use that for­um or email to remind staff that meet­ings were tak­ing place. DC was open to any oth­er means of help­ing raise aware­ness of the SCF meet­ings. d) Feed­back received from staff is that people gen­er­ally just want to see this pay award pro­cess concluded.

1. It was noted that ques­tions raised in advance of the meet­ing and coordin­ated by staff reps had been sep­ar­ately respon­ded to in writ­ing and linked on Eolas. Staff reps accep­ted this was accept­able treat­ment of these matters.

2. Richard Hardy added that the CEO pos­i­tion at all non-depart­ment­al pub­lic body’s (NDPB’s) was out with the col­lect­ive bar­gain­ing pro­cess and was dif­fer­ent to that of the staff pro­cess. It was not unusu­al for that to be the case and this was the same in the core civil ser­vice. As a Trade Uni­on rep­res­ent­at­ive this was not some­thing that would raise concern.

3. Kate Christie advised the next step would be to draft and cir­cu­late a form­al offer to staff. The form­al offer would be open for a week with the dead­line for responses being Wed­nes­day 06 Novem­ber. It was recog­nised that a week wasn’t a long time for responses, but this was on the back of a pre­vi­ous three-week con­sulta­tion peri­od. The offer would be emailed out to staff later today – it would con­tain the pay award, pro­gres­sion inform­a­tion and the next three-years’ salary scales. This times­cale will allow for imple­ment­a­tion in the Novem­ber payroll. Mean­while, the HR team would meet with the fin­ance team to dis­cuss dead­lines for implementation.

Item 3: AOB

1. Sexu­al Har­ass­ment Policy a) KC flagged that there had been recent changes to the Equal­it­ies Act 2010 which were effect­ive from Sat­urday 26 Octo­ber 2024. The changes were around the employer’s duties to pro­act­ively pre­vent sexu­al har­ass­ment in the work­place. The Dig­nity at Work policy was in the pro­cess of being revised to include the new Cairngorms Nation­al Park Author­ity Ùgh­dar­ras Pàirc Nàiseanta a’ Mhon­aidh Ruaidh Paper 5 Resources Com­mit­tee 24 Janu­ary 2025 Page 13 of 14

duties around sexu­al har­ass­ment. There was also an ELMS course on this top­ic which staff would have to under­take. Fur­ther inform­a­tion would be shared with staff in due course.

1. The meet­ing con­cluded at 2:30pm.

Staff Con­sultat­ive For­um action table:

Ref	Action	Respons­ible	Due Date
06.12.21	Elec­tric Car Salary Sac­ri­fice Scheme
Para 19	Future updates to be brought back to SCF	KC	June 22
27.06.22: Fin­ance team look­ing into and any
pro­pos­al will be brought to MT
07.11.22: Still progressing
25.01.23: Ongo­ing
20.03.23: Update: Sup­port had been
received from NatureScot who had recently
launched a sim­il­ar scheme. Any proposals
would go to MT then be brought back to SCF
19.06.23: still progressing
19.02.24: Craig Lewis from the fin­ance team
will come to SMT to give an update.
12.06.24: Ongo­ing
16.09.24: Craig Lewis (fin­ance team) to pull
togeth­er a paper for SMT set­ting out
pro­pos­als and options on EV. Should be at
SMT in next month and should be at next
SCF.
19.02.24	Intern­al Recruit­ment Policy	KC	Jun 24
Para 21	Intern­al recruit­ment oppor­tun­it­ies not being
cir­cu­lated to be raised with Scottish
Envir­on­ment Pro­tec­tion Agency (SEPA) /
NatureScot.
Cairngorms
Nation­al Park Authority
Ùgh­dar­ras Pàirc Nàiseanta a’
Mhon­aidh Ruaidh
Paper 5 Resources Committee
24 Janu­ary 2025
Page 14 of 14
12.06.24: SEPA reques­ted that the internal
recruit­ment of posts was paused.
NatureScot are keen for this to be reinstated,
as are CNΡΑ.
16.09.24: Dis­cus­sions ongo­ing, and will be
updated in due course.
12.06.24	Cred­it Union		Sept 24
Para 18	To con­sider how to take forward	DC
16.09.24: Ongo­ing