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Waverley Borough Council Committee System - Committee Document

Meeting of the Executive held on 09/11/2006
WAVERLEY LOCAL STRATEGIC PARTNERSHIP

Terms of Reference



WAVERLEY LOCAL STRATEGIC PARTNERSHIP

Terms of Reference


1. MISSION

1.1 The mission of Waverley LSP is, by means of enthusiastic and mutually respectful joint working, to add greater value in our responses to issues of importance to the people of Waverley than we would, working in isolation.

2. TERMS OF REFERENCE

2.1 These are the terms of reference for the Waverley LSP Executive, agreed by the pre-existing membership at a meeting on 12th June 2006, and effective from that date.

2.2 These terms of reference shall cover a period of twelve months from the commencement date, at the end of which they shall require review and agreement by the membership.

3. LSP FRAMEWORK

3.1 The Local Strategic Partnership shall be known as the ‘Waverley Local Strategic Partnership’ (“WLSP”).

3.2 The Executive of the WLSP, formerly known as the WLSP Delivery Group, shall be referred to in this document as the “WLSP Executive”.

3.3 The WLSP Executive will lead on the formulation and production of the Waverley Sustainable Community Strategy (“WCS”), for which it will be jointly and severally accountable to the public via the WLSP Assembly.

3.4 Multi-agency teams, based on the cross cutting themes of the WCS, will be responsible for the delivery of the WLSP agenda.

3.5 One member of the WLSP Executive will sit on each of the multi-agency teams in a ‘champion’ role. This individual will report directly to the WLSP Executive on the achievements and challenges encountered by the team.

3.6 Each multi-agency team will be responsible for the production of an annual action plan with SMART targets, which will be updated on an ongoing basis.

4. ROLE

4.1 The WLSP Executive’s role is to provide strategic direction for, and manage the performance of, the multi-agency teams, in line with the WCS.

4.2 The WLSP Executive will also debate major strategic issues facing the Borough as and when they arise, with the objective of agreeing common and co-ordinated approaches between partners, and championing those approaches in the respective organisations.

4.3 The WLSP Executive will report progress against its objectives, action plans and resolutions to the annual meeting of the WLSP Assembly, and by means of interim annual newsletters.

5. FREQUENCY OF MEETINGS

5.1 The WLSP Executive will meet at least once every three months, and will schedule further, extra-ordinary meetings as required.

6. MEMBERSHIP

6.1 Membership of the WLSP Executive will comprise the following representatives:

Local Government

6.1.1 The Leader of Waverley BC, or their named representative
6.1.2 A named senior officer from Waverley BC
6.1.3 The chairman of the Surrey CC Local Committee, or their named representative
6.1.4 A named senior officer from Surrey CC
6.1.5 A named senior officer from Surrey Fire and Rescue Service
6.1.6 Two named representatives from Waverley’s Town & Parish Councils

Police

6.1.7 A named representative from the Surrey Police Authority
6.1.8 Two named officers from Surrey Police

NHS 6.1.9 Two named senior representatives from the local PCT
6.1.10 The Chief Executive of Surrey Community Action
6.1.11 From time to time, VCS members co-opted to the WLSP Executive for a time-limited period in response to specific tasks 6.1.12 A named representative of the Waverley Business Forum

6.2 The WLSP Executive will review membership and attendance annually.

7. CHAIRMANSHIP

7.1 The WLSP Executive will have a Chairman and Vice Chairman.

7.2 The WLSP Chairman shall be agreed by, and selected from within the WLSP Executive membership to serve for a period of one year. The chairman is not precluded from seeking re-election at the end of their term.

7.3 The WLSP Executive will appoint one of its members to chair the annual meeting of the WLSP Assembly.

8. DECISIONS, RECOMMENDATIONS AND AUTHORITY

8.1 The WLSP Executive will operate on the assumption that all decisions and recommendations shall be reached by consensus.

8.2 For a decision or recommendation to be considered unanimous, the following conditions must be satisfied:

8.2.1 The meeting must be attended by at least one representative from each of the following organisations, who are able to commit resources directly on behalf of those organisations: 8.2.1.1 Surrey County Council
8.2.1.2 Waverley Borough Council
8.2.1.3 Surrey Police
8.2.1.4 The local PCT 8.2.2 All members present at the meeting must be in agreement with that decision or recommendation. Unanimous decisions and recommendations will be proactively publicised.

8.3 Decisions and recommendations made by the WLSP Executive must be:

8.3.1 Proposed and seconded. 8.3.2 Consistent with the visions, outcomes and targets connected to the current version of the WCS. 8.3.3 Taken with the best interests of the communities of Waverley as the guiding principle. 8.3.4 Based on the principles of adding value to existing partnerships and projects, and overcoming barriers to inter-organisational working. 8.3.5 Consistent with the underpinning WLSP Policy Framework, to include (but not necessarily limited to): 8.3.5.1 The WLSP Statement on Values and Behaviours
8.3.5.2 The WLSP Statement on Equality and Diversity
8.3.5.3 The WLSP Consultation Policy
8.3.5.4 The WLSP Statement on Social Inclusion
8.3.5.5 The WLSP Spatial Planning Statement

8.4 Once agreed, minutes of WLSP meetings will be made publicly available on the Waverley Borough Council website.

Terms of Reference: Annexe 1

Statement on Values and Behaviours

To enhance the success of the Waverley LSP in achieving its goals, the LSP Executive is committed to conducting its business in a manner that is reflective of the values embodied by its mission. This manner of conducting business is reflected in the following behaviours:

Acknowledging the importance of diversity, both individual and organisational
Maintaining the integrity of the LSP, by representing its endeavours in a positive and consistent light in external communications
Respecting the dignity of partners, by acting in a professional and ethical manner towards colleagues
Consulting, communicating and sharing information in an open and honest way, to ensure optimum levels of representation and transparency
Challenging colleagues in a fair, consistent and open manner
Ensuring that colleagues’ right to be heard is maintained
Celebrating success and recognising areas of non-delivery
Creating a ‘no blame’ culture, by promoting a culture of reflective learning




Comms/exec/2006-07/179