Agenda item

(A report by John Medler, Assistant Director – Governance & Monitoring Officer)

The Committee received the Personal Skills Audit, presented by the Scrutiny & Policy Officer, as a key component of its annual programme of governance improvement. Members were reminded that the Audit had originated from the Committee’s earlier self?assessment exercise, during which the need for a structured assessment of Members’ knowledge and competencies had been identified. The Audit was designed to support the Committee in meeting the expectations set out in the CIPFA Audit Committee Knowledge and Skills Framework, ensuring that Members collectively possessed the required level of understanding across core areas including governance, financial management, internal and external audit, risk management and treasury management.

The Committee was informed that the Skills Audit would capture a broad range of transferable skills and professional experience, recognising that Members often brought significant knowledge from outside the Council which could enhance assurance activity. The Audit would feed into the Committee’s next formal self?assessment later in 2026, helping to identify areas where further training, development or officer support might be required.

Members were advised that although paper copies were available, the Audit would primarily be provided via an online survey circulated after the meeting. The Chairman requested that Members complete the Audit following the meeting so that the Committee could focus on the scheduled agenda.

The Committee undertook a detailed and reflective discussion of the purpose, scope and value of the Skills Audit. Members acknowledged the importance of ensuring that the Committee, given its statutory and regulatory responsibilities, maintained a high level of collective competency. The Committee routinely considered extensive and technical documentation, often including audit assurance reports, treasury indicators, governance updates, and analyses of complex financial or regulatory issues. Members noted that this level of complexity made it essential for the Committee to regularly assess whether its skill base remained current and sufficiently broad to scrutinise such material effectively.

The Committee discussed the structure of the Audit, noting that it captured both core audit?related knowledge (such as governance frameworks, risk management principles, internal audit methodology and financial reporting standards) and wider skills such as communication, analytical reasoning, commercial understanding, IT literacy, negotiation and leadership. Members welcomed this holistic approach, recognising that broader competencies often strengthened the quality of questioning, challenge and oversight provided during meetings.

During discussion, Members raised concerns regarding the volume and technicality of reports routinely presented to the Committee. It was noted that many documents, particularly those originating from CIPFA-based frameworks, contained specialist terminology, acronyms and complex concepts. Members emphasised the importance of ensuring that all Committee papers used plain English wherever possible and included clear glossaries where technical language could not be avoided. This, Members felt, would support newer Members, reduce potential barriers to participation, and ensure that all Members were able to fully engage with the material. Officers confirmed that this feedback would be reflected in future report preparation.

Members observed that not all councillors felt able or confident to serve on the Audit & Governance Committee due to the perceived heavy workload and the depth of understanding expected of Members. It was acknowledged that this resulted in a waiting list for some committees but not for this one. The Skills Audit was therefore seen as an important tool for helping Members understand their development needs, strengthening their confidence and improving both engagement and retention on the Committee.

The Committee also recognised that the Audit could help identify where supplementary officer briefings or training would be beneficial. Members discussed the value of face?to?face discussions between Members and officers outside of formal meetings, particularly in relation to complex reports where additional explanation could enhance understanding. It was agreed that this should be incorporated into the training and development plan formed after analysing the Audit results.

Members further reflected on earlier conversations at previous meetings about the requirement for the Committee to complete an annual self?assessment. Members agreed that the Skills Audit would support the timely completion of future self?assessments and strengthen the Committee’s evidence base when reporting assurance to Full Council.

Finally, Members recognised that by identifying skills gaps early, the Audit could support succession planning, ensure continued alignment with best?practice expectations, and contribute to more effective governance across the Council.

At the conclusion of the discussion, the Committee thanked officers for preparing the Skills Audit materials and reiterated the importance of using the results to develop a structured Member development plan.

Resolution:

That Members complete the Personal Skills Audit following the meeting and return responses to the Scrutiny & Policy Officer.

[The Scrutiny & Policy Officer left the meeting at 6.48pm, following consideration of the above item.]