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Pay Policy

Overview of the council's pay policy

General Terms and Conditions of Employment and Remuneration of employees

The Council uses a pay spine that commences at national Spinal Column Point (SCP) 4 and ends at local SCP 50. This pay spine is divided into 12 pay bands, with each containing four incremental points with the exception of Scale A, containing only three. Scale A is the lowest and Scale M is the highest of these pay grades. Posts are allocated to a pay scale through a process of job evaluation. We currently use the National Job Evaluation Scheme (Gauge) for that purpose.

For the purpose of this Policy Statement, employees on Scale A are defined as our lowest-paid employees. At 31 March 2012, the full-time equivalent (FTE) annual values of these two SCPs are £13,542 (SCP 6) and £14,984 (SCP 10). Figures are inclusive of London weighting; currently £555 per annum.

Individuals will normally receive an annual increment, subject to the top of their grade not being exceeded. In exceptional circumstances (for example examination success), individuals will receive accelerated increments. Again, this is subject to the top of their grade not being exceeded.

The Council does not apply performance-related pay or bonuses.

When employees leave the council

On ceasing to be employed by the Council, individuals will only receive compensation:

1. in circumstances that are relevant (for example redundancy)
2. that is in accordance with our published Policy Statement on how we exercise the various employer discretions provided by the Local Government Pension Scheme (LGPS) 
3. that complies with the specific term(s) of a compromise agreement.

Remuneration of Executive Board

The remuneration of the Chief Executive and Directors was subject to a full and wide ranging review carried out by independent specialist consultants in 2009. The recommendations of the consultants were considered by Council Members (including both Leaders of the Opposition) and formed the basis of the agreement made by the Members in October 2009. Chief Officers are currently paid in line with those recommendations.

Chief Executive

The Chief Executive is the Council's Head of Paid Service. As at 31 March 2012, the annual FTE range for the grade of this post is £110,000 - £120,000.  There are three incremental points in this grade.

The Chief Executive also receives a Returning Officer fee in respect of District and Parish Council Elections. The fee for undertaking this role in 2011 was £6,661, shared between the Borough and Parishes as appropriate.  Fees for conducting Parliamentary Elections are determined by way of a Statutory Instrument and paid for by the Government.

Directors

Currently we have three Directors reporting to the Chief Executive namely: -

Director, Finance & Operations (also Section 151 Officer), Director, Governance (also Monitoring Officer) and Director, Strategy and Development.

As at 31 March 2012, the annual FTE range for the grade of these posts is £82,500 - £90,000. There are three incremental points in the grade. In addition the Monitoring Officer receives a fee of £3,750 in respect of his duties as Deputy Returning Officer for District and Parish Council Elections. The other two Directors receive a fee of £300 for the said duties.

Remuneration of other Chief Officers

We currently have seven Heads of Service reporting to the three Directors respectively. All Heads of Service posts are evaluated using a job evaluation methodology (using the HAY model) to ensure roles are graded fairly, accurately and consistently. The job evaluation methodology allocates each role a grade. Each grade is matched to a broad salary range. These salary ranges are set locally. Salary ranges aim to ensure that salaries for senior managers are positioned at the median level for the market. As at 31 March 2012, the annual FTE salary range for the seven Head of Service posts is £54,991 - £65,319. There are seven incremental points in this grade.

Pay Multiples

The relationship between the remuneration of Chief Officers and all other staff for the year 2012/13 is given below:

The Council is satisfied that these ratios reflect fairly the different levels of responsibility of the various posts and the pay multiple will be monitored and reported annually as part of this policy.