Pay policy statement

General Principles Applying to Remuneration of Employees

4.1. On recruitment, individuals will be placed on the appropriate SCP within the pay grade for the post that they are appointed to. This decision will be made by the appropriate Director and will take various factors into account, including the experience of the candidate, the level of competition for the post and the difficulty of recruiting to the post.

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

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

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

a) in circumstances that are relevant (e.g. redundancy); and

b) 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), (Annex A); and/or

c) that complies with the specific term(s) of a settlement agreement.

4.5. The Council allows flexible retirement under its pension discretions. This is where an employee draws their pension and carries on working at a lower grade and/or on reduced hours. It is available to LGPS members who are aged 55 or over, and who, with the Council’s consent, permanently reduce their hours and/or reduce their grade. The employee’s pension is actuarially reduced if paid before normal state pension age. This policy applies to all grades including Chief Officers, however, this is at the Council’s discretion.

4.6. The employees within the scope of this Pay Policy are entitled to join the Local Government Pension Scheme (LGPS).  Currently employees contribute between 5.5% and 12.5% of their salary.  For the purpose of this statement, employees included within the table in section 2.1 contribute between 8.5% and 12.5%, depending on where they are within the salary range. It has not been confirmed if this rate will change for 2022/23, although a rate change is unlikely as this would usually be changed at the triennial valuation which is not due before 2022/23, or on fundamental national changes to the pension scheme.

4.7. Any decision to re-employ an individual, who was previously employed by the Council and, on ceasing to be employed was in receipt of a severance or redundancy payment, will be made on merit. The Council will not however, normally engage such an individual under a contract for services.

4.8. Any honorarium will only be paid in exceptional circumstances as agreed by Corporate Directors.

4.9. Employees required to use their cars for work related travel are able to reclaim 45 pence per mile. A number of employees with a contract prior to 2012, who are required to have a motor car at their disposal, receive a car user allowance of £846 per annum. These employees are able to claim mileage rates of 36.9p to 45p per mile.

4.10. Employees that joined the Council from the Community Housing Trust under the Transfer of Undertakings (Protection of Employment) Regulations (TUPE), receive car allowances at the following rates: 

ESSENTIAL USERS 451-999cc 1000-1199cc 1200cc+
Lump Sum £846 £963 £1,239
Rate per mile Up to 8500 miles 36.9p 40.9p 50.5p
Over 8500 miles 13.7p 14.4p 16.4p
CASUAL USERS      
Rate per mile up to 8500 miles 46.9p 52.2p 65.0p
Over 8500 miles 13.7p 14.4p 16.4p

4.11. Subsistence allowances are no longer agreed nationally. The Council pays the allowance at the rates below, which have remained static since those last agreed nationally in 2011.

Breakfast £7.21

Lunch £9.95

Evening Meal £12.33