Policy Pay Policy Statement (April 2022 - March 2023)

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3. Main policy statement

3.    Officers (including Lowest Paid Employees)

3.1.       Officers on grades 1-11 of the local determined grading structure are eligible for annual incremental increases up the NJC pay scale set out within their grade until they reach the top of their grade. Any annual pay awards are determined by national NJC agreement. A job evaluation scheme is used to determine the grade for each post.

4.    Chief Officers

4.1.       The Chief Executive and Chief Officers on grades CO1 or CO2 are subject to Joint Negotiating Committee (JNC) for Chief Executive/Chief Officer terms and conditions, those on STL1 and STL2 grades are on either JNC or NJC conditions depending on the post and Service Leads are on NJC conditions.  All grades, except the Chief Executive who is on a spot salary, are salary progression to the top of the relevant grade. Salaries are based on job evaluation points which relate to the pay and grading structure for senior officers as designed by South West Regional Employers.

4.2.       The Personnel Committee is responsible for considering and recommending the appointment, remuneration and terms in the event of the cessation of employment of senior officers, in line with its Terms of Reference, the Pay Policy Statement, the Council’s employment policy and statutory regulations and guidance.

4.3.       At present, there are no additional payments made to senior officers which specifically relate to performance such as performance related pay or bonuses.

4.4.       Any termination payments to senior officers where the value is over £100K, on ceasing office will comply with our redundancy policy and only be made with the express approval by full council.

4.5.       The Committee would not normally recommend the re-employment of individuals to senior officer positions who have recently left the Council (for any reason) in any capacity (either as an employee, consultant or contractor). If this does occur, it will be subject to the provisions of the Modification Order.

4.6.       As outlined in the Pay and Reward Strategy the use of market supplements may be applied in certain circumstances.

4.7.       Additional payments are made by central government to officers carrying out additional duties at elections. These payments are not within the scope of this policy.

5.    Relationship between Chief Officers and employees who are not Chief Officers

5.1.       The Data Transparency Code requires authorities to publish the ratio of chief executive to median earnings, as a means of illustrating the relationship between the lowest and highest paid. Through this pay policy statement we will track this multiple annually and will publish the following information on the Council’s website, as part of the Data Transparency Code information:

5.1.1.   details of the taxable remuneration to calculate the Median FTE pay for the workforce

5.1.2.   the remuneration of the lowest paid employee

5.1.3.   the annual Median FTE of the authorities workforce.

5.2.       Through this policy the pay multiple of the chief executive will be monitored annually. Should the multiplier between the annual salary paid to a full time employee on the lowest spinal column point and the annual salary paid to the chief executive be greater than 10:1, this will be reported by the Personnel Committee to Full Council for consideration.

When this policy has been published and will be reviewed

Policy published 1 April 2021 (due for review by 1 April 2022)