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Statement of Pay Policy for the period

 

STEVE1 April 2012 to 31 March 2013

Introduction

Under Sections 38 – 43 of the Localism Act 2011 the Council is required to produce a policy statement that covers a number of matters concerning the pay of the Council’s Senior staff. This policy statement meets the requirements of the Localism Act in this regard and also meets the requirements of guidance issued by the Secretary of State for Communities and Local Government to which the Council is required to have regard under Section 40 of the Act. This policy was considered and approved by the full Council at the Council meeting in February 2012. This policy also relates to the data on pay and rewards for staff which the Council publishes under the Code of Recommended Practice for Local Authorities on Data Transparency and the data which is published under The Accounts and Audit (England) Regulations (2011). This policy statement does not cover or includes school staff and is not required to do so.

Definition of officers covered by the Policy Statement

This policy statement covers the following posts:

1.

Head of the Paid Service, which in this Council is the post of:

Chief Executive

 

2.

Statutory Chief Officers, which in this Council are the posts of:

Deputy Chief Executive (Statutory Scrutiny Officer)

 

Strategic Director Governance & Transformation (Monitoring Officer)

 

Strategic Director People & Communities (Director of Adult Social Services & Director of Children Services)

 

Head of Finance & Assets (Section 151 Officer)

 

3.

Non-statutory Chief Officers, (those who report directly to the Head of the Paid Service or a Statutory Chief Officer) which in this Council are the posts of:

Strategic Director Environment, Economy & Housing

 

Head of Governance & Business Support

 

Head of Commissioning & Information Systems

 

Head of Vulnerable Children

 

Head of Children’s Health and Family Support

 

Head of Service – Improved Health

 

Future Shape Programme Manager

 

4.

Deputy Chief Officers, (those who report directly to a non-statutory Chief Officer) which in this Council are the posts of:

Head of Neighbourhood Services

 

Head of Development

 

Head of Culture, Leisure and Sport

 

Policy on remunerating Chief Officers

The Council’s policy on remunerating Chief Officers is set out on the schedule that is attached to this policy statement at Annex B. It is the policy of this Council to establish a remuneration package for each Chief Officer post that is sufficient to attract and retain staff of the appropriate skills, knowledge, experience, abilities and qualities that is consistent with the Council’s requirements of the post in question at the relevant time.

Policy on remunerating the lowest paid in the workforce

The Council applies terms and conditions of employment that have been negotiated and agreed through appropriate national and local collective bargaining mechanisms, these are then incorporated into contracts of employment. The lowest pay point in this Council is national spinal column point 4, this relates to an annual salary of £12,145 and can be expressed as an hourly rate of pay of £6.30. This pay point and salary was determined by the Council as part of a pay scale for employees employed on Local Government Services Terms and Conditions in April 2005 and has been applied since that date. The pay rate is increased in accordance with any pay settlements which are reached through the National Joint Council for Local Government Services.

Policy on the relationship between Chief Officer remuneration and that of other staff

The highest paid salary in this Council is £145,000 which is paid to the Chief Executive. The average median salary in this Council (excluding Schools) is £20,198. The ratio between the two salaries, the ‘pay multiple’ is 7:1. The mean salary in this Council (excluding Schools) is £23,240. The ratio between the two salaries, the ‘pay multiple’ is 6:1.This Council does not have a policy on maintaining or reaching a specific ‘pay multiple’, however the Council is conscious of the need to ensure that the salary of the highest paid employee is not excessive and is consistent with the needs of the Council as expressed in this policy statement. The Council’s approach to the payment of other staff is to pay that which the Council needs to pay to recruit and retain staff with the skills, knowledge, experience, abilities and qualities needed for the post in question at the relevant time, and to ensure that the Council meets any contractual requirements for staff including the application of any local or national collective agreements, or Council decisions regarding pay.

The Council operates a ‘market supplement’ procedure which, subject to certain qualifying conditions would not normally be more than 20% of basic salary.

Policy on other aspects of Chief Officer remuneration

Other aspects of Chief Officer remuneration are appropriate to be covered by this policy statement, these other aspects are defined as recruitment, pay increases, additions to pay, performance related pay, earn back, bonuses,

termination payments, transparency and re-employment when in receipt of an LGPS pension or a redundancy/severance payment. These matters are addressed in the schedule that is attached to this policy statement at

Annex C.

Approval of Salary Packages in excess of £100k

The Council will ensure that, at the latest before an offer of appointment is made, any salary package for any post (not including schools) that is in excess of £100k will be considered by full Council. The salary package will be defined as base salary, fees, routinely payable allowances and benefits in kind that are due under the contract.

Flexibility to address recruitment issues for vacant posts

In the vast majority of circumstances the provisions of this policy will enable the Council to ensure that it can recruit effectively to any vacant post. There may be exceptional circumstances when there are recruitment difficulties for a particular post and where there is evidence that an element or elements of the remuneration package are not sufficient to secure an effective appointment. This policy statement recognises that this situation may arise in exceptional circumstances and therefore a departure from this policy can be implemented without having to seek full Council approval for a change of the policy statement. Such a departure from this policy will be expressly justified in each case and will be approved through an appropriate authority decision making route.

Amendments to the policy

It is anticipated that this policy will not need to be amended during the period it covers (April 2012 – end March 2013), however if circumstances dictate that a change of policy is considered to be appropriate during the year then a revised draft policy will be presented to full Council for consideration.

Policy for future years

This policy statement will be reviewed each year and will be presented to full Council each year for consideration in order to ensure that a policy is in place for the Council prior to the start of each financial year. Name

Post

Base Salary

Expenses

Bonuses

PRP

Earn-Back

Honoraria

Ex-Gratia

Payments

Election Fees

Joint Authority Duties

Severance Arrangements

Tony Hunter

Chief Executive

£145,000

Plus £5,000 (Leased Car Cash Equivalent)

Travel and other expenses are reimbursed through normal authority procedures

The terms of the contract of employment do not provide for the payment of bonuses

The terms of the contract of employment do not provide for PRP

The terms of the contract of employment do not provide for an element of base salary to held back related to performance

Honoraria payments for any increased duties and responsibilities do not apply

There are no plans for the postholder to receive any ex-gratia payments

Election duty fees are paid in accordance with normal authority procedures

There are no payments related to joint authority duties

The authority’s normal policies regarding redundancy and early retirement apply to the postholder. No payments were made in the last year and none are anticipated for 2012/13

Elizabeth Jones

Deputy Chief Executive/

Strategic Director Resources

£125,000

Marc

Cole

Strategic Director Environment, Economy & Housing

£120,000

Jack

Blackmore (Interim)

Strategic Director, People & Communities

£120,000

Robert Walsh

Strategic Director Governance & Transformation

£120,000

Neil Thornton

Head of Finance & Assets (Chief Finance Officer)

£85,000

STEVE1 April 2012 to 31 March 2013

Introduction

Under Sections 38 – 43 of the Localism Act 2011 the Council is required to produce a policy statement that covers a number of matters concerning the pay of the Council’s Senior staff. This policy statement meets the requirements of the Localism Act in this regard and also meets the requirements of guidance issued by the Secretary of State for Communities and Local Government to which the Council is required to have regard under Section 40 of the Act. This policy was considered and approved by the full Council at the Council meeting in February 2012. This policy also relates to the data on pay and rewards for staff which the Council publishes under the Code of Recommended Practice for Local Authorities on Data Transparency and the data which is published under The Accounts and Audit (England) Regulations (2011). This policy statement does not cover or includes school staff and is not required to do so.

Definition of officers covered by the Policy Statement

This policy statement covers the following posts:

1.

Head of the Paid Service, which in this Council is the post of:

Chief Executive

 

2.

Statutory Chief Officers, which in this Council are the posts of:

Deputy Chief Executive (Statutory Scrutiny Officer)

 

Strategic Director Governance & Transformation (Monitoring Officer)

 

Strategic Director People & Communities (Director of Adult Social Services & Director of Children Services)

 

Head of Finance & Assets (Section 151 Officer)

 

3.

Non-statutory Chief Officers, (those who report directly to the Head of the Paid Service or a Statutory Chief Officer) which in this Council are the posts of:

Strategic Director Environment, Economy & Housing

 

Head of Governance & Business Support

 

Head of Commissioning & Information Systems

 

Head of Vulnerable Children

 

Head of Children’s Health and Family Support

 

Head of Service – Improved Health

 

Future Shape Programme Manager

 

4.

Deputy Chief Officers, (those who report directly to a non-statutory Chief Officer) which in this Council are the posts of:

Head of Neighbourhood Services

 

Head of Development

 

Head of Culture, Leisure and Sport

 

Policy on remunerating Chief Officers

The Council’s policy on remunerating Chief Officers is set out on the schedule that is attached to this policy statement at Annex B. It is the policy of this Council to establish a remuneration package for each Chief Officer post that is sufficient to attract and retain staff of the appropriate skills, knowledge, experience, abilities and qualities that is consistent with the Council’s requirements of the post in question at the relevant time.

Policy on remunerating the lowest paid in the workforce

The Council applies terms and conditions of employment that have been negotiated and agreed through appropriate national and local collective bargaining mechanisms, these are then incorporated into contracts of employment. The lowest pay point in this Council is national spinal column point 4, this relates to an annual salary of £12,145 and can be expressed as an hourly rate of pay of £6.30. This pay point and salary was determined by the Council as part of a pay scale for employees employed on Local Government Services Terms and Conditions in April 2005 and has been applied since that date. The pay rate is increased in accordance with any pay settlements which are reached through the National Joint Council for Local Government Services.

Policy on the relationship between Chief Officer remuneration and that of other staff

The highest paid salary in this Council is £145,000 which is paid to the Chief Executive. The average median salary in this Council (excluding Schools) is £20,198. The ratio between the two salaries, the ‘pay multiple’ is 7:1. The mean salary in this Council (excluding Schools) is £23,240. The ratio between the two salaries, the ‘pay multiple’ is 6:1.This Council does not have a policy on maintaining or reaching a specific ‘pay multiple’, however the Council is conscious of the need to ensure that the salary of the highest paid employee is not excessive and is consistent with the needs of the Council as expressed in this policy statement. The Council’s approach to the payment of other staff is to pay that which the Council needs to pay to recruit and retain staff with the skills, knowledge, experience, abilities and qualities needed for the post in question at the relevant time, and to ensure that the Council meets any contractual requirements for staff including the application of any local or national collective agreements, or Council decisions regarding pay.

The Council operates a ‘market supplement’ procedure which, subject to certain qualifying conditions would not normally be more than 20% of basic salary.

Policy on other aspects of Chief Officer remuneration

Other aspects of Chief Officer remuneration are appropriate to be covered by this policy statement, these other aspects are defined as recruitment, pay increases, additions to pay, performance related pay, earn back, bonuses,

termination payments, transparency and re-employment when in receipt of an LGPS pension or a redundancy/severance payment. These matters are addressed in the schedule that is attached to this policy statement at

Annex C.

Approval of Salary Packages in excess of £100k

The Council will ensure that, at the latest before an offer of appointment is made, any salary package for any post (not including schools) that is in excess of £100k will be considered by full Council. The salary package will be defined as base salary, fees, routinely payable allowances and benefits in kind that are due under the contract.

Flexibility to address recruitment issues for vacant posts

In the vast majority of circumstances the provisions of this policy will enable the Council to ensure that it can recruit effectively to any vacant post. There may be exceptional circumstances when there are recruitment difficulties for a particular post and where there is evidence that an element or elements of the remuneration package are not sufficient to secure an effective appointment. This policy statement recognises that this situation may arise in exceptional circumstances and therefore a departure from this policy can be implemented without having to seek full Council approval for a change of the policy statement. Such a departure from this policy will be expressly justified in each case and will be approved through an appropriate authority decision making route.

Amendments to the policy

It is anticipated that this policy will not need to be amended during the period it covers (April 2012 – end March 2013), however if circumstances dictate that a change of policy is considered to be appropriate during the year then a revised draft policy will be presented to full Council for consideration.

Policy for future years

This policy statement will be reviewed each year and will be presented to full Council each year for consideration in order to ensure that a policy is in place for the Council prior to the start of each financial year. Name

Post

Base Salary

Expenses

Bonuses

PRP

Earn-Back

Honoraria

Ex-Gratia

Payments

Election Fees

Joint Authority Duties

Severance Arrangements

Tony Hunter

Chief Executive

£145,000

Plus £5,000 (Leased Car Cash Equivalent)

Travel and other expenses are reimbursed through normal authority procedures

The terms of the contract of employment do not provide for the payment of bonuses

The terms of the contract of employment do not provide for PRP

The terms of the contract of employment do not provide for an element of base salary to held back related to performance

Honoraria payments for any increased duties and responsibilities do not apply

There are no plans for the postholder to receive any ex-gratia payments

Election duty fees are paid in accordance with normal authority procedures

There are no payments related to joint authority duties

The authority’s normal policies regarding redundancy and early retirement apply to the postholder. No payments were made in the last year and none are anticipated for 2012/13

Elizabeth Jones

Deputy Chief Executive/

Strategic Director Resources

£125,000

Marc

Cole

Strategic Director Environment, Economy & Housing

£120,000

Jack

Blackmore (Interim)

Strategic Director, People & Communities

£120,000

Robert Walsh

Strategic Director Governance & Transformation

£120,000

Neil Thornton

Head of Finance & Assets (Chief Finance Officer)

£85,000

 

STEVEName Post Base Salary Expenses Bonuses PRP Earn-Back Honoraria Ex-Gratia
Payments
Election Fees Joint Authority Duties Severance Arrangements
Tony Hunter Chief Executive £145,000
Plus £5,000 (Leased Car Cash Equivalent)
Travel and other expenses are reimbursed through normal authority procedures The terms of the contract of employment do not provide for the payment of bonuses The terms of the contract of employment do not provide for PRP The terms of the contract of employment do not provide for an element of base salary to held back related to performance Honoraria payments for any increased duties and responsibilities do not apply There are no plans for the postholder to receive any ex-gratia payments Election duty fees are paid in accordance with normal authority procedures There are no payments related to joint authority duties The authority’s normal policies regarding redundancy and early retirement apply to the postholder. No payments were made in the last year and none are anticipated for 2012/13
Elizabeth Jones Deputy Chief Executive/
Strategic Director Resources
£125,000.00
Marc
Cole
Strategic Director Environment, Economy & Housing £120,000.00
Jack
Blackmore (Interim)
Strategic Director, People & Communities £120,000.00
Robert Walsh Strategic Director Governance & Transformation £120,000.00
Neil Thornton Head of Finance & Assets (Chief Finance Officer) £85,000.00
STEVEIsaacs Head of Governance & Business Support £81,069.00
Sally
Jack
Head of Commissioning & Information Systems £81,069.00
Name Withheld Head of Improved Health £81,069.00
Name Withheld Head of Children’s Health & Family Support £81,069.00
Name Withheld Head of Development £81,069.00
Name Withheld Head of Culture, Leisure & Support £81,069.00
Name Withheld Head of Neighbourhood Services £81,069.00
Paul Cordy Head of Vulnerable Children £81,069.00
Paul Spencer Future Shape Programme Manager £70,189.00 Fixed Term Appointment to 31.12.2012

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