Pay Policy Statement for 2018-19
This is a joint statement of South Oxfordshire and Vale of White Horse District Councils.
The Localism Act 2011 requires each council to produce and publish annually a pay policy statement. The statement must be approved by 31 March each year, by a meeting of the full council, and must then be published on the council’s website. The pay policy statement may be amended during the year by further resolution of the council.
The pay policy statement must as a minimum include details of the council’s policy on:
• the remuneration of its chief officers
• the remuneration of its lowest-paid employees
• the relationship between the remuneration of its chief officers and other officers.
For the purposes of the Localism Act 2011 and this statement, the term “chief officers” is defined by Section 2 of the Local Government and Housing Act 1989. For these councils, the term “chief officers” refers to the chief executive, heads of service, service managers, the head of paid service, the monitoring officer and the chief finance officer.
Chief officers may be employed by either council, and are placed at the disposal of the other by means of an agreement made under Section 113 of the Local Government Act 1972.
A new management structure was agreed during 2017-18 and is currently being implemented. This may continue into 2018-19.
REMUNERATION OF CHIEF OFFICERS
The chief executive and heads of service are paid a spot salary. The salaries which apply for the whole of 2018-19 after the increase of 2.8 per cent are as follows:
• chief executive: £143,920.
• heads of service: £92,109.
• service managers: £51,817 to £64,199
Chief officers do not receive any performance-related pay or bonuses.
The chief executive has been designated as the councils’ head of paid service. No additional remuneration is payable for that designation.
The head of finance has been designated as the councils’ chief finance (section 151) officer. No additional remuneration is payable for that designation.
The head of legal and democratic has been designated as the councils’ monitoring officer. No additional remuneration is payable for that designation.
The head of legal and democratic has been appointed as the councils’ returning officer. In this role they receive additional remuneration, which varies from year to year. They may also employ other officers to support them in their work. Fees payable for district and parish council elections are agreed by each council. Fees for other types of election are agreed and payable by the government or other bodies such as Oxfordshire County Council.
Chief officers do not receive essential car user allowances, overtime, on-call or stand-by payments. The chief executive, at their discretion, may make additional responsibility payments as required.
On recruitment of a new service manager within the current management structure, the gross base salary on recruitment will be within the range stated in paragraph 7, though this may be varied if an interim appointment is made.
On recruitment of a new head of service within the current management structure, the gross base salary on recruitment will be the spot salary stated in paragraph 7, though this may be varied if an interim appointment is made.
On recruitment of a new chief executive, the gross base salary will be determined by the Joint Staff Committee.
In the event of a chief officer’s post becoming redundant, any severance payment will be made on the same basis as to any other employee, according to the councils’ organisational change policy. Other than any pension to which they are statutorily entitled, no other payments will be made to chief officers on their ceasing to be employees of the council unless in settlement of any dispute.
Chief officers’ contributions to the Local Government Pension Scheme (LGPS) are determined by their salary and by the rules of the scheme. For those who are members of the LGPS and paying contributions on the whole of their salary, service managers currently pay between 8.5 and 9.9 per cent depending on salary, heads of service currently pay 9.9 per cent of their salary into the scheme, while the chief executive pays 11.4 per cent.
No enhancements will normally be paid to chief officers’ pensions other than in the event of a chief officer being offered early retirement on efficiency grounds, and only then with the approval of the Joint Audit and Governance Committee.
The council will not re-employ a chief officer who has left their employment and is now drawing a local government pension, unless there are exceptional circumstances.
The lowest-paid employees are employed on full time [37 hours] equivalent salaries in accordance with the minimum spinal column point currently in use within the council’s grading structure. There is one post which is an exception to this due to the nature of the role, which is paid a spot salary and as at 1 April 2018, this is £16,575 per annum. The chief executive’s salary is thus 8.7 times the salary of the lowest-paid member of staff.
REMUNERATION OF CHIEF OFFICERS COMPARED WITH OTHER OFFICERS
Employees who are not chief officers are paid according to locally agreed pay scales, with annual increments paid subject to performance until the employee reaches the top of the scale. These pay scales will increase by 2.8 per cent with effect from 1 April 2018.
The Department of Communities and Local Government (DCLG) published in February 2015 a code of recommended practice for local authorities on data transparency. This code of practice recommends publishing the “pay multiple”, the ratio between the highest paid salary and the median average salary of the whole of the authority’s workforce. For this council the median salary during 2018-19 will be £34,155 (based on current data). The pay multiple defined above is thus 4.1.
Last reviewed: 19 - 04 - 2018