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Pay Policy Statement

Last updated on: 25-Nov-2020

Introduction

Source and Scope of Policy Statement

This policy statement has been produced in accordance with Sections 38 to 43 of the Localism Act 2011 (the Act), which from 2012 onwards, requires local authorities to publish an annual statement of their policy for the relevant financial year in relation to:

  • the remuneration of their most senior employees which the Act defines as the Head of Paid Service (Chief Executive), the Monitoring Officer, the Chief Officers (Directors) and Deputy Chief Officers (Assistant Directors);
  • the remuneration of its lowest paid employees; and
  • the relationship between the remuneration of the most senior employees and that of other employees.

It also takes account of guidance from the Secretary of State, Department for Communities and Local Government and Joint National Council (JNC) on the Act’s provisions relating to openness and accountability in local pay, data transparency and pay policy statements from 2011 onwards.

It also takes account of employment and equalities legislation affecting local authority employers, where relevant.

Status of the Policy Statement

In accordance with the Act this Statement has been approved by resolution of the full Council and will be reviewed annually, and a new version of the policy will be approved before the start of each subsequent financial year which will need to be complied with during that year.

The pay policy statement may also be amended during any financial year, but only by resolution of the full council. If it is amended during the year to which it relates, the revised version of the statement will be published as soon as reasonably possible after the amendment is approved the by council.

Transparency and Autonomy

The council recognises and welcomes the aim behind this pay policy statement to ensure that the authority’s approach to pay is accessible for citizens and to enable local taxpayers to take an informed view of whether local decisions on all aspects of remuneration are fair and make the best use of public funds.

It also welcomes the government’s recognition that each local authority remains an individual employer in its own right, and, as such, has the autonomy to make decisions on pay that are appropriate to local circumstances and deliver value for money for local taxpayers.

Definitions

For the purpose of this pay policy the following definitions will apply:

  • Pay or Remuneration - in addition to basic annual salary includes charges, fees, allowances or other similar payments, benefits in kind, increases in/enhancements to pension entitlements, and termination payments.
  • Chief Officer(s) - refers to the following roles within Gravesham Borough Council:
    • Chief Executive, as Head of Paid Services
    • Director of Communities, Director of Corporate Services (Section 151 Officer), Director of Housing & Regeneration and Director of Environment & Operations
    • Assistant Director, Corporate Services (Deputy Section 151 Officer)
    • Assistant Directors & Service Managers who report to Directors.
  • Lowest paid employees - refers to those staff employed within the lowest grade Council’s pay framework which is SC1.

Terms and Conditions – Decision Making

The general terms and conditions of employment for Gravesham Borough Council are in accordance with those agreed by the National Joint Council for Local Government Services.

As Head of Paid Service the Chief Executive holds responsibility for the management of all officers, including the number and grade of officers and the organisational structure.

The Council appoints officers as it deems necessary for the proper discharge of its functions in accordance with its agreed policies and procedures.

Recruitment, including the terms and conditions of service for the post of Chief Executive is approved by full council following recommendation by the Appointments Panel constituted from the membership of the Appointments Board.

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