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Pay Policy Statement
Remuneration of Lowest Paid Employees
This section sets out the council’s policies in relation to the remuneration of its lowest-paid employees.
Pay Structure
The council has a local pay framework based on national pay rates with nationally negotiated pay awards which are applied to all salary grades.
The remuneration of all council employees, including chief officers, is determined by the evaluated grade of the post which is based on the national local government job evaluation scheme.
Pay Progression
The pay band for the majority of roles within the council is based on 3 or 4 incremental points Employees can progress to the salary range maximum of their grade subject to satisfactory performance within the performance management framework which includes the annual performance appraisal process. This is equally applicable to the chief executive and to the lowest paid employees
Career Graded posts offer the opportunity of a longer path of progression in particular roles including professional roles. The nature of the role and competencies required are likely to vary considerably between the lowest and highest pay points and as such the Career Grade is likely to span several grades and have many steps. Requirements for progression are clearly defined and are applied equally to all those who meet the criteria set out in the agreed career grade structure for the post.
Pay Awards
When agreed NJC pay awards are applied across all pay scales, including those of senior officers. They are also applied to the market forces allowance and lease car/cash alternative allowance.
Local Government Pension Scheme (LGPS)
The council offers senior employees’ access to the LGPS in accordance with the statutory provisions of the scheme, on the same basis as all of its employees. Any pension payments made to its senior employees on termination of employment either on grounds of redundancy, in the interests of the efficiency of the service or on grounds of ill health will be made within the statutory terms of the LGPS.
The contribution rate for each participating employee who joins the scheme is contained within Section five ‘Policies common to all employees’.
The discretions which the council is able to apply under the scheme upon termination of employment are the same for senior employees as for all other employees who are LGPS members and are contained at appendix one.
Termination or Severance Payments
Any termination or severance payments made by the council to its lowest paid employees, either on grounds of redundancy or on grounds of permanent ill-health, will be made in accordance with the statutory terms of the LGPS, as applicable, and/or in accordance with the discretions available to it under that scheme or under the Local Government (Early Termination of Employment) (Discretionary Compensation)(England and Wales) Regulations 2006, as set out in Section five ‘Policies in common to all employees’.
Other than payments pursuant to the LGPS (including the exercise of the council’s discretions) or payment in accordance with the council’s policies under the Local Government (Early Termination of Employment) (Discretionary Compensation)(England and Wales) Regulations 2006, the council’s policy is not to make other termination or severance payments to its lowest paid employees, other than where it is considered that a payment may be necessary to eliminate risk of claims against the council.
Other elements of remuneration
The other elements of remuneration which it is the council’s policy to offer is set out in the table below. Each element offered is then described in more detail below the table.
| Element of Remuneration | Lowest Paid Employees |
|---|---|
| Recruitment payments | N/A |
| Reimbursement of removal/relocation costs on appointment | N/A |
| Retention payments | N/A |
| Mortgage subsidy | N/A |
| Geographical /location Allowance (local allowance) | Applicable to all employees below senior |
| Honorarium | Applicable to all employees |
| Acting-up | Applicable to all employees |
| Other bonuses | N/A |
| Overtime or additional hours working | Applicable to all employees below POA |
| Weekend and/or Bank Holiday working | Applicable to all employees below POA |
| Lease Car/Cash alternative | Applicable to employees grade POA and above |
| Mileage rates | Applicable to all employees |
| Private Medical Insurance | N/A |
| Health screening | N/A |
| Payment of professional subscriptions or membership fees | Applicable to all employees |
| Subsistence or other expenses allowance | Applicable to all employees |
| Lump sum payments | N/A |
| Provision of mobile telephones | N/A |
| Provision of landline telephone | N/A |
| Provision of IT equipment or facilities | N/A |
| Homeworking allowance or equivalent | N/A |
| Childcare | N/A |
| Subsidised staff catering facility | N/A |
| Discounted loans | N/A |
| Staff discount scheme | N/A |
| Payment for reduced leave entitlement | N/A |
| Election fees – Local and General | Applicable to all employees in line with Kent Schedule of fees |
| Other fees | N/A |
| Other allowances – Eg: stand by, call out | Applicable to all employees depending upon role |
Note: N/A denotes there is no payment to any employee for these provisions
Geographical/Location Allowance
Originally the outer London fringe allowance this payment was retained as a Local Allowance and is now applied as an addition to basic pay for all staff below Service Manager.
Honorarium/Acting-Up/additional responsibility payments
Working Arrangements
Employees who are required to work beyond the council’s normal full-time equivalent working week of 37 hours will, unless otherwise agreed for a particular event or type of work, receive enhanced payment of time and a half Monday to Saturday and double time for Sunday or Bank Holiday or equivalent time off in lieu.
Employees who are engaged on a non-standard working pattern which includes weekends and bank holidays will not receive enhanced payments or time off in lieu for weekends or Bank Holiday working.
Mileage Rates
Payment of professional subscriptions or membership fees.
Details of the scheme are set out in Section five ‘Policies common to all employees’.
Subsistence or other expenses allowance
Details of the scheme are set out in Section five ‘Policies common to all employees’.
Standby and/or call-out payments
Employees who are required to be on standby at times which are outside their normal working week and/or who may be called out to attend to an issue at the council’s premises or other location may receive an additional payment in accordance with the provisions of the relevant council or departmental policy.