1.3 This policy statement is required to be considered and approved by full Council at the Council meeting on 31 January 2018.

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1 CALDERDALE MBC WARDS AFFECTED: ALL GOVERNANCE AND BUSINESS COMMITTEE 8 January 2018 PAY POLICY STATEMENT Report Chief Executive 1. Issue 1.1 Sections Localism Act 2011 require that produce a policy statement that covers a number matters concerning pay s staff, principally Chief Officers. 1.2 This policy statement meets requirements Localism Act in this regard and also meets requirements draft guidance issued by Secretary State for Communities and Local Government to which is required to have regard under Section 40 Act. Should draft guidance change policy will be amended to reflect any such changes. 1.3 This policy statement is required to be considered and by full Council at Council meeting on 31 January This policy statement does t cover or include school staff and is t required to do so. 2. Need for a Decision 2.1 The Governance and Business Committee is asked to agree information contained in this report. 3. Recommendations 3.1 That Governance and Business Committee agree and recommend to Council for approval Pay Policy Statement for 2018/2019 as set out in this report and annexes attached. 4. Background 4.1 Sections Localism Act 2011 require that produce a policy statement that covers a number matters concerning pay s staff, principally Chief Officers. This policy statement meets requirements Localism Act in this regard and also meets requirements guidance issued by Secretary State for Communities and Local Government to which is required to have regard under Section 40 Act. 5. Definition Officers Covered by Policy Statement 5.1 This policy statement is required to cover following posts:

2 - 2 - a) Head Paid Service, which in this is post : i) Chief Executive b) Statutory Chief Officers, which in this posts : i) Director Adults and Children s Services ii) Director Adult Health and Social C (DAS) iii) Head Finance iv) Head Legal v) Director Public Health c) Non-statutory Chief Officers which in this posts : i. Director Regeneration and Strategy ii. Director Public Services iii. Head Human Resources and Organisational Development iv. Director Children and Young People v. Director Commissioning vi. Director Learning vii. Director Customer Services viii. Director Neighbourhoods ix. Director Strategic Infrastructure x. Director Ecomy, Housing and Investment 6. Policy on Remunerating Chief Officers 6.1 The s policy on remunerating Chief Officers is set out on schedule that is attached to this policy statement at Annex A. It is policy this to establish a remuneration package for each Chief Officer post that is sufficient to attract and retain staff appropriate skills, kwledge, experience, abilities and qualities that is consistent with s requirements post in question at relevant time. 7. Policy on Remunerating Lowest Paid in Workforce 7.1 The applies terms and conditions that have been negotiated and agreed appropriate collective bargaining mechanisms (national or local) or as a consequence decisions, se n incorporated into contracts. The lowest pay point in this is Scale 1, spinal column point 6 (Scale 1a/1b), this relates to an annual salary 15,014 and can be expressed as an hourly rate pay This pay point and salary was determined by as part a pay scale for employees employed on Local Government Services Terms and Conditions on 1 April 2017 and has been applied since that date. The pay rate is increased in with any pay settlements which reached National Council for Local Government Services. 7.2 Since April 2014 has applied a living wage supplement to bring hourly rate pay for lowest paid employees in line with cost living. The living wage hourly rate is calculated according to basic cost living in UK as determined by Living Wage Foundation. The amount is currently set at 8.45 by Council and will increase to 8.75 from 1 April this equates to a salary 16, (full time).

3 Policy on Relationship between Chief Officer Remuneration and that or Staff 8.1 The highest paid salary in this is 140,000 which is paid to Chief Executive. The average median salary in this (t including Schools) is 22,658. The ratio between two salaries is 6.17:1. This does t have a policy on maintaining or reaching a specific pay multiple, however is conscious need to ensure that salary highest paid employee is t excessive and is consistent with needs as expressed in this policy statement. The s approach to payment or staff is to pay that which needs to pay to recruit and retain staff with skills, kwledge, experience, abilities and qualities needed for post in question at relevant time, and to ensure that meets any contractual requirements for staff including application any local or national collective agreements, or decisions pay. 9. Policy on or Aspects Chief Officer Remuneration 9.1 Or aspects Chief Officer remuneration appropriate to be covered by this policy statement, se or aspects defined as recruitment, pay increases, additions to pay, related pay, earn back, bonuses, termination, transpncy and re- when in receipt an LGPS pension or a /severance payment. These matters addressed in schedule that is attached to this policy statement at Annex B. 10. Approval Packages in Excess 100k 10.1 The will ensure that, at latest before an fer appointment is made, any salary package for any post (t including schools) that is in excess 100k will be considered by full Council. The salary package will be defined as base salary, any bonuses, fees, routinely payable allowances and benefits in kind that due under. 11. Addressing Issues 11.1 In vast majority provisions this policy will enable to ensure that it can recruit effectively to any vacant post. There may be when re recruitment/retention difficulties for a particular post and where re is evidence that or elements remuneration package t sufficient to secure an effective appointment. This policy statement recognises that this situation may arise in and refore a departure from this policy can be implemented without having to seek full Council approval for a change policy statement. Where re is any departure from this Pay Policy it will be justified and in with relevant policies and recognised / prescribed appropriate decision making route, which is currently via Employment Committee.

4 Amendments to Policy 12.1 As policy covers period April 2018 end March 2019, amendments may need to be made to policy out relevant period. As Localism Act 2011 requires that any amendments by Council by resolution, proposed amendments will be reported to Governance and Business Committee for recommendation to Council. 13. Policy for Future Years 13.1 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 prior to start each financial year. ROBIN TUDDENHAM CHIEF EXECUTIVE 20 December 2017 FOR FURTHER INFORMATION ON THIS REPORT CONTACT:- Jackie Addison, Corporate Lead for Human Resources Tel: DOCUMENTS USED IN THE PREPARATION OF THIS REPORT:- 1. None DOCUMENTS ARE AVAILABLE FOR INSPECTION AT: Human Resources, 3rd Floor Westgate House, Westgate, Halifax, HX1 1PS

5 (nest Chief Executive 140, 000 Travel and or rmal Director for Adults and Children s Services 126,696 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for The Returning Officers fee is based upon that payable at a national election and is variable dependent upon type election taking place with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 1

6 Director Adult Health and Social C (DAS) (nest 93,645 Travel and or rmal Head Finance 85,321 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 2

7 (nest Head Legal 85,321 Travel and or rmal Director Regeneration and Strategy 123,432 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 3

8 Director Public Services Director Public Health (nest 118,332 Travel and or rmal 101,970 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 4

9 Head Human Resources and Organisational Development Director Learning (nest 85,321 Travel and or rmal 85,321 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 5

10 Director Children and Young People Director Commissioning (nest 93,645 Travel and or rmal 85,321 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 6

11 Director Ecomy Housing and Investment Director Customer Services (nest 85,321 Travel and or rmal 85,321 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 7

12 Director Neighbourhoods Director Strategic Infrastructure (nest 85,321 Travel and or rmal 76,997 Travel and or rmal Expenses Bonuses Earn-Back Horaria/ / The terms payment bonuses The terms payment bonuses The terms The terms The terms base The terms base in line with Horarium, in line with Horarium, plans for plans for with rmal with rmal The s rmal policies apply to. No were made in ne The s rmal policies apply to. No were made in ne Page 8

13 Annex B Or aspects Chief Officer remuneration Aspect Chief Officer Remuneration Pay Increases Additions To Pay Performance Related Pay Earn-Back (Withholding base pay ) Policy The post will be advertised and appointed to at appropriate salary for post in question level unless re is good evidence that a successful appointment a person with required skills, kwledge, experience, abilities and qualities cant be made without varying remuneration package. In such a variation to remuneration package is appropriate under s policy and any variation will be appropriate decision making process. The will apply any pay increases that agreed by relevant national negotiating bodies and/or any pay increases that agreed local negotiations. The will also apply any pay increases that as a result decisions to significantly increase and responsibilities post in question beyond rmal flexing and responsibilities that expected in senior posts. The would t make additional beyond those specified in. The does t operate a related pay system as it believes that it has sufficiently strong management arrangements in place to ensure high from its senior ficers. Any as under- addressed rigorously. The does t operate an earn-back pay system as it believes that it has sufficiently strong management arrangements in place to ensure high from its senior ficers. Any as under- addressed rigorously. Page 9