Pay Policy
1)
This policy sets out the Council’s approach to pay within the organisation. It will
be reviewed and updated as required via the normal consultative and
Committee arrangements.
Principles
2)
The core principles behind this policy are:
a) To enable transparency in the Council’s pay and benefit arrangements.
b) To give clarity to all involved in the Council’s running on pay and benefits.
c) To ensure the Council can recruit and retain officers across a wide range of
professions whilst demonstrating value for money.
Pay Structure
3)
The Council has a well established pay and grade structure which is used
across the entire organisation at all levels. The structure is shown within this
policy. This structure seeks to balance the management hierarchy needed
within such an organisation, the range of professions we employ and a wide
range of support staff.
4)
The only occasions when this structure may not be applied is in the case of a
TUPE transfer, where the member of staff will often have their previous terms
and conditions protected in some form, or when a member of staff is being
hosted by Rother as part of some partnership arrangement.
5)
At the high end of this grading structure are the joint Executive Director / Head
of Paid Service posts at MG 5SCP 63. Below this, Service Manager posts range
from MG3 to MG2. At the bottom end of the structure are ancillary staff such as
cleaners and the most routine of support staff roles. It is also the case that the
Council has promoted Apprentice posts which have a specific apprentice grade.
The grade for a post is established by job evaluation under the “Hay” scheme,
an exercise undertaken by the HR department.
6)
The Council’s “Pay Multiplier”, defined as the ratio of the top Council pay point
to the average salary is calculated annually. This is currently 3.18.
Performance and Increments
7)
The Council has a pay structure based on grades and incremental points within
these grades. Generally staff are appointed at the bottom of the grade and then
progress up with annual increments until they reach the top of the grade. There
can be differences here when looking at external recruitment situations. These
increments are acknowledgement of greater competence and experience in the
role. Should the member of staff fail to meet the level of competence expected
or their performance is unsatisfactory then these increments can be withheld.
8)
The Council has not adopted performance bonuses and all salary is based on
this approved pay structure.
Other Benefits
9)
There are other benefits as part of the Council’s policy and these are outlined
below.
a) Pension. All staff at any grade are able to join the Local Government Pension
Scheme and are encouraged to do so. The contribution rate for staff is set
nationally.
b) Car Payment. This is a standard part of a pay package for officers designated
as essential users and/or officers graded PO1 and above. The value of the
package is £2,907, £3,768 for officers graded MG1 and above.
c) Land Line Rental. Some officers have a payment made towards a line rental
facility as part of their role, primarily those on call out, at £199 pa.
d) Sports Centre Membership. A small subsidy for membership of the Bexhill
Sports Centre is offered to all staff at £15 per member of staff.
e) Electoral Service Payments. Some staff, as a result of their employment by
the Returning Officer across the range of elections, receive payments for their
involvement in running an election. These are outside the Council’s pay
policy and are set externally as part of the elections process.
f) Relocation. A relocation package is sometimes offered as part of a
recruitment package. This is a one off package, up to a maximum £7,000,
covering relocation costs. Alternatively a smaller relocation grant of £1,500 is
offered in some circumstances.
Changes to this Policy
10) Any changes proposed to this Policy will be brought forward via the Council’s
consultation route and via the appropriate committee. The obvious mechanism
for this will be the negotiation on pay awards, which will then be fed into the
enclosed pay structure.
Rother Pay Grades 2013/14
LOCAL
LOCAL
GRADES
LOCAL
SALARY
31/08/2013
LOCAL
S1/2
12,332
S1/2
12,782
S1/2
13,280
S1/2
13,335
S1/2
14,155
S1/2
15,016
S1/2
15,996
S1/2
16,360
S1/2
16,820
S3
17,183
S3
17,559
S3
17,971
S3
18,408
S4
18,580
S4
19,276
S4
19,992
S4
20,728
S5
21,274
S5
21,913
S5
22,634
S5
23,369
S6
24,118
S6
24,940
S6
25,774
LSO
27,685
LSO
28,579
LSO
29,418
LSO
30,299
LSO
31,168
PO1
31,707
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
PO1
32,546
PO1
33,480
PO1
34,483
PO1
35,605
SCP
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
29
30
31
32
33
34
LOCAL
GRADES
LOCAL
SALARY
31/08/2013
PO2
36,554
PO2
37,519
PO2
38,471
PO2
39,459
PO2
40,427
PO3
41,339
PO3
42,350
PO3
43,322
PO3
44,284
PO3
45,239
MG1
46,419
MG1
48,134
MG1
49,853
MG1
51,569
MG1
53,003
MG2
54,953
MG2
56,911
MG2
58,876
MG3
60,316
MG3
62,554
MG3
64,778
MG3
67,009
MG4
67,127
MG4
69,617
MG4
72,111
MG4
74,591
MG5
82,640
MG5
85,705
MG5
88,771
MG5
91,818
SCP