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Brentwood Borough Council

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Senior Officer Salaries

As part of the Statements of Accounts, which are published annually, are the details of the gross remuneration of all Council officers who received more than £50,000 in that financial year.

The Statement of Accounts for 2017/18 was agreed at Audit Committee on the 27th September 2017 and the information is published below (Table 1).

Also published below are details of current senior management and officers with a gross salary of £50,000 or above (List 1).

Please note: Data provided below can also be viewed and downloaded at Datashare.

Table 1  

Remuneration Paid to the Council's Senior Employees 2016/17

Remuneration paid to the Council's Senior Employees 2016/17
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 £££££££
Chief Executive (Note 1)92,5005,000---12,810110,310
Head of Street Scene & Community (Note 2)7,337----7568,093
Head of Housing (Note 3)-------
Head of Planning and Environmental Health (Note 4)-------
Finance Director (Section 151 officer) (Note 5)59,213----4,19363,406
Head of Legal Services and Monitoring Officer (Note 6)2,114----3002,414
Total161,1645,000---18,059184,223

 

Note 1. The Head of Paid Service post as disclosed in the 2015/16 accounts has been renamed as the Chief Executive.

Note 2. The Head of Street Scene and Community left the Council on 29th April 2016. The post has since been vacant and the annualised salary is £61,853.

Note 3. The Head of Housing post had been covered by an interim agency worker until 14th September 2016 at a cost of £40,400. The post has since been vacant. The annualised salary is £61,853.

Note 4. The Head of Planning and Environmental Health post is vacant, but the duties of the post have been covered by a managed service agreement at a cost of £53,566. The annualised salary is £67,853.

Note 5. The Finance Director post was vacant from 30th August until 30th October 2016. At this point the post was covered by the Financial Services Manager at a cost of £1,500. The annualised salary is £70,135.

Note 6. The Head of Legal Services and Monitoring Officer has been covered by an interim agency worker up to 20th March 2017 at a cost of £85,667. The annualised salary is £71,479.

 

List 1

Salaries £50,000 p.a. and above (gross) as at 31st March 2018

Senior Management

  • Head of Paid Service, Philip Ruck - £95,000
  • Financial Services Manager, Jacqueline van Mellaerts - £65,362
  • Chief Operating Officer, Steve Summers - £71,500
  • Head of Legal Services and Monitoring Officer, Daniel Toohey - £71,479

Other

  • Commercial Manager - £75,000
  • Planning Policy & Economic Development Team Leader - £55,553
  • Electoral Services Manager - £54,047
  • Environmental Health Manager & Deputy GM Corporate Enforcement - £53,220
  • ICT Manager - £51,362
  • Interim Head of Housing - £51,588
  • Project Accountant - £50,000
  • Corporate Enforcement Manager - £54,124

 

Number of staff whose remuneration was at least £50,000 as at 31 March 18 in brackets of £5,000
Salary rangeNumber of staff
£50,000-£54,9996
£55,000-£59,9991
£60,000-£64,9991
£65,000 +1

 

Pay Policy 

The objectives of this policy are to ensure a capable and high performing workforce In respect of all employees so remuneration is set sufficient to attract and retain adequately experienced, trained and qualified individuals to deliver the Council's priorities.

We also ensure simplicity, clarity and fairness between employees and between the Council and the community.

The Pay Policy reported on:

  • The level and elements of remuneration of chief officers
  • The remuneration of the lowest paid employees
  • The relationship between chief officers remuneration and that of other officers

Full details may be found in the Pay Policy Statement 2018-19

 

Costs of temporary, consultant and interim staff totalling more than £50,000

The Council may use consultants for their expertise to reduce costs - through delivering better working practices and helping us make savings. Specialist support is also critical when expertise is not immediately available in-house.

Temporary support is also invaluable when an issue being addressed is of limited duration and we only need to buy-in support for a fixed period.

The headline cost of temporary staff tends to be higher than for permanent staff but there are financial advantages in using this type of staff. It is estimated that hidden costs can add 30% to the cost of a permanent member of staff. Temporary staff are not paid these hidden costs such as pension contributions sick pay, training, payment for public holidays or redundancy.

We can also use temporary staff when recruitment process are taking place and cover needs to be provided or for staff absences, such as covering maternity leave, but we don't use temporary staff to service such gaps in our workforce on an ongoing basis.

Table - Costs of temporary, consultant and interim staff totalling more than £50,000 in 2017/18

  • Senior Planner (Projects) - £89,472
  • Strategic Asset Manager - £87,835
  • Planning Solicitor - £82,176
  • Senior Planning Officer - £78,729
  • Executive Business Consultant - £70,000
  • Housing Surveyor - £64,950
  • Housing Systems Manager - £62,873
  • Design & Conservation Consultant - £61,896
  • Surveyor (Housing) - £51,919

Gender Pay Gap

From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The figures are calculated using a specific reference date. For public sector organisations, this is 31 March and figures must be published within a year of this date.

Employer’s must both:

  • Publish their gender pay gap on their public-facing website
  • Report their data to government online

Each year, our results will be published on the Datashare section of our website, and on the government gender pay gap reporting service.

View Brentwood Borough Council results: DataShare - Gender Pay Gap

View: Brentwood Borough Council's Gender Pay Gap Statement

You are able to view the results for other organisations on the GOV.UK website: GOV.UK Gender Pay Gap Search

Breadcrumb, my location

Senior Officer Salaries

As part of the Statements of Accounts, which are published annually, are the details of the gross remuneration of all Council officers who received more than £50,000 in that financial year.

The Statement of Accounts for 2017/18 was agreed at Audit Committee on the 27th September 2017 and the information is published below (Table 1).

Also published below are details of current senior management and officers with a gross salary of £50,000 or above (List 1).

Please note: Data provided below can also be viewed and downloaded at Datashare.

Table 1  

Remuneration Paid to the Council's Senior Employees 2016/17

Remuneration paid to the Council's Senior Employees 2016/17
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 £££££££
Chief Executive (Note 1)92,5005,000---12,810110,310
Head of Street Scene & Community (Note 2)7,337----7568,093
Head of Housing (Note 3)-------
Head of Planning and Environmental Health (Note 4)-------
Finance Director (Section 151 officer) (Note 5)59,213----4,19363,406
Head of Legal Services and Monitoring Officer (Note 6)2,114----3002,414
Total161,1645,000---18,059184,223

 

Note 1. The Head of Paid Service post as disclosed in the 2015/16 accounts has been renamed as the Chief Executive.

Note 2. The Head of Street Scene and Community left the Council on 29th April 2016. The post has since been vacant and the annualised salary is £61,853.

Note 3. The Head of Housing post had been covered by an interim agency worker until 14th September 2016 at a cost of £40,400. The post has since been vacant. The annualised salary is £61,853.

Note 4. The Head of Planning and Environmental Health post is vacant, but the duties of the post have been covered by a managed service agreement at a cost of £53,566. The annualised salary is £67,853.

Note 5. The Finance Director post was vacant from 30th August until 30th October 2016. At this point the post was covered by the Financial Services Manager at a cost of £1,500. The annualised salary is £70,135.

Note 6. The Head of Legal Services and Monitoring Officer has been covered by an interim agency worker up to 20th March 2017 at a cost of £85,667. The annualised salary is £71,479.

 

List 1

Salaries £50,000 p.a. and above (gross) as at 31st March 2018

Senior Management

  • Head of Paid Service, Philip Ruck - £95,000
  • Financial Services Manager, Jacqueline van Mellaerts - £65,362
  • Chief Operating Officer, Steve Summers - £71,500
  • Head of Legal Services and Monitoring Officer, Daniel Toohey - £71,479

Other

  • Commercial Manager - £75,000
  • Planning Policy & Economic Development Team Leader - £55,553
  • Electoral Services Manager - £54,047
  • Environmental Health Manager & Deputy GM Corporate Enforcement - £53,220
  • ICT Manager - £51,362
  • Interim Head of Housing - £51,588
  • Project Accountant - £50,000
  • Corporate Enforcement Manager - £54,124

 

Number of staff whose remuneration was at least £50,000 as at 31 March 18 in brackets of £5,000
Salary rangeNumber of staff
£50,000-£54,9996
£55,000-£59,9991
£60,000-£64,9991
£65,000 +1

 

Pay Policy 

The objectives of this policy are to ensure a capable and high performing workforce In respect of all employees so remuneration is set sufficient to attract and retain adequately experienced, trained and qualified individuals to deliver the Council's priorities.

We also ensure simplicity, clarity and fairness between employees and between the Council and the community.

The Pay Policy reported on:

  • The level and elements of remuneration of chief officers
  • The remuneration of the lowest paid employees
  • The relationship between chief officers remuneration and that of other officers

Full details may be found in the Pay Policy Statement 2018-19

 

Costs of temporary, consultant and interim staff totalling more than £50,000

The Council may use consultants for their expertise to reduce costs - through delivering better working practices and helping us make savings. Specialist support is also critical when expertise is not immediately available in-house.

Temporary support is also invaluable when an issue being addressed is of limited duration and we only need to buy-in support for a fixed period.

The headline cost of temporary staff tends to be higher than for permanent staff but there are financial advantages in using this type of staff. It is estimated that hidden costs can add 30% to the cost of a permanent member of staff. Temporary staff are not paid these hidden costs such as pension contributions sick pay, training, payment for public holidays or redundancy.

We can also use temporary staff when recruitment process are taking place and cover needs to be provided or for staff absences, such as covering maternity leave, but we don't use temporary staff to service such gaps in our workforce on an ongoing basis.

Table - Costs of temporary, consultant and interim staff totalling more than £50,000 in 2017/18

  • Senior Planner (Projects) - £89,472
  • Strategic Asset Manager - £87,835
  • Planning Solicitor - £82,176
  • Senior Planning Officer - £78,729
  • Executive Business Consultant - £70,000
  • Housing Surveyor - £64,950
  • Housing Systems Manager - £62,873
  • Design & Conservation Consultant - £61,896
  • Surveyor (Housing) - £51,919

Gender Pay Gap

From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

The figures are calculated using a specific reference date. For public sector organisations, this is 31 March and figures must be published within a year of this date.

Employer’s must both:

  • Publish their gender pay gap on their public-facing website
  • Report their data to government online

Each year, our results will be published on the Datashare section of our website, and on the government gender pay gap reporting service.

View Brentwood Borough Council results: DataShare - Gender Pay Gap

View: Brentwood Borough Council's Gender Pay Gap Statement

You are able to view the results for other organisations on the GOV.UK website: GOV.UK Gender Pay Gap Search