Brentwood Borough Council Your Council - People's Right to Know - Senior Officer Salar...

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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 2015/16 was agreed at Audit and Scrutiny Committee on the 27th September 2016 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 2015/16

Remuneration paid to the Council's Senior Employees 2015/16
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 
The Head of Paid Service (Note 1)70,361----9,94080,301
Head of Street Scene & Community (Note 2)61,853----8,78370,636
Head of Customer Services (Note 3)46,390----6,58752,977
Head of Housing (Note 4)-------
Head of Borough Health, Safety and Localism (Note 5)51,372---32,8818,78393,036
Head of Planning (Note 6)50,890----7,22658,116
Head of Planning & Environmental Health (Note 7)18,624---55,0004,60178,225
Finance Director (Note 8)58,446----8,29966,745
Director of Strategy & Corporate Services (Note 9)12,602-----12,602
Chief Executive (Note 10)-------
Monitoring Officer & Head of Support Service (Note 11)43,133----5,85548,988
Total413,671   87,88160,074561,626

 

Note 1. The Head of Paid Service was a new post, appointed to on 1st June 2015 with an annualised salary of 80,000. The salary for the post was increased on 1st December 2015 to 90,000.

Note 2. The title of this post changed from its original name, Head of Street Scene and Environment on 31st December 2015.

Note 3. The Head of Customer Services post was deleted on 31st December 2015. The annualised salary was 61,853.

Note 4. The Head of Housing post has been covered on an interim basis at a cost of 94,265 in 2015.16. The annualised salary of a full time employee is 61,853.

Note 5. The Head of Borough Health, Safety and Localism post was deleted on 31st March 2016. The annualised salary was 61,853.

Note 6. The Head of Planning Post was deleted on 31st December 2015. The annualised salary is 67,853.

Note 7. The Head of Planning and Environment Health was a new post filled on 1st January 2016. The post was vacant at 31st March 2016. The annualised salary is 67,853.

Note 8. The Finance Director was a new post appointed on 1st June 2015. The annualised salary is 71,790.

Note 9. The Director of Strategy and Corporate Services left the Council on 10th May 2015and the post was deleted. The annualised salary was 81,733.

Note 10. The Chief Executive post was covered on an interim part time basis until 31st May 2015 at a cost of 8,697. The post was then deleted. The annualised salary is 105,000.

Note 11. The Monitoring Officer and Head of Support Service left the Council on 30th November 2015 and the post was deleted. The annualised salary was 61,853.

 

List 1

Salaries 50,000 p.a. and above (gross) as at 31st March 2017

Senior Management

  • Head of Paid Service, Philip Ruck - 92,500
  • Finance Director & Section 151 Officer, John Chance - 70,135
  • Financial Services Manager, Ramesh Prashar - 53,146
  • Group Manager, In-House Services, Steve Summers - 61,853
  • Head of Legal Services and Monitoring Officer, Daniel Toohey - 71,479

Other

  • ICT Manager - 50,255

 

Number of staff whose remuneration was at least 50,000 as at 31 March 17 in brackets of 5,000
Salary rangeNumber of staff
50,000-54,9992
55,000-59,9990
60,000-64,9991
65,000-69,9990
70,000-74,9992
75,000-79,9990
80,000-89,9990
90,000-95,9991

 

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 2017-18

 

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 2016/17

  • Head of Legal Services and Monitoring Officer 85,666.56
  • Planning Enforcement Officer 66,035.36
  • Senior Planning Officer 87,936.29
  • Senior Planner (Projects) 58,212.61
  • Housing Systems Manager 105,493.57

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 2015/16 was agreed at Audit and Scrutiny Committee on the 27th September 2016 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 2015/16

Remuneration paid to the Council's Senior Employees 2015/16
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 
The Head of Paid Service (Note 1)70,361----9,94080,301
Head of Street Scene & Community (Note 2)61,853----8,78370,636
Head of Customer Services (Note 3)46,390----6,58752,977
Head of Housing (Note 4)-------
Head of Borough Health, Safety and Localism (Note 5)51,372---32,8818,78393,036
Head of Planning (Note 6)50,890----7,22658,116
Head of Planning & Environmental Health (Note 7)18,624---55,0004,60178,225
Finance Director (Note 8)58,446----8,29966,745
Director of Strategy & Corporate Services (Note 9)12,602-----12,602
Chief Executive (Note 10)-------
Monitoring Officer & Head of Support Service (Note 11)43,133----5,85548,988
Total413,671   87,88160,074561,626

 

Note 1. The Head of Paid Service was a new post, appointed to on 1st June 2015 with an annualised salary of 80,000. The salary for the post was increased on 1st December 2015 to 90,000.

Note 2. The title of this post changed from its original name, Head of Street Scene and Environment on 31st December 2015.

Note 3. The Head of Customer Services post was deleted on 31st December 2015. The annualised salary was 61,853.

Note 4. The Head of Housing post has been covered on an interim basis at a cost of 94,265 in 2015.16. The annualised salary of a full time employee is 61,853.

Note 5. The Head of Borough Health, Safety and Localism post was deleted on 31st March 2016. The annualised salary was 61,853.

Note 6. The Head of Planning Post was deleted on 31st December 2015. The annualised salary is 67,853.

Note 7. The Head of Planning and Environment Health was a new post filled on 1st January 2016. The post was vacant at 31st March 2016. The annualised salary is 67,853.

Note 8. The Finance Director was a new post appointed on 1st June 2015. The annualised salary is 71,790.

Note 9. The Director of Strategy and Corporate Services left the Council on 10th May 2015and the post was deleted. The annualised salary was 81,733.

Note 10. The Chief Executive post was covered on an interim part time basis until 31st May 2015 at a cost of 8,697. The post was then deleted. The annualised salary is 105,000.

Note 11. The Monitoring Officer and Head of Support Service left the Council on 30th November 2015 and the post was deleted. The annualised salary was 61,853.

 

List 1

Salaries 50,000 p.a. and above (gross) as at 31st March 2017

Senior Management

  • Head of Paid Service, Philip Ruck - 92,500
  • Finance Director & Section 151 Officer, John Chance - 70,135
  • Financial Services Manager, Ramesh Prashar - 53,146
  • Group Manager, In-House Services, Steve Summers - 61,853
  • Head of Legal Services and Monitoring Officer, Daniel Toohey - 71,479

Other

  • ICT Manager - 50,255

 

Number of staff whose remuneration was at least 50,000 as at 31 March 17 in brackets of 5,000
Salary rangeNumber of staff
50,000-54,9992
55,000-59,9990
60,000-64,9991
65,000-69,9990
70,000-74,9992
75,000-79,9990
80,000-89,9990
90,000-95,9991

 

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 2017-18

 

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 2016/17

  • Head of Legal Services and Monitoring Officer 85,666.56
  • Planning Enforcement Officer 66,035.36
  • Senior Planning Officer 87,936.29
  • Senior Planner (Projects) 58,212.61
  • Housing Systems Manager 105,493.57