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 & Scrutiny Committee on the 25 July 2018 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.
Remuneration Paid to the Council's Senior Employees 2017/18
|Title||Salary, Fees and Allowances||Bonuses||Expenses Allowance||Compensation for loss of Office||Pension Contribution||Total|
|Finance Director (Section 151 officer) (Note 1)||38,192||100||-||35,000||10,770||84,062|
|Head of Legal Services and Monitoring Officer (Note 2)||71,479||715||988||-||12,406||85,588|
|Chief Operating Officer (Note 3)||29,390||619||-||-||5,131||35,140|
Note 1. The Finance director left in October 2017 and the post was deleted. The section 151 duties were covered over the remainder of the year by the Financial Services Manager at an additional cost of £7,000. The annualised salary of the post is £70,135.
Note 2. The Head of Legal services and Monitoring Officer post was filled in March 2017.
Note 3. Chief Operating Officer a) this is a new post appointed to in November 2017. The annualised salary is £71,500.
b) the responsibilities of the former Head of Street Scene & Community post and Head of Planning & Environmental Health post have been subsumed within this new role.
Note 4. the Head of Housing post was vacant throughout 2017/18 but was covered on an acting up basis at a cost of £51,588. the annualised salary of the post is £61,853.
Salaries £50,000 p.a. and above (gross) as at 30th September 2018
- Head of Paid Service, Philip Ruck - £97,500
- Interim Financial Services Manager, Jacqueline van Mellaerts - £71,790
- Chief Operating Officer, Steve Summers - £71,790
- Head of Legal Services and Monitoring Officer, Daniel Toohey - £71,790
- Executive Director of Commercial Services, Christopher Leslie - £75,000
- Director of Strategic Planning, Philip Drane - £61,853
- Director of Operations, Greg Campbell - £59,094
- Electoral Services Manager - £55,154
- Environmental Health Manager & Deputy GM Corporate Enforcement - £53,220
- ICT Manager - £51,362
- Interim Head of Housing - £51,588
- Interim Project Accountant - £50,000
- Interim Financial Controller - £50,255
- Corporate Enforcement Manager - £55,780
- Projects and Programme Manager - £55,780
|Salary range||Number of staff|
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
You are able to view the results for other organisations on the GOV.UK website: GOV.UK Gender Pay Gap Search