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 2018/19 was agreed at Audit & Scrutiny Committee on the 29 July 2019 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 2018/19
|Remuneration paid to the Council's Senior Employees 2018/19|
|Title||Salary, Fees and Allowances||Bonuses||Benefits in Kind||Expenses Allowance||Compensation for loss of Office||Pension Contribution||Total|
|Chief Operating Officer||72,508||-||-||-||-||12,399||84,907|
|Executive Director of Commercial Services (Note 1)||75,000||-||-||-||-||12,825||87,825|
|Interim Chief Finance Officer (Section 151 officer)||72,508||-||-||-||-||12,399||84,907|
|Head of Legal Services and Monitoring Officer (Note 2)||73,468||-||-||-||-||12,563||86,031|
|Director of Strategic Planning (Note 3)||46,964||-||-||-||-||8,031||54,995|
|Director of Operations (Note 4)||59,685||-||-||-||-||10,206||69,891|
Note 1. The Executive Director of Commercial Services post is a fixed term position until 31st March 2020. The officer has been seconded to Seven Arches Investment Limited from 1st February 2019 for approximately 37 hours a week.
Note 2. The Head of Legal Services and Monitoring Officer has been seconded to Seven Arches Investment Limited from 26th November 2018 for approximately 30 hours a week. The officer continues to work in post for the Council for 1 day a week.
Note 3. The Director of Strategic Planning post is a new position appointed to on 1st July 2018. The annualised salary is £62,472.
Note 4. The Director of Operations post is a new position appointed to on 1st April 2018.
Salaries £50,000 p.a. and above (gross) as at 30th September 2019
- Interim Chief Executive Officer, Steve Summers - £95,000
- Executive Director of Commercial Services, Christopher Leslie - £80,000
- Director of Corporate Resources (Section 151 Officer), Jacqueline Van Mellaerts - £74,183
- Director of Strategic Planning, Philip Drane - £62,472
- Interim Director of Housing & Enforcement, Tracey Lilley - £62,472
- Director of Operations, Greg Campbell - £60,800
- Electoral Services Manager - £57,449
- Projects and Programme Manager - £57,449
- Environmental Health Manager - £53,721
- ICT Manager - £52,993
- Housing Services Manager - £52,993
- Corporate Finance Manager - £52,993
- Partnership, Leisure & Funding Manager - £52,993
- Operations Manager - £51,876
|Number of staff whose remuneration was at least £50,000 as at 31 March 19 in brackets of £5,000|
|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 2020-21
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.
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