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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 2014/15 was agreed at Audit and Scrutiny Committee on the 29th September 2015 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 2014/15

Remuneration paid to the Council's Senior Employees 2014/15
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 £££££££
Managing Director (Note 1)30,72912,600-69284,0003,912131,933
Head of Street Scene61,005----8,63369,668
Head of Customer Services (Note 2)33,097----3,97237,069
Head of Housing (Note 3)38,946-524--3,96343,433
Head of Borough Health, Safety and Localism61,005----8,66369,668
Head of Planning (Note 4)31,791----3,81535,606
Director of Strategy and Corporate Services (Section 151 officer) (Note 5)13,329-----13,329
Chief Executive (Note 6)96,352-----96,352
Monitoring Officer and Head of Support Services (Note 7)40,831----4,90045,731
Head of Business Transformation (Note 8)17,912-----17,912
Total424,99712,60052469284,00037,888560,701

 

Note 1. The Managing Director left the Council on 6 July 2014. The annualised salary was £102,000. The post was deleted.

Note 2. The Head of Customer Services was a new post filled on 17 September 2014. The annualised salary is £61,005.

Note 3. The Head of Housing left the Council on 17 October 2014 due to ill health. The annualised salary is £60,522. The post was covered by an interim agency worker to the end of the year at a cost of £77,902.

Note 4. The Head of Planning was appointed with effect from 13 October 2014. The annualised salary is £66,005. Up until that date, the post was covered by an interim agency worker at a cost of £58,628.

Note 5. The post of Director of Strategy and Corporate Services (Section 151 officer) became vacant from 1 June 2014. The duties of the post were then covered by the Acting Chief Executive. The annualised salary was £79,974.

Note 6. An Acting Chief Executive was appointed on 1 June 2014. The annualised salary is £103,680. An interim Chief Executive was appointed on a part time bases from 1 March 2015 at a cost of £4,130.

Note 7. The Monitoring Officer and Head of Support Services is a new post filled on 1 August 2014. The annualised salary is £61,005. Prior to that date, part of the duties of the post were covered by an interim agency team at a cost of £20,000.

Note 8. The Head of Business Transformation left the Council on 18 July 2014 and the post was deleted. The annualised salary was £58,902..

 

List 1

Salaries £50,000 p.a. and above (gross) as at 31st March 2016

Senior Management

  • Head of Paid Service, Philip Ruck - £90,000
  • Finance Director, Christopher Leslie - £70,135
  • Group Manager, In-House Services, Steve Summers - £61,853
  • Head of Street Scene, Roy Ormsby - £61,853
  • Head of Planning & Development, Gordon Glenday £67,853

 

Number of staff whose remuneration was at least £50,000 as at 31 March 16 in brackets of £5,000
Salary rangeNumber of staff
£50,000-£54,9990
£55,000-£59,9990
£60,000-£64,9992
£65,000-£69,9991
£70,000-£74,9991
£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 2016-17

 

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 2015/16

  • Interim Chief Accountant £71,340
  • Finance Manager £104,550
  • Interim Head of Housing £94,265
  • Housing Systems Manager £52,478
  • Planning Lawyer £51,889

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 2014/15 was agreed at Audit and Scrutiny Committee on the 29th September 2015 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 2014/15

Remuneration paid to the Council's Senior Employees 2014/15
        
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficePension ContributionTotal
 £££££££
Managing Director (Note 1)30,72912,600-69284,0003,912131,933
Head of Street Scene61,005----8,63369,668
Head of Customer Services (Note 2)33,097----3,97237,069
Head of Housing (Note 3)38,946-524--3,96343,433
Head of Borough Health, Safety and Localism61,005----8,66369,668
Head of Planning (Note 4)31,791----3,81535,606
Director of Strategy and Corporate Services (Section 151 officer) (Note 5)13,329-----13,329
Chief Executive (Note 6)96,352-----96,352
Monitoring Officer and Head of Support Services (Note 7)40,831----4,90045,731
Head of Business Transformation (Note 8)17,912-----17,912
Total424,99712,60052469284,00037,888560,701

 

Note 1. The Managing Director left the Council on 6 July 2014. The annualised salary was £102,000. The post was deleted.

Note 2. The Head of Customer Services was a new post filled on 17 September 2014. The annualised salary is £61,005.

Note 3. The Head of Housing left the Council on 17 October 2014 due to ill health. The annualised salary is £60,522. The post was covered by an interim agency worker to the end of the year at a cost of £77,902.

Note 4. The Head of Planning was appointed with effect from 13 October 2014. The annualised salary is £66,005. Up until that date, the post was covered by an interim agency worker at a cost of £58,628.

Note 5. The post of Director of Strategy and Corporate Services (Section 151 officer) became vacant from 1 June 2014. The duties of the post were then covered by the Acting Chief Executive. The annualised salary was £79,974.

Note 6. An Acting Chief Executive was appointed on 1 June 2014. The annualised salary is £103,680. An interim Chief Executive was appointed on a part time bases from 1 March 2015 at a cost of £4,130.

Note 7. The Monitoring Officer and Head of Support Services is a new post filled on 1 August 2014. The annualised salary is £61,005. Prior to that date, part of the duties of the post were covered by an interim agency team at a cost of £20,000.

Note 8. The Head of Business Transformation left the Council on 18 July 2014 and the post was deleted. The annualised salary was £58,902..

 

List 1

Salaries £50,000 p.a. and above (gross) as at 31st March 2016

Senior Management

  • Head of Paid Service, Philip Ruck - £90,000
  • Finance Director, Christopher Leslie - £70,135
  • Group Manager, In-House Services, Steve Summers - £61,853
  • Head of Street Scene, Roy Ormsby - £61,853
  • Head of Planning & Development, Gordon Glenday £67,853

 

Number of staff whose remuneration was at least £50,000 as at 31 March 16 in brackets of £5,000
Salary rangeNumber of staff
£50,000-£54,9990
£55,000-£59,9990
£60,000-£64,9992
£65,000-£69,9991
£70,000-£74,9991
£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 2016-17

 

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 2015/16

  • Interim Chief Accountant £71,340
  • Finance Manager £104,550
  • Interim Head of Housing £94,265
  • Housing Systems Manager £52,478
  • Planning Lawyer £51,889