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

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 2013/14 was agreed at Audit and Scrutiny Committee on the 30th September 2014 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 2013/14

Remuneration paid to the Council's Senior Employees 2013/14
       
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowancePension ContributionTotal
 
Managing Director102,00013,800-2,60112,266130,667
Head of Street Scene58,902---7,06865,970
Head of Performance and Improvement (Note 1)35,602---4,06239,664
Head of Legal and Governance (Note 2)21,685---2,27023,955
Head of Localism and Partnerships (Note 3)22,347---2,58824,935
Head of Housing59,142-711-7,07866,931
Head of Borough Health, Safety and Localism57,335---6,87364,208
Head of Planning (Note 4)45,132---5,75550,887
Director of Strategy and Corporate Services Note 4)83,044----83,044
Head of Business Transformation (Note 3)23,167----23,167
Total508,35613,8007112,60147,960573,428

 

Note 1. The Head of Performance and Improvement left the Council on 31 October 2013 and the post was deleted. The annualised salary was 59,826.

Note 2. The Head of Legal and Governance left the Council on 19 July 2013. The annualised salary was 71,953. The post has been covered by an agency interim team at a cost of 40,000.

Note 3. The Head of Localism and Partnerships left the Council on 28 August 2013 and the post was deleted. The annualised salary was 54,373.

Note 4. The Head of Planning left the Council on 5 December 2013. The annualised salary was 66,158. The post was covered by an interim agency worker until 31 March 2014 at a cost of 31,270.

Note 5. The Head of Business Transformation started in this new post on 4 November 2013. The annualised salary is 57,135.

 

List 1

Salaries 50,000 p.a. and above (gross) as at 31st March 2015

Current Senior Management

  • Chief Executive, Graham Farrant - 42,000
  • Head of Environmental Health and Licensing, Ashley Culverwell - 61,853
  • Head of Customer Services, Steve Summers - 61,853
  • Head of Planning, Gordon Glenday - 67,853
  • Head of Street Scene, Roy Ormsby - 61,853
  • Monitoring Officer and Head of Support Services, Christopher Potter - 61,853
  • Business Development Manager 54,123

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 2015-16

 

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 2014/15

  • Interim Chief Accountant 86,253.75
  • Project Manager 115,873.80
  • Financial Services Manager 52,650.00
  • Interim Head of Planning 75,058.00
  • Interim Head of Housing 77,901.80
  • Property Manager 101,139.00
  • Principal Housing Officer 59,348.92
  • Monitoring Officer 69,336.20

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 2013/14 was agreed at Audit and Scrutiny Committee on the 30th September 2014 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 2013/14

Remuneration paid to the Council's Senior Employees 2013/14
       
TitleSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowancePension ContributionTotal
 
Managing Director102,00013,800-2,60112,266130,667
Head of Street Scene58,902---7,06865,970
Head of Performance and Improvement (Note 1)35,602---4,06239,664
Head of Legal and Governance (Note 2)21,685---2,27023,955
Head of Localism and Partnerships (Note 3)22,347---2,58824,935
Head of Housing59,142-711-7,07866,931
Head of Borough Health, Safety and Localism57,335---6,87364,208
Head of Planning (Note 4)45,132---5,75550,887
Director of Strategy and Corporate Services Note 4)83,044----83,044
Head of Business Transformation (Note 3)23,167----23,167
Total508,35613,8007112,60147,960573,428

 

Note 1. The Head of Performance and Improvement left the Council on 31 October 2013 and the post was deleted. The annualised salary was 59,826.

Note 2. The Head of Legal and Governance left the Council on 19 July 2013. The annualised salary was 71,953. The post has been covered by an agency interim team at a cost of 40,000.

Note 3. The Head of Localism and Partnerships left the Council on 28 August 2013 and the post was deleted. The annualised salary was 54,373.

Note 4. The Head of Planning left the Council on 5 December 2013. The annualised salary was 66,158. The post was covered by an interim agency worker until 31 March 2014 at a cost of 31,270.

Note 5. The Head of Business Transformation started in this new post on 4 November 2013. The annualised salary is 57,135.

 

List 1

Salaries 50,000 p.a. and above (gross) as at 31st March 2015

Current Senior Management

  • Chief Executive, Graham Farrant - 42,000
  • Head of Environmental Health and Licensing, Ashley Culverwell - 61,853
  • Head of Customer Services, Steve Summers - 61,853
  • Head of Planning, Gordon Glenday - 67,853
  • Head of Street Scene, Roy Ormsby - 61,853
  • Monitoring Officer and Head of Support Services, Christopher Potter - 61,853
  • Business Development Manager 54,123

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 2015-16

 

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 2014/15

  • Interim Chief Accountant 86,253.75
  • Project Manager 115,873.80
  • Financial Services Manager 52,650.00
  • Interim Head of Planning 75,058.00
  • Interim Head of Housing 77,901.80
  • Property Manager 101,139.00
  • Principal Housing Officer 59,348.92
  • Monitoring Officer 69,336.20