Fraud investigation and prosecution

The Transparency Code 2015 requires the Council to publish information about fraud prevention. Suspected Housing Benefit fraud is now investigated by the Department of Work and Pension.

  • Total number of employees undertaking investigations and prosecutions of fraud - Absolute - 2; Full time equivalent - 1.4
  • Total number of professionally accredited counter fraud specialists - Absolute - 1; Full time equivalent - 0.8
  • Total amount spent by the authority on the investigation and prosecution of fraud - £49,000 (April 2020 - April 2021)
  • Total number of fraud cases investigated - 309 (April 2020 - April 2021)

To report an instance of fraud, please visit the Report Fraud page.

Land and building assets

Under the Transparency Code 2015, the Council is required to publish details of all land and building assets including:

  • all service and office properties occupied or controlled by user bodies, both freehold and leasehold
  • any properties occupied or run under Private Finance Initiative contracts
  • all other properties they own or use, for example, hostels, laboratories, investment properties and depots
  • garages unless rented as part of a housing tenancy agreement
  • surplus, sublet or vacant properties
  • undeveloped land
  • serviced or temporary offices where contractual or actual occupation exceeds three months
  • all future commitments, for example under an agreement for lease, from when the contractual commitment is made.

Work is currently in progress to create a database for the publishing of the Council's land and assets, which will be published on this page in due course. In the meantime if you have a query regarding the data please email enquiries@brentwood.gov.uk

Parking account and spaces

The Transparency Code requires local authorities to publish information about parking accounts, Penalty Charge Notice revenue collected and controlled parking spaces.

On-street parking account

On-street parking enforcement and on-street parking provision is the responsibility of Essex County Council (ECC), the Highway Authority. ECC have delegated this function to the South Essex Parking Partnership (SEPP) Joint Committee who deliver this function on behalf of ECC via an agency agreement.

SEPP consists of the Boroughs, Districts and City Councils from Basildon, Brentwood, Castle Point, Chelmsford, Maldon and Rochford. SEPP holds a single parking account which is the responsibility of the Joint Committee. The Joint Committee is responsible for how any surplus or deficit is managed. All surpluses are managed as per Section 55 of the Road Traffic Regulation Act (RTRA) 1984.

The parking enforcement activity in Brentwood contributes to the overall SEPP single parking account. Brentwood Borough Council has no direct control of this account.

The SEPP Joint Committee produces an annual report which provides a breakdown of the enforcement activity and financial performance in each of the partner areas.

South Essex Parking Partnership

Off Street Parking Account 2019/20

Income £2,125,000

Expenditure £847,000

Surplus £1,278,000

The surplus from the parking account is used to help fund other street scene services, in particular vehicle fleet management.

Please note: The data above can be viewed and/or downloaded via DataShare and Brentwood Council Document Library - Transparency Act

Parking spaces

Controlled parking spaces off-street
Controlled parking spaces off-street No. of car parks No. of spaces
Surface Car Parks 10 1048
Multi-Storey Car Park 1 543

 

Further information on off-street parking spaces, including the availability of free parking spaces, can be found on the Car Parks page.

Payments to suppliers

All councils are required to publish details of single transactions that are greater than or equal to £500. To provide greater transparency, as of April 2013, we now publish all of our payments to suppliers, including those below £500.

Please note: Data from April 2013 and onwards can be viewed and/or downloaded via DataShare and from February 2021 Brentwood Council Document Library - Transparency Act

Publication of this data forms part of the Council's commitment to transparency and openness with the residents of Brentwood Borough.

If there are any queries regarding any of the payments please email creditors@brentwood.gov.uk. We will endeavour to answer queries within 5 working days but it may be necessary to make further enquiries within the Council which may take a little longer.  

Please note that although we aim to be as transparent as we can, in certain cases we will need to respect information that could be seen as commercially sensitive.

Procurement card purchases

Data since April 2013 is available to view and download via DataShare and from February 2021 Brentwood Council Document Library - Transparency Act

Publication of this data forms part of the Council's commitment to transparency and openness with the residents of Brentwood Borough.

If there are any queries regarding any of the payments please email creditors@brentwood.gov.uk. We will endeavour to answer queries within 5 working days but it may be necessary to make further enquiries within the Council, which may take a little longer.  

Pay policy and gender pay gap

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

Section 38 (1) of the Localism Act 2011 requires all English and Welsh Councils to produce a Pay Policy Statement for 2012/13 and for each financial year thereafter. Regard is to be had to any guidance from the Secretary of State in producing this statement.

The pay policy statement:

  • Must be approved formally by the Full Council
  • Must be approved by the end of March each year
  • May be amended during the course of the financial year
  • Must be published on the Council’s website

The statutory pay policy statement must include the Council’s policy on the level and elements of remuneration of chief officers, the remuneration of the lowest paid employees and the relationship between chief officers remuneration and that of other officers.

Full details may be found in the Pay Policy Statement 2021-22 pdf 

Costs of temporary, consultant and interim staff which include agency fees totalling more than £50,000 in 2019/20

  • Planning Consultant (DHGV) – £125,004.5
  • Planning Solicitor – £95,542
  • Housing Systems Manager – £83,040
  • Project Lead (DHGV) – £80,366.5
  • Planning Consultant - £79,451.47
  • Corporate Governance Solicitor – £71,100.83
  • Compliance Manager – £68,058.53
  • Void Surveyor – £66,414.41
  • Stock Condition Surveyor – £57,436.79
  • Design & Conservation Consultant – £55,258.46
  • Planning Consultant – £52,438.39

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

View: Brentwood Borough Council's Gender Pay Gap Statement March 2021 pdf

You are able to view the results for other organisations on the Gov.uk website: Gov.uk Gender Pay Gap Search

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.

 

Table 1  

Remuneration paid to the Council's senior employees 2019/20

Remuneration paid to Council's senior employees
Post Note Salary, Fees and Allowances Bonuses Benefits in Kind Expenses Allowance Compensation for loss of Office Employer’s Pension contribution Total
    £ £ £ £ £ £ £
Chief Executive until June 2019 1 15,349 0 0 0 56,404 2,686 74,439
Acting Chief Executive  June-Nov 2019 1 9,301 0 0 0 0 2,194 11,495
Chief Executive from November 2019 1 48,516 0 0 0 0 8,296 56,812
Chief Operating Officer 2 74,925 0 0 0 0 12,209 87,134
Head of Legal Services and Monitoring Officer 3 31,580 5,000 0 0 94,118 6,209 136,907
Interim Head of Legal Services and Monitoring Officer 4 5,412 0 0 0 0 0 5,412
Director of Law and Governance (Monitoring Officer) 5 5,822 0 0 0 0 996 6,818
Interim Chief Finance Officer (Section 151 Officer) 6 13,787 0 0 0 0 2,358 16,145
Director of Corporate Resources (Section 151 Officer) 7 62,561 0 0 0 0 10,698 73,259
Director of Commercial Services 8 80,000 0 0 0 0 13,680 93,680
Director of Planning & Economy 9 63,096 0 0 0 0 10,789 73.885
Director of Housing & Enforcement 10 37,962 0 0 0 0 6,492 44,454
Director of Environment 11 61,408 0 0 0 0 10,501 71,909
Total   509,719 5,000 0 0 150,522 87,108 752,349

 

Note 1.  Chief Executive: The post was designated as a part-time role in April 2019 at an annualised part-time salary of £56,189.  The postholder left in June 2019 and the Chief Operating Officer was Acting Chief Executive between June and November 2020.  The current Chief Executive was appointed on a full time basis in November 2019 at an annualised salary of £125,000.

Note 2. Chief Operating Officer: The costs shown in the above table are the substantive costs of this role for the year.  The postholder also received additional remuneration for the roles of Acting Chief Executive (see Note 1) and Interim Monitoring Officer (see Note 4).

Note 3. Head of Legal Services (Monitoring Officer): The annualised salary was £74,183.  The postholder was seconded to Seven Arches Investment Limited (SAIL) from November 2018, for approximately 30 hours a week whilst working in post for the Council for 1 day a week.  The postholder left the Council's employment in August 2019.

Note 4. Interim Monitoring Officer: An interim was appointed for 1 day per week from 1st September until 13th December 2019.  The recruitment of the interim was in line with the Council's normal recruitment process.  From 14th December 2019 until 1st March 2020, the Chief Operating Officer was Interim Monitoring Officer.  The costs shown in the above table is the total costs of this role from September 2019 to February 2020.

Note 5. Director of Law & Governance (Monitoring Officer): This post was appointed on 2nd March 2020.  The annualised salary was £70,836.

Note 6. Interim Chief Finance Officer (Section 151 Officer):  This post was replaced by the Director of Corporate Resources post in June 2019.  The postholder was the Council's S151 Officer up to that date and was appointed to the new role in June 2019.  The annualised salary was £74,925.

Note 7. Director of Corporate Resources (Section 151 Officer): This post was established and appointed to in June 2019.  The annualised salary was £74,925.

Note 8. Director of Commercial Services: This post was a fixed term position until March 2021.  The Officer was seconded to Seven Arches Investment Limited from February 2019 for approximately 37 hours a week.

Note 9. Director of Planning and Economy: The post was re-titled from Director of Strategic Planning in January 2020.

Note 10. Director of Housing and Enforcement: This is a new role established and appointed to in August 2019 on an interim basis, and subsequently on a permanent basis in March 2020.  The annualised salary was £63,096.

Note 11. Director of Environment: The post was retitled from Director of Operations in January 2020.

List 1

Salaries £50,000 p.a. and above (gross) as at 31 March 2021

Senior management

  • Chief Executive, Jonathan Stephenson - £125,000
  • Strategic Director (Deputy Chief Executive), Steve Summers - £81,598
  • Corporate Director of Finance and Resources (Section 151 Officer), Jacqueline van Mellaerts - £79,698
  • Corporate Director of Law and Governance (Monitoring Officer), Amanda Julian - £79,698
  • Corporate Director of Planning & Economy, Philip Drane - £67,805
  • Corporate Director of Housing & Community Safety, Tracey Lilley - £67,805
  • Corporate Director of Environment and Communities, Greg Campbell - £67,805
  • Corporate Director of Digital and Customer Engagement, Sarah Bennett - £67,805

Other

  • Electoral Services Manager - £59,183
  • Corporate Finance Manager - £56,316
  • Environmental Health Manager  - £55,148
  • ICT Manager - £56,316
  • Housing Services Manager - £56,316
  • Partnership Leisure and Funding Manager - £56,316
  • Operations Manager - £53,442
Number of staff whose remuneration was at least £50,000 in brackets of £5,000
  2019/20 2020/21
Remuneration Band Number of Employees Number of Employees
£50,000 - £54,999 6 1
£55,000 - £59,999 3 6
£60,000 - £64,999 0 0
£65,000 + 0 0

 

Costs of temporary, consultant and interim staff which include agency fees totalling more than £50,000 in 2020/21:

  • Senior Planner - DHGV - £123,155
  • Project Lead - DHGV - £104,674
  • Interim Finance Manager - £91,888
  • Environmental Health Officer - £83,822
  • Housing System Manager - £83,040
  • Investment & Asset Management Consultant - £82,983
  • Associate Consultant Planner - £78,541
  • Executive Business Consultant - £77,504
  • Principal Conservation & Urban Design - £68,869
  • Legal consultant - £66,446
  • Senior Planning officer - £59,785
  • Planning enforcement officer - £59,039

 

 

Social housing assets

The Transparency Code 2015 requires the Council to publish information about its Social Housing Assets.

Details of the Council's Social Housing Assets can be viewed and is available to download from the Council's information database DataShare and from February 2021 Brentwood Council Document Library - Transparency Act

Trade union facility time

Brentwood Borough Council recognises the importance of working with Trades Unions to promote good industrial relations and to comply with the principles set out in the Trades Union and Labour Relations (Consolidation) Act 1992 and Trade Union Reform and Employment Rights Act 1993.

Under the Transparency Code 2015, the Council is required to publish information relating to Trade Union Facility Time.

Trade Union facility time: 1st April 2019 – 31 March 2020

Relevant Trade Union officials
Number of employees who were relevant union officials during the relevant period: 1
Full time equivalent employee number 0.045

 

Percentage of time spent on facility time

Percentage of time Number of employees
0% 0
1-50% 1
51-99% 0
100% 0

 

Percentage of pay bill spent on facility time

Total cost of facility time £277
Total pay bill 9,202,991
Percentage of the total pay bill spent on facility time 0.003

 

Paid trade union activities

Time spent on paid trade union activities as a percentage of total paid facility time 0  

Waste contract

Under the Transparency Code 2015, local authorities are required to publish information relating to their existing waste collection contracts.

The Council does not have an external household collection contract, as collections are a service provided by the Council. Information on the Council's contracts for waste disposal can be found in the General Information category in DataShare and from February 2021 Brentwood Council Document Library - Transparency Act

See Waste and Recycling for more information on the Council's refuse and recycling services.