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

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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.

Table 1  

Remuneration Paid to the Council's Senior Employees 2019/20

PostNoteSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficeEmployer’s Pension contributionTotal
  £££££££
Chief Executive until June 2019115,34900056,4042,68674,439
Acting Chief Executive  June-Nov 201919,30100002,19411,495
Chief Executive from November 2019148,51600008,29656,812
Chief Operating Officer274,925000012,20987,134
Head of Legal Services and Monitoring Officer331,5805,0000094,1186,209136,907
Interim Head of Legal Services and Monitoring Officer45,412000005,412
Director of Law and Governance (Monitoring Officer)55,82200009966,818
Interim Chief Finance Officer (Section 151 Officer)613,78700002,35816,145
Director of Corporate Resources (Section 151 Officer)762,561000010,69873,259
Director of Commercial Services880,000000013,68093,680
Director of Planning & Economy963,096000010,78973.885
Director of Housing & Enforcement1037,96200006,49244,454
Director of Environment1161,408000010,50171,909
Total 509,7195,00000150,52287,108752,349

 

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 retitled 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 2020

Senior Management

  • Chief Executive, Jonathan Stephenson - £125,000
  • Chief Operating Officer, Steve Summers - £74,925
  • Director of Corporate Resources (Section 151 Officer), Jacqueline van Mellaerts - £74,925
  • Director of Law and Governance (Monitoring Officer), Amanda Julian - £70,836
  • Director of Commercial Services, Christopher Leslie - £80,000
  • Director of Planning & Economy, Philip Drane - £63,096
  • Director of Housing & Enforcement, Tracey Lilley - £63,096
  • Director of Environment, Greg Campbell - £61,408

Other

  • Electoral Services Manager - £58,023
  • Corporate Finance Manager - £53,523
  • Environmental Health Manager  - £54,177
  • ICT Manager - £53,523
  • Housing Services Manager - £53,523
  • Partnership Leisure and Funding Manager - £53,523
  • Operations Manager - £52,394

Number of staff whose remuneration was at least £50,000 in brackets of £5,000

 2018/192019/20
Remuneration BandNumber of EmployeesNumber of Employees
£50,000 - £54,99956
£55,000 - £59,99933
£60,000 - £64,99900
£65,000 +00

 

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 2020-21

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

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

 

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.

Table 1  

Remuneration Paid to the Council's Senior Employees 2019/20

PostNoteSalary, Fees and AllowancesBonusesBenefits in KindExpenses AllowanceCompensation for loss of OfficeEmployer’s Pension contributionTotal
  £££££££
Chief Executive until June 2019115,34900056,4042,68674,439
Acting Chief Executive  June-Nov 201919,30100002,19411,495
Chief Executive from November 2019148,51600008,29656,812
Chief Operating Officer274,925000012,20987,134
Head of Legal Services and Monitoring Officer331,5805,0000094,1186,209136,907
Interim Head of Legal Services and Monitoring Officer45,412000005,412
Director of Law and Governance (Monitoring Officer)55,82200009966,818
Interim Chief Finance Officer (Section 151 Officer)613,78700002,35816,145
Director of Corporate Resources (Section 151 Officer)762,561000010,69873,259
Director of Commercial Services880,000000013,68093,680
Director of Planning & Economy963,096000010,78973.885
Director of Housing & Enforcement1037,96200006,49244,454
Director of Environment1161,408000010,50171,909
Total 509,7195,00000150,52287,108752,349

 

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 retitled 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 2020

Senior Management

  • Chief Executive, Jonathan Stephenson - £125,000
  • Chief Operating Officer, Steve Summers - £74,925
  • Director of Corporate Resources (Section 151 Officer), Jacqueline van Mellaerts - £74,925
  • Director of Law and Governance (Monitoring Officer), Amanda Julian - £70,836
  • Director of Commercial Services, Christopher Leslie - £80,000
  • Director of Planning & Economy, Philip Drane - £63,096
  • Director of Housing & Enforcement, Tracey Lilley - £63,096
  • Director of Environment, Greg Campbell - £61,408

Other

  • Electoral Services Manager - £58,023
  • Corporate Finance Manager - £53,523
  • Environmental Health Manager  - £54,177
  • ICT Manager - £53,523
  • Housing Services Manager - £53,523
  • Partnership Leisure and Funding Manager - £53,523
  • Operations Manager - £52,394

Number of staff whose remuneration was at least £50,000 in brackets of £5,000

 2018/192019/20
Remuneration BandNumber of EmployeesNumber of Employees
£50,000 - £54,99956
£55,000 - £59,99933
£60,000 - £64,99900
£65,000 +00

 

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 2020-21

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

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