Policies and Procedures

Pay Policy Statement 2026 – 2027

 

1. Introduction and purpose

 

1.1 As a ‘relevant authority’ under Sections 38 to 43 of the Localism Act 2011 (‘the 2011 Act’) we are required under 38 (1) to prepare and make public a pay policy statement. These statements must articulate an authority’s own policies on a range of matters relating to the pay of its workforce, particularly its senior staff (or ‘Chief Officers’) and its lowest paid employees.

 

1.2 Pembrokeshire County Council (PCC) recognises the role of trade unions in consultation and negotiation of pay at local, regional and national levels. PCC supports the National Joint Councils and Joint Negotiating Committees which govern the national agreements concerning pay and conditions of service applicable to all of the employee groups referred to in this pay policy statement.

 

1.3 In accordance with section 40(2) of the 2011 Act, the Welsh Government has issued guidance (pay accountability within local government (opens in a new tab)) that sets out the key policy principles that underpin the pay accountability provisions in the 2011 Act. PCC takes due regard to this guidance in the preparation and approval of the pay policy statement.

 

2. Legislative framework

 

2.1 In determining the pay and remuneration of all its employees, PCC will comply with all relevant employment legislation. This includes:         

a)    The Local Authorities (Standing Orders) (Wales) Regulations 2006

b)    The Equality Act 2010

c)     The Part Time Employment (Prevention of Less Favourable Treatment) Regulations 2000

d)    Agency Workers Regulations 2010

e)    Fixed Term Employees (Prevention of Less Favourable Treatment) regulations 2002, and, where relevant

f)      The Transfer of Undertakings (Protection of Employment) Regulations 2006.

g)    The Local Government Elections (Wales) Act 2021

h)    The Social Partnership and Public Procurement (Wales) Act 2023

 

2.2 With regard to the equal pay requirements contained within the Equality Act, PCC has sought to ensure that there is no unlawful discrimination within its pay structures and that all pay differentials can be objectively justified through the use of a valid job evaluation scheme which directly relates basic pay to the requirements, demands and responsibilities of each role.

 

3. Scope of the Pay Policy

 

3.1 The 2011 Act requires local authorities to develop and make public their pay policy on all aspects of Chief Officer remuneration (including those ceasing to hold office) and in relation to the ‘lowest paid’ in the authority, explaining their policy on the relationship between remuneration for Chief Officers and other groups.

 

3.2 Under section 38(4) of the 2011 Act, a relevant authority’s pay policy statement must include the authority’s policies relating to:

a)    the level and elements of remuneration for each Chief Officer

b)    remuneration of Chief Officers on recruitment

c)     increases and additions to remuneration for each Chief Officer

d)    the use of performance-related pay for Chief Officers

e)    the use of bonuses for Chief Officers

f)      the approach to the payment of Chief Officers on their ceasing to hold office or to be employed by the authority; and

g)    publication of and access to information relating to remuneration of Chief Officers.

 

3.3 The provisions in the 2011 Act which relate to pay policy statements only apply to employees directly appointed and managed by a Council. Employees who are appointed and managed by school governing bodies are therefore not required to be included within the scope of pay policy statements. This reflects the legal position whereby school employees are employed by PCC, but decisions about the appointment and management of such employees are the prerogative of the Head Teacher or Governing Body, as appropriate.

 

4. Broad principles of Pembrokeshire County Council's Pay Policy

 

4.1 Transparency, accountability and value for money

PCC is committed to an open and transparent approach to pay policy to enable the taxpayer to access, understand and assess information on remuneration levels across all groups of council employees. To this end, the following are provided as appendices to this policy: -

a) PCC’s pay scales – NJC for Local Government Services employees (Appendix A)

b) PCC’s pay scales – JNC’s for Local Authorities Chief Executives and Chief Officers (Appendix B)

c) Pay scales for employees subject to the Soulbury Agreement (Appendix C)

d) PCC’s LGPS Discretionary policies published as required under the Local Government Pension Scheme (LGPS) (Amendment) Regulations 2018 (Appendix D)

e) PCC’s Chief Officer Exit Arrangements (Appendix E)

 

Relevant national terms and conditions of service agreements are available to all staff on the Intranet of the HR Division.

 

4.2 Development of Pay and Reward Strategy

4.2.1 The primary aim of a reward strategy is to attract, retain and motivate suitably skilled employees so that PCC can perform at its best. The development of a pay and reward strategy is therefore a matter of striking a balance between setting remuneration at appropriate levels to ensure a sufficient supply of appropriately skilled individuals to fill PCC’s very wide range of positions, whilst also ensuring that the burden on the taxpayer does not become greater than can be fully and objectively justified.

4.2.2  In this context, at the more senior levels, remuneration levels need to be adequate to recruit from a suitably wide pool of talent and to retain suitably skilled and qualified individuals once in post. PCC will often be recruiting for talent in competition with other employers in the public and private sector.

4.2.3  In addition, PCC is one of the major employers in Pembrokeshire. As such, PCC must have regard to its role in improving the economic wellbeing of the people of the county. The availability of good quality employment on reasonable terms and conditions and fair rates of pay has a beneficial effect of the quality of life in the community as well as the local economy. PCC also has a role in setting a benchmark on pay and conditions for other employers in the area for the same reasons.

4.2.4  In designing, developing and reviewing its pay and reward strategy, PCC will seek to balance these factors appropriately to optimise outcomes for the Council as an organisation and for the community it serves, whilst managing pay costs appropriately and maintaining sufficient flexibility to meet future needs.

 

4.3  Job evaluation and pay grades        

4.3.1 Job evaluation is a systematic way of determining the value of a job in relation to other jobs within an organisation. It aims to make a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure and pay equity between jobs.

4.3.2  PCC has applied the concept of job families and role profiles, and the methodology of job family allocation since 2012. The Scheme is Equal Pay compliant.

4.3.3  A Workforce Panel, comprising of Senior Leadership, Human Resources and Trade Union representation meets quarterly to monitor and quality assure technical compliance with the Scheme.

 

4.4  Market pay supplements

4.4.1 The use of a job evaluation scheme enables PCC to set appropriate remuneration levels based on internal job size relativities within the Council. However, from time to time, in exceptional circumstances it may be necessary to take account of the external pay market in order to attract and retain employees with particular experience, skills and qualifications, where these are in short supply.

4.4.2 It is PCC’s policy to ensure that the requirement for any such market pay supplement is objectively justified by reference to clear evidence of relevant market comparators, using reliable data sources. It is PCC’s policy that any such additional payments are kept to a minimum and reviewed regularly so that they can be withdrawn when no longer considered necessary. PCC has a Pay Structure Maintenance Policy which sets out how such pay arrangements are monitored.

 

4.5 Honoraria

4.5.1 There may be occasions when an employee is asked to carry out the full duties of an alternative post or duties additional to those of their substantive post for a period of time. In such circumstances, payments of Acting-Up allowances and Honoraria shall be in line with Section 4 of the Pay Structure Maintenance Policy.

4.5.2 Any honorarium payments to existing Chief Officers shall be approved by the Senior Staff Committee.

 

4.6 Pay and performance

4.6.1 PCC expects high levels of performance from all its employees and has a Performance and Wellbeing appraisal scheme in place to review, evaluate and manage performance on an ongoing basis.

4.6.2  No performance-related pay is currently applicable to any employee group.

 

4.7  Local Government Pension Scheme

4.7.1  Subject to certain eligibility rules, employees are automatically enrolled into the Local Government Pension Scheme (LGPS) on commencement. Employees not eligible for automatic enrolment have the right to opt in to scheme membership. Employees’ contribution rates are set by the LGPS regulations and range from 5.5% to 12.5% of pensionable pay depending on actual salary level. PCC’s employer contribution rate is set by the actuaries appointed by the Dyfed Pension Fund following each triennial fund valuation, and for 2026-27 to 2028-29 this will be 12.5%.

4.7.2  Since 1 November 2017, PCC has provided a ‘Shared Cost AVC’ arrangement as provided under regulation 16 of the LGPS Regulations 2013. Since October 2023 PCC has partnered with My Money Matters Ltd. (previously AVC Wise Ltd) to administer this scheme on our behalf and provide Financial Wellbeing Advice.

4.7.3  Under the LGPS regulations, employing authorities have a number of discretionary powers on which they are required to prepare a written policy statement. PCC’s written policy statement is attached at Appendix D as updated in compliance with Local Government Pension Scheme (LGPS) (Amendment) Regulations 2018.

 

4.8 Other employee benefits

4.8.1 PCC offers staff benefits in line with its statutory obligations and employment good practice, such as expense reimbursement for eye tests for users of display screen equipment at work, and salary sacrifice schemes including childcare vouchers, Cycle to Work and Car Salary Sacrifice Scheme. In 2025 PCC signed up to an employee benefits platform which allows our staff access to a wide range of retail and leisure discounts, alongside wellbeing tools.

 

5. Chief Officer remuneration

 

5.1 Definitions of Chief Officer and pay levels

5.1.1  For the purposes of this statement, ‘Chief Officers’ work within the national conditions of service covered by the JNC for Chief Officers, which fall within the statutory definition of Section 43 of the 2011 Act. In the current structure the following 19.5 posts fall within the definition:

• the Chief Executive appointed under section 54 of the Local Government and Elections (Wales) Act 2021
• the Head of Law and Governance, i.e. the monitoring officer designated under section 5(1) of the 1989 Act
• the statutory and non-statutory Chief Officers (i.e. the 4 Directors of county services) mentioned in section 2(6) and 2(7) of the 1989 Act
• the 14.5 ‘Deputy Chief Officers’ (i.e. the Heads of Service ‘posts’ currently in the structure and one a regional post 50:50 with Carmarthen) mentioned in section 2(8) of the 1989 Act.

The Chief Officer posts within the substantive structure at PCC are detailed in Appendix B.

All other employees, other than a small number covered by national terms and conditions for Soulbury staff work within the national conditions of service covered by the NJC for Local Government Employees. No other posts in the Authority (i.e. Corporate Manager, Soulbury) are in receipt of a remuneration package of more than £100,000).

Remuneration in relation to Chief Officers for the purposes of pay policy statements (as defined in section 43(3) of the 2011 Act) includes:

a. salary (for Chief Officers who are employees) or payment under a contract for services (for Chief Officers who are self-employed).

b. bonuses.

c. charges, fees and allowances.

d. benefits in kind.

e. any increase or enhancement of the Chief Officer’s pension entitlement where that increase is a result of a resolution of the authority, and

f.  any amounts payable on the Chief Officer ceasing to hold office or to be employed by the authority (future severance payments).

 

5.1.2 No bonus or performance-related pay mechanism is applicable to Chief Officers’ pay.

5.1.3 PCC employs Chief Officers under JNC terms and conditions which are incorporated in their contracts. The JNC’s for Chief Officers of Local Authorities negotiates on national (UK) annual cost of living pay increases for this group, and any award of same is determined on this basis. The Authority will therefore pay these as and when determined in accordance with current contractual requirements.

 

5.2  Salaries on appointment

5.2.1 The Welsh Government recommends that in addition to agreeing the parameters for setting the pay of Chief Officers, Full Council should be offered the opportunity to vote on large salary packages which are to be offered in respect of new appointments in accordance with their agreed pay policy statements. The Welsh Ministers consider £100,000 is the right level for that threshold. PCC’s policy and procedures with regard to salaries on appointment are contained within the Constitution ‘Officers’ Section 12. Any salary package[2] in relation to a Chief Officer below £100,000 must be approved by the Senior Staff Committee Section 12.10.1 and any post with a salary package of £100,000 or over must be approved by Council prior to any advertisement.

 

5.3 Additions to salary of Chief Officers

5.3.1 PCC subsidises the cost of lease cars for Chief Officers through a car leasing allowance. The level of the allowance from April 2025 for the Chief Executive and Directors is set at £9,270 per annum and for Heads of Service at £6,494 per annum. Business mileage is reimbursed in accordance with the appropriate rates approved by the HMRC. Other reasonable travel and subsistence expenses incurred by a Chief Officer whilst on PCC business are also reimbursed on production of receipts and in accordance with the Authority’s Travel and Expenses Policy and JNC conditions and local conditions.

5.3.2 The cost of two subscriptions to professional bodies or associations is met by PCC for the Chief Executive and each Director.

5.3.3 The cost of one subscription to a professional body or association is met by the PCC for each Head of Service.   

5.3.4 PCC has a duty to appoint an Acting Returning Officer for specified elections and referendums. The Council’s Chief Executive has been appointed to this role for PCC. The Acting Returning Officer is personally responsible for a wide range of functions related to the conduct of elections and is paid for discharging those responsibilities in accordance with prescribed fees. Such fees are paid separately from basic salary.

5.3.5 PCC’s policy is not to permit an employee occupying any post on its agreed establishment to be paid other than via PCC’s payroll, and it does not operate arrangements designed to minimise the tax payments of individuals.

 

5.4  Severance payments

5.4.1 A local authority is required, by virtue of regulation 7 of the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 to formulate, publish and keep under review the policy that they apply in the exercise of their discretionary powers under Regulations 5 and 6 of those Regulations. PCC’s approach to statutory and discretionary payments on termination of employment of Chief Officers (and all other employees) by reason of redundancy or in the interests of the service, is set out in its policy under the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 at Appendix D.

5.4.2 The Authority maintains separate arrangements on Redeployment, Voluntary Early Retirement, Voluntary Severance Scheme, Settlement Agreements and Redundancy in addition to those prescribed by the Regulations referred to in section 5.4.1 are published internally for staff on our intranet.

5.4.3 In relation to all NJC and Soulbury Staff: delegated authority to award a discretionary compensation payment for redundancy or interests of the efficiency of the service, or a request to waive actuarial reduction of pension costs to the employee, or any other payment under 5.4.2 shall be considered by the appropriate Director and/or Executive and must be constructed as a business case on the standard template provided by Human Resources with the appropriate sign off from the s.151 Officer or Deputy s.151 Officer, the Head of Human Resources or Deputy, and Head of Law or Governance or Deputy.

5.4.4 The Authority will comply with the Welsh Government’s guidance (pay accountability within local government (opens in a new tab) that payments offered to Chief Officers leaving the authority, delivers the best value for money for local taxpayers and sets the right example on restraint. The 2011 Act is intended to bring into the open the approach an authority may take in offering a severance payment to Chief Officers as part of a decision to terminate a contract for any reason. The Chief Officer Exit (Guidance) is appended at Appendix E.

5.4.4.1 In the case of those Chief Officers as prescribed under The Local Authorities (Standing Orders) (Wales) Regulations 2006 Regulation 2 (opens in a new tab); the Senior Staff Committee will make a recommendation to Council.

5.4.4.2 Where the business case relates to those Chief Officers listed under paragraph 5.1.1 (referred to in the Constitution as ‘Deputy Chief Officers’) but do not meet the definition in The Local Authorities (Standing Orders) (Wales) Regulations 2006 Regulation 2, the Senior Staff Committee (SSC) will have delegated authority to consider the business case.

5.4.5 Full Council should be given the opportunity to be appraised of ‘large severance packages’ (defined as those valued at £100,000 or more) for staff leaving the organisation.

5.4.6 All termination pay details for all other employees (including teachers) are published on an annual basis as part of the Statement of Accounts.

5.4.7 The legislation implementing the £95k cap on exit payments came into force on 4 November 2020. However, on 12 February 2021 HM Treasury published a Treasury Direction dis-applying the cap with immediate effect.

 

5.5 The Independent Remuneration Panel for Wales (the ‘Panel’)

5.5.1 Section 143A of the Local Government (Wales) Measure 2011 refers to the Independent Remuneration Panel in Wales (“the IRP”) and sets out their functions in relation to salaries of Heads of Paid Service.  The IRP may make recommendations about any policy in this Pay Policy Statement which relates to the salary of PCC’s Head of Paid Service and any proposed change to the salary of PCC’s Head of Paid Service.  PCC, will, as required, consult the IRP in relation to any change to the salary of the Head of Paid Service which is not commensurate with a change of the salaries of PCC’s other staff, and will have regard to any recommendation received from the IRP when deciding whether to proceed with making the change. 

5.5.2 PCC is required to identify in this pay policy statement whether any such referral has been made to the IRP, and if so, the nature of the referral, the IRP’s decision and the Council’s response. No referral has been made to the IRP during 2025-26.

 

6. Re-employment

6.1 It is not the practice of PCC to re-engage Chief Officers who have retired from PCC’s employment; neither is it the practice of PCC to engage on a permanent basis a Chief Officer who has retired from the employment of another Council.

 

7. Publication

7.1 Upon approval by Full Council, this statement will be published on PCC’s website.

7.2  In addition, for posts where the full-time equivalent pay is at least £60,000 per annum, as required under the Accounts and Audit (Wales) Regulations 2014, the PCC’s Annual Statement of Accounts will include a note setting out the total amount of:

a) Salary, fees or allowances paid to or receivable by the person in the current and previous year.

b) Any bonuses so paid or receivable by the person in the current and previous year.

c) Any sums payable by way of expenses allowance that are chargeable to UK income tax.

d) Any compensation for loss of employment and any other payments connected with termination.

e) Any benefits received that do not fall within the above, and

f) The ratio of the remuneration of the Executive to the median remuneration of all the Authority’s employees (see also section 8.5 below).

 

8.  Pay relativities within PCC

 

8.1 The lowest paid persons employed under a contract of employment with PCC are on Spinal Column Point (SCP) 4 of the pay spine set by the NJC for Local Government Services.  The minimum SCP of the pay spine set by the NJC for Local Government Services is SCP3.

 

8.2 The value of SCP4 from 1 April 2025 is £13.05, as comparators the Living Wage (over 21) rate from 1 April 2026 is £12.71 per hour. The ‘Real’ Living Wage as recommended by the Living Wage Foundation on 22 October 2025, for members to implement by 1 May 2026, was increased by 6.7% to £13.45.

 

8.3 The NJC Pay Settlement for 2025-26 was agreed in July 2025 with pay increased by 3.2%.

 

8.4 The JNC Settlement for 2025-26 for Chief Officers was agreed in July 2025. The Chief Executive 2025-26 settlement was finalised in July 2025. The individual basic salaries of JNC officers within scope and the Chief Executive pay increased by 3.2%.

 

8.5 The statutory guidance under the Localism Act recommends the use of pay multiples as a means of measuring the relationship between pay rates across the workforce and that of senior managers, as included within the Hutton ‘Review of Fair Pay in the Public Sector’ (2010). The Hutton report was asked by Government to explore the case for a fixed limit on dispersion of pay through a requirement that no public sector manager can earn more than 20 times the lowest paid person in the organisation. The Report concluded that the relationship to median earnings was a more relevant measure and the Government’s Code of Recommended Practice on Data Transparency (opens in a new tab) recommends publication of the ratio between the highest paid salary and the median average salary of the whole of PCC’s workforce.

 

8.6 The current pay arrangements within PCC define the multiple between the lowest paid employee (full time equivalent) and the salary level for the post of Chief Executive and the average Chief Officer. The figures exclude apprenticeship contracts or those on government schemes within the definition of lowest paid persons.

Pay differential between the average of Chief Officers pay and the lowest paid full-time equivalent employee

•  Average Chief Officer Salary - £107,525.63
• Lowest FTE Salary - £ 25,185.00
• Pay Multiple  - 4.27

 

Pay differential between the average of Chief Officers pay and the average pay for a full-time equivalent employee

• Average Chief Officer Salary - £107,525.63
• Average Salary - £ 29,713.33
• Pay Multiple  - 3.62

 

Pay differential between the median of Chief Officers pay and the median pay for a full-time equivalent employee

• Median Chief Officer Salary - £100,867.00
• Median Salary - £ 25,989.00
• Pay Multiple - 3.88

 

Pay differential between Chief Executive pay and the lowest paid full-time equivalent employee

• Chief Executive  - £159,645.00
• Lowest FTE Salary - £25,185.00
• Pay Multiple  - 6.34

 

Pay differential between Chief Executive pay and the average pay for a full-time equivalent employee

• Chief Executive  - £159,645.00
• Average Salary - £ 29,713.33
• Pay Multiple  - 5.37

 

Pay differential between Chief Executive pay and the median pay for a full-time equivalent employee

• Chief Executive  - £159,645.00
• Median Salary - £ 25,989.00
• Pay Multiple - 6.14

 

8.7  As part of its overall and ongoing monitoring of alignment with external pay markets, both within and outside the sector, PCC will use available benchmark information as appropriate.

 

9. Reviewing the Policy

This policy outlines the current position in respect of pay and reward within PCC and it will be reviewed at least annually to ensure that it meets the principles of fairness, equality, accountability and value for money for the citizens of Pembrokeshire.

 



Appendix A

 

Pembrokeshire County Council pay scales applicable to employees covered by the NJC for Local Government Services as of 1 April 2026.

• SCP - Deleted 1 April 2023
• SCP - Deleted 1 April 2026
• SCP - Deleted 1 April 2026

 

Grade	SCP	per annum	per hour	Employees Pension Contribution %
2	4	£25,185.00	£13.05	5.8
3	5	£25,583.00	£13.26	5.8
4	6	£25,989.00	£13.47	5.8
4	7	£26,403.00	£13.69	5.8
5	8	£26,824.00	£13.90	5.8
5	9	£27,254.00	£14.13	5.8
5	10	£27,694.00	£14.35	5.8
6	11	£28,142.00	£14.59	6.5
6	12	£28,598.00	£14.82	6.5
6	14	£29,540.00	£15.31	6.5
6	15	£30,024.00	£15.56	6.5
6	17	£31,022.00	£16.08	6.5
7	19	£32,061.00	£16.62	6.5
7	20	£32,597.00	£16.90	6.5
7	22	£33,699.00	£17.47	6.5
7	23	£34,434.00	£17.85	6.5
7	24	£35,412.00	£18.35	6.5
8	25	£36,363.00	£18.85	6.5
8	26	£37,280.00	£19.32	6.5
8	27	£38,220.00	£19.81	6.5
8	28	£39,152.00	£20.29	6.5
8	29	£39,862.00	£20.66	6.5
8	30	£40,777.00	£21.14	6.5
9	31	£41,771.00	£21.65	6.5
9	32	£42,839.00	£22.22	6.5
9	33	£44,075.00	£22.85	6.5
9	34	£45,091.00	£23.37	6.5
9	35	£46,142.00	£23.92	6.8
10	36	£47,181.00	£24.46	6.8
10	37	£48,226.00	£25.00	6.8
10	38	£49,282.00	£25.54	6.8
10	39	£50,269.00	£26.06	6.8
11	40	£51,356.00	£26.62	6.8
11	41	£52,413.00	£27.17	6.8
11	42	£53,460.00	£27.71	6.8
11	43	£54,495.00	£28.25	6.8
12	44	£55,552.00	£28.79	6.8
12	45	£56,660.00	£29.37	6.8
12	46	£57,733.00	£29.92	8.5
CM	57	£69,800.00	£36.18	8.5
CM	59	£71,993.00	£37.32	8.5
CM	61	£74,183.00	£38.45	8.5
CM	62	£75,277.00	£39.02	8.5
CM	63	£76,373.00	£39.59	8.5

 

 

Notes: hourly rate calculated by dividing annual salary by 52.143 weeks (which is 365 days divided by 7) and then divided by 37 hours (the standard working week)

• SCP 13, 16, 18, 21 are currently not in use.

 

 

Appendix B

 

Pembrokeshire County Council pay scales applicable to the post of Chief Executive and JNC Chief Officers as of 1 April 2026.

 

Chief Executive

• £159,645
• Employees’ Pension Contribution is 11.4%

 Directors

• Increment 1 - £127,844
• Increment 2 - £130,993
• Increment 3 - £134,132
• Increment 4 - £137,281
• Increment 5 - £140,416
• Employees’ Pension Contribution is 10.5%

 

Heads of Service

 

Band	Increment 1	Increment 2	Increment 3	Increment 4	Increment 5
Band 1	£111,123	£113,849	£116,573	£119,302	£122,023
Band 2	£100,867	£103,333	£105,798	£108,272	£110,738
Band 3	£91,885	£94,127	£96,372	£98,616	£100,867
Band 4	£85,478	£87,555	£89,637	£91,725	£93,810
Band 5	£79,059	£80,983	£82,908	£84,828	£86,755
Band 6	£72,645	£74,411	£76,177	£77,939	£79,695

 

Notes:

1. The figures shown reflect the 2025-26 national pay awards.
2. The individual basic salaries of all officers within scope of the JNC for Chief Officers of local authorities increased by 3.2% with effect from 1 April 2025. (Agreement reached on the 23 July 2025).
3. JNC Chief Executives 2025 pay award of 3.2% with effect from 1 April 2025. (Agreement reached on the 22 July 2025).
4. The Chief Officer salary bands 1, 4, 5 and 6 are not currently in use
5. As Chief Officer salary bands 1, 4, 5 and 6 are not currently in use the Employees’ Pension Contribution for Heads of Service is 9.9%.
6. In post are 1 CEO, 4 Directors, 14.5 Chief Officers
7. The gender split at JNC Chief Officer level is 10 female, 10 male.

 

 

 

No	Gender	Band	Title
1	M	C. Exec	Chief Executive
2	M	Director	Assistant Chief Executive / Director of Place
3	M	Director	Director of Resources
4	M	Director	Director of Social Services & Housing
5	M	Director	Director for Education
6	F	2 (50%)	Head of Strategic Joint Commissioning (50:50 Carmarthenshire & Pembrokeshire)
7	F	2	Head of Law and Governance
8	M	3	Head of Engagement, Performance & Community
9	F	3	Head of Transport & Environment
10	M	3	Head of Education Improvement & Commissioning
11	F	3	Head of Adult Care
12	M	3	Head of I.C.T.
13	M	3	Head of Children's Services
14	M	3	Head of Culture, Leisure & School Modernisation
15	F	3	Head of Planning
16	F	3	Head of Human Resources
17	F	3	Head of Resources & Procurement
18	F	3	Head of Housing & Public Protection
19	F	3	Head of Finance & Revenue Services
20	F	3	Head of Property

 

 

Appendix C

 

National pay scales for posts within the scope of the Soulbury Agreement

 

October 2025

The National Employers have made an offer to the Soulbury Officers’ Side for 2025 (opens in a new tab) which is a 3.2 per cent pay increase on all pay and allowances with a proposed effective date of 1 September 2025. This offer has now been agreed.

 

In addition to the SCP Structured Professional Assessment (SPA) points are awarded in line with the Soulbury Committee ‘Blue Book’ s.7 Appendix D (opens in a new tab). The SPA system creates the potential for each officer’s normal individual pay scale to be extended by up to three further points.

 

LGA Soulbury Officers Pay Table 2025 (opens in a new tab)

 

Educational Improvement Professionals

We currently have the following posts on this scale:

• Early Years and those advising on additional needs: 9-12
• Specialist Advisor: 9-12
• Welsh Language Development: 12-15
• HWB transformation: 12-18
• Improvement Advisors: 20-23
• Senior Improvement Advisor: 26-29

 

Trainee Educational Psychologists

We currently do not have any employees on this scale

 

Assistant Educational Psychologists

We are currently using SCP range 2-5

 

Educational psychologists - Scale A

We are currently using Scale A: 2-7

 

Senior and principal educational psychologists

We are currently using SCP range 2-7 and 5-9

 

Soulbury report amendment

Paragraph 4.6 of the Soulbury Report has been amended in the 2024 edition to state that main scale educational psychologists are awarded an allowance equivalent to one additional incremental point on Scale A for the duration of supervising assistant educational psychologists as well as for supervising trainee educational psychologists.