Policies and Procedures

Pay Policy Statement 2022 - 2023

Pembrokeshire County Council: Pay Policy Statement

Document Control No: 071

Publication agreed by Council 3rd March 2022

Reviewed annually

 

1.   Introduction and Purpose

1.1  As a ‘relevant authority’ under Sections 38 to 43 of the Localism Act 2011 (‘the Act’) we are required under 38 (1) to prepare 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  The Council recognises the role of trade unions in consultation and negotiation of pay at local, regional and national levels. The Council supports the National Joint Councils and Joint Negotiating Committees which govern the national agreements concerning pay and conditions of service which are applicable to all of the employee groups referred to in this pay policy statement.

 

2.   Legislative framework

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

a)    The Localism Act 2011

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

c)     The Equality Act 2010

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

e)    Agency Workers Regulations 2010

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

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

 

2.2  With regard to the equal pay requirements contained within the Equality Act, the Council 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 Localism Act 2011 requires local authorities to develop and make public their pay policy on all aspects of chief officer remuneration (including on ceasing to hold office) and also 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 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 under 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 Localism Act 2011 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 the Council, 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 the Council’s Pay Policy

4.1  Transparency, accountability and value for money

The Council is committed to an open and transparent approach to pay policy which will enable the tax payer 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)    Pembrokeshire County Council pay scales – NJC for Local Government Services employees (Appendix A)

b)    Pembrokeshire County Council 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)    Pembrokeshire County Council’s LGPS Discretionary policies published as required under the Local Government Pension Scheme (LGPS) (Amendment) Regulations 2018 (Appendix D)

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 the Council 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 the Council’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, it needs to be recognised that at the more senior levels, remuneration levels need to be adequate to recruit from a suitably wide pool of talent (which will ideally include people from the private as well as the public sector, and from outside as well as within Wales) and to retain suitably skilled and qualified individuals once in post. It must be recognised that the Council will often be recruiting for talent in competition with other employers in the public and private sector.

4.2.3       In addition, the Council is the major employer in Pembrokeshire. As such, the Council 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. The Council 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, the Council will seek to balance these factors appropriately to optimise outcomes for the Council as an organisation and also 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 / worth 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       The Council applies the concept of job families and role profiles, and the methodology of job family allocation. The Scheme is Equal Pay compliant.  

 

4.4   Market pay supplements

4.4.1       The use of a job evaluation scheme enables the Council 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 the Council’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 the Council’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. The Council has a Pay Structure Maintenance Policy which set 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 which are 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 in relation to chief officers shall be approved by the Senior Staff Committee.

 

4.6  Pay and performance

4.6.1       The Council 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. The Council’s employer contribution rate is set by the actuaries appointed by the Dyfed Pension Fund following each triennial fund valuation.

4.7.2       The Council has since November 1st 2017 provided a ‘Shared Cost AVC’ arrangement as provided under regulation 16 of the LGPS Regulations 2013.

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. Pembrokeshire County Council’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       The Council 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 and Cycle to Work and Car Salary Sacrifice Scheme. In 2020 we signed up to an employee benefits platform which allows our staff access to a wide range of retail and leisure discounts.

 

5.   Chief Officer remuneration

5.1     Definitions of Chief Officer and Pay Levels

5.1.1  For the purposes of this statement, ‘chief officers’ are as defined within section 43 of the Localism Act. In the current structure the following 18 posts that fall within the definition are as follows:-

·       the head of paid service (i.e. the chief executive);

·       the Interim head of legal and monitoring officer;

·       the statutory and non-statutory chief officers (i.e. the 4 directors of county services);

·       the 12 ‘deputy chief officers (i.e. the heads of service ‘posts’ currently in the structure

The gender split at JNC Chief Officer tier is 3 female,15 male.

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 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

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   The Council 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. Chief Officers employed under JNC terms and conditions are contractually entitled to any national JNC determined pay rises and 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. The Council’s policy and procedures with regard to salaries on appointment are contained within the Governance Arrangements - Officers as set out in Part 2 (Section 10, Part 4.1) of the Constitution. Any salary package[1] in relation to a chief officer below £100,000 must be approved by the Senior Staff Committee and any post with a salary package of £100,000 or over must be first approved by Council prior to any advertisement.

 

5.3     Additions to Salary of Chief Officers

5.3.1   The Council subsidises the cost of lease cars for chief officers through a car leasing allowance. The level of the allowance from April 2021-22 for the chief executive and directors is set at £8,309 per annum and for heads of service at £5,820 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 Council business are also reimbursed on production of receipts and in accordance with JNC conditions and local conditions.

5.3.2   The cost of two subscriptions to professional bodies or associations is met by the Council 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 Council for each head of service.          

5.3.4   The Council 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 Pembrokeshire. 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   The Council’s policy is not to permit an employee occupying any post on its agreed establishment to be paid other than via the Council’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. The Council’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. Please refer to 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 at 5.4.1 published internally for staff on our intranet.

5.4.3   The Authority will comply with the Welsh Government’s guidance that Full Council should be given the opportunity to vote before ‘large severance packages’ (defined as those valued at £100,000 or more) are approved for staff leaving the organisation, taking into consideration any statutory or contractual entitlements due to the employee and the consequences of a non-approval by Council, in which failure to fulfil statutory or contractual obligations may enable the employee to claim damages for breach of contract.

5.4.4    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. The Government has stated that the cap will be reintroduced.

 

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 the Council’s head of paid service and any proposed change to the salary of the Council’s Head of Paid Service.  The Council, 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 the Council’s other staff, and will have regard to any recommendation received from the IRP when deciding whether to proceed with making the change. 

The Council 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 2021/2022.

The Welsh Government issued amended guidance to the Panel which can be found at Amended WG Guidance. This sets the basis on which the Panel will carry out the function contained in the legislation.

 

6.   Publication

6.1           Upon approval by full Council, this statement will be published on the Council’s website.

6.2           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 Council’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 chief executive to the median remuneration of all the Authority’s employees (see also clause 7.5 below).

 

7. Pay relativities within the Council

7.1           The lowest paid persons employed under a contract of employment with the Council are employed in accordance with the minimum spinal column point (spinal column point 1) of the pay spine set by the NJC for Local Government Services. The value of spinal column point from 1 April 1st 2022 will be   £9.50[2], as comparators the current Living Wage ( over 23s ) rate from April 1st 2022 will be £9.50 per hour, The Foundation Living Wage as of November 2021 is £9.90.

7.2           The NJC Settlements for 2021/22 are yet to be finalised, a Trade Union NJC pay claim was tabled on 15th February 2021 for 10%, seeking to make up ground on austerity and citing local government sector as the lowest paid in the public sector, a number of additional uplifts in terms and conditions are put forward in a separate claim. We are currently awaiting outcome of the final Trade Union ballot.[3]

7.3           The JNC Settlements for 2021/22 for Chief Officers and the Chief Executives were settled at 1.5% in February 2022.

7.4           The relationship between the rate of pay for the lowest paid and chief officers is determined by the processes used for determining pay and grading structures as set out in this pay policy statement.

7.5           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[4] recommends publication of the ratio between the highest paid salary and the median average salary of the whole of the Authority’s workforce.

7.6           The current pay arrangements within the Council 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 apprentices, teachers and other employees appointed and managed by schools.

 

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

·       Average Chief Officer Salary - £98,103.69

·       Lowest FTE Salary - £17,842

·       Pay Multiple - 5.50

 

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

·       Average Chief Officer Salary - £98,103.69

·       Average Salary - £25,523

·       Pay Multiple - 3.85

 

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

·       Median Chief Officer Salary - £92,457

·       Median Salary - £20,092

·       Pay Multiple - 4.61

 

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

·       C. Exec - £143,893

·       Lowest FTE Salary - £17,842

·       Pay Multiple  - 8.07

 

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

·       C. Exec - £143,893

·       Average Salary - £25,523

·       Pay Multiple - 5.64

 

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

·       C. Exec - £143,893

·       Median Salary - £25,523

·       Pay Multiple - 5.64

 

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

 

8. Accountability and Decision Making

8.1           Within the Constitution of the Council, the setting of salary grades in relation to chief officers is determined by the Senior Staff Committee for posts below £100k per annum, with Council determining salaries of £100k or over per annum. Other terms and conditions for chief officers are determined by the Senior Staff Committee, subject to Council approval.

8.2           The Senior Staff Committee has a role in ensuring that JNC Officers have appropriate performance management frameworks in place.

 

9. Re-employment

9.1     It is not the practice of the Council to re-engage chief officers who have retired from the Council’s employment; neither is it the practice of the Council to engage on a permanent basis chief officers who have retired from the employment of another Council.

 

10. Reviewing the Policy

10.1   This policy outlines the current position in respect of pay and reward within the Council 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 at 01.04.2021

2021 Pay Review discussions concluded 4th March 2022 ref. paragraph s.7.1 scales updated since 3rd Council Meeting;

 

NJC rates from April 2021

Grade

SCP

Full Time Salary 2021

Full Time Hourly Rate

Pension %

2

1

18,333

9.50

5.8

3

2

18,516

9.60

5.8

3

3

18,887

9.79

5.8

4

4

19,264

9.99

5.8

4

5

19,650

10.19

5.8

4

6

20,043

10.39

5.8

5

7

20,444

10.60

5.8

5

8

20,852

10.81

5.8

5

9

21,269

11.02

5.8

5

10

21,695

11.25

5.8

6

11

22,129

11.47

5.8

6

12

22,571

11.70

5.8

6

14

23,484

12.17

6.5

6

15

23,953

12.42

6.5

6

17

24,920

12.92

6.5

7

19

25,927

13.44

6.5

7

20

26,446

13.71

6.5

7

22

27,514

14.26

6.5

7

23

28,226

14.63

6.5

7

24

29,174

15.12

6.5

8

25

30,095

15.60

6.5

8

26

30,984

16.06

6.5

8

27

31,895

16.53

6.5

8

28

32,798

17.00

6.5

8

29

33,486

17.36

6.5

8

30

34,373

17.82

6.5

9

31

35,336

18.32

6.5

9

32

36,371

18.85

6.5

9

33

37,568

19.47

6.8

9

34

38,553

19.98

6.8

9

35

39,571

20.51

6.8

10

36

40,578

21.03

6.8

10

37

41,591

21.56

6.8

10

38

42,614

22.09

6.8

10

39

43,570

22.58

6.8

11

40

44,625

23.13

6.8

11

41

45,648

23.66

6.8

11

42

46,662

24.19

6.8

11

43

47,665

24.71

8.5

12

44

48,629

25.21

8.5

12

45

49,637

25.73

8.5

12

46

50,614

26.23

8.5

CM

57

61,596

31.93

8.5

CM

59

63,591

32.96

8.5

CM

61

65,584

33.99

8.5

CM

62

66,580

34.51

9.9

CM

63

67,578

35.03

9.9

 

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 at pay review 01.04.2021-31.03.22

 

Chief Executive

143,893

 

Directors

Increment 1

Increment 2

Increment 3

Increment 4

Increment 5

114,845

117,845

120,588

123,465

126,329

 

 

Heads of Service

Increment 1

Increment 2

Increment 3

Increment 4

Increment 5

Band 1

99,572

102,062

104,550

107,043

109,529

Band 2

90,205

92,456

94,708

96,968

99,220

Band 3

82,000

84,048

86,048

88,149

90,205

Band 4

76,148

78,046

79,947

81,854

83,759

Band 5

70,285

72,043

73,801

75,555

77,314

Band 6

64,427

66,040

67,652

69,263

70,866

 

Notes:

1.     The figures shown reflect the 2021-22 national pay award of 1.5% for chief executives and chief officers + 1.5 % agreed 8th February 2022

2.     The chief officer salary band 1, band 4, band 5 and band 6 are not currently in use.

3.     In post are 1 CEO, 5 Directors; 12 Chief Officers

 

 

No.

Band

Title

1

C. Exec

Chief Executive

2

Director

Director of Resources

3

Director

Director of Social Services & Housing

4

Director

Director of Community Services

5

Director

Director for Education

6

Director

Assistant Chief Executive ( from 6th April )

7

Band 2

Head of Infrastructure

8

2

Head of Strategic Joint Commissioning (Carms & Pembs)

9

2

Head of Economic Development & Regeneration

10

2

Interim Head of Legal and Monitoring Officer

11

2

Head of HR (on secondment to Partnerieth)

12

Band 3

Head of Engagement, Performance & Community

13

3

Head of Education Improvement and Commissioning

14

3

Head of Adult Care

15

3

Head of I.C.T.

16

3

Head of Children's Services

17

3

Head of Culture Leisure & Registration Services

18

3

Head of Procurement & Customer Services

 


 

 

Appendix C

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

Soulbury Committee has reached an agreement on a pay award for 2021, which is as follows:

  • an increase of 1.75 per cent on all pay points on the Educational Improvement Professionals' pay spine, Young People's/Community Service Managers’ pay spine and Educational Psychologists’ pay spines on 1 September 2021 (to be backdated)

Education Improvement Professionals

SCP

01.09.20

01.09.21

1

36419

37056

2

37723

38383

3

38955

39637

4

40203

40907

5

41443

42168

6

42684

43431

7

43988

44758

8

45243*

46035*

9

46705

47522

10

48009

48849

11

49295

50158

12

50541

51425

13

51951**

52860**

14

53209

54140

15

54598

55553

16

55854

56831

17

57114

58113

18

58350

59371

19

59625

60668

20

60283***

61338***

21

61549

62626

22

62653

63749

23

63867

64985

24

64956

66093

25

66121

67278

26

67257

68434

27

68419

69616

28

69597

70815

29

70777

72016

30

71956

73215

31

73124

74404

32

74311

75611

33

75498

76819

34

76714

78056

35

77927

79291

36

79174

80560

37

80402

81809

38

81642

83071

39

82866

84316

40

84089

85561

41

85318

86811

42

86546

88061

43

87773

89309

44

89006

90564

45

90236

91815

46

91468

93069

47

92705

94327

48

93930****

95574****

49

95160****

96825****

50

96392****

98079****

 

Notes to Educational Improvement Professionals above

Salary scales to consist of not more than four consecutive points based on the duties and responsibilities attaching to posts and the need to recruit and motivate staff.

*normal minimum point for EIP undertaking the full range of duties at this level.

**normal minimum point for senior EIP undertaking the full range of duties at this level.

***normal minimum point for leading EIP undertaking the full range of duties at this level.

****extension to range to accommodate structured professional assessments.

 


 Trainee educational psychologists

SCP

01.09.20

01.09.21

1

24541

24970

2

26337

26798

3

28131

28623

4

29929

30453

5

31724

32279

6

33520

34107

 

 

 

 

 

 

 

 

Assistant educational psychologists

SCP

01.09.20

01.09.21

1

30166

30694

2

31399

31948

3

32630

33201

4

33856

34448

 

 

 

 

 

 

 

 Educational psychologists - Scale A

SCP

01.09.20

01.09.21

1

38197

38865

2

40136

40838

3

42075

42811

4

44012

44782

5

45951

46755

6

47889

48727

7

49714

50584

8

51538

52440

9

53247*

54179*

10

54959*

55921*

11

56554*

57544*

 

 


 

 

 

 

 

 

 

 

 

 

Notes to educational psychologists - Scale A above

Salary scales to consist of six consecutive points based on the duties and responsibilities attaching to posts and the need to recruit retain and motivate staff.

*Extension to scale to accommodate structured professional assessment points.

 

 

Senior and principal educational psychologists

SCP

01.09.20

01.09.21

1

47889

48727

2

49714

50584

3

51538*

52440*

4

53247

54179

5

54959

55921

6

56554

57544

7

57209

58210

8

58433

59456

9

59646

60690

10

60880

61945

11

62090

63177

12

63323

64431

13

64577

65707

14

65790**

66941**

15

67061**

68235**

16

68318**

69514**

17

69585**

70803**

18

70850**

72090**

 

 
Notes to Senior and Principal Educational Psychologists above

Salary scales to consist of not more than four consecutive points based on the duties and responsibilities attaching to posts and the need to recruit retain and motivate staff.

*Normal minimum point for the principal educational psychologist undertaking the full range of duties at this level.

**Extension to range to accommodate discretionary scale points and structured professional assessments

 

 

Appendix D

Local Government (Early Termination of Employment)

(Discretionary Compensation) (England and Wales) Regulations 2006 (as amended)

Discretionary policies in relation to employees of an employing authority that is defined under regulation 2 of The Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 (as amended).

 

Employer Discretion

Regulation

Policy

To base redundancy payments on an actual weeks pay where this exceeds the statutory weeks’ pay limit.

 

5*

To be based on an actual week’s pay.

To award lump sum compensation of up to 104 weeks’ pay in cases of redundancy, termination of employment on efficiency grounds, or cessation of a joint appointment.

 

6*

To exercise this discretion by reference to the statutory age/length of service criteria multiplied by a factor of 2.5 (i.e. maximum payment equivalent to 75 weeks’ pay).

 

 

 



[1] ‘Salary package’ in this context means the gross salary of the post (at the top point of the relevant grade), plus the value of contractual allowances payable by the authority to the employee, the authority’s contribution to the employee’s pension, and any benefits in kind to which the employee is entitled as a result of their employment.

[2] NJC pay negotiations were not finalised at time of writing; £9.50 is an interim agreement for SCP1

[3] Pay settlement agreed March 4th 2022 – as amended in Appendix 1

ID: 8868, revised 06/07/2022
Print