Pay multiple
Annual Pay Policy Statement
As a local authority, we are required to produce a Pay Policy Statement under the Localism Act 2011.
Our policy on pay dispersion
The relationship between the remuneration of chief officers and other staff (Pay Multiple) is published within our current pay policy statement. As well as the narrative contained in the policy.
Pay multiple 2024/25
Relationship between the highest and lowest paid employees
Our definition of our ‘lowest paid’, are employees on Grade 1, SCP 2 who currently receive £22,366pa, or on a pro-rata basis if they work for less than 37 hours per week. This definition does not include those working as apprentices who are paid in compliance with the National Minimum Wage guidelines
The current pay levels define the multiple between the lowest paid (full time equivalent) employee and the [Chief Executive] as [1:9] and between the lowest paid employee and average chief officer as [1:5]. The multiple between the median (average) full time equivalent earnings and the [Chief Executive] is [1:6] and between the median (average) full time equivalent earnings and average chief officer is [1:4].
Note - The Hutton report on Fair Pay in the public sector was asked to explore the case for a fixed limit on pay dispersion in the public sector, through a requirement that no public sector manager can earn more than 20 times the lowest paid person in the organisation. There are advantages and disadvantages of using a maximum pay multiple. The Hutton Report concluded that the most appropriate metric is top to median earnings.
Please note: Multiple or ratio rounded up or down where applicable.