Our employment terms
Find out what it's like to work for us, including pay scales and what we expect from employees
Our pay and salary scales
Current salary information for all pay grades is set out in separate tables.
Arrangements for paying staff
Your contract will specify when you will be paid and how often. You will need to provide details of your bank account so we can arrange for you to be paid directly.
The Pay Policy Statement sets out the Council's policies relating to the pay of its workforce excluding school-based employees.
Pay Policy Statement 1 April 2020 – 31 March 2021
The Pay Policy Statement sets out the Council’s policy relating to the pay of its workforce excluding school-based employees.
2. Scope and Definitions
Where this policy refers to senior executives, this means the Chief Executive, Directors, Deputy Directors and the Monitoring Officer. Where the policy refers to the Council’s lowest-paid staff, this means those that are paid on the lowest established grade and scale point i.e. Bexley 01, point 03. This reflects the lowest salary payable under the Council’s job evaluation scheme and grading structure.
3. Pay and Grading Structure
The Council will determine the appropriate grade for each job in accordance with either the Greater London Provincial Council (GLPC) Job Evaluation Scheme or the Hay Job Evaluation Scheme depending upon the job requirements and the level of responsibility of its employees within the organisation. The GLPC scheme considers posts graded Bexley 01 - 09 and the Hay scheme is used for posts graded Bexley 10-27.
The salary on which staff will be paid will be the rate taken from a salary scale consisting of 27 Bexley grades covering the majority of staff.
Separate Hay salary scales apply to grades within Legal, Valuers and Children’s Services where rates have been enhanced to attract and retain key staff. These scales are reviewed regularly.
The Council employs a small number of staff on other grades and terms and conditions of employment. These include Soulbury and Youth and Community workers, and staff who have retained their terms and conditions following transfers into the authority, for example, staff on NHS terms and conditions. A small number of staff are employed centrally on Teachers’ terms and conditions.
The scale point within a grade on which an individual will be appointed
4. Annual Pay Reviews
Bexley grades will be reviewed annually as follows:
Hay Grades (including senior executives)
Hay pay will be reviewed annually by Public Cabinet taking account of the following factors below:
- the Government's assumptions about pay built into Revenue Support Grant calculations;
- the National Joint Council for Local Government Services settlement;
- the annual salary movements within Hay's Remuneration Comparison;
- the Retail Price Index.
Any increases in grade rates are payable from 1 July each year. Any annual award will be at least equal to the level of the lowest of the above four indicators.
Non-Hay Grades (including lowest paid)
Staff employed at Bexley grades 01 to 09, are employed in accordance with the National Collective Agreement on Pay and Conditions of Service of the National Joint Council for Local Government Services (NJC).
Annual pay awards are reviewed nationally each year and reflect a number of considerations including:
- Ability to pay
- Inflation levels
- The ‘going rate’ of other pay awards
- Recruitment and retention issues.
Similar considerations apply to staff employed under Soulbury, Youth and Community, and Centrally Appointed Teachers terms and conditions and whose pay is determined by national collective agreement
Pay for non-Hay staff will be determined nationally and any increase will be payable with effect either from 1 April (NJC) or 1 September (for Soulbury, Youth and Centrally Appointed Teachers).
Where staff have transferred to the Council under TUPE, and their overall terms and conditions are more favourable than comparative Council rates the transferred terms will remain in place with salary rates fixed at the point of transfer. At the point where the Council’s comparative pay and terms and conditions are no less favourable then the transferred terms, staff transferred under TUPE are offered the opportunity to move to Council terms. terms.
5. Performance Related Pay - Incremental progression and bonus payment
The Council’s appraisal and performance-related pay arrangements are contained in the Bexley Staff Performance Management Scheme agreed by the General Purposes Committee in March 2011. This scheme applies to senior executives and other staff, including the lowest paid.
Incremental progression is only possible under the scheme where performance is deemed to be ‘Excellent’ as defined by the Scheme i.e., “Overall performance materially exceeds requirements. The employee’s performance and associated behaviours provide an excellent model for others”.
A bonus payment of 5% may be awarded where overall performance fulfils job requirements and, in addition, the employee has demonstrated exceptional performance for the benefit of the Council or its residents in the appraisal year.
Recommendations for awards under the Performance Management Scheme for posts:
- below Director level – will be subject to review by the Council’s Leadership Team to ensure that the scheme is being applied consistently. The review will take account of the progress of the Council as a whole in delivering its objectives, the Council’s financial position and other relevant circumstances.
- Chief Executive and Directors – will be subject to approval by the Top Management Review Panel.
Awards earned under this Scheme will be payable with effect from 1 August.
This scheme does not apply to employees on Teachers or Soulbury terms and conditions for whom national terms and conditions apply.
6. Additional Payments and Allowances
There are a range of other payments and allowances payable such as market premium, salary protection, car allowances, overtime, additional hours, standby/call-out payments and retention bonuses for key staff.
Payments and allowances will be reviewed in accordance with either national or local pay awards or as otherwise agreed.
The Council employs staff who are eligible to join the Local Government Pension Scheme, Teachers Pension Scheme and the NHS Pension Scheme. The Council will provide pensions and benefits in accordance with the rules of each Scheme and the decisions taken on delegated provisions for the LGPS and Teachers Schemes will be agreed by General Purposes and Audit Committee or Pensions Committee.
8. Election Fees
The Chief Executive has separate employment, both as the Council’s Electoral Registration Officer and as the Council’s Acting Returning Officer for all election franchises. Fees are paid within this employment at rates agreed by the Government whenever Parliamentary or local elections occur. Fees will be determined using the cross-London agreed rates and all fees/charges are fully reimbursable from HM treasury and do not constitute a cost to the Council. The election of Borough Councillors will not result in the payment of an additional fee.
The role of the Returning Officer is independent of the Council and the fees paid recognise that the Chief Executive is personally liable for the running of elections.
The Returning Officer will be responsible for determining the fees payable to other officers, including those paid to senior executives, for all other election duties.
9. Pay Comparisons
The Council’s pay and grading structures will reflect job requirements and the level of responsibility within the organisation. The pay and grading of employees will be determined by the Council’s job evaluation schemes or, for small groups of staff, other nationally agreed schemes as applicable.
The Council’s pay and grading for the lowest-paid staff (and all pay grades to Bexley 09) is governed by National Collective Agreement on Pay and Conditions of Service of the National Joint Council for Local Government Services.
The pay ratio demonstrating the relationship between the Council’s highest-paid employee and the median earnings figure of the workforce (excluding schools staff and casual workers) is 6:1 as of 31 March 2019.
The Council’s pay ratio is based on the full-time equivalent salary and the full-time equivalent of all elements of remuneration that can be valued, e.g. all taxable earnings for the given year including base salary, variable pay, bonuses, allowances and the cash value of any benefits in kind - excluding pension benefits. It incorporates those employees on Bexley grades 1-27, specialist Hay grades e.g., Children’s Social Workers, Valuers and Legal, and those whose grade has been established using nationally agreed schemes. The pay ratio excludes schools based staff and casual workers.
The Council will have regard to its pay ratio, balancing the need to encourage the employment of staff at the lower end of the pay scale whilst appropriately rewarding responsibility, valuable knowledge, skills and experience at the higher end. The Council will keep its pay ratio under careful review.
10. Appointment of Senior Executives
(a) Direct Employment
All senior executives will be appointed by the Members Appointment Panel in accordance with agreed procedures.
(b) Appointment via a Contract for Services
The Council will not normally appoint a senior executive via a contract for services rather than under a direct contract of employment. Where unable to recruit under a direct contract of employment, or there is a need for interim support to provide cover for a vacant senior executive post, the Council may consider engaging individuals under a contract for service.
This will be managed in accordance with the Council’s procurement process to ensure that the Council is able to demonstrate the maximum value for money in securing the relevant service.
Where a senior executive is appointed under a contract for services the Council will publish this information alongside other relevant data.
(c) Appointments where the salary package exceeds £100,000
In accordance with the salary scales and terms and conditions of employment that have been agreed by the General Purposes and Audit Committee, the Council’s pay and grading structure provides, for its senior executives, a salary package that may exceed the sum of £100,000 on appointment. This sum is the threshold identified in the supplementary guidance issued in February 2013 under ‘Openness and Accountability in Local Pay: Guidance issued under Section 40 of the Localism Act 2011’. The current arrangements for determining pay on appointment are sufficiently robust and transparent. In order to avoid delay, therefore, or place an appointment at risk, full Council, through its annual approval of this Pay Policy Statement, fully authorise the appointment of senior executives on the salary scales and terms and conditions that are in accordance with the Council’s standard contract of employment.
11. Compensation for Loss of Office
(a) Financial Terms for Redundancy and Early Termination
The Council will operate its financial terms for redundancy and early
termination for all staff, including senior executives, subject to certain qualifying conditions, who leave the Council on the grounds of redundancy or business efficiency.
These terms are reviewed annually by the Pensions Committee to ensure that they remain workable, affordable and reasonable.
Where termination of employment arises from ill-health, payments will be made in accordance with the contract of employment. In addition, pension may be payable in accordance with the relevant pension scheme rules.
(c)Negotiated Exit Settlements
Approval to pay any exit settlement for a senior executive will be sought from the Leader of the Council, the Cabinet Member for Resources and, where required the External or Appointed Auditor.
The Chief Executive, Head of HR (currently the Deputy Director Corporate Services), and the relevant Director will determine if the settlement is appropriate for a senior executive. In such cases the Council’s Section 151 Officer and the Council’s Monitoring Officer will confirm that the terms offer value for money for the taxpayer and are appropriate, fair and reasonable in the circumstances.
Negotiated settlements are not standard practice and, because they will be subject to legal confidentiality agreements, cannot be published.
(d) Severance Packages exceeding £100,000
Payments made on the termination of employment may exceed £100,000 which is the threshold set by the supplementary guidance issued in February 2013 ‘Openness and Accountability in Local Pay: Guidance issued under Section 40 of the Localism Act 2011’. These payments are in accordance with the contractual terms and conditions of employment that have been agreed by General Purposes and Audit Committee and are consistent with the statutory provisions, including section 38(4)(9f), Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006 and pension scheme rules. Recommendations made by General Purposes and Audit Committee to make severance payments that exceed £100,000 are considered by full Council.
12. Re-employment of Senior Executives and Effect on Pension Payments
(a) Redundancy or Efficiency Retirement – recovery of payments
On redundancy or business efficiency termination, the Council will recover discretionary severance payments if an employee begins alternative employment with any employer within 4 weeks of the date of termination.
(b) Re-employment of Senior Executives
The Council will not normally re-employ senior executives who have received redundancy or severance payments from the Council. Should a former senior executive subsequently be considered for re-appointment by the Member Appointments Panel, the Panel will be advised if the officer received such payments and/or is in receipt of pension benefits. In the event of the individual’s appointment, the Council will publish this information alongside other relevant data.
(c) Abatement of pension payments
The Council, as a pension fund administrator, has an abatement policy in respect of the re-employment of pensioners up to age 60. If a pensioner from the Bexley Pension Fund is re-employed by any local authority or an organisation where they have access to the Local Government Pension Scheme their pension will be reduced by the amount that their pension, plus their new salary, exceeds their previous final salary. Under the relevant Scheme rules, Bexley’s abatement policy may not be applied to pensioners who become self-employed or who are not eligible to join the Local Government Pension Scheme in their new employment.
In the event that an employee is dismissed as a result of a criminal, negligent or fraudulent act, the Council reserves the right to apply to the Secretary of State to determine whether the individual’s pension rights should be forfeited.
(d) Flexible Retirement
The Council may allow flexible retirement within the rules of the Local Government Pension Scheme. This allows an individual over the age of 55 to draw some or all of their pension if they reduce their hours or grade subject to due consideration to the impact on business and service delivery. Reductions to benefits will apply in accordance with the Scheme. Flexible retirement requests for senior executives must be approved by Members.
13. Publication and access to information relating to the remuneration of senior executives
The Council will publish information relating to remuneration of senior executives in accordance with the Local Government Transparency Code 2015 and relevant guidance. This data will be published on the Council’s website subject, where appropriate, to each individual providing their consent.
Further information on the items detailed in this Pay Policy Statement is available on the Council’s HR Website.