Senior Council Officers

The London Borough of Bexley has four management groups which work together in a One Council approach.

Where every member of staff, contractor or partner organisation strives to meet customer expectations and takes responsibility for delivering what is required.

The current Chief Executive is Jackie Belton who was appointed in April 2019.

Ms Belton is the senior officer who leads and takes responsibility for the work of the paid staff of the council, who provide services for the local authority on a day to day basis. The role of Chief Executive is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement and a rigorous selection process. They are appointed by the whole council.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all elected members irrespective of their political affiliation.

As head of paid service, Ms Belton works closely with elected members to deliver the following:

  • leadership: to ensure strong and visible leadership and direction, encouraging and enabling managers to motivate and inspire their teams
  • strategic direction: ensuring all staff understand and adhere to the strategic aims of the organisation and follow the direction set by elected members
  • policy advice: acting as the principal policy adviser to elected members of the council to lead the development of workable strategies which will deliver the political objectives set
  • partnerships: leading and developing strong partnerships across the local community to achieve improved outcomes and better public services for local people
  • operational management: overseeing financial and performance management, risk management, people management and change management within the council

Job role

The Chief Executive's job description outlines Ms Belton's key responsibilities as follows:

  • to support the Leader, Cabinet and other Elected Members to formulate strategies, policies and plans that reflect the priorities and concerns of Bexley's residents, to take full advantage of the opportunities and resources available to improve the quality of life of residents
  • to provide and communicate effectively both internally and externally a clear direction and purpose for the Borough to ensure the Council's capacity and structure is 'fit for purpose' and able to efficiently meet the needs of the local community and strategic goals
  • to lead, develop and inspire an effective and coordinated senior management team and all staff to deliver the outcomes agreed by the Council through the timely and successful delivery of programmes and plans
  • to create an environment and culture that empowers and requires staff to work collaboratively and effective across the organisation and its partners, and seek continuous improvement in how they deliver services to residents that are innovative, customer focused and effective in delivering the Council's agreed outcomes
  • to hold the senior management team and all staff, collectively and individually accountable for high standards of performance within agreed frameworks and policies
  • to ensure that effective organisational and management arrangements are in place to monitor and review progress on key priorities and deliver strategic and service objectives and outcomes in a timely manner within the resources available
  • to work collaboratively, engaging and building strong relationships with partner agencies and stakeholders at local, regional and national levels to deliver improvements and opportunities for Bexley residents and businesses
  • to ensure that the statutory duties of the Council are met in accordance with legislation, guidance and regulatory requirements
  • to ensure the Council operates in an open, accountable and democratic manner
  • to ensure that the Council serves all of its residents and provides equality of opportunity in relation to employment, service delivery and opportunity

Working arrangements

Ms Belton is expected to work such hours as are necessary for the effective performance of her duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Ms Belton is entitled to 32 days paid leave each year.

Remuneration

Ms Belton is paid an annual salary scale that starts on £171,408 and ends at £196,785 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for a Chief Executive are determined by a formal Member Panel.

Ms Belton's current salary is £171,408 per annum. Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Chief Executive post attracts a Choices allowance of £7,512 which may be taken as either a lump sum or as a contribution towards a lease car and an out of pocket and Hospitality allowance of £2,000 which is paid for costs incurred in connection with the Chief Executive's role.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Ms Belton pays 12.5% of her salary into the Local Government Pension Scheme.

The post of Assistant Chief Executive and Monitoring Officer is currently vacant and the current Interim Monitoring Officer is Nick Hollier.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

This role is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Assistant Chief Executive and Monitoring Officer's job description outlines key responsibilities as follows:

  • to undertake the statutory role of the Council’s Monitoring Officer and to lead on all constitutional issues and issues of corporate governance. The post-holder will provide both legal, governance and constitutional advice to the Mayor, Leader of the Council and Cabinet Members alongside the Chief Executive and Corporate Leadership Team
  • this is a key post to supporting Council Members and senior leaders to carry out their roles effectively, ensuring effective decision making and scrutiny. The role will also involve providing advice and guidance on governance issues in relation to the Council’s companies or any bodies where the Council has an interest
  • the post holder will also have a close working relationship with the Section 151 Officer (currently the Director of Finance and Corporate Services) and other statutory officers
  • to take responsibility for, support and direct the delivery of the Council’s democratic services, electoral services, member services and legal services
  • to undertake such projects, programmes, initiatives and additional duties as are required to ensure the effective management and delivery of the Council’s services to residents

Working arrangements

The post holder is expected to work such hours as are necessary for the effective performance of their duties. This routinely involves working in the evenings and weekends, in addition to the standard Monday to Friday business week, as and when required. The post holder is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

The post holder is entitled to 32 days paid leave each year.

Remuneration

The annual salary scale for this post starts at £83,154 and ends at £97,827 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for the Assistant Chief Executive and Monitoring Officer will be determined by the Chief Executive. Details of the appraisal/performance-related pay scheme for all Bexley staff is available as a PDF document on the Bexley website.

Benefits

In addition to the salary, the Assistant Chief Executive and Monitoring Officer post attracts a Choices allowance of £4,776 which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% to 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Expenses

The post holder is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

The current Assistant Chief Executive Growth and Regeneration is Jane Richardson, who was appointed as Assistant Chief Executive on 1 January 2017. Mrs Richardson has previously held a Deputy Director position since her appointment in August 2009.

The role of Assistant Chief Executive Growth and Regeneration is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mrs Richardson is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Assistant Chief Executive Growth and Regeneration's job description outlines Mrs Richardson's key responsibilities as follows:

  • Land Use Policy
  • Local Development Framework
  • Strategy and Implementation
  • Transport Planning
  • Strategic Asset Management Plans
  • Non-operational and Commercial Property Management
  • Regeneration and Economic Strategy and Implementation
  • Housing Strategy and Commissioning
  • Strategic Partnership with GLA Family
  • Thames Innovation Centre
  • Town Centres
  • Chamber of Commerce/Business Liaison

Working arrangements

Mrs Richardson is expected to work such hours as are necessary for the effective performance of her duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mrs Richardson is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mrs Richardson is entitled to 32 days paid leave each year.

Remuneration

Mrs Richardson is paid an annual salary scale that starts on £78,450 and ends at £92,292 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for Assistant Chief Executives are determined by the Chief Executive.

Mrs Richardson current salary is £92,292 per annum (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Assistant Chief Executive Growth and Regeneration post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the L GPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mrs Richardson pays 10.5% of her salary into the Local Government Pension Scheme.

Expenses

Mrs Richardson is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Head of Legal Services is Akin Alabi, who has held a Head of Service position since his appointment in June 2010.

The role of Head of Legal Services is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Alabi is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Head of Legal Services job description outlines Mr Alabi's key responsibilities as follows:

  • Constitutional and Corporate Governance advice
  • Legal Services
  • Legal advice to Members

Working arrangements

Mr Alabi is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mr Alabi is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Alabi is entitled to 30 days paid leave each year.

Remuneration

Mr Alabi is paid an annual salary scale that starts on £60,759 and ends at £71,478 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for heads of services are determined by their deputy director.

Mr Alabi's current salary is £71,478 per annum (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Head of Legal Services post attracts a Choices allowance of £3,864 which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr Alabi pays 9.9% of his salary into the Local Government Pension Scheme.

Expenses

Mr Alabi is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

May 2016

The Director of Adult Social Care and Health is Stuart Rowbotham who was appointed to this role on 16 January 2017.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Rowbotham is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

Mr Rowbotham's key responsibilities as the Director of Social Care and Health are as follows:

  • to undertake the role of Statutory Director of Adult Social Services assuring compliance with statutory functions associated with adult social care
  • lead in shaping the strategy for delivery of social care and health for adults and wider population health issues
  • to develop strategies and plans in consultation with partners to respond to key issues relevant to social care and health that are customer focused, efficient and represent excellent value for money
  • be the lead officer for the Council on all health interface issues, such as joint funding, integrated services and partnership arrangements, such as the Health and Wellbeing Board
  • to be responsible for personalised and/or integrated services to all client groups, including the safeguarding of vulnerable adults
  • to ensure effective commissioning of services through market development, service design and procurement processes and by developing constructive provider relationships
  • to develop positive, effective and productive working relationships with Council Departments, the Clinical Commissioning Group and other NHS partners, Community and Independent Sector organisations, users and carers which maximise involvement in the provision of local services
  • to oversee the new model of working in relation to the integrated care partnership
  • the Director of Public Health reports to the postholder who has overall responsibility for delivering the Council's responsibilities in improving health outcomes for people in the borough

Working arrangements

Mr Rowbotham is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings and weekends, in addition to the standard Monday to Friday business week as and when required. Mr Rowbotham is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

The post holder is entitled to 32 days paid leave each year.

Remuneration

The annual salary scale for this post starts on £113,175 and ends at £133,143 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Mr Rowbotham is paid an annual salary of £133,143 per annum. (4th point of the grade).

Performance related pay awards for Management Board are determined by a formal Member Panel.

Benefits

In addition to salary, the Director of Social Care and Health post attracts a Choices allowance of £5,553 which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Expenses

Mr Rowbotham is able to reclaim a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

January 2017

The current Director of Children's Services is Jacky Tiotto, who was appointed to the role on 2 February 2015.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Ms Tiotto is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

Ms Tiotto's key responsibilities as the Director of Children's Services, are as follows:

  • to be responsible for the development, in partnership with other agencies, of strategies and plans for services across the Borough that inform the priorities and objectives of the Local Strategic Partnership, and the Council
  • to ensure that strategies are developed in consultation with partner agencies that will enable services to be delivered that are customer focused, efficient and represent excellent value for money
  • to work with colleagues and partner organisations to seek continuous improvement and innovation in all services so as to better meet the needs of residents within the resources available
  • to ensure the effective management of allocated budgets and other resources and that plans for expenditure reductions are delivered
  • to work collaboratively with colleagues within the Council, partner agencies and other organisations to ensure the delivery of excellent integrated services to residents
  • to ensure that services are delivered in accordance with the Council's proper policies and procedures and with appropriate professional standards and expertise
  • to provide strategic advice and support to Members, Management Board, colleague Directors and service managers on the full range of issues within the scope of their job, and to partner agencies in relation to issues within the remit of the job
  • to take a leadership role in the overall management of the Council and Borough, as appropriate, and to contribute to the delivery of Borough-wide and Council objectives
  • to lead, manage and motivate staff in the management group and across the Council as a whole through excellent communication, professional guidance, support and development in accordance with the Council's policies and procedures
  • to undertake such projects, initiatives and additional duties as are required to ensure the effective management and delivery of the Council's services to residents
  • Employment and Skills
  • The Learning & Enterprise College Bexley

Working arrangements

Ms Tiotto is expected to work such hours as are necessary for the effective performance of her duties. This routinely involves three evenings a week in addition to the standard Monday to Friday business week. Occasional weekend working is required. Ms Tiotto is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Ms Tiotto is entitled to 32 days paid leave each year.

Remuneration

Ms Tiotto is paid an annual salary scale that starts on £138,630 and ends at £163,089 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point two of the salary scale). Performance related pay awards for Management Board are determined by a formal Member Panel.

Ms Tiotto's current salary is £146,784 per annum. Progression along the salary scale has been assessed through annual appraisal demonstrated by achievement of objectives.

Benefits

In addition to her salary, Ms Tiotto receives a Choices allowance of £5,553 which may be taken as either salary or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from their own salary. Employees contribute 5.5% - 7.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Ms Tiotto pays 11.4% of her salary into the Local Government Pension Scheme.

Expenses

Ms Tiotto is able to reclaim a restricted range of legitimate and evidenced business expenses, including business travel and temporary accommodation. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Deputy Director of Educational Achievement and Inclusion is Simon James who was appointed to this role on 20 August 2018. 

The role of Deputy Director of Educational Achievement and Inclusion is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr James is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job role

The Deputy Director of Educational Achievement and Inclusion job description outlines Mr James’s key responsibilities as follows:

  • functions relating to school improvement and educational achievement
  • liaison with schools and Schools Forum
  • Statutory Assessment Service
  • Complex and Specialist Services
  • Early Intervention
  • Strategies relating to attendance and behaviour
  • 14-19
  • the Thriving Families Services including Youth Services/Troubled Families Services
  • the Youth Offending Team
  • Adult Learning and Skills and links with Bexley College
  • Early Years Education
  • NQT’s
  • SACRE

Working arrangements

Mr James is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mr James is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr James is entitled to 32 days paid leave each year.

Remuneration

Mr James is paid an annual salary scale that starts at £95,004 and ends at £111,768 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for deputy directors are determined by their director.

Mr James’s current salary is £106,176 per annum (3rd point of the scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Deputy Director of Educational Achievement and Inclusion post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% to 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr James pays 11.4% of his salary into the Local Government Pension Scheme.

Expenses

Mr James is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

The current Deputy Director of Corporate Services is Nick Hollier, who has held a Deputy Director position since his appointment in March 2006.

The role of Deputy Director of Corporate Services is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Hollier is part of the Senior Management team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Deputy Director of Corporate Services job description outlines Mr Hollier's key responsibilities as follows:

  • HR strategy and policy development including remuneration
  • HR operational support to Directorates including payroll
  • HR services to schools
  • pension administration
  • legal advice to Members and Senior Officers
  • Bexley Legal Services
  • Electoral Services
  • support to Members and decision making and scrutiny processes, including School Governors
  • schools appeals
  • constitutional advice
  • registration of births, deaths and marriages
  • Occupational Health
  • complaints and information procedures
  • admin support to Management Board
  • Corporate Health and Safety
  • ICT strategy and policy development
  • management of ICT contracts
  • corporate information strategy
  • financial systems
  • Directorate ICT client-side support services
  • ICT business transformation
  • to undertake the statutory role of the Council’s Monitoring Officer and to lead on all constitutional issues and issues of corporate governance. The post-holder will provide both legal, governance and constitutional advice to the Mayor, Leader of the Council and Cabinet Members alongside the Chief Executive and Corporate Leadership Team. This is due to a post vacancy

Working arrangements

Mr Hollier is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mr Hollier is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Hollier is entitled to 32 days paid leave each year.

Remuneration

Mr Hollier's annual salary scale starts at £78,450 and ends at £92,292 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for deputy directors are determined by the Director.

Mr Hollier's current salary is £92,292 (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced. In addition, Mr Hollier is also receiving an honorarium payment based on 15% of his salary in recognition of the Monitoring Officer role.

Benefits

In addition to the salary, the Deputy Director of Corporate Services post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr Hollier pays 10.5% of his salary into the Local Government Pension Scheme.

Expenses

Mr Hollier is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Director of Place, Communities and Infrastructure is Paul Moore, who was appointed to the role on 1 November 2014. Mr Moore has held a Director position since his appointment in April 2009.

The role of Director of Place, Communities and Infrastructure is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Paul Moore is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job role

The Director of Place, Communities and Infrastructure job description outlines Mr Moore's key responsibilities as follows:

  • Deputy Chief Executive
  • to work with elected Members, the Chief Executive and all members of the Management Board to drive continuous business transformation to support service improvement across the Council, challenging existing service delivery models and championing new ideas and thinking to bring about a positive transformation in service delivery and customer outcomes
  • to develop a strong change management capability across the Council to support the delivery of the Council's Value for Money programme
  • to ensure the Council has an effective strategic approach to the development and delivery of long-term business transformation strategies that are widely owned and understood at all levels within the organisation
  • to act as the Council's principal adviser on environmental matters and to contribute to the overall management of the Authority as a member of the Senior Management Team
  • to advise the Council on the formulation, review and development of strategies for improving environmental services, devising service development proposals and options in order to increase effectiveness and efficiency and to meet new needs and priorities
  • to develop and coordinate the production of affordable strategies, plans and other necessary action for environmental services that implement Members' decisions and are coherent and consistent with the Council's overall plans and strategies
  • to initiate and develop strategies which enable the Directorate to respond to major organisational, legislative, social, economic issues facing the delivery and funding of environmental services, and to support senior managers in service planning and reviews

Working arrangements

Mr Moore is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves three evenings a week in addition to the standard Monday to Friday business week. Occasional weekend working is required. Mr Moore is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Moore is entitled to 32 days paid leave each year.

Remuneration

Mr Moore is paid an annual salary scale that starts on £138,630 and ends at £163,089 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for Management Board are determined by a formal Member Panel.

Mr Moore's current salary is £146,784 per annum (2nd point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced

Benefits

In addition to his salary, Mr Moore receives a Choices allowance of £5,553 which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Expenses

Mr Moore is able to reclaim a restricted range of legitimate and evidenced business expenses, including business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Deputy Director Major Projects, Infrastructure and Delivery is Graham Ward, who has held a Deputy Director position since his appointment in April 2009.

The role of Deputy Director Major Projects, Infrastructure and Delivery is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Ward is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Deputy Director Major Projects, Infrastructure and Delivery job description outlines Mr Ward's key responsibilities as follows:

  • Customer care strategy and services
  • Contact Management and Development
  • Strategic Asset Management Plans
  • Commercial Property Management
  • Civic Accommodation Strategy and Plans
  • Facilities Management
  • Energy conservation
  • Integrated Building Services Division, incorporating architecture and building
  • Community centres
  • Emergency Planning
  • Civil Engineering
  • Major Projects
  • Support to Members and pan-Council Management Groups
  • Integrated Transport Unit, Road Safety Team (including School Cross Patrols) and Transport Commissioning
  • School Admissions, Place Planning and Commissioning

Working arrangements

Mr Ward is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mr Ward is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Ward is entitled to 32 days paid leave each year.

Remuneration

Mr Ward is paid an annual salary scale that starts on £95,004 and ends at £111,768 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for deputy directors are determined by the director.

Mr Ward's current salary is £111,768 per annum (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Mr Ward claims standby hours when worked as part of the Emergency Duty Rota which are paid at his hourly rate of £56.10.

Benefits

In addition to the salary, the Deputy Director Major Projects, Infrastructure and Delivery post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the L GPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr Ward pays 11.4% of his salary into the Local Government Pension Scheme.

Expenses

Mr Ward is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Deputy Director of Communities is Toni Ainge, who has held a Deputy Director position since her appointment in April 2009.

The role of Deputy Director of Communities is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Ms Ainge is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Deputy Director of Communities job description outlines Ms Ainge's key responsibilities as follows:

  • Libraries Service including Shared Service and Community Management
  • Local Studies and Archives
  • Community Centres - Crayford and Slade Green
  • Heritage - including BHT
  • Tourism Partnership
  • Leisure PPP and Barnehurst Golf Course
  • Physical activity programmes/preventative agenda
  • Sports development and school sport
  • Outdoor Recreation
  • Community Safety -Strategy and Anti-Social Behaviour
  • CCTV - client side
  • Parks - Policy, Development and Events
  • Grounds maintenance
  • Trees and landscaping
  • Playgrounds
  • Allotment service
  • Cemeteries and cremation

Working arrangements

Ms Ainge is expected to work such hours as are necessary for the effective performance of her duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Ms Ainge is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Ms Ainge is entitled to 32 days paid leave each year.

Remuneration

Ms Ainge is paid an annual salary scale that starts on £78,450 and ends at £92,292 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for deputy directors are determined by their director.

Ms Ainge current salary is £92,292 per annum (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Deputy Director of Communities post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the L GPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Ms Ainge pays 9.9% of her salary into the Local Government Pension Scheme.

Expenses

Ms Ainge is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The current Deputy Director of Public Protection, Housing and Public Realm is David Bryce-Smith, who has held a Deputy Director position since his appointment in January 1999.

The role of Deputy Director of Public Protection, Housing and Public Realm is a full-time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Bryce-Smith is part of the Senior Management Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

The Deputy Director of Public Protection, Housing and Public Realm job description outlines Mr Bryce-Smith's key responsibilities as follows:

  • Building Control
  • Land Charges
  • Homelessness
  • Housing Allocations
  • Private Sector Housing
  • Disabled Facilities Grants and Staying
  • Put Scheme
  • Homeless - private housing procurement, management and maintenance
  • Food Safety
  • External Health and Safety and Infectious Diseases
  • Trading Standards
  • Environmental Health and Protection
  • Licensing
  • Car Parking and Parking Enforcement
  • Waste Management (including waste and recycling collection, disposal and reuse and recycling centres)
  • Area Teams (including Highways maintenance, street cleaning, highways enforcement and Enviro-crime)
  • Highways Maintenance and Street Works
  • Public Mortuary

Working arrangements

Mr Bryce-Smith is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings in addition to the standard Monday to Friday business week as and when required. Occasional weekend working is required. Mr Bryce-Smith is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Bryce-Smith is entitled to 32 days paid leave each year.

Remuneration

Mr Bryce-Smith is paid an annual salary scale that starts on £78,450 and ends at £92,292 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for deputy directors are determined by the Director.

Mr Bryce-Smith's current salary is £92,292 per annum (4th point of salary scale). Progression along the salary scale is subject to annual appraisal. Incremental progression is only approved where satisfactory progress is evidenced.

Benefits

In addition to the salary, the Deputy Director of Public Protection, Housing and Public Realm post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% - 12.5% of their salaries. Employers' contributions to the L GPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr Bryce-Smith pays 9.9% of his salary into the Local Government Pension Scheme.

Expenses

Mr Bryce-Smith is entitled to be reimbursed for a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

August 2015

The Director of Public Health and Deputy Director for Health and Wellbeing is Dr Anjan Ghosh who was appointed to this role on 4 September 2017.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.Dr Ghosh is part of the Corporate Leadership Team that is responsible for the activities of Council staff and for advising councillors on the potential implications of political decisions.

By law, senior Council staff, are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job Role

Dr Ghosh’s key responsibilities as the Director of Public Health and Deputy Director Health and Wellbeing are as follows:

To improve the health and wellbeing of communities through:

  • their statutory responsibilities and powers with respect to health
  • protection and health scrutiny
  • the level, distribution and quality of services the Council directly
  • commissions or provides
  • Strategic leadership - promoting and supporting partnership working by
  • public and private sector agencies on key priorities such as community
  • safety, alcohol and drugs prevention and treatment
  • Community leadership - enabling Members to engage effectively with their communities with respect to health and intelligently holds the NHS and the local authority to account
  • Advocacy and influence - national and local policy development

The Director of Public Health has responsibility for:

  • all of the Council’s duties to improve public health
  • any of the Secretary of State’s public health protection or health improvement functions delegated to local authorities, either by arrangement or under regulations – these include services mandated by regulations made under section 6C of the 2006 Act, inserted by section 18 of the 2012 Act
  • exercising the Council’s functions in planning for, and responding to, emergencies that present a risk to public health
  • the Council's role in co-operating with the police, the probation service and the prison service to assess the risks posed by violent or sexual offenders
  • such other public health functions as the Secretary of State specifies in regulations
  • producing an independent annual report on the health of local communities

Working arrangements

Dr Ghosh is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves working in the evenings and weekends, in addition to the standard Monday to Friday business week as and when required. Dr Ghosh is 'on call' at all other times, particularly to cover emergency planning requirements. The requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Dr Ghosh is entitled to 32 days paid leave each year.

Remuneration

The annual salary scale for this post starts on £95,004 and ends at £111,768 with the potential to earn a non-consolidated one-off bonus payment of 5% (based on salary point four of the salary scale). Dr Ghosh is paid an annual salary of £106,176 per annum. (3rd point of the grade).

Performance related pay awards for the Corporate Leadership Team are determined by a formal Member Panel. Details of the Bexley Staff Performance Management Scheme (PDF, 197KB) is available as a PDF.

Benefits

In addition to salary, the Deputy Director Health and Wellbeing/Director of Public Health post attracts a Choices allowance of £4,776, which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% to 12.5% of their salaries. Employers' contributions to the L GPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Dr Ghosh pays 11.4% of his salary into the Local Government Pension Scheme.

Expenses

Dr Ghosh is able to reclaim a restricted range of legitimately incurred and evidenced business expenses such as business travel. In all cases, receipts are required before appropriate payment is made.

The current Director of Finance and Corporate Services is Paul Thorogood, who was appointed from 2 January 2019.

The role of Director of Finance and Corporate Services is a full time appointment.

Introduction

Post holders are selected on merit, against objective criteria, following public advertisement.

Mr Thorogood is part of the Senior Management team that is responsible for the activities of Council staff and for advising Councillors on the potential implications of political decisions.

By law, senior Council staff are not allowed to participate in any party political activity and are expected to advise and assist all Councillors irrespective of their political affiliation.

Job role

The Director of Finance and Corporate Services is the council's Section 151 Officer. The job description outlines Mr Thorogood’s key responsibilities as follows:

  • preparation of medium-term financial plan and capital programme
  • production of annual revenue budget and statement of accounts
  • collecting Council Tax and Business Rates
  • undertaking the internal audit of the Council's operations
  • management of the Council's pension fund and treasury management function
  • Finance Service provided through onesource (shared service) including revenue and benefits services
  • Procurement and supplier management

In addition, the role is also responsible for:

  • Corporate Support including Business Support, the councils contact centre, HR Service includes Schools HR and Governors Services, Complaints, Health & Safety
  • Transformation and Change
  • Strategy, Performance and Insight

Working arrangements

Mr Thorogood is expected to work such hours as are necessary for the effective performance of his duties. This routinely involves three evenings a week in addition to the standard Monday to Friday business week. Occasional weekend working is required. Mr Thorogood is 'on call' at all other times, particularly to cover emergency planning requirements. Requirement to work beyond the standard Monday to Friday business week is reflected in the salary and no additional payments are made for work in excess of these hours.

Mr Thorogood is entitled to 32 days paid leave each year.

Remuneration

Mr Thorogood’s annual salary scale starts at £113,175 and ends at £133,143 with potential to earn a non-consolidated one off bonus payment of 5% (based on salary point four of the salary scale). Performance related pay awards for Management Board are determined by a formal Member Panel.

Mr Thorogood’s current salary is £126,483 per annum. Progression along the salary scale is subject to annual appraisal. Progression along the salary scale has been assessed through annual appraisal demonstrated by achievement of objectives.

Benefits

In addition to his salary, Mr Thorogood receives a choice's allowance of £5,553 which may be taken as either a lump sum or as a contribution towards a lease car.

Pension

The Local Government Pension Scheme is a contributory scheme; this means that the employee contributes to the scheme from his or her own salary. Employees contribute 5.5% to 12.5% of their salaries. Employers' contributions to the LGPS vary depending upon how much is needed to ensure benefits under the Scheme are properly funded, and are set independently. The Council currently makes an employer's contribution of 20.6% into the scheme. The rules governing the pension scheme are contained in regulations made by Parliament.

Mr Thorogood pays 11.4% of his salary into the Local Government Pension Scheme.

Expenses

Mr Thorogood is able to reclaim a restricted range of legitimate and evidenced business expenses, including business travel. In all cases, receipts are required before appropriate payment is made.

January 2019