Pay policy statement

Senior manager pay structure (from April 2024)

Job title Pay Name e-mail
Job title: Chief executive Pay: £203,485 Name: Debbie Barnes e-mail: debbie.barnes@lincolnshire.gov.uk
Job title: Deputy chief executive and executive director of resources Pay: £175,703 Name: Andrew Crookham e-mail: andrew.crookham@lincolnshire.gov.uk
Job title: Executive directors Pay: £149,976 Name:
Martin Samels
Heather Sandy
Andy Gutherson
 e-mail:

Senior leadership pay band

Details of the senior leadership pay spine can be found in the senior leadership pay guidance.

Adult Care and Community Wellbeing (from April 2024)

Job title Pay Name e-mail
Job title: Director of Public Health Pay: £137,143 Name: Derek Ward e-mail: Derek.ward@lincolnshire.gov.uk
Job title:

Deputy Director of Adult Social Services

 Pay: £130,00 Name: Hayley Eccles e-mail: hayley.eccles@lincolnshire.gov.uk

Fire and Rescue Service (from 1July 2025)

Job title Pay Name e-mail
Job title: Chief Fire Officer Pay: £149,769 Name: Mark Baxter e-mail: Mark.Baxter@lincolnshire.gov.uk
Job title:

Deputy Director of Adult Social Services

 Pay: £120,047 Name:
Steve Topham
Ryan Stacey
 e-mail:

Senior Leadership Pay Guidance

Senior Leader Pay – A (SLA) from 1 April 2025

Job Title
Name
e-mail
Assistant Director - Corporate
Lee Sirdifield
Assistant Director - Commercial
Victoria Eaton
Assistant Director - Corporate Property
Andrew McLean
(Interim)
Assistant Director - Transformation, Systems and Performance
Andrew McLean
Assistant Director - Finance
Michelle Grady
Assistant Director - Human Resources and Organisational Support
Tony Kavanagh
Chief Information Officer
Tom Baker
Chief Legal Officer
Will Bell
Assistant Director of Improvement, Partnerships & Prevention (Adults)
Justin Hackney
Assistant Director - Public Protection
Martyn Parker
Assistant Director –
Children's Health and Commissioning
Linda Dennett
Assistant Director –
Children's Education
Martin Smith
Assistant Director –
Children's Early Help
Jo Kavanagh
Assistant Director –
Children's Safeguarding
Tara Jones
Assistant Director - Sector Led Improvement
Vacant
 
Assistant Director - Communities
Nicole Hilton
Assistant Director - Growth
Justin Brown
Assistant Director - Highways
Karen Cassar

Senior Leader Pay – B (SLB)

  • Assistant Director, Prevention and Early Intervention
  • Public Health Consultant

Senior Leader Pay – C (SLC)

  • Head of Commercial Services – People
  • Head of Financial Services
  • Head of Business Support
  • Head of Payroll, Pensions and People Administration
  • Head of People
  • Head of Cyber Security
  • Head of IT Architecture
  • Head of IT Project Delivery
  • Head of IT Service Management
  • Head of Legal
  • Head of Business Intelligence
  • Head of Transformation
  • Head of Adult Frailty and Long-Term Conditions
  • Head of Integration and Transformation
  • Head of Learning Disability
  • Head of Safeguarding (Adults)
  • Head of Service for Improvement and Principal Social Worker (Adults)
  • Head of Special Projects and Hospital Services
  • Head of Working Age Adult Mental Health Services
  • Head of Children's Commissioning
  • Head of Children’s Transformation
  • Head of Education Support
  • Head of SEND
  • Head of Service - Children in Care and Residential Estate
  • Head of Service (Fostering, Adoption and Leaving Care)
  • Head of Service Future4Me
  • Head of Locality
  • Head of Service – Pathfinder
  • Head of Service - Quality and Standards
  • Head of Service Sector Led Improvement
  • Head of Service - Early Years
  • Lead Nurse in Children's Health

New Appointments

Assistant directors and executive directors (or equivalent) may appoint within the pay range for the grade.  When appointing above the bottom grade, they should first seek advice from the assistant director HR and Organisational Support.  The grade should be based on the following principles:

  • applicant’s knowledge, competence, skills, experience 
  • applicant’s current salary
  • pay of existing employees within the service area

We regard any new appointments between 1 April and 30 September as in year one of their incremental credit. Anyone appointed between 1 October and 31 March will not start to accrue their first year of incremental credit until the following 1 April.

All senior leaders 

Pay transition arrangements are in place from 1 April 2022 to 31 March 2026. These arrangements will take precedence during this period for existing employees.

Pay increments will be awarded every two years on 1 April.  Increments are subject to satisfactory performance in accordance with our performance and development appraisal policy.

Pay increments in each grade (except for the bottom point) are non-consolidated. If performance is unsatisfactory, assistant directors and executive directors can impose these measures:

Issue
Measure
Issue
:
Failure to meet six months’ probationary period but extended up to twelve months
Measure
:
Anyone on point two or above - move to the bottom pay point for the grade
Issue
:
Failure to meet most objectives agreed upon at appraisal
Measure
:
Repeat an incremental year (therefore three years to reach next level).  If the employee is at the top of the scale -a move down one pay point is permissable
Issue
:
Informal action – such as a reprimand
Measure
:
Move down one pay point
Issue
:
Formal action (lowest level)
Measure
:
Move down up to two pay points
Issue
:
Formal action (highest level short of dismissal)
Measure
:
Move down up to three pay points or to bottom pay point

Senior leaders can appeal decisions by referring to:

  • Executive Director (Head of Service) or
  • Chief Executive (Assistant Director or equivalent)

All pay increments are subject to normal pension deductions. The local government pension scheme website has information on:

All other terms and conditions are detailed in our local scheme of conditions of service.

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