Senior manager pay structure (from April 2025)
| Job title | Pay | Name | |
|---|---|---|---|
| Chief executive | £209,997 | Debbie Barnes | debbie.barnes@lincolnshire.gov.uk |
| Head of paid service | £204,522 | Andrew Crookham | andrew.crookham@lincolnshire.gov.uk |
| Deputy chief executive | Not applicable | vacant | Not applicable |
| Executive directors | £154,775 |
Martin Samuels
Heather Sandy
Andy Gutherson
Vacant
|
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 | ||
|---|---|---|---|---|
| Director of public health | £141,532 | Derek Ward | Derek.ward@lincolnshire.gov.uk | |
| Deputy director of community care and wellbeing | £134,160 | Hayley Eccles | hayley.eccles@lincolnshire.gov.uk |
Fire and Rescue Service (from 1 July 2025)
| Job title | Pay | Name | |
|---|---|---|---|
| Chief fire officer | £149,769 | Mark Baxter | Mark.Baxter@lincolnshire.gov.uk |
| Assistant chief fire officer | £120,047 | Ryan Stacey | ryan.stacey@lincolnshire.gov.uk |
| Assistant chief fire officer (2) | £120,047 | Vacant | Not applicable |
Senior Leadership Pay Guidance
Senior Leader Pay – A (SLA) from 1 April 2025
|
Job Title
|
Name
|
email
|
|
Assistant director - corporate services
|
Lee Sirdifield
|
|
|
Assistant director - corporate property
|
Andrew McLean
(Interim)
|
|
|
Assistant director - corporate transformation, systems and performance
|
Andrew McLean
|
|
|
Assistant director - strategic finance
|
Michelle Grady
|
|
|
Assistant director - people and organisational support
|
Tony Kavanagh
|
|
|
Chief information officer
|
Tom Baker
|
|
|
Chief legal officer
|
Will Bell
|
|
|
Assistant director - community protection and commissioning
|
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
|
Not applicable
|
|
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 Lincolnshire Pension Fund
- head of business support
- head of payroll, pensions and people administration
- head of people
- head of cyber security and cyber risk assurance
- head of strategy, architecture and product
- head of service management
- head of legal
- head of business intelligence
- head of transformation
- head of adult safeguarding services
- head of professional practice and principal social worker (adult)
- head of hospitals and special projects
- head of early intervention and independence
- head of joint commissioning and strategic partnerships
- head of east community wellbeing team
- head of west community wellbeing team
- head of south community wellbeing team
- 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
- head of service - leaving care and supported living
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
|
|---|---|
|
Failure to meet six months’ probationary period but extended up to twelve months
|
Anyone on point two or above - move to the bottom pay point for the grade
|
|
Failure to meet most objectives agreed upon at appraisal
|
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
|
|
Informal action – such as a reprimand
|
Move down one pay point
|
|
Formal action (lowest level)
|
Move down up to two pay points
|
|
Formal action (highest level short of dismissal)
|
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:
- the local government pension scheme contribution bands
- tax implications relating to the pension lifetime allowance
All other terms and conditions are detailed in our local scheme of conditions of service.