This guidance applies to:
- all senior leadership roles evaluated under the Korn Ferry and Hay (KFH) scheme
- or matched to any existing job descriptions previously evaluated under KFH
Separate arrangements apply for the chief executive and executive directors.
The corporate leadership team oversees the operation of this guidance.
Background information
In line with our pay policy, the main principles for this guidance are:
- to be fair, reasonable, and transparent
- to reward employees for their contribution to our achievements
- to maintain rates of pay which are both competitive and reflect the need to retain valuable skills
- to be affordable
Our pay policy contains details of both national and local conditions of service. It includes policies relating to senior leadership roles.
Performance is assessed annually, in line with the performance and development appraisal policy. Increments are paid every two years on 1 April.
Any inflationary pay award will mirror the agreed national pay negotiations for chief officers.
Pay grades
The senior leader pay grades will apply to the following posts:
Senior leader pay – A (SLA)
- assistant director - corporate
- assistant director - commercial
- assistant director - corporate property
- assistant director - transformation, systems and performance
- assistant director - finance
- assistant director - human resources and organisational support
- chief information officer
- chief legal officer
- assistant director of improvement, partnerships and prevention (adults)
- assistant director - public protection
- assistant director - children's health and commissioning
- assistant director - children's education
- assistant director - children's early help
- assistant director - children's safeguarding
- assistant director - sector led improvement
- assistant director - communities
- assistant director - growth
- assistant director - highways
Senior leader pay – B (SLB)
- public health consultant
- assistant director - prevention and early intervention
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:
- 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.
