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Pay Policy

Section 7

Other conditions Relating to Chief Officers and other Employees

Performance-related Pay

The Localism Act requires Councils to provide details of any performance related pay for its Chief Officers. However, South Ribble Borough Council does not have any such arrangements.


There are no schemes in relation to the payment of bonuses for any employees, including Chief Officers.

Payments on the termination of employment

The Council's Redundancy Policy applies equally to all employees regardless of their grade.

Pension Arrangements

All employees, including Chief Officers, are entitled to join the Local Government Pension Scheme if they so wish. No alternative options are available should employees not wish to join the scheme.

Starting Salary

For all appointments, including internal appointments and any employee re-graded, negotiations will commence on the lowest point of a grade, however where there is strong justification of the need for a higher starting point this will be considered. This justification must be supported by both the appropriate Director and Human Resources.

Grade Progression

Each grade consists of several incremental salary points, through which employees may progress until the top of the grade is reached. Progression within each grade will normally be by annual increment at 1 April each year subject to the maximum of the grade. However, Directors have the discretion to advance an individual employee's incremental progression within the grade on the grounds of special merit or ability to assist in the retention of able professional or other staff.

Market Supplements

The Council also has a process by which it can consider paying market supplements where there have been difficulties in recruiting to the posts or the market demand/supply reflects the need. By taking account of external pay levels in the labor market in order to attract and retain employees with particular skills, knowledge and experience. On such occasions the Council will ensure the requirement for such is objectively justified by reference to clear and transparent evidence of relevant market comparators, using data sources available from within the local government sector and outside, as appropriate. All market supplements have to be agreed with Human Resources and the relevant Director and are reviewed regularly.

On Call Payments

In order to fulfil our statutory functions employees are asked to participate in on call rotas. For Senior Management on the Strategic Duty officer rota there is no additional payments. However, for other services (e.g. Neighbourhoods, Homelessness) payment is made as follows:

Supervisory role - £295.28 per week and an additional £29.53 for bank holiday. If the employee is called out there is no additional payments made.

Neighbourhood operative - £110.90 per week and an additional £28.97 for bank holidays. If they are called out overtime payment will be made to a minimum of 2 two hours.

Mechanics - £97.39 per week, plus overtime payment on an hourly rate if called out.

Emergency Daily standby (when floods, strong winds are expected) £25.60 is paid on a daily rate.

These amounts increase annually in line with the NJC pay award.

Professional Subscriptions

Several employees are member of professional organisations in connection with their employment at the Council. Where there is a direct link to the employee's role, the council will reimburse the employee.


The council has guidelines on the use of honoraria for substantial additional duties and responsibilities. Any additional payments are subject to regular reviews and must be agreed in advance of payment with the relevant Director and HR Manager.

Relocation Allowance

Guidance on relocation allowance provides for up to £4,000 for actual relocation. This can be used for rent, removals, travel connected to relocation etc, provided the relocation from a minimum distance of 80 miles from the Civic Centre and is within the South Ribble area, within a set period.

Casual Employment for Events and Elections

The Council historically has relied upon the goodwill of existing staff to support the successful running of Council led events. In order to create a bank of casual staff, a payment of £9.30 per hour will be paid for all staff (either existing members of staff or new casual workers) for working on Events. This will be paid for general event duties. A higher rate per hour will be paid for worker those with additional responsibility such as staff supervision, or those holding a position of responsibility at the Event.

Where the planning, coordination and management of an Event falls within an employee's job role there is no additional payments, but there may accrue Time of in Lieu or additional flexi leave.

Staff or casual workers supporting Elections Services receive set rates where the work is outside of their normal job role, e.g. canvassing, at polling stations, postal votes, vote counts etc.

Overtime payments

Advice from ACAS is that "workers should usually receive the same pay while they are on annual leave as they normally receive whilst they are at work" and that "all types of overtime, including voluntary, must be included when calculating a workers statutory holiday pay entitlement, apart from overtime that is only worked on a genuinely occasional and infrequent basis"

An additional 7.69% is added to overtime payment to accommodate the required to reflect overtime in holiday pay calculations.

Overtime payments are paid in accordance with the NJC terms and conditions of employment. In addition were it is necessary for continued service provision and of best value with the delegated approval of Head of Paid services, Directors are able to agree to overtime for more senior officers where the NJC terms only allows overtime for lower paid staff. For example, for IT officers to attend when the office is closed for system upgrades that can't be carried out during the working week.

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