Pay policy statement 2024-25

3. General Principles

1. 3.1. On recruitment, individuals will be placed on the appropriate SCP within the pay grade for the post that they are appointed to. This would normally be the minimum of the scale; however, appointment may be at a higher point where necessary to appoint the best candidate. Access to appropriate elements of the Council's Relocation Scheme may also be granted in certain cases, when new starters need to move to the area. 
2. 3.2. Where the Council is unable to recruit to a post at its designated grade, it will consider the use of temporary market supplements or a 'recruitment incentive payment'. Recruitment incentive payments are re-payable in whole or in part in certain circumstances should the officer leave before an agreed period has been served. These payments are subject to tax and national insurance under the Council's PAYE scheme.
3. 3.3. In areas of skills shortages (locally or nationally) the Council will consider the use of retention payments.
4. 3.4. Individuals will normally receive an annual increment, subject to the top of their grade not being exceeded. In exceptional circumstances (e.g., examination success), individuals will receive accelerated increments. Again, this is subject to the top of their grade not being exceeded.
5. 3.5. The Council does not apply performance-related pay, with the exception of the Executive Directors whose progression through the increments of the pay grade is subject to performance management. The Council does not apply any bonuses. 
6. 3.6. On ceasing to be employed by the Council, individuals will only receive compensation:
   1. a) in circumstances that are relevant (e.g., redundancy), and
   2. b) that is in accordance with our published Policy Statement on how the Council will exercise the various employer discretions provided by the Local Government Pension Scheme (LGPS), and/or
   3. c) that complies with the specific term(s) of a settlement agreement used to avoid or settle a potential legal claim.
7. 3.7. The Policy Statement on how the Council will exercise the various employer discretions provided by the LGPS also summarises how Flexible Retirement might be allowed. This is where an individual aged 55 or over who reduces their grade or hours of work (or both) may receive their LGPS benefits immediately, even though they haven't left the Council's employment. This will be allowed only in circumstances where it is demonstrated to be in the Council's long-term interests.
8. 3.8. Any decision to re-employ an individual who was previously employed by the Council and, on ceasing to be employed, was in receipt of a severance or redundancy payment, will be made on merit. The Council will not, however, normally engage such an individual under a contract for services.
9. 3.9. Any Market Supplement that is paid will be in accordance with our Protocol for Payment of Market Supplements.
10. 3.10. If it is appropriate for an honorarium to be paid, this will be in accordance with our Principles for Payment of Honoraria.
11. 3.11. The Council pays Essential and Casual Car User allowances in appropriate circumstances.These allowances are in accordance with 'Green Book' rates, although the Council does not recognise the 1200cc to 1450cc (i.e., the top) band and mileage may only be claimed at a reduced local rate. There are also local rates in force for individuals who use their motorcycles or bicycles on official business.
12. 3.12. Any subsistence allowance that is paid will normally be no higher than the rates agreed locally.
13. 3.13. Professional subscriptions are payable where they are required for the post.
14. 3.14. The Council operates the Local Government Pension Scheme (LGPS) for employees within scope of this statement.
15. 3.15. Where severance payments over £100,000 are considered, this matter must be referred to Full Council.