Buckinghamshire Council Pay Policy Statement 2022

6.1 The council’s corporate service pay is determined locally. Grades are determined by recognising what people do – their jobs and responsibilities – and paying them accordingly using HAY job evaluation. Job evaluation is a consistent process used for determining the relative worth of jobs. Whilst the process is not a science, it is based on the systematic analysis of the different factors found within all jobs.

6.2 The Senior Leadership Team comprising of, Chief Officers, Corporate Directors and Service Directors are paid on a Leadership Pay Broad Band and are appointed on a personal contract with a spot salary, with the opportunity for a discretionary additional annual non-consolidated performance payment to those who have ‘exceeded’ expectations for their role. Each role has pay set individually based on the following components:

• The size of the job as determined by Job Evaluation
• The benchmark data for the market and sector rate for the post
• The assessed quality of the applicant including skills and experience balanced against candidate expectations
• Scarcity of the required skills

6.3 Senior Leadership pay for statutory and non-statutory posts will be reviewed annually by SAPC and there is no guarantee of a pay uplift or performance payment.

6.4 Pay awards for all corporate service staff will be considered annually after consultation with Trades Unions and employees. Any pay award is determined by SAPC who consider inflation and any significant considerations from elsewhere in the public sector; SAPC will undertake a pay review each year.

6.5 The Council’s main pay scale comprises Grade 1 to Grade 14 (table 2). Each pay grade has three pay points with progression through a grade subject to individual employees receiving a minimum ‘achieves’ performance rating. Employees may also receive annual additional payments based on exceeding or outstanding performance awarded as a percentage of the individual’s salary as a Non-Consolidated Payment.