Pay Policy Statement 2018-19 - cornwall.gov.uk

1 Appendix 1 Pay Policy Statement 2018/19 Current Document Status Version Approving body Cornwall Council Date 9 November 2017 Date of formal approval (if applicable) Target date: 31 January 2018 Responsible officer Kevin Pearce Review date 1 December 2018 Location Version History Date Version Author/Editor Comments 9/11/17 Draft. Kevin Pearce Draft for approval Equality Impact Assessment Record Date Type of assessment conducted Stage/level completed (where applicable) Summary of actions taken decisions made Completed by Impact Assessment review date Various Initial / Full Complete EIAs undertaken previously on individual policies Various Various Corporate Quality Assessment Record Date Insert date Completed by Insert name(s) Document retention Document retention period 5 years in hard and electronic copies.

2 Cornwall Council Pay Policy 2016-17 2 Policy guidance template Introduction 4 Purpose and aim of the Policy 4 Scope 4 Policy Statement 4 Policy details 4 Pay multiple 12 Consultation and engagement 12 Performance and risk management 13 Communicating the Policy 13 Information and training 13 Evaluation and review 13 Appendix 1 - Pay Ranges 14 Cornwall Council Pay Policy 2016-17 3 1.

3 Introduction This pay Policy Statement describes the Council s policies that relate to the pay of its workforce, particularly its senior officers and its lowest paid workers. It was approved by Full Council on 20 February 2018. 2. Purpose and aim of the Policy Statement This document fulfils the requirement of the Localism Act 2011 that local authorities prepare and publish a pay Policy Statement for each financial year. The pay Policy Statement is intended to provide sufficient information about pay Policy to enable local taxpayers to reach an informed view about local decisions on all aspects of remuneration for relevant employees. It also sets the context for the numerical information that is published by the Council under Local Government Transparency Code 2015 and by The Accounts and Audit (England) Regulations 2011.

4 3. Policy Statement The Council is committed to transparent, fair and equitable pay and reward arrangements that provide value for money and enable the recruitment and retention of employees with the skills and motivation to deliver high quality services for Cornwall and its communities. The policies that support these objectives are summarised in section 5. 4. Scope The pay Policy Statement describes the pay arrangements that apply to the Council s senior and lowest paid employees. Senior employees are the Council s Chief Executive, Strategic Directors and Service Directors. The Council s lowest paid employees are those whose terms and conditions of employment are established by the National Joint Council for Local Government Services and amended through local collective agreements from time to time.

5 The Council s lowest paid employees receive a salary equivalent to the minimum of grade B on the Council s pay structure. The Council will continue to honour the Living Wage Foundation Living Wage as its pay structure minimum. This will mean that its lowest paid employees will be paid per hour or 16,880 per annum as the full time equivalent with effect from 1 April 2018. 5. Policy details The policies set out below apply to the Council s senior officers and its lowest paid employees unless otherwise stated. Cornwall Council Pay Policy 2016-17 4 Pay structure The Council s pay structure for the relevant employees consists of 20 grades with spot salaries or salary ranges.

6 Grades are allocated to roles through a process of job evaluation which establishes the relative value of different roles. Where salary ranges apply employees are appointed to the minimum of the salary range for the job unless there is a substantial reason for making an exception, for example to secure the appointment of a candidate of the right calibre. As part of the 2014 Collective Agreement the Council agreed with its recognised trade unions the introduction of contribution related pay in 2017/18, replacing the previous system of time-served salary progression. Contribution related pay is based on a formal assessment of what employees achieve and how they work to determine whether they are eligible for salary progression within the salary range for their role.

7 Exceptional employees on salary maximums are eligible for a one off payment. In exceptional circumstances, for example for retention reasons, employees may be awarded accelerated salary progression at the discretion of the Council. The Council s Chief Officers Employment Committee is responsible for, amongst other things, determining the remuneration of the Chief Executive and Strategic Directors. Further details on the responsibilities of the Chief Officers Employment Committee are set out in the Council s Constitution which is available on the Council s web site. Where an employee is promoted or regraded to a higher grade they should receive an immediate pay increase. They will be paid on the minimum of the salary range for higher grade unless this is less than a 2% salary increase in which case they will be paid a 2% salary increase.

8 Exceptions may be agreed by the Chief Executive, Strategic Director or Service Director, in each case in conjunction with the Head of Human Resources and Organisational Development. The Council s pay structure creates the foundation for the relationship between the pay of all the roles within the scope of the pay Policy Statement and is attached as an appendix to this Statement . Job evaluation Job evaluation is used to determine the relative value of roles within the Council. Different elements within each role will accrue a number of job Cornwall Council Pay Policy 2016-17 5 evaluation points.

9 The total number of points accrued will determine the relevant grade and associated spot salary or salary range for each role. The Council uses the Greater London Provincial Council (GLPC) and Hay Job Evaluation Schemes. Roles which score 700 or more GLPC points qualify for an evaluation under the Hay Job Evaluation Scheme. Market supplements In exceptional circumstances, the Council may pay a market supplement in addition to the salary for a role where, in the absence of such a payment, it would not be possible to recruit and retain suitable employees. The value of the market supplement takes into account the labour market pay information for similar jobs. Any market supplements are reviewed on an annual basis and are varied or ceased as necessary according to the labour market evidence for the role in question.

10 Premium payments The standard working week for employees within the scope of this Policy Statement is 37 hours, worked from Monday to Friday. For some employees who are required to work outside the normal working week, a premium payment may be due. The premium payments which may be payable are set out below. Overtime Overtime is time worked beyond the standard working week (37 hours) which attracts additional payment. Overtime is only paid in circumstances where it is not practicable to grant compensatory time-off in lieu. All paid overtime is subject to authorisation in advance by the relevant manager. Overtime is paid at plain time with the exception of emergency recall to work after midnight which attracts a 50% plusage.