Agenda Item No

The Vale of Glamorgan Council


Cabinet Meeting: 9 September 2013


Report of the Leader


Employee Pay Policy 2014/15


Purpose of the Report

1.         To ask Cabinet to consider and endorse the Council's Pay Policy for 2014/15 as required by the Localism Act 2011. 


1.         To endorse the Pay Policy as attached at "Appendix A" and refer the Policy for approval by Council at the meeting on the 25th September 2013.

Reasons for the Recommendations

1.         To respond to the legal requirement under the Localism Act and to provide openness and accountability in how the Council rewards its staff.


2.         The Council has a statutory requirement under the Localism Act 2011 to prepare a
pay policy statement for each financial year. The first statement was approved by Council in March 2012.

3.         The Policy has been produced on the basis of statutory guidance and with advice from the Welsh Local Government Association.

4.         The Policy will continue to be reviewed and updated on an annual basis in accordance with the requirements of the Act.

Relevant Issues and Options

5.         The Pay Policy has been produced in accordance with the requirements of section 38 (1) of the Localism Act 2011. The Act requires all local authorities to develop and make public their policy on all aspects of Chief Officer remuneration.

6.         Notwithstanding the above the Council has endeavoured to take a broader approach to this issue and has made reference to the pay of other relevant groups as part of the policy statement.

7.         In addition, paragraphs 6.15 to 6.20 of the Employee Pay Policy set out the details of remuneration arrangements for staff undertaking duties undertaken in respect of elections/referenda.

8.         The Policy will provide a framework for ensuring that employees are rewarded fairly and objectively, in accordance with the service needs of the Council and that there is openness and transparency in relation to the process.

9.         The Policy reflects the provisions of the Green Book/Single Status pay structure as implemented on 1st March 2012, the pay changes that resulted from the Senior Management Reduction exercise as implemented in 2012 and residual arrangements as approved by Council on 26th June 2013.

10.      The Policy also reflects the outcome of a nationally agreed pay award for staff (excluding Chief Officers) as agreed from 1st April 2013.

11.      As will be noted the Pay Policy needs to be approved and re-published by the 31st March 2014 in order to comply with the provisions of the Localism Act. 

Resource Implications (Financial and Employment and Climate Change, if appropriate)

12.      There are no financial implications arising from this report. Certain pay details for those paid £60,000 per annum and above are published on an annual basis as part of the Statement of Accounts.

Legal Implications (to Include Human Rights Implications)

13.      To respond to the legal requirements of the Localism Act.

Crime and Disorder Implications

14.      None.

Equal Opportunities Implications (to include Welsh Language issues)

15.      The Pay Policy will ensure openness and transparency in relation to the Council's approach to pay and reward.

Corporate/Service Objectives

16.      The pay arrangements within the Employee Pay Policy structure help to support service delivery and the meeting of corporate/service objectives.

Policy Framework and Budget

17.      This is a matter for decision by Full Council

Consultation (including Ward Member Consultation)

18.      The Trade Unions are aware of the requirements of the Localism Act and a copy of the statement has been shared with them.

Relevant Scrutiny Committee

Corporate Resources.


Contact Officer

Reuben Bergman, Head of Human Resources


Officers Consulted

Head  of  Legal Services

Head of Financial Services


Responsible Officer:

Reuben Bergman, Head of Human Resources