How much should your council pay your staff?

Let's start with the legislation.

Local Government Act 1972 section 112

Appointment of staff.

(1) Without prejudice to section 111 above but subject to the provisions of this Act, a local authority shall appoint such officers as they think necessary for the proper discharge by the authority of such of their or another authority's functions as fall to be discharged by them and the carrying out of any obligations incurred by them in connection with an agreement made by them in pursuance of section 113 below.

(2) An officer appointed under subsection (1) above shall hold office on such reasonable terms and conditions, including conditions as to remuneration, as the authority appointing him think fit.

So what counts as reasonable terms and conditions?

That's up to council to decide. Many member councils will use the nationally agreed NJC scale and the NALC model contract.

If your council chooses not to use the NJC scale or NALC model contract, you need to be confident that the contract and salary you are offering are reasonable, appropriate for the size and activity for your council, comparable to similar councils locally and elsewhere, and includes provision for progression. This does sound like a lot of hard work for someone to come up with a suitable alternative contract or scale, especially given that nationally agreed documents are provided for you.

Setting your budget

Every year you will need to take salary costs for all your staff into consideration. Make sure you take account of factor in any changes to pay which may include:

• Additional household expenses payment (if paid) of up to £26 per month
• Additional increments following achievement of agreed qualifications eg CiLCA
• Annual increments for employees
• Backpay for staff who have left your employment
• Changes in the national minimum wage
• Changes in working hours
• Changes to National Insurance
• Costs associated with administering payroll
• Employer pension contributions
• Expense reimbursements such as a homeworking allowance, the use of personal mobile phone, the use of personal computer and mileage
• Holiday pay and holiday pay accrued on overtime
• Maternity or paternity pay plus additional salary for an employee covering the maternity leave (two salaries)
• NJC pay award for this year which may need to be backdated
• Overtime pay
• Potential pay awards for the coming year
• Sick leave for an employee and the paying of an additional salary to cover the employee who is off sick
• Statutory sick leave

Job evaluation

If you'd like to review your clerk's job and check they are being paid at the appropriate rate, please contact us for a job evaluation.