Pay policy statement
The pay policy statement is provided in accordance with Section 38(1) of the Localism Act 2011 and this will be updated annually from April each year.
This pay policy statement sets out Surrey Heath Borough Council’s policies relating to the pay of its workforce for the financial year 2022-24.
Surrey Heath Borough Council Pay Policy Statement.pdf (PDF, 203.35KB)
Pay scales and senior salaries
Local authorities are required to publish an organisation chart covering staff in the top three levels of the organisation.
The information required is the grade, job title, local authority department and team, salary in £5,000 brackets, budget. We have also included on the same page details about employees whose remuneration was at least £50,000 in brackets of £5,000. No employees earns more than £150,000.
Gender pay gap report
The council is required to publish an annual gender pay gap report which will show the difference in average earnings between men and women. The gender pay gap demonstrates the difference between the average (mean and median) earnings of men and female employees.
- The mean pay gap is the difference between average hourly earnings of men and women.
- The median pay gap is the difference between the mid-point in the range of hourly earnings of men and women, when arranged from lowest to highest.
The mean and median figures can be found in the Council’s Gender Pay Gap report at 31 March 2023.
Fraud
Local Authorities must publish information about their counter fraud work.
The Council takes a proactive approach to counter fraud, anti-fraud Induction training is given to all new starters, and anti-fraud training is available to all staff.
The Department of Works and Pensions undertake investigations and prosecutions of fraud under the Prevention of Social Housing Fraud (power to Require Information) England Regulations 2014.
As a Local Authority we have one staff member who is a professional accredited counter fraud specialist.
In 2022 to 2023 there was one case of creditor fraud against the Council, this resulted in ten hours of staff time to investigate and report.
Trade union
- Total number (absolute number and full time equivalent) of staff who are union representatives: 3 staff, 2.4 full time equivalent
- Total number (absolute number and full time equivalent) of union representatives who devote at least 50% of their time to union duties: 0
- Names of the trade union represented in the local authority: Unison
- A basic estimate of spending on unions (calculated as the number of full time equivalent days spent on union duties by authority staff that spent the majority of their time on union duties multiplied by the average salary):£0
- A basic estimate of spending on unions as a percentage of the total pay bill (calculated as the number of full time equivalent days spent on union duties by authority staff that spent the majority of their time on union duties multiplied by the average salary divided by the total pay bill): £0
Open data
You can search open data published by the Council on the Surrey Heath Hub.