Skip to main content
Link to Search

PAY POLICY STATEMENT 2023/24

Appendix 1

1. INTRODUCTION

Under the Localism Act 2011 Derbyshire Fire and Rescue Authority (the Authority) is required to prepare a Pay Policy Statement to explain the key policy principles that underpin its policies towards a range of issues relating to the pay of its workforce, particularly its senior staff (referred to as ‘Principal Officers’ or ’Brigade Managers’) and its lowest paid employees. A Pay Policy Statement must be prepared for each financial year and must be approved by the Authority.  This Pay Policy statement covers the year 2023/24.

2. OBJECTIVES 

2.1 Responsibility and scale

Derbyshire Fire and Rescue Authority is directly responsible for a budget of £44.9 million and for the employment of 774.26 full time equivalent (FTE) staff as at 1 February 2023.

Work Group

FTE

Wholetime

355.46

Control

36.75

Support

162.85

On-Call*

219.20

Total

774.26

* Based on 120 hours cover being 1.0 FTE

2.2 Policy objectives

The Authority publishes the pay details of all senior officers with pro rata salary of more than £50,000 in its annual Statement of Accounts. This Pay Policy Statement brings the information on remuneration into a single document for public information and to meet the obligations of the Localism Act 2011. Links to other more detailed documents are provided. Rather than be limited to legal requirements this document seeks to bring additional clarity to local people on what the senior officers do and the level of reward for their work - see Document Library - Expenditure - Senior Salary Information.

Pay bands are established on nationally applied role maps for operational employees and grading bands established through a job evaluation process for support employees. In applying its Pay Policy, the Authority ensures it abides by its policy on equality and inclusion.

2.3 Pay negotiating bodies

The Authority applies the pay scales adopted by the respective National Joint Council (NJC) negotiating bodies for all its employees up to Brigade Manager level. The Authority pays above the new national living wage applied to all employees from the 1 April 2016. Local pay arrangements are in place for Brigade Managers and are considered in Section 4.

The Authority applies the annual pay settlements negotiated by:

  • The National Joint Council for Local Government Services
  • The National Joint Council for Local Authority Fire and Rescue Services
  • The National Joint Council for Brigade Managers of Local Authority Fire and Rescue Services

The Service undertakes negotiation with its recognised representative bodies on local agreements which affect the terms and conditions of its employees and which may include agreement of local allowances. The representative bodies recognised for negotiating purposes are:

  • The Fire Brigades Union
  • UNISON

2.4 Service aims and objectives

A National Agreement recognises the essential role of Brigade Managers in developing the Fire and Rescue Service for the future and for delivery of statutory duties and aims and objectives of fire authorities. The NJC believes that this is best achieved in partnership with fire authorities and their Brigade Managers through the provision of an environment that encourages the maximisation of its potential and the contributions of staff. The core values of the National Agreement are embedded in the ambitions of the Authority to make Derbyshire a safer place to live, work and visit.

2.5 Service Delivery Considerations

The National Agreement recognises that the local leadership of Derbyshire Fire and Rescue Service (the Service) is fundamental to the delivery of the modernisation agenda. The Chief Fire Officer/Chief Executive (CFO/CE) is charged with the statutory duty of Prevention, Protection and Response for the County and City to save and prevent loss of life and damage to the environment. The National Agreement also recognises the need for fire authorities to recruit and retain effective Brigade Managers. 

2.6 Pay strategy and design

In determining the pay and remuneration of its employees, the Authority will comply with all relevant employment legislation. This includes the Equality Act 2010, Part Time Employment (Prevention of Less Favourable Treatment) Regulations 2000, The Agency Workers Regulations 2010 and, where relevant, the Transfer of Undertakings (Protection of Earnings) Regulations. The Authority takes the following approach to assessing individual and overall pay levels:

  • Salaries of ‘Green Book’ (non-operational) employees in the Service are set using locally determined pay scales and a nationally agreed Job Evaluation Scheme.
  • Salaries of ‘Grey Book’ (operational) employees in the Service are set using nationally agreed pay levels.
  • Salaries of ‘Gold Book’ employees (Brigade Managers) in the Service are set under national terms and local terms and consideration is given on an annual basis to potential salary uplifts.
  • Where applicable, annual national awards are normally made in April for Green Book employees, May for Gold Book employees and July for Grey Book employees.
  • The Authority does not use performance related pay for its Brigade Managers.
  • The Authority does not award bonuses to its Brigade Managers.

2.7 Gender Pay Gap reporting

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 required that from April 2017, organisations with more than 250 employees must collect data for the year and publish its gender pay gap information by 30 March each year. In addition, the Service must provide a written statement on the website which confirms the accuracy of these calculations and report the data to government online. Gender pay reporting requires 6 calculations to be carried out. These are detailed below:

Pay Gap Calculation

Mean Gender Pay Gap

Calculating the mean gender pay involves adding up all of the hourly pay rates and dividing this by the number of employees.

Median Gender Pay Gap

Calculating the median gender pay involves listing all the hourly pay rates in numerical order with the median being the middle number of the list.

Mean Bonus Gender Pay Gap

Calculating the mean bonus gender pay involves adding up all of the bonuses and dividing this by the number of employees.

Median Bonus Gender Pay Gap

Calculating the median bonus gender pay involves listing all the bonuses in numerical order with the median being the middle number of the list.

Proportion of Males and Females receiving a bonus payment

Calculating the proportion receiving a bonus involves dividing the number of relevant employees who received a bonus by the number of relevant who could have received a bonus.

Proportion of males and females in each quartile band

To calculate a quartile range order the hourly pay rates in numerical order and split the list into 4 equal sections. Then calculate how many males and females fall into each section.

2.8 Apprenticeships

In September 2012, the Authority approved the introduction of support staff apprentices into the Service utilising an Apprenticeship Training Agency. Apprenticeships are introduced on a case by case basis and the Authority pays above the national living wage.

3. MANAGEMENT FUNCTIONS

3.1 BRIGADE MANAGERS

The Service employs two tiers of senior management, the most senior being Brigade Managers of which there are two. As well as performing organisational management functions, these officers provide the most senior operational command for the Service.

3.2 Substantive management arrangements

The substantive management arrangements divide responsibilities between the following Brigade Managers:

  • Chief Fire Officer/Chief Executive (Operational)
  • Deputy Chief Fire Officer (Operational) 

3.3 Brigade Managers’ Pay

In accordance with the requirements of the Localism Act 2011, the following officers known as Brigade Managers are covered within this Pay Policy Statement:

  • Chief Fire Officer/Chief Executive (Operational)
  • Deputy Chief Fire Officer (Operational) 

3.4 Brigade Managers

All Brigade Managers are employed on the terms defined by the National Joint Council (NJC) for Brigade Managers of Local Authority Fire and Rescue Service (known as the Gold Book). Under these national terms consideration is given on an annual basis to potential salary uplifts. Discussions take place at national level between the national employers and employees representatives to recommend a minimum increase. This recommendation can then be added to at a local level. 

3.5 AREA MANAGERS AND DIRECTOR OF PEOPLE

The second management tier includes one Director of People and three Area Managers who undertake the functional management of the Service. This tier includes a mixture of roles and associated terms and conditions and remuneration with staff being conditioned to one of two types of terms and conditions of service. These are the NJC for Local Government Services (known as the Green Book) and the NJC for Local Authority Fire and Rescue Services (known as the Grey Book). Area Manager pay is set at a fixed pay point with an additional amount paid for flexibility and Gold Command duties where appropriate. Any pay uplifts are negotiated at national level and fall in line with Green Book or Grey Book increases – see: Document Library – Expenditure - Senior Salary Information

In collaboration with Derbyshire Police, a Joint Strategic Head of Assets is employed by the Chief Constable and the Authority contributes to the cost of this post with a joint service being provided to each organisation.

3.6 Statutory management functions

The Chief Fire Officer/Chief Executive (Operational) holds the position of Head of Paid Service and the Authority has two Officers fulfilling statutory officer functions. The     roles concerned are:
* The Head of Corporate Financial Services temporarily holds the role of Treasurer and section 151 Officer and is employed by and reports to the Authority; and
* The Solicitor/Monitoring Officer is employed by and reports to the Authority. This Officer is on Green Book terms and conditions but subject to annual pay awards in line with national Grey Book agreements. 
See: Document Library – Expenditure - Senior Salary Information

4. RECRUITMENT AND REMUNERATION OF BRIGADE MANAGERS

4.1 Recruitment of Brigade Managers 

Brigade Managers are selected in line with internal policies and procedures, with the full participation of Members of the Authority and selection is based upon merit. Under the requirements of the Localism Act 2011, new posts at Brigade Manager level will continue to be subject to approval by the Authority prior to advertisement. 

4.2 Brigade Managers’ Pay Review Panel

The Brigade Managers’ Pay Review Panel (the Panel) has delegated authority to consider all issues associated with pay and conditions of Brigade Managers. Any recommendation made by the Panel is reported to and decided upon by the Authority. Any salaries of £100,000 or more will be subject to approval by the Authority after review by the Panel and any severance payments over £100,000 will be subject to approval by the Authority.

4.3 Brigade Managers’ Pay Determination methodology

The pay process for Brigade Managers consists of the two track approach in accordance with the guidance issued under the Gold Book fifth edition published in 2006 which stated:

  1. At national level the National Joint Council for Brigade Managers of Fire and Rescue Services (NJC) annually reviews the level of pay increase applicable to all those covered by the national agreement (paragraph 10 of the Gold Book). 
  2. All other decisions about pay levels and remuneration for individual Brigade Managers are to be taken by the Authority, who should annually review these salary levels (paragraph 11 of the Gold Book)

The local pay review will be effective from April each year. Arrangements will be made for an independent review to be undertaken of the salaries of Chief Officers in similar authorities. The review should use, as a benchmark, the Best Value Family Group 4 basic salary information, that is, those authorities of a similar size, nature and risks. 

4.4 Remuneration of Brigade Managers 

The remuneration for the Deputy Chief Fire Officer is based on a percentage of the CFO/CE salary which is calculated on a ‘total reward’ package to include salary and access to fleet vehicles (currently hybrid) to enable the duties of the post to be performed. These vehicles are exempt from tax as Chief Officers are deemed to be on continuous duty. The CFO/CE salary is based on comparators for the role of Chief Fire Officers in similar authorities. The review compares the pay levels of comparable Fire and Rescue Authorities in the same Family Group of 18 Fire and Rescue Services and establishes an average median pay point as a benchmark salary which is considered by the Fire Authority when reviewing the salaries of Chief Officers. The relationship between the salary of the Chief Fire Officer/Chief Executive and the Deputy Chief Fire Officer (Operational) is 85%. 

Post

Salary 2022/23*

Chief Fire Officer/Chief Executive

£157,876

Deputy Chief Fire Officer

(85% of CFO/CE salary)

£134,194

*excludes pending National Pay Awards for 2022 and 2023

The facility exists for the Brigade Managers (either singularly or collectively) to present a case to the Panel (by the Chair) for variation of the ‘total reward’ package based on evidence, the overall performance of the Service or an annual appraisal. 

The Panel will have discretion to award further percentage increases each year over any NJC award that may be decided. 

The local pay review will cover the period 1 April to 31 March each year.

4.5 Fees and allowances

There are no fees or allowances payable to Brigade Managers other than Telephone Allowances which are included on the remuneration note within the Statement of Accounts.

4.6 Bonuses 

There is no bonus scheme in operation for any role across the Service. 

4.7 Expenses 

Brigade Managers, Area Managers and Statutory Officers are able to reclaim a restricted range of legitimate and evidenced expenses including landline and telephone expenses. Wherever possible the Service will determine travel and accommodation, for example, rail tickets and hotels to gain best value and reduce the level of individual claims by officers. They do not hold an expense account. Corporate credit cards are issued to Officers on a needs basis to be used for business use only and full receipts need to be provided for any expenditure. Details of payments are included in the analysis for payments made by the Authority and accessible through the following link – see Document Library - Expenditure - Invoices over £250

4.8 Subscriptions 

Where required, the Authority pays the annual membership fee for Area Managers and Statutory Officers for the National Fire Chiefs Council (NFCC). This allowance will be reviewed annually.  It does not include individual professional body fees.

4.9 Performance Review 

The Brigade Managers are expected to deliver their specified objectives and meet the behaviours required. Each has an annual Appraisal. The CFO/CE’s Annual Appraisal is undertaken by the Chair and Vice Chair of the Authority or their nominated substitutes. 

4.10 Performance Related Pay 

There is currently no Performance Related Pay scheme in operation for any role across the Service.  

4.11 Re-engagement of Staff

The Authority does not operate a policy of re-engaging staff after retirement from the Service.

5 REMUNERATION AND PAY MULTIPLES

5.1 Remuneration of other senior officers

Remuneration details of all those senior officers employed by the Service with a pro rata salary of over £50,000 can be found in the annual Statement of Accounts – see Document Library - Expenditure - Statement of Accounts. This also includes any taxable benefits on any vehicles used privately by Station Officers or equivalent and above who able to access vehicles to perform their duties. 

5.2 Derbyshire Fire and Rescue Service Staff

Terms and Conditions of employment for staff within the Service pay frameworks are set nationally with any variations negotiated and agreed locally. This can include consideration of any market supplements and benchmarking information in determining appropriate pay and remuneration where required. The Service pay framework for operational uniformed personnel follows guidance on role related pay from the NJC, with the grade for each role being determined by a consistent job evaluation process.

5.3 Service pay framework

The Service pay framework for non-operational support staff was implemented in line with National guidance, with the grade for each role being determined by a consistent job evaluation process. This followed a national requirement for all Local Authorities and a number of other public sector employers, to review their pay and grading frameworks to ensure fair and consistent practice for different groups of workers with the same employer. 

5.4 Pay awards

Pay awards are considered annually for all staff. For uniformed operational staff (Firefighter to Area Manager) any outcome of national consultations by the Local Government Employers in negotiation with the Trade Unions is applied from July each year. For non-uniformed support staff any outcome of national consultations by the Local Government Employers in negotiation with the Trade Unions is applied from April each year.

5.5 Other allowances and payments 

Subject to meeting the qualifying conditions, employees have a right to belong to a pension scheme. As at 1 April 2023 the pension schemes that employees may currently be members of include:

  • Local Government Pension Scheme - An employer contribution of 17.7% of salary is applied for all members of the Local Government Pension Scheme.The employee contribution rates, which are defined by statute, currently range between 2.75% and 12.5% of pensionable pay.
  • Firefighters Pension Scheme 2015 - An employer contribution of 28.8% of pensionable pay is applied for all members of the 2015 scheme. The employee contribution rates currently range between 11% and 14.5% of pensionable pay.

The Firefighters Pension Schemes 1992 and 2006 are now both closed and all Firefighters have now transferred to the Firefighters Pension Scheme 2015. Firefighters will retain entitlement in the old Schemes but no employer or employee contributions are being added.

Other allowances applying to Firefighters include Flexible Duty Payments under the national conditions of service, overtime, Continuous Professional Development (CPD) Payments, and training allowances.

Flexible Duty Payments are made to Area Managers, Group Managers, and Station Managers who provide flexible duty cover to attend emergency incidents on a 24/7 rota basis. This is paid at 20% of basic salary. 

Continuous Professional Development Payments are made under national conditions of service and are approved annually, subject to an employee having more than five years’ service since attaining competence in role. This is paid as a monthly payment of to qualifying wholetime staff and qualifying On Call staff. 

Other allowances include clothing allowance, paid to Control employees for the provision of uniform, mileage and the reimbursement of medical fees, which only applies to employees whose service commenced prior to November 1994. The reimbursement of fees extends to cover dental, optical and prescription fees as paid at NHS rates. 

5.6 Pay multiples

Comparison of the CFO/CE salary to the median pay of staff covered by the Grey Book and the Green Book shows a pay multiple of 5.46 and will not exceed 5.5:   

Substantive: CFO/CE pay divided by Median pay is equal to 5.46

6 DEFINITION OF ‘LOWEST PAID’ STAFF

National Employers agreed to offer an increase of £1,925 on all pay scales with effect from 1 April 2022. The ‘lowest paid’ grade within the Authority is a support role on Scale 6 Support Payscale being paid £21,968 per annum. The pay multiple between the CFO/CE and the lowest paid member of staff will be no more than 5.5. This will enable remuneration decisions which would help to attract competitive applications for future vacancies, whilst providing reassurance that pay is set within reasonable parameters. This will be reviewed as further information becomes available.

7 REVIEW

This statement will be reviewed annually by the Authority following the application of the national Gold, Green and Grey Book pay award decisions each year. 

8 PUBLICATION

This statement will be published on the Service’s website as the Derbyshire Fire and Rescue Service Pay Policy Statement to sit alongside the Brigade Managers’ Pay Review Process and other information required to be published under the Government Code of Practice on Data Transparency.


DOCUMENT HISTORY

Version no.

1.9

Replaces

Version 1.8

Date

March 2023

Approved by

DFRA

Review Period 
This Pay Policy Statement will be reviewed in March 2024. 

Distribution 
This Pay Policy Statement will be published on the intranet in the month of issue.  No hard copies will be distributed.

Index  
Keywords: Pay Policy Statement, Pay Statement, Pay Policy, Chief Officer pay, Brigade Managers Pay, Senior Officers Pay, pay multiple, Pension contributions, lowest paid staff, performance related pay, gender pay gap reporting, pay negotiating bodies, bonuses, expenses, subscriptions, re-engagement