The Appointments and Conditions of Service Committee convened on Monday, 6 October 2025, to discuss several key employment and pay-related matters. The committee approved a revised Probation Policy, recommended changes to the Pay Policy Statement to reflect performance-related pay for the Chief Executive role, and noted the implementation of pay awards for Local Government Services employees, Chief Officers, and Chief Executives. Additionally, the committee supported changing the job title of Managing Director to Chief Executive.

Chief Executive's Fixed Term Appointment and Performance Related Pay

The committee approved the change of the job title of Managing Director to Chief Executive, approved in principle the introduction of performance-related pay for the Chief Executive role, and recommended that the council amend the Pay Policy Statement to reflect these changes. The council's current Managing Director is due to leave on 26 October 2025.

The proposal involves hiring a new Chief Executive on a fixed-term contract (FTC) until 31 March 2028. The proposed remuneration package includes a spot salary of £181,018 per annum, with the potential to earn up to £20,000 in performance-related pay. This performance-related pay would be contingent on achieving between four and six objectives set as part of the Chief Executive's annual performance appraisal.

The report noted that:

One of the purposes of the Chief Executive (FTC) will be to lead the Council to become more efficient and effective.

To implement the performance-related pay, the council's Pay Policy Statement will be amended. The changes to the Pay Policy Statement include:

• Reflecting the change of job title from Managing Director to Chief Executive.
• Updating references to the pay scale to account for pay awards agreed in July 2025.
• Reflecting the Chief Executive's performance-related pay and updating the salary range table.
• Changing the pay multiple from 6.8:1 to 6.9:1 due to the potential increase in maximum pay for the Chief Executive.
• Reflecting that the Chief Executive will be on a single pay point with the opportunity to obtain performance-related pay.
• Updating job titles in Children's Services.

A Chief Executive's Performance Related Pay policy will be drafted for final approval by the council on 10 December 2025, setting out criteria for payment.

Local Government Services' Chief Officers' & Chief Executives' Pay Awards 2025-26

The committee noted the implementation of a one-year pay agreement for Local Government Service employees in Grades 1 to 16, Degree and Higher Apprentices, the Joint Negotiating Committee (JNC), for Chief Officers in Grades 17 to 20, and Chief Executives (Grade 21), all effective from 1 April 2025.

The key points of the pay agreements are:

• A 3.2% pay award uplift on Grades 1 to 16.
• A 3.2% uplift on all allowances.
• A 3.2% pay award uplift on Grades 17-20.
• A 3.2% pay award uplift for Chief Executives.

The pay offers for Soulbury Employees and Coroners have not yet been agreed.

Probation Policy Review

The committee approved revisions to the existing Probation Policy¹. The proposed changes to the policy include:

• Clarifying that the policy does not apply to school employees.
• Connecting to the induction process and including good induction principles.
• Clarifying the probation end process.
• Aligning the dismissal appeal notice to other policies at 7 calendar days.

During consultation, trade union representatives expressed that the initial probation period should remain at six months. The committee was informed that the Probation Policy would be revisited once guidance had been issued on the new Employment Rights Bill².