Senior Salaries

Local Authorities are already required to publish, under the Accounts and Audit Regulations 2015 (Statutory Instrument 2015/234):

  • The number of employees whose remuneration in that year was at least £50,000 in brackets of £5,000
  • Details of remuneration and job title of certain senior employees whose salary is at least £50,000, and
  • Employees whose salaries are £150,000 or more must also be identified by name.

In addition to this requirement, local authorities must place a link on their website to these published data sets or place the data itself on their website, together with a list of responsibilities (for example, the services and functions they are responsible for, budget held and number of staff) and details of bonuses and ‘benefits-in-kind’, for all employees whose salary exceeds £50,000.

Currently, Bodmin Town Council has one post where remuneration is £50,000 or greater, the post of Town Clerk. The salary is within the LC4 benchmarking range (Spinal Column Points 52 to 55) as recommended by the national Association of Local Councils and the Society of Local Council Clerks and is based upon size of population, budget and level of services of the Council.

The Town Clerk’s principle areas of responsibility are to:

  • manage the Council’s assets, staff, procedures and decision-making process to deliver the Council’s Strategic Aims and Objectives within the statutory framework.
  • assist Members in policy formulation, business planning and the development of the Town Council.
  • provide advice and assist the Town Council in making effective and legal decisions.
  • in conjunction with the Responsible Finance Officer, develop robust financial budgets in line with the Council’s Strategic Aims and Objectives, reviewing expenditure against budgets and reporting as required.
  • work constructively with partners in the private, voluntary and public sectors to identify, negotiate and develop new business opportunities, enhancing service delivery and developing community assets and amenities.
  • maximise external funding streams for the development of services and provision of facilities.
  • represent the Town Council at civic events and activities as required, ensuring they are properly coordinated.

Bodmin Town Council does not pay bonuses or benefits-in-kind to employees and operates a TOIL (time off in lieu) system.

Employee salaries

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