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Senior Salaries

We believe it is important to be open and transparent about what we pay our senior officers.  You can view the salaries of all Officers who receive more than £50,000 per year.

We operate a shared management team with Boston Borough Council and East Lindsey District Council. Salaries for the shared officers (shown in bold) are split as follows; 46% ELDC; 31% SHDC and 23% BBC.

For more details on our shared management team, please visit:

GradeJob TitlePermanent/temporaryFull Time Equivalent Salary in £5k BracketsSalary Ceiling
DCXDeputy Chief Executive - Corporate DevelopmentPermanent£115-£120,000

£116,377

AD1 GradeAD Strategic ProjectsPermanent£90-£95,000£94,905
AD1 GradeAD Strategic Growth and DevelopmentPermanent£85-£90,000£94,905
AD GradeAD GovernancePermanent

£80-£85,000

£94,905
AD GradeAD HousingPermanent

£80-£85,000

£94,905
AD GradeAD FinancePermanent£80-£85,000£94,905
AD GradeAD Wellbeing and Community LeadershipPermanent£80-£85,000£94,905
AD2 GradeHead of PlanningPermanent£70-£75,000£77,212
AD2 GradeExecutive Programme ManagerPermanent£70-£75,000£77,212
SM2 GradeHead of DeliveryPermanent£60-£65,000£62,811
SM2 GradeHead of Environmental and Operational ServicesPermanent£55-£60,000£62,811
SM2 GradeHead of Public ProtectionPermanent£50-£55,000£62,811
SM3 GradeStrategic and Operational Property ManagerPermanent£50-£55,000£53,333
SM3 GradeLeisure and Communities ManagerPermanent£50-£55,000£53,333
SM3 GradePublic Protection ManagerPermanent£50-£55,000£53,333
SM3 GradeProgramme ManagerPermanent£50-£55,000£53,333
Ad HocHousing Contracts and Compliance ManagerTemporary (part time)£115-£120,000£115,755

Pay Policy Statement 2022

A pay policy statement is required to be produced annually under section 38 of the Localism Act 2011 (opens new tab). Regard is to be had to any guidance from the Secretary of State in producing this statement.

Any decision under powers delegated in the Council's constitution with regard to remuneration to be taken during 2022/23 will be bound by and must comply with this statement.

The HR Manager must be consulted prior to any decision impacting on remuneration where there is any question regarding compliance with the Statement.

Our full  Pay Policy Statement (PDF) [32KB] (opens new window)  for 2022 is available to read.


SHDC Workforce Equality Profile

The purpose of this report is to provide an annual summary of the profile of the workforce of South Holland District Council (SHDC) by it's protected characteristics as defined under the Equality Act 2010.

All public sector employers, including local authorities, have a statutory duty under the Equality Act (2010) to publish the equality profile data it holds for its directly employed workforce on a regular annual basis. The latest workforce information for SHDC is based on data obtained as at 23rd February 2022.

As equality monitoring questions are optional, the Council does not hold a full set of information for every employee. Where employees did not answer or did not want to state their protected characteristics, these are shown as 'not stated' or 'not specified'.

Our full  Workforce Equality Profile (PDF) [1MB] (opens new window)  for 2022 is available to read.