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:
|Grade||Job Title||Permanent/temporary||Full Time Equivalent Salary in £5k Brackets||Salary Ceiling|
|DCX||Deputy Chief Executive - Corporate Development||Permanent||£115-£120,000|
|AD1 Grade||AD Strategic Projects||Permanent||£90-£95,000||£94,905|
|AD1 Grade||AD Strategic Growth and Development||Permanent||£85-£90,000||£94,905|
|AD Grade||AD Governance||Permanent|
|AD Grade||AD Housing||Permanent|
|AD Grade||AD Finance||Permanent||£80-£85,000||£94,905|
|AD Grade||AD Wellbeing and Community Leadership||Permanent||£80-£85,000||£94,905|
|AD2 Grade||Head of Planning||Permanent||£70-£75,000||£77,212|
|AD2 Grade||Executive Programme Manager||Permanent||£70-£75,000||£77,212|
|SM2 Grade||Head of Delivery||Permanent||£60-£65,000||£62,811|
|SM2 Grade||Head of Environmental and Operational Services||Permanent||£55-£60,000||£62,811|
|SM2 Grade||Head of Public Protection||Permanent||£50-£55,000||£62,811|
|SM3 Grade||Strategic and Operational Property Manager||Permanent||£50-£55,000||£53,333|
|SM3 Grade||Leisure and Communities Manager||Permanent||£50-£55,000||£53,333|
|SM3 Grade||Public Protection Manager||Permanent||£50-£55,000||£53,333|
|SM3 Grade||Programme Manager||Permanent||£50-£55,000||£53,333|
|Ad Hoc||Housing Contracts and Compliance Manager||Temporary (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.
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'.