Annex A and B - NJC for Brigade managers salaries and numbers survey 2022

This survey relates to the salaries of brigade managers (i.e. chief fire officers, deputy chief fire officers and assistant chief fire officers and equivalents) across two collection dates, 31 March 2021 and 31 March 2022.

Information from all brigades is required, including those who determine salaries without reference to the NJC pay levels.

The current minimum salary points for chief fire officers is attached as Appendix A page 6.

Brigade managers pay survey 2022/23 – Final report

In the boxes provided in the top right hand corner of the form please indicate the total population (in '000s) used for salary calculation purposes and the population range under the NJC's agreement within which that falls:

Please indicate the highest role below brigade manager level which is used in your fire and rescue service (e.g. Group Manager A, Group Manager B, Area Manager A, Area Manager B).

On each horizontal line of the main table please enter the following information in respect of each brigade manager post in your brigade.

 

Enter one of the following codes:

A = Chief Fire Officer

B = Deputy Chief Fire Officer

C = Assistant Chief Fire Officer

Please enter the number of points in scale (which under Gold Book terms and conditions will be 1). If not operating a single salary point please give a brief explanation of the scale in use.

Please enter a 1 in this column if the post is non-Gold Book, i.e. if the postholder is working at Assistant Chief Fire Officer level or above and is not employed on Gold Book terms and conditions.

Please note: Basic salary is the standard rate of pay before additional payments such as allowances and bonuses. Please enter the postholder's actual basic salary in whole pounds per annum as at 31st March 2021 and 31st March 2022. (If the post was vacant at either date please enter the actual basic salary (or minimum point if there is more than one) and advise that it is vacant by entering a 1 in the Vacancies column). For part-time postholders please enter their actual salary and provide the full-time equivalent salary in the description column.

Any additional payments/honoraria (i.e. calculated as a separate allowance) for

e.g. market supplements, performance related pay, long service increments, allowances etc. should be excluded from the actual basic salary (see note 8 below regarding additional payments).

Please enter the postholder’s gross salary in whole pounds per annum as at 31st March 2021 and 31st March 2022. Please leave blank if the post was vacant at either date and advise that it is vacant by entering a 1 in the Vacancies column. For part-time post-holders please enter their actual salary and provide the full- time equivalent salary in the description column.

The total gross salary figure should include all elements of the postholder’s remuneration package but should not include any reimbursements such as telephone allowances or expenses (See paragraph 8 above.) Please give a brief outline of all the elements of pay in the description column which are above basic pay and which have been included in gross total salary figures (e.g. performance related pay, regional allowances, market supplements etc).

If the postholder’s pay has been determined locally i.e. without reference to the NJC (gold book) guidance and/or the NJC (gold book) agreed annual award, please enter a 1 in the column headed Local Pay.

Enter F if the current postholder is full-time (i.e. their basic hours are the same as the post’s standard working week).

Enter P if the current postholder is part-time (i.e. their standard working hours are less than full-time).

If the post was temporarily vacant at 31st March 2021 or 31st March 2022. Please insert the actual basic salary (or minimum point if there is more than one) in the column ‘actual basic salary’ and enter a 1 in this column. The gender, ethnic origin and age columns should then be left blank.

Enter F if the current postholder is female

Enter M if the current postholder is male.

Please use the single letter code shown before the classification to enter the ethnic group of the postholder.

White    

A English/Welsh/Scottish/Northern Irish/British    

B Irish    

C Gypsy or Irish Traveller    

D Roma    

E Any other White background    

Mixed  

F White and Black Caribbean

G White and Black African

H White and Asian 

I  Any other Mixed / Multiple background

Asian or Asian British

J Indian

K Pakistani

L Bangladeshi

M Chinese

N Any other Asian background

Black or Black British

O Black Caribbean

P Black African

Q Any other Black / African / Caribbean background

Please enter the current postholder’s age in years as at 31 March 2021 and 31 March 2022.

Please use this column to enter descriptions of alternative salary schemes in use as indicated by the entry of a 1 in the Local Pay column.

Please also use this column to give a brief outline of the additional pay elements which make up the gross total pay (see paragraph 8).

 

This column can also be used to provide full-time equivalent salary for any part- time post holders shown on the form.

There are three additional questions at the bottom of the form relating to adherence to the NJC (Gold Book) terms and conditions and use of the NJC pay guidance/rates, please answer yes or no to indicate whether or not these are used in your FRS.

Annual rates of pay for chief fire officers (from 1 January 2019)

Population band 1 - Up to 500,000

Minimum rate of pay - £103,818*

Population band 2 - 500,001 to 1,000,000

Minimum rate of pay - £103,818

Population band 3 - 1,000,001 to 1,500,000

Minimum rate of pay - £114,412

Population band 4 - 1,500,000 and above (except London)

Minimum rate of pay    £125,748

Population band 5 - London

Minimum rate of pay - £138,216

It is emphasised that these are minimum rates of pay only. The minimum rate for one population band should not be construed as the maximum of the band below. The national agreement does not set an upper limit for the pay of any chief fire officer in any band.

* The minimum salary arrangements for new appointments in population bands 1 and 2 remain as defined in the 2006/2007 pay settlement (issued by circular on 7 December 2006).