Pay for all Hampshire Fire and Rescue Service (HFRS) staff is determined by the Local Government Employers with the Employers' Sides of the National Joint Council for Local Authority Fire and Rescue Services, the Middle Managers' Negotiating Body, and the NJC for Brigade Managers of Local Authority Fire and Rescue Services, the Hampshire Fire and Rescue Authority locally and representative bodies nationally. Terms and conditions of employment for staff within the HFRS pay framework are set nationally, with any variations negotiated and agreed locally.
The HFRS pay policy statement has been prepared with due regard to the (draft) guidance issued by the CLG (Communities and Local Government) as required under section 40 of the Localism Act 2011.
More information is given below and details of senior employees remuneration can also be found in the following:
Pension scheme contributions from Employers have been shown on the senior employees pay spreadsheet as part of salary costs. There are no special arrangements for Chief Officers in relation to pensions.
All staff have the option to join the pension scheme relevant to their role and benefits under each scheme are based on contributions, final salary and length of time in the scheme.
Operational staff joining the Service now are eligible to join the New Firefighters Pension Scheme (NFPS). Existing operational staff, including Chief Officers may be members of the old Fireman’s Pension Scheme (FPS) or the NFPS.
Non-operational support staff are eligible to join the Local Government Pension Scheme (LGPS) as are some more senior operational staff who have taken re-employment after retiring from the FPS.
Non-operational support staff
The HFRS pay framework for non-operational support staff was implemented in March 2002 in line with national guidance, with the grade for each role being determined by a consistent job-evaluation process. This followed a national requirement for all Local Authorities, and a number of other public sector employers, to review their pay and grading frameworks to ensure fair and consistent practice for different groups of workers with the same employer.
Any outcome of national consultations by the Local Government Employers in negotiation with the Trade Unions is applied from April each year.
There has been no annual pay award to any non-operational support staff between 2009 and 2012, however a nationally agreed pay uplift of 1% was awarded on 1st April 2013.
The average salary of HFRS non-operational support staff is £28,774 per annum. This includes all support staff posts (37 hours per week) with employer pension contributions, but excludes incident command unit staff whose earnings vary considerably based on levels of operational activity and the volume of incidents.
Operational uniformed staff
The HFRS pay framework for operational uniformed staff was implemented in December 2003 following a rank-to-role exercise in line with national guidance, with the grade for each role being determined by a consistent job-evaluation process. Pay awards are considered annually for all staff.
Any outcome of national consultations by the Local Government Employers in negotiation with the Trade Unions is applied from July each year.
There has been no annual pay award to any uniformed operational staff for 2010 and 2011, however an uplift of 1% per annum was given in July 2012 and subsequently July 2013.
The average salary of HFRS wholetime operational staff is £37,677 (including employer pension contributions). This includes all wholetime staff posts and Control (42 hours per week) but excludes retained firefighters whose part-time earnings vary considerably based on levels of operational activity and the volume of incidents to which they respond.
Hampshire Fire and Rescue Service does not permit the automatic re-engagement of staff after retirement. This policy is reviewed every two years and will be reconsidered by the Authority in the autumn of 2015.
Chief Officers' pay
Chief Officers’ pay is agreed by the Hampshire Fire and Rescue Authority (HFRA). Taking into account relevant available information, including the salaries of Chief Officers in other comparable fire and rescue services nationally.
Chief Officer pay awards are based on NJC recommendations, together with any additional performance related pay enhancement, agreed locally with the HFRA. To support the annual review, information may be provided on inflation, earnings growth and any significant considerations from elsewhere in the public sector.
There has been no annual pay award to any Chief Officers between 2011 and 2012, however to mirror national agreements, a 1% pay award was given on 1st January 2013.
Chief Officer remuneration
The combined salaries for the Service Management Team represents 2% of the HFRS total pay bill.
The lowest paid employee receives payment on the Grade A pay scale (support staff pay scales). Chief Officer’s remuneration represents a multiple of 11:1 to this level of pay, whilst the relationship to average support staff pay is a multiple of 6:1 and to operational staff average pay is 4.7:1
HFRS define the ‘lowest paid employee’ as that post-holder receiving the lowest full time equivalent (FTE) annual salary (inclusive of employer pension contributions if applicable). This definition has been chosen as the most representative and equitable method for comparison with Chief Officer remuneration. Retained firefighters have been excluded from this definition and from average figures quoted elsewhere, as their inclusion would significantly distort any derived average statistics downwards.
This applies similarly to a small number of support staff who are also employed on the Incident Command unit, for the same reason.
HFRS rely on the transparency and equality of application in the operational and support staff job evaluation processes to achieve equitable pay rates for all roles. As such, there is no specific policy to set or achieve a particular pay multiple in relation to Chief Officer remuneration compared to the pay levels of other staff.
Senior staff at director level and above
Senior staff at Director level and above receive remuneration based on direct percentage proportions of the Chief Officer’s pay and hence any agreed Chief Officer pay award, (as described above), will be reflected in the remuneration of these staff.
Chief Officer pay may be varied during a financial year (eg if the incumbent post holder were to leave and a replacement be recruited). Any changes to remuneration, (whether increases or decreases), in this situation, (or for any other legitimate reason), must be approved by the HFRA. The effects of any changes cascading from any change to other existing director level staff and above, would also require review and HFRA approval at that time.
The Monitoring Officer and Chief Finance Officer for HFRS are roles carried out by Hampshire County Council under contracts for legal and financial services. Payments under these contracts are unlikely to exceed:
- Legal - £70,000 per annum and;
- Financial Services - £325,000 per annum.
Performance related pay/special payments
HFRS does not currently pay performance related pay or bonuses to any staff or Chief Officers. Similarly, no special payments are routinely made to any staff member or Chief Officer on leaving the Service.
Please contact us if you would like to see a copy of our redundancy policy.