Staff structures and salaries

Our pay policy aims to ensure value for money whilst enabling us to deliver high quality services to the residents of Reading. We seek to set pay rates that are adequate to secure and retain high quality employees dedicated to the service of the public, but will determine overall pay and benefits at an appropriate level in accordance with equality, affordability and other relevant factors.

Most staff are paid in accordance with the NJC pay scales. We use an established job evaluation process to establish the relative worth of jobs within the Council. Employees can progress within pay grades based on performance against agreed targets.

Pay policy statement

Pay Policy Appendix

Market supplement policy

Senior management

Senior manager structure

Senior managers are paid in line with the Hay job evaluation scheme.

Ratio between lowest and highest salaries

We aim to maintain a ratio of no more than 1:10 between our lowest and highest paid staff. With effect from 1 April 2021 the ratio is 1:8.98.

Our lowest paid workers at either spinal column 3 (see NJC pay scales and senior management pay scales) or the National Living Wage, whichever is highest.

Our pay multiple between the highest and median salary is 1:6.01.

Gender pay gap report

Gender pay gap report

Councillors’ pay

Councillors don’t receive a salary or wage but are entitled to allowances and expenses to cover some of the costs of carrying out their public duties.

The Independent Remuneration Panel recommends a scheme of allowances for councillors which includes:

  • a basic allowance paid to all councillors
  • special responsibility allowances (for the Leader of the Council, Deputy Leader, Lead Councillors and committee chairs
  • claims for travel, subsistence and dependent carer costs

More information on the role of councillors and their allowances

Last updated on 07/05/2024