Following our “More Secrecy At Council” article about the Senior Management Structure being held in secret, the story is out. Quite why the saving of over £100,000 a year on a Director level overpaid jobsworth post should have been a secret beggars belief. Perhaps the sounds of us clapping our hands at the loss of another huge salary might have been unbearable? West Lancashire Borough Council has agreed changes to its senior management team, which will save more than £100,000 a year, whilst continuing to deliver on its ambitions for the Borough.
At its meeting on 18 October 2017, the Council agreed the voluntary redundancy of the Director of Leisure and Wellbeing, in a move which means that together with previously agreed measures, the Council will make a total of £267,000 in efficiency savings next year from restructuring. Who knows, the leisure business of WLBC might have been different if the vast income from the council owned Beacon Park Golf Course landfill had come to the council rather than to private developers!
Councillor Ian Moran, Leader of the Council has said “The Council is under financial pressure, with the need to make an estimated £2.7m of savings over the next three years, and we are keeping our operating arrangements under regular review. The changes will enable the Council to make a significant saving, whilst continuing to deliver the Council’s priorities.”
From 1 February 2018, the Council’s management team will comprise:
Kim Webber – Chief Executive
Jacqui Sinnott-Lacey – Director of Housing and Inclusion
Heidi McDougall – Director of Leisure and Environment
John Harrison – Director of Development and Regeneration
Terry Broderick – Borough Solicitor
Marc Taylor – Borough Treasurer
In terms of transparency the Director of Leisure and Wellbeing post carries a remuneration of £78,515 per annum. A redundancy payment of £84,323 will be made to the Director of Leisure and Wellbeing. Council policy is that when making posts redundant there should be a payback period of less than three years. The changes agreed by Council provide a payback period within 2.87 years.
Redundancy costs have been calculated in accordance with the Council’s Redundancy Policy, which complies with the Local Government (Early Termination of Employment) (Discretionary Compensation) (England and Wales) Regulations 2006. Pension strain cost will be paid to the Pension Fund of £175,998. The pension strain cost has been calculated in accordance with the Local Government Superannuation Scheme Regulations.
Efficiency savings of £267,000 will be made by the Council from restructuring in 2018/19, £174,000 of which will be made by the General Revenue Fund, and £93,000 by the Housing Revenue Account.