By Isle of Wight Observer
It’s widely known that public‑sector workers enjoy gold‑standard, inflation‑linked pensions, often based on final salary – a level of security most private‑sector workers can only dream of. While the value of private pensions rise and fall with the markets, council pensions are guaranteed for life.
However, papers prepared for this evening’s Full Council meeting reveal that the Isle of Wight Council offers a whole raft of additional perks that go far beyond the pension pot. Councillors will be asked to approve the new pay policy,
The papers reveal that staff receive 32 days of annual leave plus bank holidays, compared with the 20‑day minimum still common across most private firms. They also benefit from enhanced sick pay, family‑friendly leave and access to wellbeing support. Flexible working arrangements where staff are able to “choose their working patterns” are available to those where it does not adversely affect the service.
Monthly permits to park in any long stay car park are available at either £10 a month or £15 for senior staff, although they are supposed to be used only when on IW Council business. All Island permits cost £60 per month to other residents.
There is “annual automatic pay progression”, up to the maximum banding, with the first increase after six months employment. Additional increases can be awarded by Strategic Directors. Pay increases to the bands are based on national pay bargaining arrangements and have not yet been agreed for the coming year. Last year it was a 3.2 per cent increase for all staff.
New staff moving to the Island are eligible for a relocation allowance of up to £8,000. If recruits choose not to relocate the council will pay “some of the costs associated with travelling”.
Council employees can make “substantial savings to their childcare costs” through a salary sacrifice scheme. Although new members of staff cannot join the scheme, it remains in place for existing members.
On top of that, council employees can take advantage of discounts from more than 100 local companies, along with off-Island and web-based discounts. Travel discounts are available from Red Funnel, Wightlink and Hovertravel and some Southern Vectis tickets. The package even includes discounted One Leisure tickets, giving staff cheaper access to Island leisure centres and facilities.
Learning and development opportunities include “course attendance, distance learning, directed research, e-learning, work shadowing, coaching and/or mentoring”.
The updated pay policy, which also includes a 2.5 per cent rise in premium payments, will be debated at tonight’s meeting. The total cost of the uplift has not been published, and without a full breakdown of staffing numbers and grades, the overall bill cannot be calculated.
The Council’s CEO Wendy Perara is not appointed at a grade – she is paid £153,236 “in line with National agreement”. There are five senior officers who earn more than £100,000 with a further 12 who earn between £95,212 and £102,389.
The council says the package of benefits help it attract and retain staff in a competitive market. But at a time when frontline services are stretched to breaking point, and Islanders are repeatedly asked to pay higher Council Tax and charges for services such as parking, the benefits enjoyed by council staff may not enjoy universal support from Islanders footing the bill.
Isle of Wight Observer 
Mal Butler