Pay
Our pay scale is changing on 1 April. Find out more about the changes.
Salary scales or ranges determine the level of pay for each job at Kent County Council. The scale or range usually has a range of pay with a minimum and maximum salary.
All employees will be paid on a salary scale or range which is appropriate to their grade, accountabilities, responsibilities and their profession.
This pay scale is effective from 1 April 2024.
| Salary scale | Minimum salary | Maximum salary |
|---|---|---|
| KR 3 | £23,337 | £23,337 |
| KR 4 | £23,338 | £23,921 |
| KR 5 | £24,040 | £25,002 |
| KR 6 | £25,127 | £26,383 |
| KR 7 | £26,515 | £28,850 |
| KR 8 | £28,995 | £32,769 |
| KR 9 | £32,933 | £37,188 |
| KR 10 | £37,374 | £43,592 |
| KR 11 | £43,810 | £49,989 |
| KR 12 | £50,239 | £58,491 |
| KR 13 | £58,784 | £65,480 |
| KR 14 | £65,807 | £74,058 |
| KR 15 | £74,428 | £84,116 |
| KR 16 | £84,537 | £106,125 |
| KR 17 | £105,542 | £125,513 |
| KR 18 | £133,142 | £157,128 |
| KR 19 | £158,928 | £204,000 |
| KR 20 | £216,400 | £239,859 |
Read our Apprenticeship Levy report (PDF, 249.8 KB)
Changes to pay and progression from 1 April
From 1 April, we are introducing a new pay scale with new grade names (for example instead of KR3, KR4, KR5, the grades will be KSA, KSB, KSC).
Apart from KSA and KSB, which will have a single salary, there will be a pay range for each grade with a minimum and maximum salary. Some grades will also have middle points which supports our new approach to progression through the pay grade.
We will publish the salary values for the new pay scale when they are available.
If you start working for us before 1 April, your KR grade will be realigned to the new KS pay grades from 1 April 2025.
Gender pay gap and equal pay
The gender pay gap is the difference in the average hourly wage of all men and women across a workforce but we remain of the view it is a flawed calculation of the gender differences within an organisation. At Kent County Council we employ more women than men – at all grades. The table shows the percentage of male and female staff employed in each band of grades.
| Salary band | % of males employed | % of females employed |
|---|---|---|
| Lower quartile | 19% | 81% |
| Lower middle quartile | 15% | 85% |
| Upper middle quartile | 22% | 78% |
| Upper quartile | 29% | 71% |
In addition to these figures, 60% of our Senior Leadership Team (staff on grade KR13 and above or with a salary of at least £58,784 from April 2024) are women but the fact that over 80% of our mid to lower grade roles are carried out by women drives our gender pay gap figure up.
Read more about our senior staff, their grades, roles and responsibilities:
- our corporate management team
- senior management structure chart (PDF, 222.5 KB)
- staff earning over £50,000.
A more useful measurement of gender equality is equal pay – paying men and women the same for doing the same job – which Kent County Council does.
Our gender pay gap is 13.8%. As explained above, this measurement tells us nothing about actual equal pay at Kent County Council.
Gender pay gap statements
- Read our Gender Pay Gap Reporting Statement 2023 to 2024 (PDF, 129.9 KB)
- Read our Gender Pay Gap Reporting Statement 2022 to 2023 (PDF, 109.0 KB)
- Read our Gender Pay Gap Reporting Statement 2021 to 2022 (PDF, 224.3 KB)
- Read our Gender Pay Gap Reporting statement 2020 to 2021 (PDF, 165.2 KB)
- Read our Gender Pay Gap Reporting statement 2019 to 2020 (PDF, 101.5 KB)
- Read our Gender Pay Gap Reporting statement 2018 to 2019 (PDF, 112.4 KB)
- Read our Gender Pay Gap Reporting statement 2017 to 2018 (PDF, 297.2 KB)