The West Midlands Combined Authority (WMCA) is set to significantly increase the salary for its most senior officer in a bid to finally attract a permanent replacement for its departed chief executive.
Salary Benchmarking Against Rivals
Members of the WMCA Board are expected to approve the pay rise when they meet on Friday, January 16. The current salary range of £180,000 to £215,000 will jump to £197,825 to £250,000 per annum if given the green light.
A report prepared for the board states the existing pay packet was 'too low to attract the calibre of candidates needed' for the high-profile role. An extensive benchmarking exercise revealed the WMCA was paying less than similar combined authorities elsewhere in England.
How the West Midlands Compares
The proposed new range is designed to bring the WMCA in line with its main competitors for executive talent:
- Greater Manchester Combined Authority offers between £220,000 and £250,000.
- Liverpool City Region Combined Authority pays a minimum of £205,304 up to £229,209.
- West Yorkshire Combined Authority offers a flat salary of £197,825.
The proposed WMCA maximum of £250,000 therefore matches the top rate paid in Greater Manchester.
Recruitment Struggles After Departure
The chief executive position has been vacant since Laura Shoaf stepped down in June of last year. Deputy chief executive Ed Cox has been acting as interim boss, and his temporary arrangement was extended for a further six months in October.
This extension came after an initial recruitment drive failed to find a suitable permanent candidate. Board members were told the existing salary was a barrier to securing the high-quality leadership required.
The authority's report emphasised the need for competitive pay, stating: "In an ambitious, trailblazing Combined Authority... it is essential that our reward framework reflects both market conditions and the value of senior roles."
Immediate Action Proposed
The report recommends that the increased pay range be agreed with immediate effect so that recruitment can restart and the post can be advertised at the higher rate. The new range includes an agreed 3.2 per cent pay award for the 2025-26 financial year.
Officials argue that regular pay comparison supports transparency and public confidence in the authority's governance. The WMCA hopes the revised package will now draw the strategic leadership needed to deliver its complex regional priorities.
