Pembrokeshire County Council is set to discuss the appointment of a new chief executive and the level of salary to pay him or her.

In December the Independent Remuneration Panel for Wales (IRPW) recommended that Pembrokeshire County Council set a limit of £130,000 on the salary of whoever replaces controversial former chief executive Bryn Parry-Jones.

At a meeting of the Senior Staff Committee today (Tuesday), this lower pay scale is one of three options for members to consider.

Also proposed is the Council’s original preferred salary, not exceeding the UK median average of £147,000 and retaining the ‘status quo’ salary scale of £156,720 to £172, 392.

This is said to be considered an “unrealistic option, in the circumstances”.

When he left Mr Parry-Jones was paid around £195,000 including benefits.

The lower recommended salary is said to be below the wider UK median average but is close to the median average for Welsh councils of £132, 400.

It is claimed this salary “may be adequate for recruitment and retention purposes, but there is a risk that it might restrict the field of applicants”.

The committee report adds: “It would compress the differential with Directors quite sharply. An option that would probably not attract criticism, nor prove contentious, but that may not enable the Authority to attract the best applicants.”

Its second option, as previously submitted to the IRPW, is said to be a “plausible option, but one that must be supported by objective justification”.

“It is a matter of judgement whether this option is warranted, and where within the range described the salary level should be set,” adds the report.

When the IRPW considered the council’s £145,00 proposal – the second highest salary for a council chief executive – it stated that it was not considered justified because the population of Pembrokeshire is 13th largest out of 22 and the revenue budget of the council is approximately 15th largest.

It also referred to the number of staff employed as “around the average” for Welsh councils.

The committee will also consider a detailed job description and person specification for the role of chief executive – having at one point mooted the idea of whether such a role was even needed.

A recruitment exercise timetable will also be established with a provisional date of early June marked for full council assessment of candidates and selection decision.