Salaries that exceed £58,200

In line with the Elected Local Policing Bodies (Specified Information) Order 2011 a list of staff members of the Commissioner whose salaries exceed £58,200 is published. Names of such senior employees are publishable unless consent is withheld.

The salary of the Commissioner is £74,400

The Chief Constable and the Commissioner will publish consistent senior officer salary information without distinction between warranted and non-warranted personnel. Strictly speaking, the Specified Information Order deals only with employees of the Commissioner. It does not apply to warranted (i.e. police officer) personnel. Chief Police Officer salaries will therefore be published by consent. Pay ranges are shown in respect of other police officers whose remuneration is above £58,200 and both the Chief Constable and the Commissioner continue to consult with the staff association representing that group of officers.

Police officer salary scales are published by the Home Office as part of the Home Secretary’s Determination to the Police Regulations 2003.

Senior salaries above £58,200

February 2020 – List of employees over £58,200
Initials Surname Position Annual Salary FTE 
Employed by the Police Fire and Crime Commissioner for North Yorkshire
Julia Mulligan Police Fire & Crime Commissioner 74,400 1 **
Jennifer Newberry Head of Partnerships & Commissioning 79,115 1
Michael Porter Chief Finance Officer
Collaboration agreement with Police and Crime Commissioner for Cleveland
Chief Executive Officer Services
Collaboration agreement with Police and Crime Commissioner for Cleveland
Employed by the Chief Constable of North Yorkshire
Lisa Winward Chief Constable 146,256 1
Philip Cain Deputy Chief Constable 120,633 1
Annette Anderson Assistant Chief Constable 116,313 1
Mike Walker Operational Technology Lead (Acting Assistant Chief Constable) 80,859 1
Raymond Ward Managing Director of Enable North Yorkshire 117,875 1
Michael Clements Head of Finance & Chief Constable’s Section 151 Officer 90,151 1
Head of Business Design & Assurance 84,453 1
Head of Professional Standards 80,859 1
Head of Professional Standards (part month) 80,859 1
Detective Superintendent Major Crime 80,859 1
Superintendent Proactive Policing 80,859 1
Senior Operational Commander 80,859 1
Supt Operational Business Change Lead 80,859 1
Superintendent Partnerships Hub 80,859 1
Secondment – Supt Met Police 80,859 1
D/Superintendent ROCU 80,859 1
Force Solicitor & Head of Legal Services 79,115 1
Senior Operational Commander 75,795 1
Detective Superintendent Safeguarding 75,795 1
Supt Customer Contact 75,795 1
Head of People Services 72,518 1
Head of ICT 72,518 1
Detective Superintendent 72,033 1
Detective Superintendent 72,033 1
Senior Operational Commander 72,033 1
Operational Technology Lead 68,460 1
Head of Criminal Justice 62,273 1
Information Management Lead 62,273 1
Corporate Communications Lead 60,932 1
Business Insight Lead 59,621 1
National CIP Co ordinator 59,621 1
Operational Commander 59,250 1
Crime Commander 59,250 1
Chief Inspector – Single Online Home Project 59,250 1
Chief Inspector 59,250 1
Operational Commander 59,250 1
Operations Commander 59,250 1
Chief Inspector Proactive Policing 59,250 1
Detective Chief Inspector 59,250 1
Senior Operational Commander 59,250 1
JBB Chairman 59,250 1
Crime Commander 59,250 1

** Julia Mulligan is not in a pension scheme

Salaries – Fire service

Executive Board arrangement

Diagram of Executive Board arrangement

These documents will be updated twice a year, based on the June and December payrolls.

Updated 02 September 2020

Office of the Police Fire and Crime Commissioner

  • Meet the team to find out about the office structure and responsibilities.

Gender pay gap reporting

Organisations employing 250 or more people are required to publish certain calculations each year, to show the size of the pay gap between male and female employees. This is known as the gender pay gap.

Gender Pay Gap Report 2020/21

The statutory duty to produce a Gender Pay Gap Report for 2019/20 was removed by the Equality and Human Rights Commission (EHRC) due to the impact of COVID-19.

Due to the continuing impact of COVID‑19, the EHRC have announced that employers now have until 5 October 2021 to report their gender pay gap information for the 20/21 reporting year. No enforcement action will be taken if they report by then.