This article inaccurately states Wendy Brame was not qualified to fulfil the town manager role and does not yet hold the CiLCA qualification as required when she was appointed.

This is inaccurate; the job advert did not say the applicant needed this qualification, but rather "you will already have this qualification or be prepared to undertake it in 12 months or have significant experience."

This correction has been published following an upheld ruling by the Independent Press Standards Organisation.

Hadleigh town mayor Gordon McLeod is staying tight-lipped over accusations that clerk Wendy Brame is not qualified to fulfil the town manager role, which she has now absorbed.

In a job description previously advertising the town council' manager's position, which was controversially handed to Cheryl Tye, it clearly states the applicant should have certain skills and qualifications.

It has emerged Mrs Brame is not educated to degree level, or has the relevant experience in project management, or staff management skills as required.

Mrs Brame, who was appointed as the town clerk last year, does not yet hold the CiLCA qualification, as required when she was appointed.

None of the allegations have been denied by the mayor, who has refused to defend Mrs Brame.

Cllr McLeod also failed to respond to questions over the actual total remuneration package now afforded Mrs Brame after the council claimed no officer was paid more than £50,000 per annum.

Questions over clerk's Wendy Brame suitability and pay package

However, it appears the council are quoting only the base pay of the clerk, £40,00 and have not included overtime payments, employer pension contributions and employer National Insurance contributions, which would take the town clerk's package to above £50,000.

That is the threshold which the council must, by law, make the payments transparent to the public, as it is tax-payers that foot the bill.

One of the key principles within the Localism Act is transparency that council tax payers have a right to know how their money is being spent.

All councillors should be able to justify salary levels paid to senior staff and feel confident in the rationale underpinning these decisions.

The Local Government Association recommends establishing a remuneration committee, common practice in the private sector, would go some way to ensuring greater transparency when setting pay levels and provide a forum for robust challenge and regular scrutiny of the council's policy.

However, when it was suggested that the recently appointed outsourced Human Resources company, which Hadleigh tax-payers pay for, have a place on the recruitment panel, it was rejected by town councillors on the advice of the clerk

Residents have contacted Hadleigh Nub News after they failed to get answers by contacting the town council.

One, who asked not to be identified for fear of recriminations, said: "Nothing has changed, It is still cover up after cover up.

"How was this job given to her with it being advertised, what qualifications does she have to be town manager when it would appear she can barely do the clerk's job?

"Also, are they being disingenuous by not showing the full remuneration amount paid for by tax-payers or is it something more sinister - people need to know."

The clerk claims on the council's website that the new staffing structure will save the town council between £4,700 – £6,800 per annum when compared with the previous staffing structure but there is nothing to back these vague figures available.

Cllr McLeod and the Hadleigh town clerk were contacted for comment but both failed to respond.

Hadleigh staff restructure tree

Meanwhile, a continuation meeting to address the agenda items not discussed at the full council due to the town clerk's wage discussion held in a confidential section taking precedence, will now take place on Thursday 12 May.

Full story here...