Ten council workers in Gloucestershire are paid more than £1.3million between them per year.

The annual list of the best-paid public servants has been released by the Taxpayers’ Alliance and shows that six of the 10 work for Gloucestershire County Council. The other four are the chief executives of Gloucester City, Cheltenham Borough, Stroud Distrct and Tewkesbury Borough councils.

Forest of Dean District and Cotswold District councils have no staff earning above the £100,000 threshold in wages and pension contributions.

Peter Bungard, chief executive of Gloucestershire County Council and the highest paid official in salary alone, made £131,036 according to the report.

In the 2015/16 financial year Mr Bungard was revelaed to be the most expensive public servant in the South West thanks to a one-off, six-figure pension contribution.  The latest figures show his salary has actually decreased from £142,424 and he received no pension contributions in the 2016/17 year.

Each year the Taxpayers’ Alliance publishes the salaries of local authority staff in Britain whose pay is more than £100,000.

The Gloucestershire council workers earning more than £100k in wages and pension contributions

Stewart Edgar: Gloucestershire County Council chief fire officer & operations director – £147,921, including a £242 bonus payment

Jo Walker: Gloucestershire County Council strategic finance director – £140,277

Margaret Wilcox: Gloucestershire County Council adults commissioning director – £140,277

Gloucestershire County Council’s children & families commissioning director (this role has been held on an interim basis prior to March 5 this year) – £140,277

David Hagg: Stroud District Council chief executive – £139,298

Nigel Riglar: Gloucestershire County Council communities & infrastructure commissioning director – £135,056

Jon McGinty: Gloucester City Council managing director – £134,679

Peter Bungard: Gloucestershire County Council chief executive – £131,036

Mike Dawson: Tewkesbury Borough Council chief executive – £128,000

Pat Pratley: Cheltenham Borough Council chief executive – £119,911, including claiming £1,223 in expenses

Birmingham topped the list with three employees who received remuneration in excess of £250,000.

John O’Connell, chief executive of the TaxPayers’ Alliance, said: “The average council tax bill has gone up by more than £900 over the last 20 years and spending has gone through the roof.

“Disappointingly, many local authorities are now responding to financial reality through further tax rises and reducing services rather than scaling back top pay.

“Despite many in the public sector facing a much-needed pay freeze to help bring the public finances under control, many town hall bosses are continuing to pocket huge remuneration packages, with staggering pay-outs for those leaving their jobs despite a £95,000 cap passed by the last government.

“There are talented people in the public sector who are trying to deliver more for less, but the sheer scale of these packages raise serious questions about efficiency and priorities.

“The government must also act to implement the exit payment cap that was passed in 2016.”

But Jo Walker, director of strategic finance at Gloucestershire County Council, explained that Jon McGinty’s salary is paid by city council but this is a joint appointment with time split between the county council and Gloucester City Council.

"The figures in our statement of accounts include employer’s pension contributions as well as salary paid to the employees and reflects the fact that the chief executive works reduced hours," she said.

"The council delivers a wide range of critical services that make a real difference to people’s lives including social care for our most vulnerable people across the county.

"It is important that we are able to attract and retain motivated and capable people at all levels. This means we need to balance paying market competitive salaries with responsible management of public money.”

A spokesman for Tewkesbury Borough Council said: “All salaries are assessed within a grading structure and are based on the breadth of skills, knowledge and experience required to do the role.

“It is a method used by many organisations, is impartial, and is based on the role and not the individual.”

Gloucester City and Stroud District councils have yet to respond to requests for a comment.