The new pay structure

The new pay structure gives us:

  • 17 pay bands which are fair and value the work of men and women who do jobs of the same value in line with equal pay law.

  • A revised set of terms and conditions − holiday, overtime, standby allowances and so on - to make sure all employees are entitled to the same benefits at work.

We have carried out a lot of pay modelling to consider various models and options around incremental progression and the pay ranges for each band.

Key considerations in determining the new structure were to ensure the new structure is equal pay compliant but also provides the least disruption to most employees.

As a result of the implementation, around 77 per cent of employees will see an increase in pay.

Around 23 per cent will see a cut in their basic pay. 

An Equality Impact Assessment has been carried out by an external independent company, TMS, to check that the new pay and grading structure is fair and robust in terms of equal pay.

We have made some adjustments to our proposals as a result of their recommendations. See the related documents section to view their report.

This has been shared with the trades unions. Once the new pay and grading structure is in place we will carry out a further equal pay review which will also be shared with the trades unions.  

The pay ranges

You can find the pay ranges in the related documents section.

Your new grade is determined by your job score (which is provided in your letter). The grades each have specific job evaluation points ranges and whichever range your points score falls within, will be your new grade.

Assimilation to new pay structure

This is the process of moving your existing pay to the new structure.

If your current basic pay is:

  • lower than the first point of your new grade, you will go to the first point of your new pay grade

  • within your new grade, you will go to the next point on your new scale above your existing salary

  • more than your new grade, your pay will be protected for three years.

You can see more about the new Pay and Grading Structure in the Single Status Booklet that came with your letter, you can also find this in the related documents section.

Pay Awards

Any Pay Awards will be applied to the pay ranges and to individual pay. But, if your pay is protected − you will only get them when your new grade equals your protected salary.

Pay Protection

If your basic pay goes down after Single Status, we will protect it for up to three years from 1 April 2010 to 31 March 2013. After that you will go to the top point of your new grade.

We will protect your: 

  • basic salary

  • basic contract hours

  • basic hourly rate for hours actually worked (this applies to relief employees only).

There is no protection for:

  • overtime, additional un-contracted hours, unsocial hours and bank holiday working, retainer pay or inset days

  • all pay related allowances and enhancements

  • all non pay related allowances

  • annual increments left in your protected grade

  • the 36 and a quarter hour working week.

Increments

The pay ranges have been developed to allow annual incremental progression, and this is extended for the first time to those who are currently on spot salaries (a fixed annual or hourly rate for a job).

If you would like to discuss or have any questions please contact:

Related documents

The following documents are in Portable Document Format (PDF). You can download the PDF software for free from the Adobe website (opens in a new window)

Also on our website

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