Pay scheme

Job grading
Jobs are graded under the scheme according to relative job size and market rate.

Relative job size
This is about measuring the level of responsibility. It takes into account the

  • accountabilities of the job

  • organisational positional

  • decision-making budget

  • staff responsibilities

It involves assessment and comparison of the whole job, applying job evaluation principles.

Market rate
The Council has many years of experience in tracking market rates for its jobs and uses a wide range of sources of information. The Council's stated aim is to pay well, i.e. at or above the market average, reflecting the Council's need to recruit, retains and motivate staff at all levels. Taken together, the assessment of relative job size and the market rate determine the grade for each job.

Career grades and linked grades
Most jobs consist of a single grade but in a number of cases it is appropriate to link two grades, to reflect the spread of responsibilities within the job. Similarly, in some posts in technical and professional areas, more than two grades

are linked to form a career grade with descriptions of responsibilities, skills and performance required at each stage.

Movement within each grade is according to the employee's assessed competence. Movement to a higher grade takes place where there is a real increase in responsibilities. If your post is on a linked or career grade your manager will be able to explain the different levels and what it takes to progress.

The salary structure consists of a salary spine of 157 pay points divided into 31overlapping grades each made up of 13 pay points i.e. seven main points at 3% intervals with six mid-points at 1.5% intervals - as set out on the grade structure which is included in this pack. Your salary point within a grade will be determined by your competency assessment.

Pay grades and pay point tables
These tables are included on the pages at the end of this guide.

Competence assessment for pay
The assessment is the responsibility of your immediate manager and is approved by your Service Head. It focuses on five factors:

  • job knowledge

  • work quality

  • work output working relationships

  • staff management (where applicable).

For each of the factors you are assessed by your manager and rated at one of seven defined levels of competence, as follows:
1. basic
2. reasonable
3. sound
4. good
5. very good
6. excellent
7. outstanding

These correspond with the seven main salary points in each grade. Your overall competency level is then assessed across all factors to give the salary point within your grade. Where the assessment is between two defined levels, the salary midpoint is paid. A record of the assessment is kept by the manager. You have access to the completed record and will be provided with a copy if you so wish. In any event it will be discussed with you.

Progression through the salary points of each grade is based on increases in competence. All employees' competence will be assessed for pay purposes annually with salary increases being applied from the following 1st April. There will be exceptional cases where salary increases are recommended at other times of the year for increased competence in the job.

Appointment
Normally, new employees will be appointed at, or close to, the minimum of the grade.

Concerns over pay
It is important that all staff have the opportunity to have any concerns related to pay heard by the Service Head responsible for deciding their pay. In the first instance, employees should speak with the Service Head who will discuss your concerns with you and review the position, with advice from Human Resources as necessary.

Access to pay information
The pay scheme is open and transparent. Employees have access on the Council's intranet (ewok) to information on pay grades across the authority. Personal salary information is not available. All reasonable requests for information regarding the operation of the pay scheme will be met.

Monitoring of the scheme - fairness and consistency
Management and UNISON have agreed that they have a shared responsibility for seeing that the scheme is applied consistently and fairly. To ensure that the pay scheme operates fairly and consistently throughout the Council, there are systems agreed with UNISON for jointly monitoring the scheme. Information is provided to UNISON on a regular basis. Regular reports are made to Management Team, and the Executive Committee. You will receive information on how the scheme is being applied. Managers will receive training and regular updating to ensure fair and consistent operation of the scheme. The Council recognises the Equal Opportunities Commission's code on equal pay.

This provides practical guidance on good practice in relation to equal pay for work of equal value and avoiding pay discrimination. The Human Resources team is available to assist managers and employees on matters relating to the operation of the pay scheme.