Pay and Grading Structure Clause Samples
Pay and Grading Structure. 11.1 The development and maintenance of a pay and grading structure involves a number of tasks: • producing a rank order of jobs through job evaluation; • developing the pay and grading structure; • carrying out pay modelling and costing the preferred option(s); and • equality impact assessments.
11.2 In conducting reviews, organisations will need to: • re-check the evaluations of a representative sample of jobs at all levels of the organisation and in all grades that are within the scope of the national agreement to ensure ongoing consistency; • analyse the distribution of staff by protected characteristics, in all grades.
11.3 Reviews are most easily carried out if the original pay exercise included systems for regular monitoring. This is aided by the use of computerised job evaluation systems and pay modelling processes.
Pay and Grading Structure. The new local pay structure will maintain the link with the current NJC spinal column points of 4 to 49 and this Council’s extended local spinal column points of 50 to 55. However, in order to improve the salary of the lower paid and get nearer to the ‘living wage’ (currently £7.20 per hour) spinal column points 4 and 5 have been removed from the new grading structure. The new grading structure will therefore commence on Spinal Column Point 6 - £6.47338 per hour In designing a suitable pay and grading structure for Ceredigion County Council, the following objectives were followed: Objectivity (based on job evaluation scores) Is an open and transparent pay system Provides fair and equitable pay arrangements for employees Does not treat any groups disproportionately That the grading structure is affordable to the Council Minimise as far as possible the number of employees that suffer detriment. The structure consists of 15 grades with either 2 or 3 salary points in each grade, as shown in Appendix A. Each increment will be awarded on the 1st April each year or after 6 months if appointed to a new post between 1st October and 31st March in any one year. From the date of implementation (1st August 2012) further pay awards, increments or allowance changes will not be applied to protected earnings until the new earnings catch up with the protected earnings level for that job or the protected period ends, whichever is the sooner.
Pay and Grading Structure. The pay and grading structure features 15 grades and progression within a grade will normally be by annual increments. Incremental progression will be applied on 1 April each year until the maximum of the grade has been reached. For employees starting after 1 October the first increment due will be paid after 6 months service. Cost of living pay awards, which are agreed nationally, will apply to basic pay and all other allowances and payments referred to in this document with the exception of Tool, Meal and Overnight Allowances.
Pay and Grading Structure