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Pay and Reward Meeting. Today’s meeting Background to the proposed changes to the Council’s pay structure Overview of proposed changes What happens next.

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Presentation on theme: "Pay and Reward Meeting. Today’s meeting Background to the proposed changes to the Council’s pay structure Overview of proposed changes What happens next."— Presentation transcript:

1 Pay and Reward Meeting

2 Today’s meeting Background to the proposed changes to the Council’s pay structure Overview of proposed changes What happens next

3 Background 50% reduction in Government funding to SCC by end of 2015/2016 Savings have had to be found across the organisation Increment freeze for the past three years Continuing with the increment freeze is not sustainable Increments unaffordable - £4.7 million next year

4 Pay principles –Protection for the low paid - Living Wage –Maintaining national pay bargaining –Protecting as many jobs as is reasonable for as long as possible –Affordability –Pay that allows the Council to retain, motivate and attract staff –Implementing this approach across the board - Soulbury, JNC, LGS, Craft

5 Out of scope Former Sheffield Homes Former Public Health Other staff TUPE’d into the Council Teachers School based staff

6 Pay proposal Move to fixed (‘established’) point for each grade Fixed points would be set as follows: Grades 2 & 3 - one point below the highest point in the current grade Grades 4 & 5 - at the upper mid point of the current grade Grades 6 and above - at the lower mid point for the current grade

7 Pay proposal Movement to the new rates would be in three equal instalments, from April 2014 Entry level rate for new starters –Removes potential of existing staff being paid less than new starters –Interim to April 2016

8 Pay proposal National pay awards will continue to apply Grade structure and role profiles would be maintained 12 month protection for lower paid

9 Pay proposal Under the proposals: –69% of employees will move up the pay scale –23% of employees will receive less pay –8% of employees will stay the same We estimate these changes would cost £1.7m in 2014/15, and less than half the cost of increments over a three year period

10 Proposed Grades SCC GradeProposed Salary Grade 1 £12,915 Grade 2 £14,880 Grade 3 £16,604 Grade 4 £18,638 Grade 5 £21,734 Grade 6 £24,892 Grade 7 £28,992 Grade 8 £32,072 Grade 9 £36,676 SCC GradeProposed Salary Grade 10 £41,148 Grade 11 £46,442 DG 7 £55,577 DG 6 £65,375 DG 5 £75,086 DG 4 £80,590 DG 3 £85,737 DG 2 £94,736 EX DIR £123,066

11 Impact on Basic pay SCC Grade Max % Impact On Grade If There Is a Decrease Max % Impact on Grade If There is an Increase Grade 1 no impact Grade %+11.70% Grade %+9.32% Grade %+9.65% Grade %+9.67% Grade % +7.35% Grade % +5.85% Grade % +5.81% Grade % +5.11% SCC Grade Max % Impact On Grade If There Is a Decrease Max % Impact on Grade If There is an Increase Grade % +4.57% Grade % +6.05% DG % +2.43% DG % +2.3% DG % +2.51% DG % +2.33% DG % +2.45% DG % +2.50% EX DIR %+5.27%

12 Numbers impacted in each grade Number of Employee’s Impacted by Grade If there Is: SCC Gradea Decreasean IncreaseNo change Grade Grade Grade Grade Grade Grade Grade Grade Grade Number of Employee’s Impacted by Grade If there Is: SCC Gradea Decreasean IncreaseNo change Grade Grade DG DG 6 65 DG DG DG 3 2 DG 2 2 EX DIR 211

13 Other issues The principles Protection for staff in MER processes Living Wage Enhancements - no proposal Pension

14 Wider aspects of pay and reward Career and learning and development Enhanced salary sacrifice schemes –Green travel –Training expenses –Annual leave/career breaks, etc Performance management - career record and create a career path Work/Life balance Physical environment Pension employer contributions

15 Trade Unions Trade Unions are planning to ballot members on the proposal - aim to complete by end December If the ballot result is a Yes – collective agreement and the proposal is implemented without any additional process If the ballot result is a No - they may ballot for industrial action

16 Next steps/more info New pay structure would be implemented from 1 April 2014 You can find more information by: Visiting the pay and reward section of the Intranet – Reading the FAQs on the Intranet Raising a question through the payandrewardenquiries mailbox


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