This section explains in detail what would happen to band 5 during the transition.
This is not intended to show existing individual staff what their basic salary will be each year. For this, please use the pay calculator to see how the combination of annual award, increments and reform will affect you.
For staff in band 5 currently at the top of the pay band
This would mean:
- 3% in 2018/19
- 1.7% in 2019/20 plus a lump sum worth 1.1% paid in April 2019
- 1.7% in 2020/21
This would amount to a total increase on basic pay of 6.5% over three years plus the extra 1.1% lump sum in year two – a payment of £330.
For staff in band 5 who are below top of band
This would mean:
- improving starting salaries in each pay band by removing overlaps between bands. This would start in year one and be finished in year two. Staff who are due to move up to a point that will be deleted would automatically go the point above.
- deleting points in the mid-range of each band in years two and three of the deal. Again, staff who are due to move up to a point that will be deleted would automatically go to the point above.
The combination of these changes would mean different pay increases for different staff as we help more people reach the rate for the job more quickly – ranging from 10% to 25% over the three years.
New pay scales
Progression in new system
Most existing band 5 staff would be at the full rate of pay in the band by year 3.
For new starters incremental progression will work quite differently.
As part of the agreement to shorten pay bands so staff get to the top quicker, staff in band 5 will stay on the entry point for two years. They will then progress to an intermediate point, and after another two years be able to access the top of the band. This means that instead of a small annual increment, increases will be larger – over £2,000- but there will be a longer interval between them.
However, in the current system it takes staff in band 5 seven years to reach the top rate and in the new system it will only take four years – a reduction of three years.
Current system: 7 years
New system: 4 years
A new progression framework will be developed ready for use from 1 April 2019 onwards.
The total change to salaries would be made up of a mixture of pay award, reform, and pay progression. This means staff on different pay points will see different size changes to earnings. This table shows the difference between existing arrangements (1 per cent annually plus incremental progression) and the pay offer.
AfC pay point 2017/18
Current System and
|Band 5 pay point 16||+6.64%|
|Band 5 pay point 17||+4.14%|
|Band 5 pay point 18||+0.17%|
|Band 5 pay point 19||+7.53%|
|Band 5 pay point 20||+3.37%|
|Band 5 pay point 21||+3.37%|
|Band 5 pay point 22||+3.37%|