This section explains in detail what would happen to band 8c 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 8c 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 £784.
For staff in band 8c 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 9% to 22% over the three years.
New pay scales
Progression in new system
Most existing band 8c 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 staff in band 8a will stay on the entry point for five years. This means that instead of a small annual increment, increases will be larger – around £10,000 - but there will be a longer interval between them.
Current system: 5 years
New system: 5 years
A new progression framework will be developed ready for use from 1 April 2019 onwards.
There will continue to be an element of re-earnable pay for staff in pay bands 8c, d and 9. However, annually earned pay will only be used in the year after you have reached the top of the band. Subject to performance, you will keep your basic salary or your employer will reduce your salary by 5 or 10 per cent. If your salary is reduced, you will be able to restore it the following year by achieving agreed levels of performance. Detailed guidance will be produced to help employers use annually earned pay effectively and consistently. These arrangements build on the current system whereby the top two increments (worth about 5% each) are re-earnable. The main difference is you will become subject to re-earnable pay after you have reached the top of the band and not before, as now.
You may have a reserved right to one of the top two points when re-earnable pay was introduced for pay bands 8c, d and 9 in 2013. If so you will keep that reserved right on a marked time basis.
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 8c pay point 41||0%|
|Band 8c pay point 42||0%|
|Band 8c pay point 43||+2.30%|
|Band 8c pay point 44||+2.30%|
|Band 8c pay point 45||+2.30%|
|Band 8c pay point 46||+2.30%|