Pay and Grading. 5.1 The pay and grading of jobs must be fair and non-discriminatory, complying with equal pay legislation and associated Codes of Practice. The job evaluation scheme which has been developed jointly for local government is in Part 4.
5.2 The basic pay of each employee will consist of either a point or points on the local government pay spine. The pay spines and all allowances from 1997 onwards are set out at the end of this document. If a common system for all employees is not adopted locally, there needs to be objective justification for any distinction between those jobs paid on scales and those which are paid on single pay points. Further guidance on the equal pay aspects of local grading structures is included in Part 4.
5.3 An employee dissatisfied with the grading of their job is entitled to appeal for a reconsideration of the grading. Procedures will be agreed locally to deal with such appeals.
5.4 Posts paid above the maximum of the pay spine but graded below deputy chief officer are within scope of the NJC. The pay levels for such posts are determined locally, but once fixed are increased in line with agreements reached by the NJC.
Pay and Grading.
1.1 National grading provisions of the former Manual Workers’ Agreement and the former APT&C Agreement as at 31 March 1997 and the former APT&C scales remain as part of the new national agreement until superseded by local arrangements following local reviews of grading structure. The relevant paragraphs from the former APT&C and Manual Worker agreements are listed in Appendix 1.
1.2 An employee promoted or regraded to a higher grade should receive an immediate pay increase.
1.3 There should be local arrangements for recognising temporary additional duties where employees act up in the absence of more senior employees.
Pay and Grading. 5.1 The pay and grading of jobs must be fair and non-discriminatory, complying with equal pay legislation and associated Codes of Practice and it is recommended that the job evaluation scheme which has been developed for Scottish councils be used.
5.2 The basic pay of each employee will consist of either a point or points on the new Scottish pay spine. If a common system for all employees is not adopted locally, there needs to be objective justification for any distinction between those jobs paid on scales and those which are paid on single pay points.
5.3 Employees dissatisfied with the grading of their job are entitled to appeal for a reconsideration of the grading. Procedures will be agreed locally to deal with such appeals. While there is no general right of appeal to the Scottish Council where there are matters of dispute regarding an individual’s rights under the scheme, it is agreed there will be a joint mechanism to deal with this.
5.4 Local arrangements will be agreed with the recognised trade unions to recognise temporary additional duties where employees act up in the absence of more senior employees.
Pay and Grading. Apprentices
Pay and Grading. (i) implementing pay and grading systems in the FGS and PSS;
Pay and Grading. 5.1 Job Evaluation
5.2 Job Evaluation Banding Widths
Pay and Grading. 5.1 Job Evaluation
5.2 Job Evaluation Banding Widths GLPC Inner London Pay Scale Grade SCP Salary
5.3 Job Evaluation Process
Pay and Grading. 5.1. The pay and grading of jobs must be fair and non-discriminatory, complying with equal pay legislation and associated Codes of Practice and it is recommended that the job evaluation scheme which has been developed for Scottish councils be used.
5.2. The basic pay of each employee will consist of a point or points on the spinal column of hourly rates. There needs to be objective justification for the pay and grading arrangements applied.
5.3. Employees dissatisfied with the grade of their post are entitled to appeal for a reconsideration of the grade outcome under the locally agreed procedure. While there is no general right of appeal to the Scottish Joint Council, where there are matters of dispute regarding an individual’s rights under the scheme, there is a joint mechanism to deal with this through referral to the Joint Secretaries.
5.4. Local arrangements will be agreed with the recognised trade unions to recognise temporary additional duties where employees undertake higher level duties.
Pay and Grading. 5.1. Job evaluation
