Common use of Salary Ranges Clause in Contracts

Salary Ranges. (a) There are two salary ranges available for youth and community workers: the Youth and Community Support Worker Range (which will be divided into Levels one and two) and the Professional Range. Staff will be allocated to one of those two ranges. The ranges fall under the following broad descriptions: • Youth and Community Support Worker Range: first Level – This is for employees who undertake duties under direction. Initiative and independent action will be limited at this level. • Youth and Community Support Worker Range: second Level – This is for employees who have operational youth work responsibility for local youth club or project, or who carry project-wide responsibility for an area of curriculum of service development. Employees will be line managed by professional youth and community workers who will provide strategic leadership and operational guidance. • Professional Range – This provides the salary grades for professional youth and community workers who carry strategic and operational responsibilities at a senior level for service delivery and development. (b) When allocating employees to a particular range, local decisions should take account of the agreed national guidance, the overall level of duties and responsibilities of a particular post and the competencies required. (c) The pay ranges and pay scales for youth and community work posts are based upon the duties and responsibilities of the post. Grading and pay reflect postholders’ duties and responsibilities and not an individual’s qualifications. Qualifications will, however, continue to play an important role in establishing workers’ skills and competences. (d) The JNC pay scales and allowances are set out at Appendix IX (e) Allocating Individual Workers to Ranges Each youth and community worker shall have a job description which specifies duties and responsibilities and the officer to whom he/she is accountable. An individual worker will be graded having regard to the weight of duties and responsibilities expressed in his/her job description and to the authorised establishment in relation to the post as determined in the JNC Guidance on Allocation to Ranges. The whole description of the Range should be taken into account in judging whether to assign a post to that Range, bearing in mind that percentages of time spent on some duties and responsibilities may vary from post to post, it will usually be insufficient for just one responsibility or task to justify the grading of the post at a higher level. The JNC believes there should be consistency between the job description, grading, competencies, qualifications and operational expectations. (f) Detached and Area Workers

Salary Ranges. (a) There are two salary ranges available for youth and community workers: the Youth and Community Support Worker Range (which will be divided into Levels one and two) and the Professional Range. Staff will be allocated to one of those two ranges. The ranges fall under the following broad descriptions: •  Youth and Community Support Worker Range: first Level – This is for employees who undertake duties under direction. Initiative and independent action will be limited at this level. •  Youth and Community Support Worker Range: second Level – This is for employees who have operational youth work responsibility for local youth club or project, or who carry project-wide responsibility for an area of curriculum of service development. Employees will be line managed by professional youth and community workers who will provide strategic leadership and operational guidance. •  Professional Range – This provides the salary grades for professional youth and community workers who carry strategic and operational responsibilities at a senior level for service delivery and development. (b) When allocating employees to a particular range, local decisions should take account of the agreed national guidance, the overall level of duties and responsibilities of a particular post and the competencies required. (c) The pay ranges and pay scales for youth and community work posts are based upon the duties and responsibilities of the post. Grading and pay reflect postholders’ duties and responsibilities and not an individual’s qualifications. Qualifications will, however, continue to play an important role in establishing workers’ skills and competences. (d) The JNC pay scales and allowances are set out at Appendix IX (e) Allocating Individual Workers to Ranges Each youth and community worker shall have a job description which specifies duties and responsibilities and the officer to whom he/she is accountable. An individual worker will be graded having regard to the weight of duties and responsibilities expressed in his/her job description and to the authorised establishment in relation to the post as determined in the JNC Guidance on Allocation to Ranges. The whole description of the Range should be taken into account in judging whether to assign a post to that Range, bearing in mind that percentages of time spent on some duties and responsibilities may vary from post to post, it will usually be insufficient for just one responsibility or task to justify the grading of the post at a higher level. The JNC believes there should be consistency between the job description, grading, competencies, qualifications and operational expectations. (f) Detached and Area Workers

Salary Ranges. (a) There are two salary ranges available for youth and community workers: the Youth and Community Support Worker Range (which will be divided into Levels one and two) and the Professional Range. Staff Employees will be allocated to one of those two ranges. The ranges fall under the following broad descriptions: •  Youth and Community Support Worker Range: first Level – This is for employees who undertake duties under direction. Initiative and independent action will be limited at this level. •  Youth and Community Support Worker Range: second Level – This is for employees who have operational youth work responsibility for local youth club or project, or who carry project-wide responsibility for an area of curriculum of service development. Employees will be line managed by professional youth and community workers who will provide strategic leadership and operational guidance. •  Professional Range – This provides the salary grades for professional youth and community workers who carry strategic and operational responsibilities at a senior level for service delivery and development. (b) When allocating employees to a particular range, local decisions should take account of the agreed national guidance, the overall level of duties and responsibilities of a particular post and the competencies required. (c) The pay ranges and pay scales for youth and community work posts are based upon the duties and responsibilities of the post. Grading and pay reflect postholders’ duties and responsibilities and not an individual’s qualifications. Qualifications will, however, continue to play an important role in establishing workers’ skills and competences. (d) The JNC pay scales and allowances are set out at Appendix IX. (e) Allocating Individual Workers to Ranges Ranges. Each youth and community worker shall have a job description which specifies duties and responsibilities and the officer to whom he/she is they are accountable. An individual worker employee will be graded having regard to the weight of duties and responsibilities expressed in his/her their job description and to the authorised establishment in relation to the post as determined in the JNC Guidance on Allocation to Ranges. The whole description of the Range range should be taken into account in judging whether to assign a post to that Rangerange, bearing in mind that percentages of time spent on some duties and responsibilities may vary from post to post, it will usually be insufficient for just one responsibility or task to justify the grading of the post at a higher level. The JNC believes there should be consistency between the job description, grading, competencies, qualifications qualifications, and operational expectations. (f) Detached and Area Workers