Pay and Grading Review (Green Book Roles)


Please Read – Information of the ongoing review of pay, terms and conditions which may impact you should you be successfully recruited (Green Book terms and conditions only)

The Council has been working alongside the unions to update the current pay and reward terms for all Green Book staff. These proposals, should they be supported by Trade Union members, will impact any new recruits on Green Book terms and conditions.

As an enterprising and empowering organisation, we are looking to create a pay and reward system that reflects our values, rewards our workforce and allows us to be a fit and flexible organisation.

The proposed pay and grading structure will see:

  • The Council becoming an upper quartile pay employer
  • 90% of the existing workforce achieving improved earnings over three years
  • All Green Book employees on a clear, 10 grade pay structure with larger pay increments, allowing for faster progression through the pay range.
  • Everyone benefiting from improved maternity, adoption and shared parental pay and, the doubling of the minimum pay increase on promotion from 2% to 4%
  • Improved minimum annual leave
  • Three years pay protection for the 5.5% of our workforce whose actual pay is above the relevant pay range maximum and would be protected for that period or until the new pay range maximum catches up via national pay awards within that three year period
  • Professional fees being paid by the Council where membership is a requirement to practice in the role

A summary of the proposed grading and pay structure and a comparison between the current pay and grading structure and the proposed structure can be seen below

Please note the current and proposed arrangements do not include any assumptions for the pending national pay award for 2022/23

Pay and Grading Structure

There are a number of other items within the broader council reward package which also feature in the proposed changes. These are summarised in the pay and reward proposal summary section.

Implications for new recruits

If you commence employment prior to 1 October 2022, you will be recruited onto the existing pay terms and conditions and would move to the new arrangements on 1 Oct subject to the following:

  • If the difference between salary on appointment and new salary range minimum is less than 2%, you will move to the bottom of the new salary range on implementation (October 2022). Your salary will increase thereafter by one increment each October, (subject to progression criteria), until the maximum increment is reached
  • If the difference between salary on appointment and new salary range minimum is more than 2%, you will move to the bottom of the new salary range in 2 steps, half in October 2022 and the remainder in October 2023. Your salary will increase thereafter by one increment each October, (subject to progression criteria), until the maximum increment is reached
  • If the difference between salary on appointment and next highest incremental point within the new salary range is less than 2%, you will move to the closest (larger) increment point in October 22. Your salary will increase thereafter by one increment each October, (subject to progression criteria), until the maximum increment is reached
  • If the difference between salary on appointment and next highest incremental point within the new salary range is less than 2%, you will move to the closest (higher) incremental point in two steps, half in October 2022 and the remainder in October 2023. Your salary will increase thereafter by one increment each October, (subject to progression criteria), until the maximum increment is reached
  • If the salary on appointment is above the new salary range, salary will be protected for a maximum of three years - or until the pay range maximum has caught up with your salary (due to national pay awards). See the incremental points within the salary range above.

If the ballot is successful and you commence employment between 1 October 2022 and 31 March 2023, you will be recruited on the new pay, terms and conditions for Green Book staff subject to the following:

  • If you are appointed to the minimum of the pay range, you will not progress to the second increment until 1 October 2024. These proposals are to eliminate or reduce the difference in pay treatment that would otherwise arise from new recruits having increased pay over the whole incremental progression period following assimilation on 1 October 2022.
  • These proposals will apply in new grades 1 to 9. 

Summary of all proposed changes (including non-pay items)

Any Questions

For any questions please speak to the recruiting manager for your role or to the resourcing team.

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