Implementation and protection
The new system has been designed to ensure that as many staff as possible move to a pay band that provides higher maximum pay than now.
Where basic pay before transfer over is between the new minimum and maximum of the new pay band, staff will move across to the next equal or higher pay point in the new pay band.
Staff whose basic pay before transfer is below the new minimum will transfer over either at the new minimum or, if significantly below the minimum, onto one of three proposed transitional points.
In a few cases, basic pay before the transfer across will be above the maximum of the new band and pay protection will apply.
Protection for up to six years
If any element of your current pay package is adversely affected, you will be protected for up to six years.
(Up to October 2009 for staff in Early Implementer sites and April 2011 for staff in national roll-out)
The pay protection arrangements will operate by taking into account:
- the level of basic pay before assimilation
- the level of any London weighting or Fringe allowances, including Cost of Living Supplements in these areas
- the average payments from any shift allowances and unsocial hours payments during a prior reference period
- leads and allowances measured within the job evaluation scheme.
Where the combined value of these payments is greater than the combined value of the equivalent payments under the new system, the former level of pay will be protected with the annual pay uplift due in 2004 for staff in early implementer sites and in 2005 for staff in the national roll-out.
After this, pay will be protected for a further 5 years on a mark-time basis (i.e. no annual uplifts) or until the protected amount is overtaken by the new pay band maximum.