Overview of NJC Pay Award 2018-2020 for Academy Trusts
The NJC Pay Award 2018-2020 briefing outlines key features of the pay and grading structures, including pay points, increases, and implications for academy trusts. The award covers a two-year period with adjustments to the pay spine and aims to address compression issues, providing stability and structure to the pay system. This comprehensive update impacts various salary scales and introduces new SCPs with even incremental differences, offering a smoother pay progression for employees.
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NJC Pay Award 2018-20 Briefing for academy trusts 2019
NJC Pay and Grading Structures The NJC pay spine pay points from scp 6-49 Used by councils and schools to construct their local pay grades many variations London and a few other councils have their own pay spines
NJC pay award 2018-2020 Two-year award from 1 April 2018 31 March 2020 Incorporates joint review of NJC pay spine Increase on lowest scale point (scp) 6 =15.65% Increase on scp 29 and above = 4.04% 4.04% increase also on scale points above scp 49
Key features Designed to: Give headroom above National Living Wage End compression at bottom of pay spine Create even 2% gaps between scp s.. ...though only up to new scp 22 (old scp 28)
The award - year 1 Scp 6 - Increase from 7.78 to 8.50 = 9.19% Scp 12 From 8.36 to 8.90 = 6.51% Scp 19 From 9.72 to 10.08 = 3.73% Scp 20 and above 2%
The award - year 2 New pay spine kicks in Bottom rate of 9 per hour on new scp 1 Old scps 6-17 paired off to create new scp s1-6 incl on new pay spine 2% gaps between new scp s 1 22 incl. New equal steps mean new scp s 10, 13, 16, 18 and 21 2% on new scp s 23 and above
NJC pay spine review Agreed as part of 2016-18 NJC pay settlement Triggered by introduction of NLW and Foundation Living Wage (FLW) Both have led to compression at the lower end of the pay spine Pressure to accommodate future increases NJC working group agreed review principles Employers included new pay spine in pay offer
Implications Outcome of modelling: No more than 2 old scp s into 1 new scp 2% even incremental differences Pay offer has been modelled against typical NJC 12 grade structure and provides stability and smoother structure
Impact of pay offer on typical 12 grade pay and grading structure Old Grade Old SCP Old No. Increments New Grade New SCP New No. Increments 1 6-9 4 1 1-2 2 2 10-13 4 2 3-4 2 3 14-17 4 3 5-6 2 4 18-21 4 4 7-11 5 5 22-25 4 5 12-17 6 6 26-28 3 6 19-22 4 7 29-31 3 7 23-25 3 8 32-34 3 8 26-28 3 9 33-36 4 9 27-30 4 10 37-40 4 10 31-34 4 11 41-45 5 11 35-39 5 12 46-49 4 12 40-43 4
Advantages of the NJC pay spine Transparent pay spine Brings employer in line with other NJC organisations Easier to apply future NJC pay awards Future proofed against National Living Wage increases and provides stability Provides a sound basis for future pay and grading exercise
Steps towards having a common pay structure Move all support staff onto the new NJC pay spine on their existing pay and grading Then begin discussions with unions on common pay & grading structure MATs do not need to do a pay & grading review at the same time as moving to new NJC pay spine. And wise not to complex exercise
Implementation step 1 Identify categories of employers Schools from predecessor councils that used NJC pay spine/implemented NJC pay awards Does MAT use inherited pay structure for TUPEd staff and new starters? Does MAT operate other pay and grading structures Contractors continuing to abide by NJC deals
Implementation step 2 Moving categories of employees onto new pay spine Employees tuped from council using NJC pay spine adopt what council agrees New starters on NJC spine but not on predecessor s grading structure MAT assimilate simple process Employees tuped from council not using current NJC pay spine and not intending to move to new NJC pay spine use UNISON s assimilation template
