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Educational IT Jobs Thread, Birmingham Support Staff salary increments in United Kingdom (UK) Specific Forums; Hi All, We are all given new "single status" contracts last year and as a consequence no support staff at ...
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    Birmingham Support Staff salary increments

    Hi All,

    We are all given new "single status" contracts last year and as a consequence no support staff at my school got a salary increment in April. This is allegedly because pay is now linked to performance management and there is no PM scheme in place. I'm interested to know what other schools have done about this. It seems grossly unfair that we get no pay rise because management have not bothered to come up with a PM scheme.

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    limbo's Avatar
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    I think the hold up has been that schools were waiting for BCC to send out guidlines about the scheme as single status means all schemes have to be centrally comparable.

    Things are starting to be released by BCC now and there have been some briefings in this last term, but I know it is still not crystal clear and a lot of schools still have a lot of questions that need to be answered before they can put a scheme in place.

    So it is probably not the fault of your management right now, but obviously they will need to act now they are starting to get the information.

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    BCC have been running training sessions introducing the new performance management and pay progression framework with aims to get targets set by end of december 2011.

    I here it is quite thorough!

    Should be fun

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    limbo's Avatar
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    Bob Morrison and Frances Rogan from the Support Staff Performance Management Team are doing an hour long presentation on this at the Birmingham Bursars' Group meeting on the 19th October

    I am hoping things will be a bit clearer after that.

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    Thanks for that info. Useful stuff. It's still hard to see how they can justify no increment for April 2011 as it is supposed to be performance related so a blanket decsion of no increments means they have judged the entire support staff to be unsatisfactory. And they wonder why motivation is at rock bottom. Presumable we'll get the same again next April as the scheme won't have been up and running for very long by then.

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    limbo's Avatar
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    Found a bit more out about the scheme today - a bit complicated and it will vary from school to school about how it is implemented but on the whole I am hoping it will raise the profile of support staff professional development throughout the school.

    You will basically set targets annually with your line manager and be graded against it. What impact the targets have on your salary will vary depending on what point you are on, what target is set and well you perform. It should not, however, be possible to move backwards through the pay scales but obviously not making your targets on a regular basis could make your line manager wonder whether you have the capacity to do the job.

    The targets have to be set solely against your job description, you should not, for example, be set a target relating to improving the quality of food in the canteen.

    This is simplifying it quite a bit, but I did not hear anything at all that worried me.

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    I'm looking forward to the structure in a twisted way. Early this year my line manager gave me what can only be compared to a teachers PM, not support staff (the head decided to start his own PM that didn't effect pay and then Brum said oh wait! we've come up with something now!)

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    OK so what happens if your at the top of your scale already?

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    limbo's Avatar
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    You need to move to a new job on a higher pay scaled that has a job description deemed to be worthy of that higher pay scale under single status.

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    We've just had a talk by the head of the school, who stated that this a contractual process and it's something we have to do under the terms and conditions of single status. Does anyone know if this is true or not? It would seem that there are rumours that it's up to the school if they use performance management or not and that the council simply provide a framework to work by if they want to go down that path.

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    limbo's Avatar
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    My understanding is that the terms and conditions of Single Status mean that a performance management scheme needs to be in place, but I do not think this has to be the LA one. It must, however, stand up to the scrutiny of equal pay claims.

    I think it would be a huge undertaking for a school to go it alone, and with very few benefits.



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