Ha ha, that's like asking the Taliban stop terrorizing the world!! Impossible, its set in stone. Already been down that path. If they had advertised a RANGE, then surely that wouldn't mean the MINIMUM starting, would it? I would've thought it could be negotiated.
Pay scale is massively out of date.
What is your exact job title?
If it is ICT Technician it's a Grade 2 job(£14k to £17kish) if it's Senior ICT Support Officer it is Grade 3 (£18k to £23k ish)
The manglement jobs are here: http://www.edugeek.net/forums/behind...us-salary.html
@lodra No they will not neogiate after single status if it is a maintained school. If you are not transferring from another Bham school you start on the bottom of the pay bracket and work your way up via Performance Management each year.
Exact job title is : "ICT Support Officer". Its been advertised as a grade 3. I don't understand what you mean when you say "...not neogiate after single status... , ...if it is a maintained school...".
Originally Posted by Trapper
Ok, this is set in stone then? : "not transferring from another Bham school you start on the bottom of the pay bracket and work your way up via Performance Management each year."
So nothing I can do? Why do they advertise it as a range then?
Definition of Single Status here if required:
"In 1997 the national agreement between local authority employers and trade unions required local authorities to look at all the different types of terms and conditions of employment within their organisation and ‘harmonise’ them – things like pay, annual leave entitlement and allowances. The ultimate goal was to ensure all administrative, professional, technical and clerical staff, and manual employees shared the same ‘single status’ of employment – a set of common, fair and equal terms and conditions that applied to all workers within the organisation. (This national agreement does not apply to groups of employees who have a separate national negotiating body to represent them such as teachers and fire fighters).
In 2004 local authorities agreed to the implementation of single status by April 2007. To achieve this, Cumbria County Council began a comprehensive job evaluation exercise – a key part of single status – which involved analysing jobs within the council to develop a more equitable pay and reward structure.
In order to migrate individual job evaluations into a modern and equitable council-wide pay structure a job families approach was introduced to group similar jobs into occupational 'families'. The overall aim is to achieve a modern and equitable pay and reward system, to prevent any potential future pay inequality, implemented from 30 September 2011."