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Section Three

 

3.1 GENERAL

The standard wage rates for all classes of employees, together with details of allowances for special skills and other reasons, are set out in detail in the appropriate National Conditions of Service Handbook.

 

1. National Joint Council for Local Authorities' Services. 

Click here to view current salary scales for 2009/10

 

Click here to view salary scales for 2008/09

Click here to view salary scales for 2007/08

Click here to view salary scales for 2006/07

Click here to view salary scales 2005/06

Click here to view salary scales 2004/05

Click here to view salary scales 2003/04

 

2. Joint Negotiating Committee for Local Authority Craft and Associate Employees.

 

3.2 PAYMENT METHOD

New entrants to the Council are required to join the `Cashless Pay' Scheme and be paid by direct payment into a bank account.


3.3 CHARGE HAND PLUS RATES

The locally agreed plus rates paid for Charge hands (except where the grading of the job reflects the supervisory element) are set out at Appendix J.

 

3.4 STANDBY DUTY ALLOWANCES

Certain employees who are required to be on standby duty, on a rota basis, outside normal working hours for dealing with telephone calls and emergencies, receive, subject to the approval of Director; an allowance for all hours worked on standby duty. The amount of allowance is subject to agreement in each case for the employees concerned and is based on the basic rate of pay and the level, type and frequency of duties undertaken. These allowances are locally determined.

 

3.5 TOOL ALLOWANCE

For details of the current tool allowance see Section 2 of the handbook for J.N.C. for Local Authorities' Services (B & CE).

 

If an employee's tool kit is stolen and it is not covered by either their own or the Council's insurance, an interest free loan to buy replacements is available from the Chief Finance Officer. Employees must pay the first £10 then may borrow up to £330 (interest free), which is repaid by deductions from wages. Thefts must be reported immediately to Supervisor/Depot Manager who will find out if the loss is covered by the Council's insurance.

 

3.6 OVERTIME, WEEKEND, SHIFT WORKING AND OTHER ADDITIONAL PAYMENTS

The conditions relating to overtime etc., are described in detail in the relevant sections of the National Handbooks.

 

See also Section 5.2 relating to pay during sickness at weekends.

 

3.7 JOB EVALUATION

(a) INTRODUCTION

The grading of all posts in the Council, except posts of Directors, their Deputies, and certain senior posts is subject to a formal system of job evaluation. The Council currently has two schemes. For former APT&C employees the JE scheme is based on the former NJC schemes for APT&C employees as applied locally. Former manual jobs are graded by the City Councils Manual Worker Job Evaluation Panel which comprises equal representation of management and Unions using the nationally agreed JE Scheme. The need to evaluate the grading of a post can arise in a number of ways.

(i) As part of a divisional review.

 

(ii) As a 'one-off' request from a Division.

(iii) As a personal application from a member of staff.

(b) JOB ANALYSIS

Information for the purposes of the Council's scheme is normally a job questionnaire which is completed by the post holder and verified by senior officer in the Division concerned, or in the case of a proposed new post, completed by appropriate staff. The analysis is normally undertaken by Human Resources who have been trained for the purpose. Under no circumstances will untrained personnel be allowed to undertake this work. Using the job questionnaire and or job description, the post holder is interviewed by the analyst with a view to determining the details of the duties and responsibilities of the post, relative to the factors of the job evaluation scheme. The post holder, may be accompanied in certain circumstances by the representative of their choice. An interview with the senior officer is carried out to clarify any matters arising and a check is made, in conjunction with Human Resources, on the appropriate qualifications/experience necessary for the job in question.

 

(c) JOB DESCRIPTION

Following the interviews, the analyst prepares or confirms/amends a comprehensive job description. Every effort is made to secure the acceptance of the post holder, where applicable, of the terms of the job description however, final decisions are made between management and the job analyst. Only in the event of an appeal will the post holder be invited to sign the job description in order to protect their position prior to any appeal. Job descriptions involving financial procedures have to be approved by the Chief Finance Officer.

In the Manual Job Evaluation scheme a job outline is prepared.

(d) APPEALS

See Section 8 of this book.

 

3.8 ACCELERATED INCREMENTS

Accelerated increments may be awarded by Directors on the basis of special merit or ability. Each case will be considered individually by the Director.

 

3.9 HONORARIA

An honorarium payment may be made to an employee who is undertaking duties of a higher level of responsibility above those for which they are graded. This may occur because they are temporarily covering part or all of the duties of a vacant post or because other duties have been allocated to them on a temporary basis. The payment will be based on the difference between the grading of the two posts, estimated where the grading has not been established, or as a proportion of the difference where only part of the additional duties are being undertaken. Where additional duties not related to a specific post are undertaken, an estimate will be made of their value to achieve a calculation.

NB: See also Employment and Development Opportunities for Existing Employees in Section 2 of the Recruitment and Resourcing Manual.

 

3.10 INCREMENTAL DATES (TEMPORARY EMPLOYEES)

Section 15 (Paragraph 2)

 

3.11 INCREMENTS AT AGE 18

A double increment will be awarded within Scale 1 at age 18.

 

3.12 OVERTIME PAYMENTS

Employees who are above SCP 28 who are required to work overtime will not receive enhanced payments.

 

Employees who are paid a basic salary in excess of the SCP 33 grade will, where necessary, be expected to work up to 3 hours overtime per week without payment. When overtime in excess of this level is worked regularly and time off in lieu is not possible, the Director will give consideration to a payment based on plain time rates.

 

Employees in these grades will, however, be entitled to overtime pay for all time worked if they are recalled to work outside their normal hours (i.e., if they have ceased work and left their place of employment and been recalled to work not less than two hours after their normal finishing time). In such cases, a payment of two hours, or actual time (whichever is the greater) will be paid at time-and-a-half rate.

 

Employees in post prior to the harmonisation agreement in receipt of overtime payments up to Grade PO1 and above will be protected.


3.13 PAYMENT METHOD

Salaries will be paid monthly, in arrears on the penultimate banking day of the month provided that it is not more than 35 days from the previous pay day. Some employees are paid on a four weekly basis by local agreement.

Payment will be made by means of bank credit transfer as a condition of employment. The transfer may be made to an account at any joint stock bank, the Trustee Savings Bank, the National giro, any Building Society, but not the National Savings Bank.

 

3.14 PRINCIPAL OFFICERS GRADES

The two National Principal Officer ranges are treated locally as one amalgamated range. Posts are graded within this scale by means of salary `bands', each band consisting of four salary points, as follows:-

 

Spinal Column Points

Band 1

33-36 inclusive

Band 2

36-39 inclusive

Band 3

39-42 inclusive

Band 4

42-45 inclusive

Band 5

46-49 inclusive

 

(Note: For senior posts warranting levels above the P.0. range, suitable ad-hoc four point scales apply).

Employees who transferred from the Leicestershire County Council at Local Government Reorganisation will be absorbed into the lowest appropriate band with personal protection until such time as the posts are re-evaluated.

 

3.15 CAREER GRADES AND SALARY SCALES

Career grade provisions apply to posts in various occupational groups and form part of the Contract of Employment of those Officers. Details of each career grade are available within the appropriate department.

 

3.16 SENIOR OFFICER GRADE

The Senior Officer Grade has been established locally at spinal points 29-33. Employees who transferred from the County Council on Local Government Reorganisation on SO2 grade will be protected on that grade while they remain in their existing post.

 

3.17 STARTING SALARIES

Commencing salaries will be at the minimum point of the appropriate scale. However, individual cases which appear to justify a salary on appointment in excess of the minimum point may be referred to the Director for special consideration.

 

3.18 SUPERVISORS' DIFFERENTIALS

A scheme of differentials for supervisors of manual workers is given at Appendix I.

 

3.19 TEMPORARY STAFF

See Section 15.1.

 

3.20 AUXILIARY INTERPRETERS' SCHEME (Under Review)

Although an interpretation/translation unit exists there will be occasions when individual contact with minority groups can be facilitated by the ability of an employee to speak an alternative language. This may occur in two ways for which an honorarium will be paid.

 

Applications should be made to the Director if it is considered that the employee is consistently providing such a service. Following a test of interpretation skills, the employee's name will be entered on a register until such time as their interpretation duties cease.

The system of allowance, which was excluded from the harmonisation package is under review.  In the meantime, however, employees currently in receipt of an allowance will have this updated as follows:

 

Auxiliary Interpreters Allowance                  January 2009

Employee acting as a resource to colleagues undertaking the same job

£485

Employees called to assist others 

£720

Additional sum for any auxiliary interpreter who has passed in one or more additional languages

£198

 

Part-time and job-share employees will be paid pro-rata amounts of the above honoraria.

 

3.21 FIRST AID ALLOWANCE (JOINT AGREEMENT)

Subject to a review within each division an allowance of £192 per annum (pro-rata for part-time and job-share employees) may be approved by Directors for officers designated as being responsible for providing first aid facilities.  To qualify employees must have been properly trained in first aid to the standard required by the Council.

 

3.22 LOW PAY SUPPLEMENT

The Low Pay Supplement which guarantees a minimum wage of £242.25 (w.e.f. 1/4/2005) is paid to employees in post prior to 1/4/1997 on a personally protected basis.


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Last updated: 14 December 2009 PAWS/SY

Salary Scales updated: 10 December 2008

Allowances updated: 17 December 2008

Updated: 28 April 1999