PCS 2022 pay claim in Department for Education and national ballot
We lodged our claim with permanent secretary Susan Acland–Hood on 23 December and made the case that following decades of pay restraint, pay rises are needed for all staff.
We recognise that there are a range of different arrangements in place in respect of terms and conditions and our longer-term objective is to bring as great a degree of coherence to these arrangements as is possible. However, in order that we may make quick progress on issues which do not carry any complexity, we have submitted the following pay claim for 2022 covering all workers in Department for Education (DfE), Institute for Apprenticeship and Technical Education, Office for Students, Office of Qualifications and Exam Regs, Ofsted and Student Loans Company.
If the government is not prepared to act to tackle the cost-of-living crisis for its own workers, then we must look at what action members are prepared to take. We are therefore running a national ballot for all our public sector members from 14 February to 21 March.
This is not a strike ballot. It will ask members what action they would be prepared to take. A statutory industrial action ballot might follow later.
Our pay claim in the Department for Education calls for:
1) Cost of living rises
For 2022, in addition to progress on coherence of pay scales, we are also seeking a cost of living rise of 10%.
We are seeking a single rate for the job for each grade set at the following level:
Grade Annual salary £
Grade 7 75600
Grade 6 85653
2) London weighting
On top of the national salary points that we are seeking to negotiate, we are seeking a London weighting payment, incorporated into consolidated pay, of at least £5,000 per annum, with no detriment to any worker currently entitled to more than that.
3) A Living Wage
Underpinning all elements of our claim for 2022, we are seeking a living wage of £15 an hour.
4) Annual leave
We are seeking improvements in annual leave provision to at least 35 days a year on entry; with no detriment to any worker currently entitled to more than that.
5) Working week
We believe that the time is right to consider what the future world of work might look like and how workers might benefit from new technology and from more flexible ways of working.
We are therefore seeking a significant reduction in the working week with no loss of pay.
6) Pay coherence
PCS has a long-standing objective of securing a return to national bargaining on pay and terms and conditions covering all workers in the civil service and its related areas.