Pay progression and the PCS pay claim and ballot

06 Jul 2018

Pay progression is a key pay issue which is repeatedly raised by members.  As we build our statutory ballot we stress that our demand, as part of our pay claim, is for equal pay for equal work and work of equal value

Across the civil service there is wide-ranging disparity and often PCS members are sitting next to colleagues doing exactly the same job and getting £4,000 less pay.

Pay progression refers to payments which move staff from the minimum to the maximum of their pay grade. Automatic salary progression through grade has been removed across the civil service, restricting pay. The 2015 budget reported that all civil service contractual progression payments had been withdrawn by departments and this year’s Treasury pay remit stated it “should not be reintroduced”.

The government’s pay restraint policy since 2010  – 0% pay rise for 2 years followed by 1% until this year with a new ‘offer’ of 1-1.5% -  has greatly restricted pay and made life even worse for many low-paid civil servants. This has seen the pay of PCS members in the civil service and related areas fall in real terms by an average of £4,400, while prices in 2018 are 34.8% higher than they were in 2007. Government policy has also impacted on take home pay for civil servants by changing the contributions that they pay to their pension scheme and increasing National Insurance contributions placing huge strain on many people and their families.

Equal pay for equal work and of equal value

PCS believes there should be equal pay for equal work and work of equal value. At present there are considerable disparities as there are hundreds of different pay systems across the civil service.

We want a pay system that is fair and equitable. That is why our pay claim demands pay equality across the civil service and a common pay and grading structure.

We want the maximum of the grade to be the rate for the job. We want pay rises to uprate current pay progression points and for pay progression to be funded separately.

Our pay deal with the Scottish government is for 3% consolidated – that’s with pay progression on top – and anyone on the maximum of their grade or band gets 3% consolidated plus a 1% non-consolidated payment. Any pay progression should be contractual and should be above any cost of living increase.

We believe negotiations are needed on progression across the civil service and related areas for either the rate for the job to be paid very quickly from a civil servant’s start date or to have a short amount of pay progression which must be contractual and which must be paid every single year.

Vote yes in the pay ballot – which runs until 23 July – to support the PCS claim for equal pay for equal work and work of equal value.

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