NPS pay deal – more FAQs

Women’s Occupational Health – One-day seminar Thursday 22 November
25/10/2018
News from Wales
26/10/2018

NPS pay deal – more FAQs

Napo HQ is positively overwhelmed by the way members are engaging with the process around the NPS pay deal.

We understand you need as much information as possible to cast a vote you feel best serves you and your colleagues, so we have compiled a list of FAQs that have been sent into HQ over the past few days.

How many people need to vote?

Each union has to ballot its eligible members. It doesn’t matter how many people vote but the majority of those who do vote have to vote yes to accept the offer.

What happens if one of the unions votes no?

If any of the unions vote no, the pay offer is off the table. We will retain our current pay system with no additional pay award, new negotiations would not start until next pay year (2019/20) and the money allocated for this pay restructure would return to the Treasury.

What happens after the two-year pay deal?

The pay offer covers 2018/19 and 2019/20. In April 2020, staff will receive pay progression to the next point on the new shorter pay scales with no reference to the competency based pay progression framework (CBPPF) which won’t be ready in time (see NPS FAQs question 54).

In April 2021 the CBPPF, if ready by April 2020 (to allow it to be in place and understood for the preceding 12 months), will apply and progression to the next pay point will happen unless there is a reason relating to competency to prevent this.

Is competency based progression linked to appraisals?

No, there is no link to appraisals; the CBPPF is a separate process.

Is competency-based progression just another name for performance related pay?

No, performance related pay measures performance against targets, for example completing a certain percentage of OASys assessments on time. Competency-based progression measures your ability to do key tasks relating to your role, for example your ability to complete an OASys assessment.

Should I vote no because the deal doesn’t apply to CRC members?

Because of the split caused by TR there are now multiple employers for our members working in Probation and we have to negotiate pay with each of them separately, just as we do with members working for other employers such as Family Court and PBNI (Probation Board of Northern Ireland). Voting no at this point won’t help our campaign to get the same pay deal for CRC members, in fact it would harm the campaign as there would be no precedent and no pressure on the CRC employers to make the changes.

If the deal is accepted, when will it come into effect?

The pay deal covers the period from April 2018 to March 2020 which is two pay years. As long as all unions vote yes and return their vote in time the NPS intends to apply the pay deal with back pay to April 2018 in the pay due at the end of November.

What is the situation for staff who have started in their current post after April 2018. Will the pay modernisation be pro rata?

It depends when the member of staff joined. Annexe D of the agreement explains this. Section g of this annexe confirms that “new starters on or after 1st April 2018 will be assimilated onto new pay structure from date of joining and will receive the Top Up payment in Year 1” and section h confirms that “staff who join after the month of implementation [November 2018] will not receive a Year 1 Top Up payment”.

You are asking members to accept the deal despite NOT knowing what the CBPPF entails but KNOWING that the pay offer acceptance means CBPPF can be enforced without union agreement?

The deal includes an agreement to implement a competency based pay progression framework (CBPPF) and an outline is contained in annexe C of the agreement. The outline includes design principles and requirements and gives the next steps to developing the framework.

It is the case that HMPPS reserve the right to implement the framework (see the last sentence of annexe C). It should also be noted that the design principles detailed include assurances such as “it is anticipated that the majority of NPS staff will achieve the competency based requirements and can expect to progress through the pay band over a five year period”.

 

Last week, Napo clarified the position on future pay progression. If you haven’t already done so, click here to read.

 

1 Comment

  1. Debbie says:

    i Left NPS at the end of September 2018 to work in a prison, will I still get my back pay from April up until I left

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