The 2004/05 recommended pay scales

With the vast majority of colleges now paying the 2003/4 pay award our attention must now turn to the second and very significant stage of the two-year settlement. Your branch will be seeking confirmation that your college intends to implement the following with effect from August 2004.

All staff should be assimilated to the nearest highest point on to a new harmonised pay spine (see table below). This should take into account any incremental rise due in 2004.

This harmonised scale is increased by 3% (see table below).

Qualified Lecturers move to new eight point pay progression scale (see table marked bold). This provides increments with 6% increases.

Unqualified Lecturers move to a 4 point scale (Bold entries in 'Unqualilfied' section of table).

A five point pay range for Advanced Teaching and Training (Advanced section of table, points 37 - 41).

A new pay range for Leadership and Management (table points 37 - 68).

All pay for part-time staff, including hourly rates, should be increased pro rata.

For examples please see below.

TABLE SHOWING HARMONISED PAY SPINE

Point	Harmonised Pay Spine	Harmonised Pay Spine +3%
1	£10,255	£10,563
2	£10,563	£10,881
3	£10,881	£11,208
4	£11,208	£11,547
5	£11,547	£11,895
6	£11,895	£12,252
7	£12,252	£12,621
8	£12,621	£13,002
9	£13,002	£13,395
10	£13,395	£13,797
11	£13,797	£14,211
12	£14,211	£14,640
13	£14,640	£15,081
14	£15,081	£15,534
15	£15,534	£16,002
16	£16,002	£16,485
17	£16,485	£16,980
18	£16,980	£17,490
19	£17,490	£18,015
20	£18,015	£18,558
21	£18,558	£19,116
22	£19,116	£19,692
23	£19,692	£20,283
24	£20,283	£20,892
25	£20,892	£21,519
26	£21,519	£22,167
27	£22,167	£22,833
28	£22,833	£23,520
29	£23,520	£24,228
30	£24,228	£24,957
31	£24,957	£25,707
32	£25,707	£26,481
33	£26,481	£27,276
34	£27,276	£28,095
35	£28,095	£28,938
36	£28,938	£29,808
37	£29,808	£30,705
38	£30,705	£31,629
39	£31,629	£32,580
40	£32,580	£33,558
41	£33,558	£34,566
42	£34,566	£35,604
43	£35,604	£36,675
44	£36,675	£37,776
45	£37,776	£38,910
46	£38,910	£40,080
47	£40,080	£41,283
48	£41,283	£42,522
49	£42,522	£43,800
50	£43,800	£45,114
51	£45,114	£46,470
52	£46,470	£47,865
53	£47,865	£49,302
54	£49,302	£50,784
55	£50,784	£52,308
56	£52,308	£53,880
57	£53,880	£55,497
58	£55,497	£57,162
59	£57,162	£58,878
60	£58,878	£60,645
61	£60,645	£62,466
62	£62,466	£64,341
63	£64,341	£66,273
64	£66,273	£68,262
65	£68,262	£70,311
66	£70,311	£72,423
67	£72,423	£74,598
68	£74,598	£76,836

	Unqualified Lecturers
	Qualified Lecturers
	Advanced Teaching & Training/Leadership & Mgmt
	Leadership & Management

Colleges in London should increase additional payments for London Weighting by at least 3%, whether paid as a separate allowance or consolidated within basic salaries

EXAMPLES

Example 1

A qualified lecturer currently earning £25,761 (equivalent to point 12 of present national scale) and due an increment to £26,751, should transfer to point 35 of new spine - £28,938 (with 3% increase) Note that although point 34 is next highest point it is not a progression point for qualified lecturers.

If no increment is due this year the above lecturer will transfer to point 33 of new spine - £27276.

Example 2

An unqualified lecturer currently paid at £18,138 (equivalent to point 4 of present scales) transfers to point 21 -£19116 (with 3% increase). If an incremental rise was due this year the transfer would be to point 23.

Example 3

A manager currently paid £28,656 (equivalent to point 2 of current management spine) and entitled to an increment, transfers to point 37 - £30,705.

Please note that although point 36 is next highest, there the leadership and management scale starts at point 37.

Example 4

A lecturer currently employed as an 'advanced practitioner'or equivalent and paid £29,577 (point 16 of current lecturing scale or 2 of senior lecturer) should transfer to point 37 - £30.705 or 38 if there is an entitlement to an increment.

FUTURE PAY PROGRESSION

There is no explicit reference to incremental progression in the national agreement but NATFHE will be seeking to ensure that in all colleges

All qualified lecturers are able to progress by annual increments to the top of the 8-point scale

Unqualified lecturers progress to the top of the 4 point scale and on through the qualified points once qualified

We do not accept that there should be any bars or separate bands within the new pay progression scales.

NATFHE will resist all attempts to make any direct linking of pay progression to performance. A recently negotiated national agreement on performance management makes it clear that there is no requirement to do this. Where colleges intend to introduce a new or revised performance management scheme NATFHE will insist that it meets the recommendations of the national agreement and does not include performance related pay.

The expectation should be that all staff will receive the appropriate annual incremental increases to which they are entitled. Any instances of individual incapability should be dealt with under separate procedures.

ADVANCED TEACHING AND LEARNING

A national agreement should be available by the beginning of July, which will provide guidelines for the specific jobs, which should fall within this pay scale.

JOB EVALUATION

There is now a national agreement establishing agreed recommended procedures to be adopted where colleges wish to carry out job evaluation. This includes trade union involvement, training, individual rights of representation and appeal. NATFHE will only agree to the implementation of the job evaluation scheme that has been developed specifically for the sector in conjunction with the recognised trade unions.

The implementation of job evaluation has the potential to make progress on ensuring equal pay for equal value including in particular part-time staff and jobs such as instructors.

For details on the campaign to get your college to implement the deal see the Pay Watch campaign.