University of Oxford

Transcription

1 University of Oxford Implementation of the National Framework Agreement for university staff employed on Whitley Council clerical, nursing, and technical grades June 2007

2 Contents 1. Overview Implementation of the National Framework Agreement Introduction Contracts of employment The University s salary structure Terms and conditions of employment Protection arrangements...8 The University s salary and grading structure...10 Assimilation tables...11 Protection arrangements...22 Variable working pattern premium...25

3 1. Overview The National Framework Agreement on the modernisation of pay structures in the higher education sector required institutions to develop and implement locally appropriate salary and grading structures for all staff. In principle this includes staff employed in university clinical departments on clerical, nursing and technical Whitley Council (NHS) grades. (Medical staff are outside the scope of the National Framework Agreement and therefore the new salary and grading structure). This booklet sets out the arrangements for the implementation of the National Framework Agreement for university staff employed on Whitley Council clerical, nursing, and technical grades. A project team within Personnel Services has been working on the implementation, and a joint steering group of staff and management representatives has overseen the project, and has been fully involved in developing the arrangements for implementation set out in this booklet. 1.1 Contributors Staff Representatives Mary Deadman Louise Dennis Mary Hamilton Sandra Humphreys Claire Russell Departmental Administrators Lynn Clee Katie Holt Pam Nieto Susan Tolley Officers of Personnel Services Margaret Bird John Dickson Katy Holyday Sarah Kilgour Liz Mitchell 1

4 2. Implementation of the National Framework Agreement 2.1 Implementation University staff employed on Whitley Council clerical, nursing, and technical grades will be assimilated to the University s salary and grading structure on 1 July The cost of assimilating Whitley Council staff to the structure in July 2007 is approximately 3% of the total Whitley Council pay bill, and includes all catch-up and buyout payments. The total additional cost of implementation for the financial year is approximately 530,000 (gross). This takes into account any potential cost of living increases, including the uplift due on 1 August Assimilation The Whitley Council Steering Group has worked on the principle that staff should not lose out financially by mapping in July 2007 rather than August Therefore, on assimilation Whitley Council staff will map to the point on the pay spine that they would have reached had they mapped in August In addition, staff will receive a catch up payment where relevant. This payment is not back pay, calculated on an individual basis, but a single cash sum to compensate for any loss in salary through assimilating to the new structure eleven months later than the majority of other university staff. This payment is calculated by grade and scale point as at 31 March 2007 (pro-rated for part-time staff), and takes into account the 1.5% cost of living award which was paid to Whitley Council staff from 1 April The catch-up payment is taxable, but not pensionable. 2.3 Terms and conditions The standard working week for all university support staff in grades 1-5 is 36.5 hours. This will mean a reduction in the working week for many Whitley Council staff. The annual leave entitlement for all university staff is 38 days, including closure days, and 8 bank holidays. This will mean extra leave for the majority of Whitley Council staff. A single new set of arrangements for overtime and time off in lieu will apply to all Whitley Council staff assimilating to grades 1-5. Special arrangements are in place to safeguard the position of the small number of existing staff who currently enjoy more favourable terms and conditions of employment. 2

5 3. Introduction The National Framework Agreement for the Modernisation of Pay Structures in Higher Education was developed in partnership between employers and trades unions representatives. The agreement sought to resolve a number of major long-running issues, including creating flexible pay structures which meet the requirements of equal pay legislation (underpinned by the local use of a single institution-wide job evaluation scheme), formal recognition of market factors and individual contribution (in addition to length of service) to determine individual pay, and addressing low pay. Significantly, the agreement enabled each university to determine pay and conditions to meet local institutional needs within broad principles agreed nationally between employers, and the trades unions. In line with the National Framework Agreement, the University successfully implemented a new salary and grading structure on 1 August 2006, onto which over 7,000 staff have been assimilated. This booklet sets out the arrangements for the assimilation of the 530 university staff employed on Whitley Council clerical, nursing and technical grades to the new structure. 4. Contracts of employment All current Whitley Council clerical, nursing, and technical staff will receive an individual letter setting out any changes to contracts of employment. The new terms and conditions will supersede all existing national and local arrangements for salary and grading, and for the specified terms and conditions of employment. They may not be varied without the consent of the Personnel Committee other than within any limits for departmental variation set out in the following sections. All other terms and conditions of employment not specifically varied by this agreement remain unchanged. 5. The University s salary structure The University s salary structure is shown in Annexe 1. The grades are based on the national pay spine included in the National Framework Agreement. All staff in the same grade share common terms and conditions. 5.1 Assimilation Whitley Council clerical, nursing, and technical staff will transfer to the University s salary and grading structure by a process of mapping old grades to new. The Higher Education Role Analysis (HERA) 1 job evaluation scheme was used to gather information from job descriptions and interviews for a sample of Whitley Council clerical, nursing, and technical roles. The project team worked in consultation with departmental administrators to select a representative sample of roles to reflect the range of work carried 1 Higher Education Role Analysis (HERA) is an analytical job evaluation scheme, which is being used by the majority of UK higher education institutions to underpin their salary structures. 3

6 out, and the data gathering demonstrated a high degree of correlation between job evaluation scores and existing grade. Detailed mapping tables are provided at Annexe How you can progress within your grade All grades in the University s salary and grading structure contain some automatic incremental points and some superscale discretionary points. Salary points which are asterisked (*) are discretionary and progression is not automatic. Salary points which are not asterisked are reached through normal annual incremental progression as at present. 5.3 Discretionary increments Discretionary increments within the normal service range or within the superscale range may be paid on grounds of recruitment, retention, or merit. The University s existing policies and procedures for discretionary increments meet the requirements of the National Framework Agreement and operate unchanged, subject in the future to a joint review. You can read the University s arrangements for merit pay on the Personnel Services website at: and for retention payments at: Exceptional circumstances In a small number of cases the outcome of assimilation to the University s salary structure, and therefore progression, is less straightforward. To prevent these employees being disadvantaged, special arrangements have been agreed to protect the salaries in the circumstances listed below: assimilation to the new pay spine where your current pay is higher than the pay range of the new grade i.e. red circling ; assimilation to the new pay spine where your new service maximum (i.e. the highest salary point without an asterisk) is lower than in the current grade. If one of these applies to you, please turn to Annexe 3 to read about the special protection arrangements. 5.5 Requesting a review of your assimilation grade Extensive job evaluation of a large cross-section of jobs has gone into determining the mapping of Whitley Council staff to the University s salary and grading structure. However, if you believe that your post has not been assimilated to the correct new grade, for example because your job has developed significantly without being regraded under the existing grading arrangements, you will be able to request a review of your assimilation grade. From 1 July 2007, if you wish to request a review of your grade on assimilation you should make an application in writing which includes: an up to date job description agreed by your line manager and/or departmental administrator or head of department; an organisation chart giving reporting relationships; and a completed job evaluation questionnaire. 4

7 The application will be analysed by a role analyst within Personnel Services, with the results validated by a second role analyst. The results will be communicated by letter, and a copy sent to the departmental administrator. The outcome will be binding and there will be no further appeal mechanism. Once reviewed, you may not re-present your case until 1 July Arrangements for regrading posts Regrading processes for university support and academic-related staff are currently being developed. All future grading decisions will be informed by the HERA job evaluation scheme. In future, regrading applications from Whitley Council staff may be submitted at any time in the year starting on 1 July Generic grade and category descriptions have been developed which describe the typical responsibilities and work activities for staff operating at each grade. These can be found at: A standard job description form and generic descriptions based on the HERA job evaluation scheme will be developed to help in the writing of job descriptions, and to simplify grading/regrading applications. 6. Terms and conditions of employment In line with the National Framework Agreement, the implementation of the University s new salary and grading structure included a new set of associated terms and conditions of employment. On assimilation to the University s salary and grading structure, these terms and conditions of employment will apply to staff currently employed on Whitley Council clerical, nursing, and technical grades. The new terms and conditions of employment will come into effect for Whitley Council staff on 1 July However, as the majority of Whitley Council staff benefit from the new annual leave arrangements these are all effective from 1 August If you are currently employed on Whitley Council nursing grades, clerical grade 6, MLSO grades 2, 3, and 4, and MTO grades 3 and 4 you will map to university grades 6 and above. Staff employed in these university grades do not have a defined working week, and are not eligible for overtime. Consequently, you may be entitled to buyouts and/or protection in line with those received by university staff that assimilated to the new structure on 1 August Details of these arrangements are set out in Annexe Pension scheme membership From 1 July 2007, staff appointed to grades 1-5 will join the Oxford Staff Pension Scheme (OSPS). Staff appointed to grades 6 and above will join the Universities Superannuation Scheme (USS). In certain defined circumstances, employees in either group may, as an alternative, join or remain in the National Health Service Pension Scheme (NHSPS). The arrangements for existing employees who assimilate to the new pay structure are as follows: (i) If you assimilate to grades 1-5 you will continue in membership of OSPS. 5

8 (ii) If you assimilate to grades 6 or above and you are currently a member of OSPS, you will remain in OSPS unless you choose instead to transfer to USS. The transfer value paid by the OSPS may not secure exactly the same pensionable service in USS and there will be no compensation for any shortfall. Staff in this position should discuss their individual circumstances with staff in the Pensions Office. (iii) If you are regraded to grades 6 and above after 1 July 2007 (including successful reviews of grade on assimilation), you must transfer to USS. (iv) If you work in a University clinical department and you were an active member of the NHSPS immediately before joining the University, you may choose to remain in the NHSPS. 6.2 Leave entitlement All staff employed in grades 1-10 are entitled to 38 days of paid holiday (inclusive of eight public holidays). If you work part-time your entitlement will be calculated pro-rata to 38 days including a pro-rata entitlement to public holidays. Any locally agreed departmental closure days will be deducted from the total entitlement of 38 days. If your contract of employment currently specifies more than 30 days of personal leave (excluding long service leave), please refer to Annexe 3 for the details of the special protection arrangements. Long service leave arrangements for Whitley Council staff differ from those of the University. On assimilation the University s long service leave arrangements will apply as follows: Long service leave Years of continuous service (Based on years of service in higher education) More than (years) Less than (years) Days leave Working hours The following arrangements will be effective from 1 July (i) (ii) Working week All staff employed in grades 1-5 will have a defined working week of 36.5 hours. The hourly rate will be calculated by dividing the annual salary for the grade points by (52 x 36.5). If you work part-time you will not be disadvantaged by the reduction of the working week as you will retain your current contractual hours and your hourly rate will be adjusted accordingly. 6

9 (iii) The reference period for the defined working week may be varied by local agreement within a department. For example, the reference period for full-time staff could be 146 paid hours over four weeks (i.e x 4), or annualised hours of 1898 paid hours (i.e. 52 x 36.5). (iv) Staff employed in grades 6 and above do not have a defined working week. However, it is not expected that Whitley Council staff assimilating to these grades will be required to change their working hours after 1 July If you are assimilating to grade 6 and above you will receive written confirmation that, on assimilation to your new grade, you will not normally be expected to work more than the hours for your current grade. 6.4 Overtime Overtime is defined as time which, with the approval of the line manager, is worked in excess of the hours specified in the contract of employment. (i) (ii) All staff employed in grades 1-5 are eligible for overtime. Staff employed in grades 6 and above do not have defined hours. If you are employed in these grades you will not be eligible for either paid overtime or time off in lieu for additional hours worked. Special protection arrangements are set out in Annexe 3. (iii) Overtime can be taken either as time off in lieu (TOIL) or as paid hours. (iv) TOIL will be at single time, i.e. one hour off for every additional hour worked. (v) Payment Any additional qualifying hours that you work up to 36.5 hours per week will be paid at plain time. Where compensation for overtime is to be paid, additional qualifying hours worked over 36.5 per week will be paid in accordance with the following schedule: the first 7.25 hours of overtime working (in excess of 36.5 hours): time-and-ahalf any subsequent hours of overtime working (i.e. on completion of hours): double time Any overtime worked on public holidays will be paid at double time. 6.5 Working to a variable pattern Most staff work to a regular pattern. However, it is recognised that a minority of staff are required to work to a variable pattern or changing shifts in order to respond to the needs of the department. The University has introduced a new arrangement to compensate staff for this flexibility through the use of premium payments. 7

10 If you assimilate to grades 1-5 and are required under your contract of employment to work to a variable pattern or changing shifts you will be eligible for a premium payment, the size of which will be determined by the extent to which your working pattern varies. The variable working pattern will vary from a maximum of 33% for full rotating 24/7 shifts, to a minimum of 3% for three variable sessions over a week. Full details and examples of the variable pattern premium rates are set out in Annexe 4. Enhanced payments for evening and weekend work will be replaced by the variable working pattern premium, where staff are required to work flexibly. If you do not qualify for the variable working pattern premium, but currently receive enhanced rates of pay (e.g. for working a fixed pattern at evenings and/or weekends), you will be protected by special transitional arrangements which are set out in Annexe Protection arrangements The majority of the terms and conditions associated with the University s salary and grading structure are beneficial to staff employed on Whitley Council grades. However, a small number of employees may find some aspects of the arrangements less advantageous. The principle of equal pay for work of equal value requires the University to ensure that all staff on the same grade are paid fairly and consistently for the work they do. For this reason, it is not possible to protect staff indefinitely if they have more favourable pay and or terms and conditions than other staff employed on the same grade. In most cases, the maximum period for which protection can be provided is four years. The arrangements set out in Annexe 3 describe how the position of these staff will be protected on assimilation to the University s salary structure. In order to smooth the transition for the staff concerned, these arrangements are as generous as they can be within the limits of employment law, and in many cases go beyond the arrangements set out in the National Framework Agreement. 8

11 ANNEXES 9

12 Annexe 1 The University s salary and grading structure Based on national 51 point pay spine with additional points added for Oxford Salaries at 1 February 2007 Pay spine step Salary New grade 1 New grade 2 New grade 3 New grade 4 New grade 5 New grade 6 New grade 7 New grade 8 New grade 9 New grade 10 Current grades 'Whitley Council' MLA Current grades 'Whitley Council' clerical 2 & 3 Current grades 'Whitley Council' clerical 4, MTO 1 Current grades 'Whitley Council' MLSO 1, MTO 2 Current grades 'Whitley Council' clerical 5 Current grades 'Whitley Council' clerical 6, F grade nurse, MLSO 2, MTO 3 & 4 Current grades Current 'Whitley grades Council' G & H 'Whitley grade nurse, Council' I MLSO 3, grade nurse, Radiographer MLSO ,833 9* 54 54,207 8* 53 52,628 7* 52 51, , ,162 9* ,758 8* ,397 7* , ,791 10* ,544 9* ,335 8* , , , , ,793 11* ,799 10* ,795 9* , , ,013 10* ,138 9* ,290 8* , ,666 10* ,889 9* ,135 8* , , , ,332 9* ,682 8* ,050 7* , , ,263 9* ,703 8* ,157 7* , , ,653 9* ,183 8* ,727 7* , , , , ,659 6* ,339 5* , , , , ,691 XXXXXX Note 1: Note 2: * Discretionary point Grades 1 5 Support staff grades Grades 6 10 Academic-related grades 10

13 Annexe 2 Assimilation tables How to read the tables: find your 'Whitley Council' grade and scale point as at 1 April 2007 from the left hand side of the tables (e.g. 'Whitley Council' clerical grade 2, scale point 4) match across to the new scale point immediately opposite (e.g. new Grade 2, point 2). This is your new pay on assimilation Whitley Council clerical staff Whitley Council clerical grade 2 mapped onto new grade 2 Clerical grade 2 Grade N22 New grade 2 Annual Scale Pay spine salary point 16,653 9* 14 16,183 8* 13 8* 15,727 7* 12 7* 15, * 14, * 14, , , , , , Note : * Discretionary point 11

14 Whitley Council clerical grade 3 mapped onto new grade 2 Clerical grade 3 Grade N23 New grade 2 Personal protection Annual Scale Pay spine Annual salary salary point 9* 17 18,157 8* 15 17,137 7* 16,653 9* 14 6* 16,183 8* ,727 7* 12 15, , , , , , Note : * Discretionary point Whitley Council clerical grade 4 mapped onto new grade 3 Clerical grade 4 Grade N24 New grade 3 Personal protection Annual salary Annual salary Scale point Pay spine 10* 23 21,682 9* 22 21,050 8* 21 20,437 7* 19,263 9* ,703 8* ,157 7* 17 17, , , , , , Note : * Discretionary point 12

15 Whitley Council clerical grade 5 mapped onto new grade 5 Clerical New grade 5 grade 5 Grade N25 Annual Scale Pay spine salary point 10* 26,666 10* 30 9* 25,889 9* 29 25,135 8* 28 8* 24, * 24, , , , , , , , , Note 1: * Discretionary point Note 2: Staff who have been on stage 6 of clerical grade 5 for more than a year on 31 July 2006 will map to scale point 6 of new grade 5 Whitley Council clerical grade 6 mapped onto new grade 6 Clerical grade 6 Grade N26 New grade 6 Personal protection Annual salary Annual salary Scale point Pay spine 9* 35 30,913 8* 30,013 10* 34 7* 29,138 9* 33 28,290 8* 32 6* 27, , , , , , , , Note 1: * Discretionary point 13

16 Whitley Council nursing staff Whitley Council nurse grade F mapped onto new grade 6 Nurse New grade 6 grade F Q02 Scale Annual Scale Pay spine point salary point 30,013 10* 34 29,138 9* 33 9* 28,290 8* 32 8* 28,290 8* , , , , , , , , Note : * Discretionary point 14

17 Whitley Council nurse grade G mapped onto new grade 7 Nurse New grade 7 grade G Grade Q03 Scale Annual Scale Pay spine point salary point 34,793 11* 39 33,799 10* 38 32,795 9* 37 8* 31, * 31, , , , , , , , , Note 1: * Discretionary point Note 2: Staff who have been on stage 6 of nursing grade G for more than a year on 31 July 2006 will map to scale point 8 of new grade 7 Whitley Council nurse grade H mapped onto new grade 7 Nurse New grade 7 grade H Grade Q04 Scale Annual Scale Pay spine point salary point 8* 34,793 11* 39 7* 34,793 11* ,799 10* ,795 9* , , , , , , , , Note : * Discretionary point 15

18 Whitley Council nurse grade I mapped onto new grade 8 Nurse New grade 8 grade I Q05 Scale Annual Scale Pay spine point salary point 42,791 10* 46 41,544 9* 45 40,335 8* 44 8* 39, * 39, , , , , , , Note : * Discretionary point 16

19 Whitley Council technical staff Whitley Council MLSO grade 1 mapped onto new grade 4 MLSO New grade 4 grade 1 Grade Personal protection R31 Annual Scale Pay spine Annual salary salary point 9* 28 25,135 8* 27 24,402 7* 25 23, ,332 9* ,682 8* 23 21,050 7* , , , , , , Note : * Discretionary point Whitley Council MLSO grade 2 mapped onto new grade 6 MLSO grade 2 Grade R32 New grade 6 Personal protection Annual salary Annual salary Scale point Pay spine 10* 37 32,795 9* 36 31,840 8* 35 30,913 30,013 10* ,138 9* ,290 8* , , , , , , , Note : * Discretionary point 17

20 Whitley Council MLSO grade 3 mapped onto new grade 7 MLSO grade 3 R33 New grade 7 Personal protection Annual salary Annual salary Scale point Pay spine 7* 41 36,912 6* 40 35,836 5* 34,793 11* 39 33,799 10* ,795 9* , , , , , , , , Note : * Discretionary point Whitley Council MLSO grade 4 mapped onto new grade 8 MLSO grade 4 R34 New grade 8 Personal protection Annual salary Annual salary Scale point Pay spine 7* 47 44,074 42,791 10* 46 6* 41,544 9* 45 5* 40,335 8* , , , , , , , Note : * Discretionary point 18

21 Whitley Council medical laboratory assistant mapped onto new grade 1 MLA R35 New grade 1 Personal protection Annual salary Annual salary Scale point Pay spine 11* 11 15,284 10* 9 14,436 9* 8 14, ,659 6* ,339 5* 6 12, , , , , , , Note : * Discretionary point Whitley Council medical technical officer grade 1 mapped onto new grade 3 MTO 1 New grade 3 R81 Annual Scale Pay spine salary point 9* 19,263 9* 19 18,703 8* 18 8* 18,157 7* 17 7* 17, , , , , , , , Note 1: * Discretionary point Note 2: Staff who have been on stage 6 of MTO1 for more than a year on 31 July 2006 will map to scale point 6 of new grade 3 19

22 Whitley Council medical technical officer grade 2 mapped onto new grade 4 MTO 2 R82 New grade 4 Personal protection Annual salary Annual salary Scale point Pay spine 10* 27 24,402 9* 25 23,002 8* 22,332 9* ,682 8* 23 21,050 7* , , , , , , , Note : * Discretionary point Whitley Council medical technical officer grade 3 mapped onto new grade 6 MTO 3 New grade 6 R83 Annual Scale Pay spine salary point 30,013 10* 34 8* 29,138 9* 33 7* 28,290 8* 32 6* 27, , , , , , , Note 1: * Discretionary point Note 2: Staff who have been on stage 5 of grade MTO3 for more than a year on 31 July 2006 will map to scale point 6 of new grade 6 20

23 Whitley Council medical technical officer grade 4 mapped onto new grade 6 MTO 4 R84 New grade 6 Personal protection Annual salary Annual salary Scale point Pay spine 8* 39 34,793 7* 37 32,795 6* 36 31, ,913 30,013 10* 4 29,138 9* ,290 8* , , , , , , , Note : * Discretionary point Whitley Council Radiographer grade superintendent III mapped onto new grade 7 Superintendent New grade 7 radiographer grade III R74 Annual Scale Pay spine salary point 34,793 11* 39 33,799 10* 38 7* 32,795 9* 37 6* 32,795 9* , , , , , , , , , Note : * Discretionary point 21

24 Annexe 3 Protection arrangements Pay Assimilation to the new pay spine where current pay is higher than pay in the new grade ( red circling ) (a) If your new grade carries a lower maximum salary than your current salary you will transfer to the pay spine at the point equal to or immediately above your salary. (b) You will be offered the opportunity for a review of the grade of your post and if your post is evaluated at a higher grade you will move to that grade from 1 July Alternatively, by agreement between you and your line manager, the responsibilities of your post may be enhanced such that your post is regraded to the higher grade in the structure, or you may be offered the opportunity to transfer to a post at a higher grade if an appropriate one becomes available. In the interim you may be offered a range of training and development opportunities to maximise your chances of moving to a post at a higher grade. (c) The law on equal pay for work of equal value does not allow red circled staff to remain indefinitely on a protected salary: such staff will receive salary protection for a maximum of four years. Unless one of the arrangements outlined above has been put in place, on 1 July 2011 your salary will revert to the top point of the assimilation grade (including the discretionary points). During the period of pay protection (i.e. until 1 July 2011) the annual uplift to the pay spine will be applied to your protected salary. However, you will not be entitled to any incremental progression, and you will not be eligible to receive any discretionary increments, for example through the annual merit award exercise. 22

25 Assimilation to the new pay spine where the new service maximum is lower than in the current grade (a) A number of Whitley Council staff will be mapped to a grade where the normal service maximum is lower than the service maximum of the current grade. This affects the following grades: Current Whitley Council grade Assimilation grade Pay spine point of service maximum Progress through to spine point Clerical Clerical Medical Laboratory Assistant MLSO MLSO MLSO Medical Technical Officer 2 Medical Technical Officer Nurse grade H (b) If you map to one of these grades and you are in post on 30 June 2007 you will enjoy annual incremental progression through the discretionary range of your new grade until your salary point reaches the equivalent to or the nearest point above the service maximum for your old grade. Annual Leave (a) If your contract of employment currently specifies more than 30 days of personal leave (i.e. excluding public holidays, and long service leave, but including any departmental closure days) your annual leave will be reduced in equal steps spread over six years. The steps will be calculated by subtracting 30 from your personal leave allowance and dividing the resulting figure by six, with the total number of days reduced in each year rounded up to the nearest whole day. For example, if your personal leave allowance is 36 days, your leave will be reduced by one day per year. (b) For the purposes of protection, periods of time off earned as time off in lieu are not part of annual leave. (c) If your contract of employment currently specifies more than 30 days of personal leave, you may opt to continue on all your current terms and conditions of employment for a period of four years until 1 July 2011 at which time you will be assimilated to the new structure with its corresponding terms and conditions. 23

26 Protection of overtime Staff currently eligible to receive overtime who assimilate to grade 6 and above (a) If you are currently eligible to receive paid overtime and you assimilate to grades 6 and above, where overtime is not paid, you may opt to continue on all your current terms and conditions of employment for a period of four years until 1 July 2011, at which time you will be assimilated to the University s salary structure with its corresponding terms and conditions. (b) If you are currently eligible for overtime and assimilate to grade 6 on 1 July 2007, you will receive one additional increment on assimilation, if one is available. (c) If you currently receive regular overtime payments and assimilate to grades 6 and above on 1 July 2007, you may benefit from the new standby and callout policy, which is currently being developed. If you are not covered by this policy, the salary point to which you will assimilate on your new grade will be based on your annual basic salary plus annual regular overtime, if this is equivalent to more than one increment. (d) If you assimilate to grades 6 and above on 1 July 2007, and your total annual pay (including regular overtime) is above the range for your assimilation grade you will be offered an additional one-off payment. Staff currently working fixed patterns at evenings and weekends (a) Some staff currently work fixed patterns which include some hours worked during evenings and weekends for which they currently receive payments at enhanced rates. These staff will not be eligible for the variable pattern premium. (b) If this affects you, you will be assimilated to a new pay point in the salary structure on the basis of your basic salary inclusive of any regular payments for evening and weekend work, provided your total pay is not above the range for the grade. (c) Where your total pay is less than one increment you will be offered two lump sum payments each of which will be the equivalent of the annual enhancements paid to you. These payments will be made in July 2007 July (d) Alternatively, you may remain on all of your current terms and conditions for four years, until 1 July 2011, when you will assimilate to your new grade and transfer to the new terms and conditions. 24

27 Variable working pattern premium Annexe 4 It is recognised that a minority of staff are required to work to a variable pattern or changing shifts in order to respond to the needs of the department. Staff employed in grades 1-5 who are required under their contract of employment to work to a variable pattern or changing shifts are eligible for a premium payments, the size of which will be determined by the extent to which your working pattern varies as set out below. 1. The minimum number of shifts which qualify for the premium is 3 in any week. 2. The premium will take the form of a percentage addition to the basic hourly rate calculated according to the number of shifts over which the staff member s working pattern may vary. 3. Personnel Services will be consulted before the premium payment is used. 4. The percentage premium addition to the hourly rate for the relevant grade will be determined by Personnel Services in accordance with the table below: Number of flexible shifts Percentage premium to hourly rate

28 Example 1 - Staff working full rotating day and night shifts. Staff are required to work any shift throughout the week according to a changing roster. The premium payment is 33%. Days Times of the week when staff may be rostered to work X X X X X X X X X X X X X X X X X X X X X Example 2 - Staff required to work variable shift including weekends. The premium payment for variable working across 12 shifts is 16%. Days Times of the week when staff may be rostered to work X X X X X X X X X X X X 26