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A7: Main page

Key features of pay system

‘This section is not applicable to staff with a BBSRC employment start date on or after 1st July 2015’


1. A brief explanation of key features in the BBSRC pay system
2. Other aspects of the pay system

1. A brief explanation of key features in the BBSRC pay system

1.1. Pay bands

Our pay system is based upon pay bands (A-G, PC2 and PC1). The pay band you are in is dependent upon the ‘job weight’ for your role.  Roles in bands A to G in BBSRC have been assessed using the job evaluation system known as “JEGS”.  The JEGS score is used to identify the band in which the holder of the job will be placed. The pay scales can be found at appendix A7.6

1.2. Performance pay

The pay system at BBSRC is linked to performance.  The levels of performances are defined at  appendix A7.3.

1.3. Min, SP (Standard Pay) and Max

In each pay band, there is a band minimum, standard pay (the rate of pay which we expect a fully productive and fully competent employee to earn) and a band maximum. The band minimum is 90% of standard pay and the band maximum is 115% of standard pay. There are 10 steps between the minimum and standard pay; between standard pay and the band maximum, there are 2 performance-based progression caps.

1.4. Pay progression

Pay progression is linked to performance and is explained in full in appendix A7.3. BBSRC would normally expect a commensurate performer appointed at the band minimum to reach standard pay after 5 years. However the rate of progression would be quicker if an employee had consistently performed above commensurate level. Standard pay is the point at which the speed of progression within the pay band alters, with progression quicker from the band minimum to standard pay. Progression is slower above standard pay because an element of the progression award may be non-consolidated.

1.5. Negotiations with Treasury and the Trade Unions

All pay rates and allowances are negotiated with the Trade Unions, and are subject to public sector pay policy and restrictions imposed by HM Treasury. The management and Trade Unions meet regularly at the Joint Negotiating and Consultative Committee (JNCC) and also discuss pay at joint research council pay meetings.

When negotiating with the Trade Unions our objectives are:

  • To maintain rates of pay which reflect the market rates for similar work outside of BBSRC and allow us to attract and retain the staff we need
  • To maintain a pay system which is fair and equitable, in accordance with our equal pay policy – see appendix A7.5
  • To provide appropriate flexibility to management to meet local requirements
  • To ensure that the overall salary budget can be effectively controlled

1.6. Equal pay

BBSRC’s intention is to have a fair and equitable pay and allowance structure in accordance with our equal pay policy – see appendix A7.5.

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2. Other aspects of the pay system

2.1. Starting pay on recruitment

Starting salaries are agreed at Institute level following the guidelines in appendix A7.2. Appointments at band G or band PC2 level can sometimes be made on a personal merit basis – see appendix A1.2.

2.2. Pay on promotion

The pay on promotion rules are set out in appendix A7.7.

2.3. Allowances

If your statement of terms and conditions of employment requires you to meet certain conditions (e.g. shift working) you will receive an appropriate allowance. You will keep the allowance as long as you meet those conditions. Allowances (RRAs) are also paid to assist with the retention or recruitment of employees where recognised difficulties exist. Details of allowances and the rules for payment are shown at appendix A7.8.

2.4. Overtime and Premium payments

Overtime is time worked in excess of conditioned hours (currently 37 hours a week). The full rules on overtime are set out in appendix A7.4. A premium payment is an hourly-rate payment due purely for working on a weekend or a public or privilege leave day. See appendix A7.9 for details.

2.5. Temporary promotion

Temporary promotion is temporary service in a higher pay band other than through substantive or personal promotion. For further details see appendix A7.10.

2.6. Overbearing

Overbearing means that you are required to take on the duties and responsibilities of a post usually performed by someone in a lower pay band (see appendix A7.11).

2.7. Downgrading

This is when an employee is moved to a lower band role – this may relate to discipline, capability or personal choice. Downgrading pay rules apply - see appendix A7.12.

2.8. Salary advances and deductions (other than statutory deductions)

These will be as agreed with you. See appendix A7.13 for further information.

2.9. Responsibility review procedure

If you take on significant additional managerial, organisational or technical responsibilities within your pay band, you may be entitled to a pay increase under the Responsibility Review Procedure (RRP) – see appendix A7.15.

2.10. Special bonus scheme

Special bonus scheme payments are intended to reward one-off or otherwise unusual situations or efforts which would not be covered by performance pay. All employees in Bands A-F are eligible for consideration for a special bonus (SB). Please see appendix A7.16 for more details.

2.11. Emergency pay arrangements

For information on emergency pay arrangements during transport and weather emergencies, please see appendix 2: paragraph 9.6

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Last updated 08/02/11
Amendment 119 - February 2011