Pay and Grading Truth

Posted By: Peter Evans
Date Posted: 29/01/2009

The current Pay & Grading Review is an event carried out at appropriate intervals at the direction of our national Government. It cannot be ignored; maintaining the status quo is not an option. This time, the Review is being done giving full regard to a Trades Union Agreement signed about 20 years' ago, which agreed, amongst other things, to stop pay differentials continuing between men and women for work assessed in the Review as falling in the same band.

This problem is common to councils of all political persuasions and the mechanism for modifying pay scales is being applied in accordance with a national framework. Local councillors or MPs have no powers to amend the fundamental objectives of the Review. Money awarded has to be balanced against money reduced. The Review therefore results in some staff losing out and some winning an increase (around 45%) - especially where some women have been underpaid hitherto (not before time!).

The only flexibility left for councillors to decide is the percentage subject to a change. Shifting budgets from other areas of Council responsibility is also not an option - making it impossible for any councillors to mitigate the losses of those who lose out. This provides considerable difficulties for all concerned: the Unions; Council officers and councillors alike who are all striving to arrive at the most just settlement within the restraints embodied in joint national agreements.

Making this issue sound politically inept at a local level is both naïve and contemptibly inaccurate. No one gains from an unhappy workforce; I'm sure that anyone who understands the problems will sincerely wish all those involved in negotiations well in their deliberations - knowing that this is a prime example of where it is absolutely impossible to end up pleasing everybody.