Section Four - Pay Policy for Support Roles

1. This policy applies to employees covered by the NJC for Local Government Services and includes all non-operational support staff.
2. National pay awards negotiated by the National Joint Council for Local Government Services, are applied by the Authority on an annual basis if applicable. This represents a cost-of-living increase. This was an increase of £1925 from 1st April 2023.
3. The Authority has a locally agreed grading structure, which uses nationally recognised salary points, (spinal column points) across 9 grading levels. Each level is comprised of 5 salary points. Movement between grades is through a competitive selection process.
4. A job evaluation process, based on the national model, assesses all roles and allocates an appropriate grade according to the duties and responsibilities undertaken. Employees may apply for a review of their grade where permanent, substantial, and material changes have increased the level of duties and responsibilities attached to their role. Any substantive changes to grade must be authorised by the Chief Fire Officer and reported to the Authority.
5. On an annual basis, employees progress incrementally through their respective grade until they reached the maximum point of their grade. Progression is subject to satisfactory performance.
6. Other Allowances and Payments
  Pension contributions: the Service makes an employer contribution which equates to 19% for all members of the Local Government Pension Scheme. The employee makes a contribution of between 5.5% and 12.5% of pensionable pay depending on their salary band.
  
  Overtime: this is paid at the rate of time and a half for all grades and at double time on Sunday’s, (after completion of 37 working hours per week). Employees receive double time, (plus time off in lieu) for working on public holidays. Time in lieu may be taken as an alternative to payment.
  
  Acting Up: an allowance is paid if an employee is required to work at a higher-level role for a period of more than one month.
  
  Honorarium: a discretionary payment may be made for duties undertaken outside of the normal job requirements, for an extended period of time. The maximum payable is £1800. Any payments above £1800 must be approved by the Fire Authority.
  
  Stand by: employees required to attend work outside of normal office hours or to be on-call, are paid an allowance depending on the nature of the arrangements.
  
  Essential Car User: a lump sum is paid to employees who are required to use their own vehicles to undertake their job role. This is based on nationally determined allowances.
  
  Business mileage: is reimbursed in line with nationally agreed rates.
  
  Disturbance: paid when an employee is required to move work location. Actual additional mileage is paid for a period of 4 years.
  
  Subsistence Allowances: reimbursement of expenses when working away from the work base location.
  
  Health Scheme: All employees are members of a corporate health scheme which provides cash-back for dental, optical and consultancy fees, and access to MRI, PET scans and counselling support. This is at a cost of £51.96 per employee per annum.