Section Three - Pay Policy for Fire-fighters
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- This policy applies to Whole-time and On-Call Firefighters.
- National pay awards negotiated by the National Joint Council for Firefighters of Local Authorities Fire and Rescue Services, are applied by the Authority on an annual basis. This represents a cost-of-living increase. A 5% pay award was applied by the NJC for Local Authority Fire and Rescue Services from 1st July 2023.
- Pay is based upon the role undertaken and the stage of competence of each individual i.e., trainee, in development and competent.
- A formal assessment of individuals is undertaken at each stage of development before moving to the next salary level. Maintenance of competence is a requirement at all levels of the Service and is reviewed annually.
- Progression between roles is subject to a competitive selection process.
On Call Duty System
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- Employees employed on the On-Call Duty System, are paid an annual Retaining Fee and receive subsequent payments based on attendance at incidents and other activity – these include attendance at drill nights, disturbance fees, turnout fees, attendance fees, training fees, other authorised NFRS duties and compensation for loss of earnings. All payments are made in line with nationally agreed pay scales and rates.
- Other allowances and payments
Pension contributions: the Service makes an employer contribution of 28.8% (2015 scheme), depending on individual membership. This is in accordance with the contribution made to all members of the Firefighter’s Pension Scheme. The employee contribution for 2022-23 is either 11% or 14.5% depending on pensionable pay.
Flexible duty payment: under national conditions of service, a flexible duty payment is made to Station Managers, Group Managers and Area Managers who provide flexible duty cover on a 24/7 rota basis, and who are available to attend emergency incidents when required and provide Duty Officer cover. This is paid at an allowance of 20% of base salary.
Area Manager rota payment: under local arrangements, Area Managers are paid a rota payment equating to 11.67% of salary.
Acting up: an allowance is paid on a daily basis where employees temporarily undertake the duties of a higher graded role. This is paid at the rate applicable to the role being undertaken. Employees must be qualified to undertake the higher-level role.
Overtime rates: paid for roles below Station Manager. This is paid at time and a half or double time on a public holiday or time may be granted in lieu at the appropriate enhanced rate.
Detachments: paid when operational employees are required to provide cover at other stations. Paid at 2 hours overtime rate.
Recall to duty: paid at a minimum of three hours at double time rates.
Continuous Professional Development Payment (CPD): under national conditions of service, a CPD payment is approved annually on an individual basis for employees with more than 5 years of service, (since attaining competence in role).
This is paid as an annual payment of £1,105 (whole-time employees), and £276.25, (retained). The payment made to retained duty system employees is paid on pro-rata basis, (minimum 25% of full value).
The payment is made by initial application and authorised at a senior management level. To be eligible, an individual must demonstrate evidence of CPD over and beyond that required for competence and have a good attendance, performance, and disciplinary record.
Additional Responsibility Allowance (ARAs): may be paid where employees perform duties outside of the national role map. At NFRS, two levels of payment are applied. The lower level is paid at £250 per annum and the higher level at £500 per annum. There are 59 higher level ARAs and 1 lower level in payment at the current time. Payments are conditional upon individual’s performing additional duties / responsibilities and maintaining competence in these areas, this may include taking professional or vocational qualifications.
Critical Incident Response Team: an ARA of £500 per annum is payable to a team of volunteers (up to a maximum of 20) who provide support to colleagues following traumatic events.
National Resilience Payment: a local payment is made for employees volunteering for crewing of the High-Volume Pump, Enhanced Command Support Vehicle which form part of the national resilience network. Volunteers are available on an on-call basis and could be required to operate outside of the county to respond to national emergencies. Current payments are £500 per annum and there are 26 employees receiving this payment, and 2 receiving a higher-level co-ordinators allowance of £1000. The payment is funded by national grant.
Local Resilience Payment: a payment to provide Business Continuity Support at short notice. Current payment is £2873 per annum.
Special Response Team: a local payment is made for employees volunteering for this tactical response team. Volunteers are available on an on-call basis. Current payments are £500 per annum and there are 45 employees receiving payments and 2 receiving £1000 for co-ordinating activity.
Incident Liaison Officers: a local payment is made for employees volunteering to be Incident Liaison Officers at Special Response incidents. Volunteers are available on an on-call basis. Current payments are £500 per annum and there are 8 employees receiving payments.
Messing Allowance: paid to station personnel who are responsible for catering arrangements on fire stations.
Spoilt Meals: paid when prepared meals are uneaten, as a result of attending an emergency call-out.
Kit Carrying Allowance: business mileage rate, as per national conditions paid to compensate operational employees who are required to transfer fire kit in their own vehicles.
Travel Allowance: a local allowance to cover additional travel costs when an operational employee is compulsorily transferred to another work base. A payment is made of the difference in mileage undertaken and is paid for 3 years, (compulsory transfer) or 18 months, (promotion).
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. The allowance may be off set against leasing arrangements for a vehicle, the balance of which is paid by the employee.
Business mileage: is reimbursed in line with nationally agreed rates. Subsistence allowances: reimbursement of expenses when working away from the work base location.
Reimbursement of medical fees: this only applies to employees whose service commenced before November 1994. The reimbursement of fees cover dental, optical and prescription fees and are paid at NHS rates.
Health scheme membership: 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.