Our union has held a number of negotiating meetings with the department to improve this offer and address the issues detailed in our pay claim for 2013.
Whilst we have received some assurances on a number of these issues, we are likely to reject the department’s pay offer, as it comes nowhere near meeting the central demands of a 5% (or £1,200) increase, the return of pay progression and a fair bonus distribution.
However we have now been advised that changes to the departmental pay system mean that any changes to salaries that are not agreed for payment by August 2013 may be delayed until February 2014.
Whilst we question the wisdom of programming changes during pay negotiations, we are also aware that members have suffered further cuts to take home pay this year, through the latest round of pension contribution increases and the continuing impact of inflation. We therefore believe it would be unacceptable for staff to be denied any salary uplift until 2014 and the non-industrial unions have therefore agreed to not object to the department paying the proposed 1% salary uplift, on a without prejudice basis, while negotiations continue.
Bonus proposals – there may be trouble ahead
The department has proposed that bonuses would be paid to a maximum of 25% of staff - identified as those receiving a box 5 performance marking.
We have made clear to the department that their own equal pay audit of the bonus scheme in 2012 showed statistically significant discrimination in the award of bonuses, with fewer staff with almost any protected characteristics receiving enhanced awards than their comparator colleagues, as well as a distinct bias towards higher grades.
As the system is broadly unchanged for 2013, we predict similar discriminatory outcomes. Indeed initial figures indicate significant differences in the ratio of box 5 awards between grades, with B1s between five and three times more likely to receive a box 5 than E2s.
We are awaiting more detailed figures and analysis, before deciding how to address this issue. In the meantime, members who are dissatisfied with the outcome of their performance report should consult their local PCS representative for advice.
Attacks on terms and conditions resume
We have now had an initial meeting with the department to address their proposed cuts to terms and conditions (annual leave, occupational sick pay, London hours of work, mobility and probation - detailed in Fair Deal update 14) for new starters and promotees.
Our union has made clear that we will oppose these cuts, which will damage morale still further and also lead to major recruitment, retention and staff development problems.
Action on performance management
A significant number of members have notified us that they are taking part in our protest against the imposed performance management changes. If you have not yet done so, there is still time. Contact your local PCS rep for actions to take in support of our campaign.
These actions are designed to safeguard our rights to object to the process and protect our interests should we find ourselves in the bottom 5%. It is clear from current performance statistics that a significant number of currently satisfactory performers will be force-marked into the bottom 5% to meet the department’s arbitrary quota.
Further guidance on the performance management system is being produced.
Conclusion
The UK is the only G20 country in which wages fell in 2010, 2011 and 2012. It is not a coincidence that public sector pay in the UK was frozen at this time and we now face a maximum 1% rise in each of the coming three years. We have also seen detriments to our pensions and attack after attack on our terms and conditions. Our living standards have therefore fallen significantly and will fall further if our employer gets their way.
In the Ministry of Defence we have seen over 26,000 civilians leave the department since 2010 resulting in those who are left covering more and more gaps as time passes – all of this for less take home pay at the end of every month. Our jobs are less secure and our prospects have been damaged, as our employer seeks to deliver their cuts agenda.
Our union wants a Fair Deal in Defence for every MoD employee. We want our department to once again be a place where members are proud to work and proud to say they do their bit supporting our military colleagues.
We have tried to engage senior MoD management to address our legitimate and growing concerns, so far without success. However until they sit down to talk with us and agree to work constructively to find solutions, morale will continue to fall and staff anger will increase.
We have tried to engage senior MoD management to address our legitimate and growing concerns, so far without success. However until they sit down to talk with us and agree to work constructively to find solutions, morale will continue to fall and staff anger will increase.
Our campaign of industrial action, through the overtime ban and withdrawal of goodwill, continues and we will be developing our strategy to deliver a Fair Deal in Defence over the summer. If you have any ideas that could help us develop our thinking, please get in touch.
I used to work for the MOD and I was proud to work for the MOD but not now, it has changed and people are not the same as they used to be. I worked in a lovely place where every body knew every body and there were plenty of smiles to go around but now? there are plenty of moans, groans and miserable faces. If anyone dare say they have a bonus there was a lot of snide remarks about them. My husband says the same and he can't wait to retire shortly. My husband has been asked about what he is going to do better next year etc etc, he has told his boss to stick it as he is not going to do anything better next year, why should he? because he don't get rewarded for it does he or anyone else come to that.
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