Formal pay offer received
As we reported in the last update, negotiations on pay have been on-going. We have
now received a formal offer from the department:
• A one year award from 1 August 2013 to 31 July 2014.
• All pay scales, including minima and maxima, will be revalorised by 1%.
• All staff in post on 1 August 2013 (other than those on restoring efficiency for unsatisfactory performance) will receive a 1% increase to basic pay.
• Eligible E2 and E1 staff will continue to receive the Protected Pay Allowance.
• Bonuses will be paid to all staff with a Box 5 (Outstanding) marking.
• The re-introduction of Higher Starting Pay (HSP).
There is little here which meets the aspirations of our pay claim and much that could
prove damaging, particularly bringing back discriminatory higher starting pay, so the
offer will be rejected in accordance with national policy. Members will be aware that
the 1% pay uplift and the bonus payments have already been made.
The group executive committee will be discussing how to progress the remaining
elements of our pay claim, including the re-introduction of progression, shortly.
Attacks on our terms and conditions
Negotiations are about to commence on the department’s plans (for new starters and
promotees) to cut annual leave and occupational sick pay; increase working hours in
London and change the status of mobility.
Our union’s position is clear. We do not accept that these cuts are justifiable, or that
good employers offer worse terms and conditions. Indeed in a competitive market,
these changes will further hamper recruitment and act as a disincentive for staff to
seek promotion, damaging the MOD’s outputs for little benefit.
The Civil Service employee policy guidance is clear that departments can choose
whether to adopt any policy. MoD is therefore implementing detrimental changes,
which it has no obligation to make, despite overwhelming opposition from its staff.
We are also awaiting engagement on a review of all allowances, where the
department intends to claw back tens of millions from allowances in payment to staff.
Performance management – use the PCS toolkit
It is now time for the six monthly review under the new performance management
system. Our union has devised a toolkit to help members and managers deal with
each element of the system. If you haven’t seen it yet, it can be accessed here:
Don’t fill in the Your Say survey
The 2013 Your Say Survey began on 1 October. This year we're asking you not to
fill in the questionnaire.
When the survey was introduced in 2009, we welcomed the introduction of a
standard staff survey across the civil service. We hoped that it would evidence civil
servants concerns and that management would work with us on improvements.
Our experience over the last few years is that the results have been misrepresented
by management and used to justify policies that don't address the real issues. Some
results, such as the dissatisfaction with levels of pay, have been ignored whilst
others have been used to bring in the performance management system that we
believe will see at least 5% of staff sacked each year.
Our 2013 annual conference decided that we should not co-operate with this year’s
survey, which is voluntary. No one should be pressurised to complete it. Tell your
PCS rep immediately if you are forced to complete the questionnaire.
We know that some members value the opportunity to tell management how you feel
about your employer and your experiences as a civil servant. We are conducting our
own surveys so you can raise your concerns through your union.
By not filling in the Your Say Survey, you will send a collective message that you:
• Object to the misinterpretation and misuse of the survey findings
• Will not co-operate in an initiative that leads to un-negotiated detrimental changes
• Want the survey findings used positively to improve the well-being and working conditions of civil servants.
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