Managers are now implementing the pay review for staff in the Manchester bargaining unit, on the basis of the pay offer members accepted and the instructions for pay planning managers.
Ninety-four managers and HR took part in a phone conference on 6th March with Larry Upton (Fujitsu Services Employee Relations Manager) and Ian Allinson (UNITE senior rep) to answer any questions about implementation. A drop-in session for managers is planned for today.
So what can you do to make sure you get the best possible pay review:
- If you haven’t done so already, talk to your pay reviewing manager as soon as possible. Next week could be too late.
- Work out what you think you should get as a minimum from the deal, and argue for your manager to use some of their discretionary spend on you.
To help you work out the rise you should automatically get from the deal, UNITE has prepared a “ready reckoner” spreadsheet for the 2009 Manchester pay deal. Don’t forget this is the least you should get – with management discretion and promotions on top. It’s had some testing already, but if you think you’ve found an error, please let your reps know.
Some of the key points that have come back from employees and managers so far include:
- If you’re a good performer and above the median, talk to your manager about a promotion. It could also be that you have been put on the wrong role code, and need to get this corrected.
- Promotions are funded separately from the pay review budget.
- There are quite a lot of people in teams where there are few people in the bargaining unit. In the past, only the best managers in this situation would go up their management chain to ask for more money to give bigger rises to high performers or the low paid. The “matrix” system is ensuring that far more managers do this in 2009.
- If in your appraisal you were told you were towards the top of your PAC rating, or that your job is one of the bigger ones for your role code, or you have a scarce skill, argue for a discretionary increase.
- If your benefits are lower than the guidelines, argue for them to be increased or to get an extra discretionary rise.
- The pay planning spreadsheet includes details of the “consolidated disturbance allowance” as the first column. It’s worth checking that your manager understands that if you had a disturbance allowance consolidated in 2007 they should consider giving you an extra discretionary rise so that you don’t lose out. A sensible way some managers are doing this is to try taking off the disturbance allowance element from the basic pay and put the new figure into the matrix and see how much difference it makes. If the individual’s rise then comes out significantly higher than what they get from their actual pay, then giving them a discretionary rise to compensate.