BT Equal Pay Review 2013
We have now agreed how the 0.3% of paybill set aside for equal pay will be spent in January 2013. The money will be paid to people paid low in range subject to different cut off points and who are confirmed as eligible as part of a validation process. We have agreed with BT that these cut off points will be the same as in 2012.
The full detail of the agreed validation process is available here together with a flowchart, worked examples and questions and answers. In November this process will be used to determine who is eligible for an equal pay payment within their team. Any money will be paid in January 2013 salaries.
Pay awards as part of this exercise will be capped at:
- 92% of the mid-point of the salary range for roles in Benefit Band 1
- 86.5% of the mid-point of the salary range for roles in Benefit Band 2 and
- 84% of the mid-point of the salary range for roles in Benefit Band 3
Reward framework salary ranges are constructed around a midpoint – also known as the 100% point. Benefit band 1 and 2 salary ranges run from 80% to 120% of the midpoint. Some Benefit Band 3 salary ranges are wider and run from 70% to 130% of the midpoint. You can find out the 2012 pay ranges here. This web page also contains a lookup table to allow you to work out where you sit in the pay range.
The minimum pay award will be £100. Therefore an individual will not receive an award if:
- the resulting award value is less than £100 or
- they are less than £100 from the cut-off point for their role.
Who is eligible?
The potentially eligible pool of people for consideration for the Review and who will be loaded onto the e-Pay system are, in broad terms, the following:
- Those in a Reward Framework role with a published UK pay range
- Those paid more than £100 below the cut off points above.
- Those with a 2011/2012 year end APR mark of DN or better and a 12/13 Q2 QPR rating of DN or better
How much will be paid out to those deemed as eligible?
The amounts available will depend on the output from the validation process but the intention is that the following will be payable. There will be no discretion on the amount to be paid.
2011/12 year end APR rating % payable subject to cap
Very Good 2.5%
Achieves Standards 2.0%
Development Needed 1.5%
Where people are new to the role i.e. appointed after 1 April 2012 the Q2 2012/13 rating will be used to determine the increase paid.
Where people have a year-end 11/12 APR rating DN and a Q2 12/13 QPR DN, all other performance history G or above we have agreed that the individual should be included in the review unless there is evidence of a continued deterioration in performance towards an “Unsatisfactory” rating. If the line manager wishes to propose changes they should contact their pay lead and provide detailed justification to support the decision. The reasons for any exclusion must also be provided to the individual. The outcome of this will be reviewed with Prospect.
The final level of increases may fluctuate very slightly depending on the numbers validated.
Individuals with a current salary below the minimum of their range and confirmed as eligible will be moved to the minimum of their role or receive an increase in line with their 11/12 APR whichever is the greater. By exception there may be cases which need to be reviewed separately.
Following the validation process, BT has committed to share the outcome of the review with Prospect.
Service job family
As part of the review of the Service job family we agreed to defer all remapping activity until after the June 2012 pay review. Any remapping associated with the new family was to have been completed prior to the equal pay review. We are close to finalising the grid that will be used to remap jobs that will fall into the Service job family. However, we have agreed with BT that the 1 November cut-off date for the January equal pay review will not be applied to anyone remapped as part of this process and that separate arrangements will be made for those within the Service family (or who are remapped out of the service family) to ensure that everyone who should benefit from an equal pay review will do so.
Individuals who believe they may have an equal pay issue should contact the Prospect Helpdesk for advice.