Introduction of New Pay Scales for Superintending Ranks from 1st April 2014

The following has be prepared to explain how the new pay scales for Superintendents and Chief Superintendents will be implemented with effect from on 1st April 2014.

Please note that this is based on various agreements that were reached in a series of PNB meetings running up to July 2013.  These agreements have yet to be formally implemented by way of Home Office Circular, although this is anticipated imminently.

Background

As a result of the Winsor reforms, new pay scales will be introduced for both Superintendents and Chief Superintendents on 1st April 2014.  Double increments and Performance-Related Bonus Payments (PRBs) will be removed for both ranks.  In addition, Post-Related Allowances (PRAs) will be removed for Chief Superintendents.  For all practical purposes, with the exception of PRAs which are still payable, these elements were removed from pay on 1st April 2012 when they were suspended for a two year period.

In reviewing the pay scales for Superintending ranks, Winsor was keen to reduce the number of pay points for Superintendents from the current five to three.  He did not recommend any changes to the length of the pay scale for Chief Superintendents.

Whilst there was no ‘new money’ available to fund the pay reforms, the Superintendents’ Staff Side Committee was committed to the principle that those monies spent on Double Increments, PRBs and PRAs should not be lost but must be re-invested in pensionable pay.

Shortening a pay scale comes at a cost as officers, self-evidently, will progress to higher salaries more quickly.  There are also increased costs in terms of higher pension contributions and the associated ongoing pension liability.  When pay scales are reformed, this is usually accompanied by additional investment.  Not so in this case.

Superintendents

Winsor recommended a three point pay scale for Superintendents with a starting salary that was £2,200 lower than pay point 1 of the current scale.  Despite officers on pay point 5 losing the opportunity to access a PRB (equivalent to 5% of salary, non-pensionable), Winsor did not recommend an increase in the top pay point of the new scale.  This was not acceptable to Staff Side.  Following extensive discussions with the Official Side, the eventual outcome was a new four point pay scale that did not involve a reduction in salary at the entry point and also included an increase of £1,000 at pay point 4 when compared with the current pay point 5.

Pay Point Current (£) Proposed (£)
1 62,922 62,922
2 65,517 66,210
3 68,112 69,670
4 70,716 74,321
5 73,311

 (Please note that the ‘proposed’ salary figures shown above have yet to be formally ratified by the Home Office through the publication of a Home Office Circular.  I have merely uplifted the figures originally used by the Home Office to reflect the 1% ‘cost of living’ increase applied on 1st September 2013.)

Winsor recommended ‘assimilation’ arrangements for the new pay scale that would have all officers promoted to Superintendent rank on, or after, 1st April 2014 commence on the new scale; whilst those promoted prior to this date would continue to progress along the current scale with the proviso that they would all move to pay point 4 of the new scale by 2016.  For some officers, this will result in them ‘skipping’ one or more pay points.

Those officers who are already on pay point 5 of the current scale, and had twelve months or more service on this pay point prior to the imposition of the freeze on incremental progression on 1st April 2012, will move to pay point 4 of the new scale on 1st April 2014.

Those officers who were on pay point 5 of the current scale prior to 1st April 2012, but did not have twelve months ‘reckonable’ service on this pay point before the ‘freeze’ was imposed will progress to pay point 4 of the new pay scale as soon as they have done so.  E.g. a Superintendent who moved to pay point 5 of the current scale on 1st January 2012 will progress to pay point 4 of the new scale on 1st January 2015.

Those Superintendents most obviously impacted upon by the assimilation arrangements is the cohort promoted between 1st April 2012 and 31st March 2014.  They will remain on the current pay scale until 2016, whereas those promoted on or after 1st April 2014 will commence on the new pay scale straight away.

The starting salary for both groups will be the same (£62,922) and they will both qualify for their first increment on the same date (1st April 2015).  However, on this date, members of the former group will progress to pay point 2 of the current scale whilst members of the latter group will progress to pay point 2 of the new scale – which is slightly higher (an additional £693).  This rather unusual situation will result in those Superintendents promoted on 1st April 2014 being paid more than their colleagues who are more experienced in the rank.  This situation will last for a period of twelve months when the next increment becomes payable (1st April 2016).  At this point, the group promoted in the two years prior to 1st April 2014 will skip the intermediate pay points and move straight to pay point 4 of the new scale, whilst those promoted on or after 1st April 2014 will progress to pay point 3.  The table below helps illustrate this:

Column A shows the pay progression of a Superintendent promoted between 1st April 2012 and 31st March 2014.  Column B shows the pay progression of a Superintendent promoted on 1st April 2014.  Column C shows the difference between the two.

A

B

C

Date of promotion or incrementalprogression Promoted 01.04.2012 to 31.03.2014 Promoted 01.04.2014 Difference between Columns (A – B)
01.04.2014 £62,922 £62,922 £0
01.04.2015 £65,517 £66,210 -£693
01.04.2016 £74,321 £69,670 +£4,651
01.04.2017 £74,321 £74,321 £0

Chief Superintendents

Winsor recommended that the salary scale for Chief Superintendents should remain at the current three points, however, each pay point should be increased by approximately £3,000 p.a. to compensate for the removal of Double Increments, PRBs and PRAs.  Currently, 35% of Chief Superintendents’ posts nationally attract a PRA of £5,001 p.a. (non-pensionable).

Pay Point Current (£) Proposed (£)
1 75,138 77,987
2 77,274 80,628
3 79,422 82,272

(Please note that the ‘proposed’ salary figures shown above have yet to be formally ratified by the Home Office through the publication of a Home Office Circular.  I have merely uplifted the figures originally used by the Home Office to reflect the 1% ‘cost of living’ increase applied on 1st September 2013.)

Staff Side was supportive of this recommendation as increasing pensionable pay has been one of its enduring priorities.  However, Winsor’s proposed assimilation arrangements were not acceptable in that he recommended that Chief Superintendents would benefit from the £3,000 uplift in pay only at the point at which their next increment became due.  This would result in many Chief Superintendents experiencing a reduction of £5,001 in salary on 1st April 2014 (through the removal of a PRA), yet not benefitting from the compensatory uplift in salary until up to twelve months later.

The Official Side developed some alternative assimilation arrangements that would also be ‘cost neutral’ to the proposed reforms.  The one that Staff Side considered to be most appropriate, and subsequently agreed to, involved all Chief Superintendents receiving the compensatory uplift in salary on 1st April 2014 to coincide with the removal of PRA on the same date.  However, as a consequence, those Chief Superintendents not at the top of their pay scale would see their date for future incremental progression aligned to 1st April in subsequent years, rather than the date of their promotion.  This means that all Chief Superintendents will benefit from an increase in pensionable pay on 1st April 2014, however, some will need to remain on their current pay scale, albeit at a higher salary, than they would have otherwise.

Although the reform of the Chief Superintendents’ pay scale is relatively straightforward, the following example illustrates how it will work:

Under Winsor’s original recommendation, if an officer had been promoted to Chief Superintendent rank on 1st January 2012, he/she would have remained on pay point 1 of the current pay scale until 1st January 2015.  As explained previously, the two years of the freeze on incremental progression between 1st April 2012 and 31st March 2014 does not count for accruing ‘reckonable’ service.  On 1st January 2015, the officer would have progressed to pay point 2 of the new scale.  If that officer had been in receipt of a PRA, that would have been removed on 1st April 2014, so the officer would have seen a significant pay cut for a period of eight months.

Under the revised assimilation arrangements, and using the same scenario, the officer promoted on 1st January 2012 will receive an uplift in pensionable pay of approximately £3,000 on 1st April 2014 but will remain on pay point of the new scale until 1st April 2015 when he/she will move to pay point 2, reaching pay point 3 (top of scale) twelve months later.

Temporary Salaries

Members should also be aware of the issue of recent Home Office Circulars (18/2013 and 09/2013) which may be of relevance to their circumstances and assist their incremental progression.

In summary, these Circulars provide that, where an officer is promoted either temporarily or substantively on or after 1st February 2012, any previous temporary service in the higher rank within the preceding five years will count as reckonable service for the purposes of incremental progression.  Up until the point at which this Circular became effective, if an officer had been temporarily promoted but had then reverted to their substantive rank prior to be being promoted once again, they would have reverted to the start of pay point 1 for the purposes of accruing reckonable service.

By way of example, prior to the issue of these Circulars, if an officer had been promoted to Temporary Superintendent on 1st January 2010, served at this rank until 1st January 2012, reverted to Chief Inspector rank and then been substantively (or temporarily) promoted on 1st April 2012, he/she would have re-commenced on pay point 1 of the pay scale despite having already completed a year’s service on pay point 2 during the previous temporary promotion.  Playing this scenario out into the ‘freeze’ on incremental progression, this officer would not have been eligible to progress to pay point 2 of the current scale until 1st April 2015.  The change brought about by these Circulars means that when promoted again on 1st April 2014, this officer’s previous temporary service in the higher rank would be counted for incremental progression purposes and the officer would therefore commence on pay point 3 before moving to pay point 4 on 1st April 2015.

(Please note that the provisions of this HO Circular are not retrospective so that they cannot be applied to anyone who was substantively promoted before 1st February 2012 and who had previous temporary service in higher rank)