Content

Decision
 
RESOLVED that Cabinet
approved the financial implications of the revised Pay Progression
Policy in Appendix 1 with effect from 1 April 2026.
 
Reasons for
decision
 
The EELGA review of the Pay and Grading
Structure had highlighted that the Council’s current Pay
Progression Policy contained delays in progression to the Market
Related Point (MRP) and lacks clear mechanisms for progression
beyond the MRP. Revising the policy ensures that staff progression
is more transparent, timely, and aligned with
performance.
 
The revised Pay Progression Policy simplifies
pay progression by removing the separate Individual Salary Review
Scheme and incorporating annual incremental progression to the MRP,
alongside mechanisms for progression beyond the MRP for exceptional
performance. This aligns with recommendations in the EELGA report
and addresses feedback from staff regarding progression
timelines.
 
Implementing the revised policy is expected to
support recruitment and retention by ensuring pay is competitive
and progression is equitable, thereby helping the Council address
current workforce challenges and improve staff
satisfaction.
 
Alternative Options
Considered
 
Do nothing / retain current
policy – Retaining the
current policy would maintain the three-year waiting period for
progression to the MRP and the biennial Individual Salary Review
Scheme. This does not address staff concerns around pay progression
and may exacerbate recruitment and retention challenges
particularly as we move towards Local Government
Reorganisation.
Partial revision
– Amend only certain aspects
of the Pay Progression Policy, such as shortening the progression
period to the MRP without addressing progression beyond the MRP.
This would improve some staff satisfaction but may not fully
simplify the policy or provide clear incentives for exceptional
performance.
Comprehensive overhaul (full
redesign of pay and grading) – A full review of pay grades, pay
scales, and progression could be undertaken. While this could
address all weaknesses identified in the EELGA report, it would
require significant time and resources, create uncertainty for
staff, and may not be feasible within the timeframe prior to Local
Government Reorganisation.
Move to National Joint
Council (NJC) pay scales – The Council could consider adopting NJC
pay scales to align with the national framework used by most local
authorities in England and Wales. Adopting NJC pay scales would
reduce the Council’s flexibility to set pay levels based on
local circumstances, including affordability and recruitment and
retention pressures. NJC pay awards are often agreed late in the
financial year, which could create delays in implementing annual
pay increases and reduce predictability for staff. A transition to
NJC would require a comprehensive review and redesign of current
pay and grading structures, resulting in significant administrative
burden, potential disruption for staff, and additional short-term
costs. Given Local Government Reorganisation, a full-scale
transition to NJC pay scales at this time is not considered
feasible or prudent.