Pay and benefits

Falkirk Council sets the pay structure, grades and number of spinal column points (SCP) within each grade and determines the appropriate grade for each post.

The Council's pay and grading structure is effective from 18 December 2006 (SJC) and 01 March 2010 (Craft).

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Salary cards

SJC employees

Teaching employees

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Grade and annual salaries

The Craft and SJC grades and salary scales are set out below and are based on a full time employee working 37 hours. An employee working less than 37 hours a week will be paid pro rata to the hours worked.

Salary scales for SJC* employees effective from 01 April 2021

Please note: SCP amounts reflect April 2020 salary scale. The 2021 pay award is pending.

* Overtime limit SCP 61

Salary scales for SJC* employees effective from 01 April 2020

* Overtime limit SCP 61

Salary scales for SJC* employees effective from 01 April 2019

* Overtime limit SCP 61

Annual increments will be granted on 01 October each year until the maximum of the scale is reached, provided the employee has had not less than 6 month's service in the grade. Two increments will be awarded each year, unless only 1 increment remains at the top of the scale, at which stage, the 1 remaining increment will be awarded.

Employees with less than 6 month's service in the grade by 01 October shall be granted their first increment with effect from the day following the completion of 6 months service after their appointment, promotion or re-grading. Thereafter they will, where applicable, receive an annual increment on 01 October each year.

Apprentices will receive an increase on the basic wage each year as follows:

• Year 1 – 50% of full time rate
• Year 2 – 70% of full time rate
• Year 3 – 80% of full time rate
• Year 4 – 85% of full time rate

This is based on the first point of each relevant grade. No increments will be awarded to Apprentices during the training period.

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Additional increments for qualifications

Service Directors in consultation with the Head of Human Resources can consider awarding employees, with a minimum of 12 months service, a maximum of 2 additional increments within the relevant salary band for the attainment of a further level of qualification, which was not held at the time of application for employment and which has a direct relevance to the post.

Methods and periods of payment

Annual salary for all Craft and SJC employees is paid in twelve monthly instalments in arrears, by credit transfer into their nominated bank/building society account. Payment date is 28th of each month.

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Job sizing

Job Sizing is conducted for Promoted teaching posts within Children's Services. Job Sizing is a national process agreed by SNCT. Further information can be found on the SNCT website.

Guidance

HR, in conjunction with Children's Services and EIS, have developed the following guidance to support Headteachers/Managers through a Job Sizing process. This is based around the SNCT guidance and should be referred to prior to initiating a request for Job Sizing.

Downloads

Job Sizing procedure

PDF file, 153 KB

Considerations

Prior to advertising a promoted post you should consider the following and also take into account Job Sizing timescales:

• Have the responsibilities of the post changed? If yes, Job Sizing may be required
• Has the post met a trigger under the SNCT Job Sizing guidelines? If yes, Job Sizing will be required
• Is this a newly created promoted post? If yes, Job Sizing will be required for this post and potentially for other posts within the school management structure

Documents

The following document should be submitted to initiate a Job Sizing request:

Downloads

Job Sizing proforma

DOCX file, 20.8 KB

If it is agreed that Job Sizing is required for your post you will then be asked to provide the following information:

• Job Sizing Questionnaire for each post – this will be sent to you pre-completed with the Whole School data for questions 1.8 to 1.14 – this information should not be amended
• A summary of the responsibilities of promoted posts within the establishment
• A staffing summary showing which promoted post each member of staff within the establishment reports into
• Additionally, Secondary schools should provide a timetable showing timetabled teaching commitments.

All of the above documents should be submitted to grading@falkirk.gov.uk.

The following documents are useful to refer to whilst completing the paperwork:

• SNCT guidance
• SNCT FAQ's

Further information

Please contact the HR Reward Team:

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Job evaluation/grading request

All Craft and SJC jobs will be graded, using the SJC National Job Evaluation Scheme. Grading requests must be approved by the relevant Service Director and meet one of the following criteria:

• Implementation of an approved Council or Service review/restructure.
• An approved vacancy management recommendation (eg the creation of a new post).
• A substantial or material change in duties/role. Managers should refer to the Job Evaluation Questionnaire and SJC 3rd Edition Scheme (see Job Evaluation Scheme section below) before submitting paperwork for Grading.

• Job Evaluation policy

Downloads

Grading Request Form

DOCX file, 37.5 KB

Questions about the process should be forwarded in the first instance to the Reward Team:

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Grading group

There are 2 grading groups. One group deals with the grading of SJC posts and the other deals with the job sizing of SNCT (Teaching) posts.

The SJC Grading Group for SJC posts meet to consider the grading of SJC amended posts or new posts created within the Council. This Grading Group is made up of members from Human Resources and Trade Unions. Grading Group members have received training on the job evaluation scheme operated by Falkirk Council. The group will meet on at least a bi-monthly basis. Future dates for the Grading Group (SJC) will be notified to managers on enquiry.

The SNCT Grading Group meets to consider the grading of promoted/amended teaching posts or new posts created within the Council. This Grading Group is made up of members from Human Resources, Senior Officers within Children's Services and Teachers Union Representatives. This group generally meets on a quarterly basis.

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Job Evaluation Scheme

The job evaluation scheme in operation in Falkirk Council, for SJC posts, is the national SJC Job Evaluation Scheme. The job evaluation scheme in operation for SNCT posts is the national SNCT Job Evaluation Scheme.

Downloads

Job Evaluation Questionnaire - Reduced Version

DOCX file, 91.1 KB

Downloads

SJC JES 3rd Edition

PDF file, 1.5 MB

Downloads

Grading Appeal Form

DOC file, 74 KB

Downloads

Teacher Job Sizing Guidance TRAINING VERSION

DOC file, 162 KB

Downloads

Teacher Job Sizing Process

PDF file, 148.3 KB

Downloads

Teacher Job Sizing Questionnaire TRAINING VERSION

DOC file, 208 KB

Downloads

Teacher NGT 13

DOC file, 111 KB

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Flexible and voluntary benefits

The Council has a range of voluntary and flexible benefits available to employees.

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Trade union and other deductions from pay

Falkirk Council will provide facilities to employees for deducting subscriptions for recognised Trade Unions and other deductions from salaries/wages as mandated.

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Payroll timetable and reports

Payroll timetable

Payroll Group	Frequency	Contractual Pay Day	Latest date into Payroll (guaranteed processing)
Monthly salaries SJC	Monthly	28th of month (*)	10th of month
Monthly salaries Education claims Councillors	Monthly	28th of month (*)	10th of month
Weekly payroll	Weekly	Friday	Preceding Monday 2pm
Permanent teachers	Monthly	Last Thursday of month (*)	10th of month
Temporary teachers	Monthly	Last working day of month	20th of month

* Please note that in the cases of the monthly payrolls highlighted, the contractual pay date is shown. Employees should not make financial commitments that rely on payment before the contractual pay day as the Council is not bound to make payments prior to the contractual pay day.

All HR Forms should be authorised and with Payroll no later than the 10th of the month. This includes hours changes, payroll related changes and leaving posts/terminations.

All new appointments will be processed up to and including the 17th of the month.

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Monthly payroll report

The monthly payroll report is a major financial control with the purpose of enabling Directors to identify an individual who:

• appears to be wrongly coded to the Service budget
• has an unexpectedly high payment, or
• has left employment but continues to receive payments.

It also allows Directors to obtain explanations from managers for any exceptional or anomalous payments.

The report is in the form of a spreadsheet that is emailed to Directors after the last payroll for a month is processed. It shows employee details, post information and total payments made during the month allocated to columns for Total Pay, Basic Pay, Overtime Pay, Bonus Pay, Allowances, Travel Expenses and Other Payments.

It is produced from the payroll costing information that is transferred to the financial ledger. As a result, employees who have elements of pay charged to a number of cost centres will appear in different places in the report.

Employees are listed in ascending order of the percentage of basic pay to total pay. This means that employees with a low percentage appear at the top of the report.

Directors are required to confirm to the Payroll Manager that the report has been checked.

Amendments arising from review of the report should be notified to Payroll, using HR Forms Online.

The monthly report process is subject to scrutiny by both Internal and External Audit so Directors are advised to ensure that documentation is retained to confirm that the report has been reviewed and that any necessary investigation and/or corrective action has been taken.

Enquiries regarding incorrect coding should be addressed through Service Accountants, who will clarify the reason for the apparent error and arrange for the appropriate change to be made against the relevant Post.

Any other enquiries regarding the report should be raised with HR Helpdesk:

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Living wage supplement

We currently apply a living wage supplement to all employees who earn less than the living wage (which is agreed with Living Wage Foundation).

From 01 April 2021 employees on SCP 19 and below will be paid a supplement on top of their hourly rate to bring their earnings to £9.50 per hour.

The rate of the living wage supplement is subject to regular review and may be removed or changed at any time.