Falkirk Council will set the pay structure, grades and number of spinal column points within each grade and will determine 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).
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. For those with protection payments, see Protection of hours.
Salary scales for SJC* employees effective from 01 April 2020
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.
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.
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.
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.
- Job Sizing procedure
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
The following document should be submitted to initiate a Job Sizing request:
- Job Sizing proforma
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 firstname.lastname@example.org.
The following documents are useful to refer to whilst completing the paperwork:
Please contact the HR Reward Team:
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.
- Grading Request Form template
Questions about the process should be forwarded in the first instance to the Reward Team (01324 506268 or email@example.com).
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.
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.
- Job Evaluation Questionnaire - Reduced Version
- SJC JES 3rd Edition
- Grading Appeal Form
- Teacher Job Sizing Guidance TRAINING VERSION
- Teacher Job Sizing Process
- Teacher Job Sizing Questionnaire TRAINING VERSION
- Teacher NGT 13
Flexible and Voluntary Benefits
The Council has a range of voluntary and flexible benefits available to employees.
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.
Payroll timetable and reports
||Contractual Pay Day
||Latest date into Payroll
||28th of month (*)
||10th of month
||28th of month (*)
||10th of month
||Preceding Monday 2pm
||Last Thursday of month (*)
||10th of month
||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.
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 on 01324 506222 or firstname.lastname@example.org.