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.
This is based on spinal column points which are set nationally.
Grade and annual salaries
The Craft and Scottish Joint Council (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.
Annual salaries (2022)
Salary scales for SJC employees effective from 01 April 2022. Based on locally agreed arrangements these salary scales will also apply to Craft employees within Falkirk Council.
* Overtime limit SCP 61
Where an employee has 6 months service in grade, as at 1st October, annual increment(s) will be awarded where applicable. Two increments will be awarded each year, unless only one increment remains at the top of the scale, at which stage, the one remaining increment will be awarded.
Employees who start between 1st April and 30th September will receive 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 1st October each year.
Craft 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.
Salary scales for Teachers and associated professionals
The SNCT salary scales can be found on the SNCT website. These are based on a full time teacher working 35 hours. A teacher working less than 35 hours a week will be paid pro rata to the hours worked.
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 1 April 2023 employees on SCP 18 will be paid a supplement on top of their hourly rate to bring their earnings to £10.90 per hour.
The rate of the living wage supplement is subject to regular review and may be removed or changed at any time.
The allowances page has information about sick pay, overtime payments, standby payments and more payable allowances.
Additional increments for qualifications
Chief Officers in consultation with the Head of People, Technology & Transformation can consider awarding employees, with at least 12 months service, a maximum of 2 additional increments within the relevant salary band for achieving 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
Craft and SJC employees will be paid over 12 months, on the 28th of each month, by credit transfer to a bank account.
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 Chief Officer and meet one of the following criteria:
- Implementation of an approved Council or Service review/restructure.
- An approved vacancy management recommendation (such as 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) before submitting paperwork for Grading.
- Grading Request Form
DOCX file, 37.5 KB
Questions about the process should be forwarded in the first instance to the Reward Team:
There are 2 grading groups. One group deals with the grading of SJC/Craft posts and the other deals with the job sizing of SNCT (Teaching) posts.
The SJC/Craft Grading Group meet to consider the grading of SJC/Craft 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 at least 8 times a year. Future dates for the Grading Group (SJC) will be notified to managers on enquiry.
The Job Sizing Panel meets to consider the grading of promoted/amended teaching posts or new posts created within the Council. This panel is made up of members from Human Resources, Senior Officers within Children's Services and Teachers Union Representatives and generally meets on a quarterly basis.
Job Evaluation Scheme
The job evaluation scheme in operation for SJC/Craft 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 Sizing is conducted for promoted teaching posts within Children's Services. Job Sizing is a national process agreed by SNCT, applied locally. Further information can be found on the SNCT website.
HR, in conjunction with Children's Services and Educational Institute of Scotland (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
PDF file, 153 KB
Before 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 start a Job Sizing request:
- Job Sizing proforma
DOCX file, 20.8 KB
If it is agreed that Job Sizing is required for your post, you will be asked to provide the following information:
- Job Sizing Questionnaire for each post
- 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
- Secondary schools should provide a timetable showing timetabled teaching commitments.
All of the above documents should be submitted to email@example.com.
The following documents are useful to refer to whilst completing the paperwork:
Please contact the HR Reward Team: firstname.lastname@example.org.
Flexible and voluntary benefits
We have a range of voluntary and flexible benefits available to employees.
Trade union and other deductions from pay
You can pay your recognised Trade Union subscription directly from your salary.
You should contact Payroll to request this: email@example.com.
||Contractual Pay Day
||Latest date into Payroll
||28th of month (*)
||10th of month
||28th of month (*)
||10th of month
||Preceding Monday 2pm
||Last working day 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.