Apri 2007 Pay and Conditions

[BAJR Host]

This has been sent to every Contractor the advertisies with BAJR (181) - so if you read this but ain't seen it...! :face-huh:

In keeping with the IFA recommendations to RAOs, and BAJRs commitment to support this across the industry these following criteria must now be met (or be aspired to with a defined timescale) for advertising on BAJR.


Holidays
For each month worked the employee is entitled to 1.666667 days holiday… in addition, they also receive any bank & public holidays that fall into the employment period. If it is not possible to take any of these holidays during short contracts, the time in lieu is paid at full rate.


Sickness
As with pensions, the rights for Full Pay sickness Benefits are strongly encouraged to offer this benefit from initial employment date. However, you can also implement a period of qualifying for this benefit. It does however not remove the right to SSP Standard rate £70.05 from April 2006. If you do decide to pay full or half pay, then you (as the employer) can claim back the SSP portion.


Pensions
The government wants people who can save for retirement to do so. Stakeholder pensions are designed for people without access to employer sponsored pension arrangements. They are secure, flexible and offer value for money. They will provide the opportunity for many more people to save for retirement in a way they can afford.

The legal requirements for stakeholder pensions are included in the ‘Welfare Reform and Pensions Act 1999’ and ‘The Stakeholder Pension Schemes Regulations 2000 - SI 1403’.

For BAJR, this means that if you have more than 5 employees and do not have a company pension scheme, you must provide access to a stakeholder pension – This however I leave up to you - Though can I make it clear that it may be a legal requirement.


Pay
Is based on a 37.5 hour week and represents minimums for each level of responsibility (On completion and adoption of the IFA Benchmarking for jobs in archaeology a more comprehensive review will be possible.)

The Current Rates are based upon two increases. (a 3% increase in base pay and a requested increase of 5% and is shown in brackets) The second rate is in many ways aspirational, but achievable, and it is up to the employer to decide whether to use this scale. It would of course mean that protective employs will be aware of a commitment for higher wages. Remember the NAME of the Post does not mean a pay rise! One persons Project Officer is anopthers Field Officer which is anothers Supervisor.. It is all down to responsibility.

The following section shows the minima for each Level of responsibility:
Please look at http://www.bajr.org/documents/payconditions07_08.pdf for more details (minimum levels are shown at the higher 5% aspirational rate) the introduction of Intermediate grades allows for progression and flexibility, and has been brought in after extensive consultation, they are meant to allow people to move up during a period of training/assessment OR to allow highly experienced individuals who do not wish to move to a higher level of responsibility to be rewarded for experience. Names of posts are irrelevant, it is based on Level of Responsibility and it should be noted the Grade relates to this Level of Responsibility NOT the monetary value of that position. The minima are there to reflect the least that can be offered for that kind of post to appear on BAJR.

GRADE: (typical post)
3%Required Minimum 5% BAJR Aspirational Level

G1 (Training Position)
£13404 (£257.78pw) £11,753 (£226.01pw)

G 2 (ie Basic Site Assistant)
£14270 (£274.42pw) £14,457 (£279.74pw)

G 3 (ie Site Assistant 2 or Technical Worker 1
£15231 ( £292.90 pw) £15,526 ( £298.58pw)

G 3/4
NEW (ie Senior Site Assistant or Technical Worker 1 or Junior/Trainee Supervisor )
£15923 (£306.21 pw) £16,232 (£312.15pw)

G 4 (ie Technical Worker 2 or Supervisor ) £16621 (£319.64 pw) £16,944 (£325.84pw)
G 4/5
NEW (ie Senior Technical Worker 2 or Supervisor or Junior Project Officer )
£17873 (£343.70 pw) £18,220 (£350.38pw)

G 5 (ie Specialist 1, or Project Officer SMR Asst.)
£19004 £19,373

G 5/6
NEW (ie Senior Specialist, SMR post and Project Officer or Junior/Trainee Manager)
£21522 £21,940

G 6 (ie Specialist 2, Senior SMR Post or Project Manager)
£23870 £24,334

G 7 (ie Directorial and Senior Management)
£30755 £31,352

I hope that is as clear as possible.. It is not meant to be restrictive but allow you as much flexibility as possible.. If you do have any problems or questions –if you disagree or want clarification – then please get in touch.

I am aware of the various ‘issues’ regarding differing pay scales and contracting units tied into larger institutions which perhaps are less flexible in their approach to pay and conditions in archaeology. We can often come to an agreement, but I would stress that my position is one of full support for the IFA, Diggers Forum and PROSPECT.


David Connolly, Director, BAJR


"No job worth doing was ever done on time or under budget.."
Khufu

[BAJR Host]

In response to an anonymous inquiry, those not falling within the new pay brackets are advised to...

1) Realise that Rome as not built in a day..
2) Be realistic in what you do... (No ammount of square pins will fit into every hole) I have tried to be broad, and tried to be flexible... and there will be lots of cases where you might feel you are worth more.
3) Discuss it with your Line Manager. (after all the posts that will be most affected are the 'middle' ground posts... so you should already have a structrue in place.
4) Be aware that your pay can't go over what the boss is getting (and sometimes you might just be shocked at what the boss takes home)
5) Understand the IFA system of responsibility - PIFA AIFA and MIFA. If you are doing a job which falls into these catagories then you should be being paid the minimum for that category (especially if they are an RAO)

MIFA
1 Full responsibility for all stages of projects or equivalent
2 Substantial written reports or equivalent essential
AIFA
1 Delegated responsibility for projects or equivalent
2 Written reports or equivalent usually required
PIFA
1 Responsibility for data collection and basic organisation
2 Written reports not expected
3 Must have fulfilled appropriate time requirement, ie a minimum of 6 months

Therefore based on the min. possible 3% rise..

a PIFA is £14,300
a AIFA is £16,621
a MIFA is £21,522

BAJR is not able to enforce or demand anything... but it can apply pressure for change.

Finally... if you feel you are hard done by and can't see any other way out... let me know... it will be in confidence and your identity is safe.

Let me know the job description (you should have one ) and your pay + any additional details. I will look at it and give advice.

This is going to be hard... so don't expect that just because I have posted this that all employers will suddenly raise their wages (Hey .. some don't have to!) But together we can work it out ! That means Employers, Employees, Self Employed and Contract Workers.





"No job worth doing was ever done on time or under budget.."
Khufu

[tom wilson]

Presumably you refer to the 3/4 and 4/5 people on existing contracts, i.e. those who are doing a bit of supervision or management but not currently being paid for it. I suspect that 'well, BAJR says this' won't cut much ice in their next annual appraisals, but it'll help those coming up behind (which is the important thing).

'Oh, I'm bound to go where there ain't no snow,
Where the rain don't fall and the wind don't blow,
In the Big Rock Candy Mountains.'

[Sparky]

Tom,
Is this your new signature?
S

'I wanna be a punk rocker but my mammy will ne let me'

[tom wilson]

They look pretty big from where I'm sat, and there sure ain't no snow. I can't say it's all tranquility though.
(We're getting a bit off topic again, sorry).
Peace out.

freeburmarangers.org