7th April 2007, 07:02 PM
I think you brought up a good point... one that I coughed out at the IFA conference - and glad to see yer boss had the same wheeze as me!!
What is the point of a tight pay scale we need to telescope it out so that extra responsibility and work = significant increase in pay.. banded for progression through a grade. so you can start out as a junior PO for example and as years pass you actually increase in pay up to a level that may exceed a junior PM job.. but the main point is that from what I was hearing the benchmarking is moving.. the problem is making sure it is backed up by 'worth' of the job in the Historic Enviroment Sector AND is sustainable by the employer.. where if everyone puts 20% onto a wage.. then within a year there would be nobody left to work for.. which might be a tad counterproductive. The best we can hope for is a steady increase AND and telescoping of the top end to allow the grades inbetween to increase relatively too.
"No job worth doing was ever done on time or under budget.."
Khufu
What is the point of a tight pay scale we need to telescope it out so that extra responsibility and work = significant increase in pay.. banded for progression through a grade. so you can start out as a junior PO for example and as years pass you actually increase in pay up to a level that may exceed a junior PM job.. but the main point is that from what I was hearing the benchmarking is moving.. the problem is making sure it is backed up by 'worth' of the job in the Historic Enviroment Sector AND is sustainable by the employer.. where if everyone puts 20% onto a wage.. then within a year there would be nobody left to work for.. which might be a tad counterproductive. The best we can hope for is a steady increase AND and telescoping of the top end to allow the grades inbetween to increase relatively too.
"No job worth doing was ever done on time or under budget.."
Khufu