GSP 20-18 Clerical Managers Salary Review
11/December/2018
Description
You will be aware of ongoing discussions between the Union and Company in respect of finalising the review of Clerical & Administrative Managers’ salary. This has been completed with further assistance from the Monitoring Group, which issued a detailed determination, summarised below. This provides for the introduction of a new management structure and personal performance related pay contracts. Although existing Managers have their pay red circled, on a personal to holder basis, they have the option to avail of a personal pay contract, as will apply to all future appointments within the new structure.
Common Clerical Management Structure
CM1 – Former HEOs, Superintendent 1’s
CM2 – Former EOs, Superintendent 2’s
CS1 – Former Overseer, DPM
CS2 – Front Line Supervisor
Pay ranges as at 1st May, 2018:
CM1 Level 3.2 Median = €65,914, + up to 15% performance based incentive payment.
CM2 Level 3.3 Median = €55,507, + up to 15% performance based incentive payment.
CS1 Level 4.1 Median = €47,638, + up to 10% performance based incentive payment
CS2 Level 4.2 Median = €41,643 + up to 10% performance based incentive payment
Company’s Performance Management and Development System. (PMD)
A review of the structure of the performance-based incentive payment to be completed by the end of Q1 2019, for application in 2019.
Assimilation of existing staff
Employees in the grades covered who are serving at the date of agreement of the new measures will be assimilated onto the personal pay ranges on the following basis:
- Salary on the new system will be the total of (i) Existing basic pay, plus (ii) any existing productivity allowance, plus (iii) in cases where the job holder is a long-term actor to the position, any existing acting allowance.
- In the case of employees moving to the new system who are in receipt of the 10.5% productivity allowance payable to former PSEU grades, the value of their productivity allowance will be recalculated at 12.5% for the purpose of assimilation, subject to the same rules on pensionability that apply to the CWU 12.5% productivity allowance, i.e. 83.67% pensionable.
- Pensionable pay will be the total of existing pensionable salary and any pensionable productivity and/or acting allowance.
New entrants (Appointments)
- New entrants to these grades will be placed on the appropriate pay range at 80% of the median salary.
- Where the new entrant is an existing employee who is being promoted, starting pay will be the higher of either (i) 80% of the median salary, or (ii) the total of existing basic pay plus any productivity allowance at the time of promotion, plus 5% of existing basic pay.
Salary Progression
Salary will be reviewed once per annum. Individual salary increases will be based on the following:
- Personal pay progression based on the employee’s overall job performance under the Company’s Performance Management and Development System, applied in line with existing practice for Company employees on performance related pay arrangements;
- Market movement increases, based on data provided by the Company’s external pay advisors’
- Fully pensionable up to 120% of the relevant salary median.
Appeals Process
Agreed appeals process in relation to performance ratings under the Company’s PMD system
Ex-gratia payment
Employees that transfer to the new pay arrangements no later than 31st January 2019 will receive an ex-gratia payment by the end of Quarter 1 2019. The payment to CM1s and CM2s will be 5% of basic pay at 31st December 2018. The payment to CS1 and CS2 will be 3.33% of basic pay at 31st December 2018.
Appointments to positions covered by actors
The following arrangements to apply in filling posts
- In cases where a number of actors have covered the post on rotation, the post should be filled by means of a competitive process;
- In cases where a single actor has covered the post for a period of less than two years, the post should be filled by means of a competitive process;
- In cases where a single actor has covered the post for a period of two years or more, the actor should be appointed to the role on a probationary basis. His or her performance in the role should be formally reviewed after three months, and again after five months. In the event that performance in the role is satisfactory, the appointment should be confirmed after six months. In the event that performance is unsatisfactory, the appointment should be extended for a further six months, with an interim review after three months of the extension. Where performance is found to be unsatisfactory after the extended period, the post should be filled through a competitive process.
- In the event that an actor is found unsuitable for the position, and not appointed as a result of the above process, he or she will revert to his or her previous grade.
- The Monitoring Group is available to the parties should any matters arise arising under (1) to (4) above.
Branch Manager Deputy
Payment of an annual Allowance of €2,215 to be paid to a newly established role of Deputy Branch Manager to commence on the 1st January 2019.
Retail Flagship Offices
The Branch Manager posts at six flagship offices (Andrews St & GPO Dublin, Cork, Galway, Limerick and Waterford) to be evaluated for pay purposes as they are commissioned commencing in 2019. The existing Branch Managers appointed to the posts should be paid an interim Allowance of €5k per annum gross.
The introduction of performance related pay for CWU Managers, will present opportunities and challenges for Managers, which the Union will remain central to.