SIA staff employed at the level ‘G’ pay grade
Updated 17 May 2022
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1. Request
Question 1(a): Since 2012, how many individuals have been employed at the SIA at the level ‘G’ grade specialist role earning the lower pay bracket? Currently the lower pay bracket is between £28,200 and £32,100.
Question 1(b): From your answer provided, I would like to know how many specialists earned or are earning between £30,000 and £32,100?
Question 2(a): Since 2012, how many individuals have been employed at the SIA under the higher level ‘G’ grade specialist role? Currently the higher level pay bracket is between £32,100 and £36,000.
Question 2(b): From your answer provided, I would like to know how many higher level specialists have or are earning £36,000?
Question 3: In relation to level ‘G’ Specialist roles, are managers employed at the SIA provided with any specific information on how to develop their staff/team at to ensure that they are able to realistically reach the higher level ‘G’ specialist role?
2. Response
I confirm that the SIA holds the information that you have requested and it can be found below:
2.1 Number of specialists in the lower G pay bracket
| Year | Number of specialists |
|---|---|
| 2013 | 2 |
| 2014 | - |
| 2015 | 7 |
| 2016 | 23 |
| 2017 | 12 |
| 2018 | 14 |
| 2019 | 12 |
| 2020 | 5 |
| 2021 | 4 |
| 2022 | 1 |
2.2 Number of specialists earning between £30,000 and £32,100
The pay brackets change each year so to provide a response to this question would not reflect the number of specialists who are at the upper pay points within this bracket for the period you have requested information.
2.3 Number of specialists in the higher G pay bracket
| Year | Number of specialists |
|---|---|
| 2013 | - |
| 2014 | - |
| 2015 | 2 |
| 2016 | - |
| 2017 | 1 |
| 2018 | 1 |
| 2019 | 1 |
| 2020 | 2 |
| 2021 | 3 |
| 2022 | 1 |
2.4 Number of specialists earning £36,000
The pay brackets change each year so to provide a response to this question would not reflect the number of higher level specialists who are at the upper pay points within this bracket for the period you have requested information.
2.5 Information provided to managers
The SIA are restricted on progressing staff through pay bands unlike other organisations where there is an automatic incremental rise in pay each year. In the case of the SIA we are governed by the Civil Service Pay Remit Guidance. I refer you to an extract within this guidance:
Departments should have removed automatic progression pay based on time-served from their workforces and it should not be reintroduced. Any progression pay still in place in core departments or their ALBs not agreed through business case approvals will be in breach of government policy and must be notified to the Cabinet Office and HM Treasury immediately. Going forward, departments should ensure that pay arrangements they put in place do not involve automatic time served-progression pay, or create an entitlement for employees to receive automatic increments.
We are looking at ways we can progress this but at this time, we are governed by central government rules, and someone cannot go up the pay bands.
Managers should be looking at what the requirements of the role are, and the job description updated accordingly and then evaluated. It might be that the role stays at a lower G, or could be up to an upper G, (or higher or lower) but that is determined by the job evaluation. There is no restriction in going up to the next level but this is down to there being a business need for that role to be operating at that the new level, and is based on the role not the person, or length of service.
[Reference: FOI 0335]