Following the motion raised at Conference Lite, and union consultation which had already been progressed independently of the motion, a revised and clarified pay framework for promotions and transfers has now been formally agreed.

This article sets out clearly what has been agreed, based directly on the updated policy.

What Has Changed

Under the previous approach, many members experienced progression within the same band as:

• A standard 5% increase, or movement to the new salary range minimum, whichever was greater
• The Agreed Pay Framework (Now in Place)

The updated policy confirms the expected outcomes for each type of move, and these form the agreed position going forward:

1. S‑Band Promotion (Move to a Higher Band)

Members will receive:

• At least a 10% increase, or Movement to the new salary range minimum whichever is greater
• Where salary is already within the new range: The indicative increase is 10%

While this existed in policy, it was not considered consistent with the additional responsibilities, leading representatives to raise concerns.

2. S‑Band Transfer (Same Band)

(Includes moves between job families or increases in professional level)

Members will receive:

• At least a 5% increase, or Movement to the new salary range minimum, whichever is greater.

This explicitly applies to:

• Moving into a different role within the same band but with a different job profile.
• Moving to a higher professional level within the same band
• Where already within the new range: The indicative increase remains 5%

3. P‑Level Transfer (Same Band, Same Professional Level)

No salary increase applies

Why This Matters

This agreement delivers what representatives called for at Conference Lite:

• Clarity on what members should receive
• Consistency in application
• A firm baseline to challenge decisions

It strengthens the position that:

• Progression within a band should be recognised financially
• Members should not be disadvantaged when moving roles
• Pay outcomes must align with defined principles