The Groundsman

January 2014

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16 IOG SALARY ADVICE the Groundsman January 2014 IOG promotes 2.75 per cent salary increase for grounds professionals The Institute of Groundsmanship (IOG) is recommending a 2.75 per cent increase in grounds staff's national minimum salary bands for 2014, following annual industry-wide research carried out independently by Myriad Research he suggested increase should guarantee the first real-terms pay increase for grounds staff since 2010 and, says the IOG, will strike the right balance between affordability and a competitive market rate. T The IOG recommended national basic salary bands for 2014 are: Grounds manager: £31,565-£45,380 Heads groundsperson £26,921-£35,007 Deputy head groundsperson/ Sole charge £22,024-£26,921 Groundsperson (Skilled) £20,596-£25,163 Groundsperson £16,502-£20,160 Junior groundsperson (Age 17) £14,031 Junior groundsperson (Age 16) £11,652 These bands reflect minimum recommended basic salary payment and are based on a 37.5 hour week. Bonuses, overtime and subsistence payments have not been included in the bands and are therefore additional. Regional rates Regional pay allowances continue to be incorporated into the salary bands and Myriad's research confirms that regional pay variation in the UK is minimal outside of London and the south east (though it suggests the figure for inner London is higher than necessary). It therefore recommends a simplification of the regional differential to three bands: Inner London £3,500 (2014) compared to £3,900 (2013) Outer London £2,090 (same as in 2013) Fringe areas £625-£1,255 (same as in 2013). Importantly, as a result of the research, the IOG is also recommending a minimum pay rate in inner London of Region 2013 IOG 2013 NJC 2014 IOG Inner London £3,900 £3,332 £3,500 Outer London £2,090 £1,773 £2,090 £625 - £1,255 £561 - £806 £625 - £1,255 Fringe Areas IOG regional differential compared to NJC regional allowances £17,500 to ensure all grounds staff are paid a living wage. In addition, the amount paid in recognition of IOG qualifications in the junior groundsperson and groundsperson salary bands should be uprated to £400 in 2014. This, says the IOG, would maintain the emphasis on encouraging professional accreditation early in a person's career, supports personal development and is a cost-effective way of boosting employee engagement. Basic pay of grounds staff based on available data supports the view that the role of grounds manager and head groundsperson pay rates are well placed in the IOG pay bands and are competitively rewarded against market pay rates. The IOG's blended pay approach, a hybrid system of public and private sector pay levels, reflects the mixed IOG membership across these sectors. Pay comparisons The IOG, the Committee for Golf Club Salaries (CGCS) and Local Government sector (LGA) pay data remain the major organisations providing relevant salary data. CGCS salary scales, National Joint Council for Local Government Services salary guidance, LGA Earnings Survey, the Annual Survey of Hours and Earnings, and National Minimum Wage recommendations were all examined. Comparisons with CGCS salary scales continue to be a good comparator Visit www.iog.org for more information and digital editions for salaries in the private sector: the CGCS has recently awarded a 2.6 per cent increase in the recommended salary scale for greenkeepers. Job advertisement monitoring, in both the press and on the internet, was also undertaken to determine recruitment 'market' salaries; including an analysis of the new Universal Jobmatch site for relevant roles and salary data. To accompany its recommendations, the IOG publishes generic Position Descriptions to reflect typical job responsibilities and experience required for each level of position, against which employers can evaluate varying responsibilities and circumstances. Such variables will include: • The number of sports being played • The level of sport • Intensity of use • Total acreage managed • Problem solving and decision making capability • Staffing levels • Budgetary responsibilities • Qualifications required. It is impossible to have single Position Descriptions that encompass all situations, but the descriptions can be used by employers to evaluate the varying responsibilities and circumstances found in the individual positions. Visit www.iog.org for full details. www.myriadresearch.co.uk l

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