The Groundsman

January 2015

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A registered charity / YGA106000 Perennial is YOUR trade charity. Whether you're currently working, looking for work or have retired and are experiencing difficulties caused by life- changing issues such as accidents, ill health, insufficient income or benefit problems, our national network of highly trained Caseworkers and Debt Advisers are here to help you. Perennial relies on financial support from the trade and garden loving public, however our services are completely free and confidential to our clients. Life does not always give us blue skies. Help Line: 0800 093 8543 www.perennial.org.uk Debt Advice: 0800 093 8546 info@perennial.org.uk SALARY SURVEY 15 the Groundsman January 2015 Visit www.iog.org for more information and digital editions Regional pay allowances continue to be incorporated into the salary bands and Myriad recommends that higher costs areas of the country should make salary awards at the upper levels of the bands. Regional differences (as in 2014) are: Inner London £3,500 Outer London £2,090 Fringe areas £625-£1,255. Myriad says it would expect that pay for the over 18s in London to be always above £17,900 (as in 2014) to ensure a living wage for all grounds staff. In addition, £450 per annum should be paid to junior groundsperson, groundsperson and skilled groundsperson for successful completion of each relevant professional qualification, i.e NVQ Levels 1 and 2, and employees with other relevant qualifications such as first aid or spraying certificates should receive additional remuneration. 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. Data sources for the analysis included the Committee for Golf Club Salary (CGCS) scale, National Joint Council for Local Government Services salary guidance, School Workforce Census, the Annual Survey of Hours and Earnings, and the National Minimum Wage and Living Wage recommendations. Importantly, too, data from the IOG Survey of Head Grounds Staff in Professional Sports were also included (see panel item, below). Comparisons with CGCS salary scales continue to be a good comparator for salaries in the private sector; the CGCS recently recommended a 1.8 per cent increase in salary scales for greenkepeers. To accompany these 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 The IOG Survey of Head Grounds Staff in Professional Sport To improve the data available on the groundscare profession in professional sport, the IOG commissioned a survey of head grounds staff at professional sports venues. Some of the key findings included: • The mean annual basic full-time equivalent salary was £32,254; the median was £30,000. The overall mean gross pay was £34,250; median was £30,783. • Heads grounds staff were well qualified with 63 per cent of respondents holding an industry-relevant qualification at Level 3 or above and 86 per cent having Level 2 or above. • Job satisfaction was high – 95 per cent stated they are either satisfied or very satisfied with their job and nobody expressed dissatisfaction. • Respondents worked significant additional hours outside of their contracted working week – the average contracted hours was 40 hours a week but respondents worked an average of 72 hours in the busiest week(s). • 87 per cent agreed that they work unsociable hours (weekends, shift work) and 51 per cent work longer than they want to. Less than half agreed that they have enough time to get their job done within normal working hours. • Less than one in five reported receiving payment for overtime.

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