A7: Main page
Key features of pay system
1. A brief explanation of key features in the BBSRC pay system
1.1. Pay bands
Our pay system is based upon pay bands (A-G, PC2 and PC1). The pay band you are in is dependent upon the ‘job weight’ for your role. Roles in bands A to G in BBSRC have been assessed using the job evaluation system known as “JEGS”. The JEGS score is used to identify the band in which the holder of the job will be placed. The pay scales can be found at
1.2. Pay award 2017
The details of the 2016 pay award are defined at .
1.3. Min, Market Pay Point (MPP) and Max
In each pay band, there is a band minimum, market pay point (MPP) (the rate of pay which we expect a fully productive and fully competent employee to earn) and a band maximum.
1.4. Negotiations with Treasury and the Trade Unions
All pay rates and allowances are negotiated with the Trade Unions, and are subject to public sector pay policy and restrictions imposed by HM Treasury. The management and Trade Unions meet regularly at the Joint Negotiating and Consultative Committee (JNCC) and also discuss pay at joint research council pay meetings.
When negotiating with the Trade Unions our objectives are:
- To maintain rates of pay which reflect the market rates for similar work outside of BBSRC and allow us to attract and retain the staff we need
- To maintain a pay system which is fair and equitable, in accordance with our equal pay policy – see
- To provide appropriate flexibility to management to meet local requirements
- To ensure that the overall salary budget can be effectively controlled
1.5. Equal pay
BBSRC’s intention is to have a fair and equitable pay and allowance structure in accordance with our equal pay policy – see .
2.1. Starting pay on recruitment
Starting salaries follow the guidelines in . Appointments at band G or band PC2 level can sometimes be made on a personal merit basis.
2.2. Pay on promotion
The pay on promotion rules are set out in .
If your statement of terms and conditions of employment requires you to meet certain conditions (e.g. shift working) you will receive an appropriate allowance. You will keep the allowance as long as you meet those conditions. Allowances (RRAs) are also paid to assist with the retention or recruitment of employees where recognised difficulties exist. Details of allowances and the rules for payment are shown at .
2.4. Overtime and Premium payments
Overtime is time worked in excess of conditioned hours (currently 37 hours a week). The full rules on overtime are set out in . A premium payment is an hourly-rate payment due purely for working on a weekend or a public or privilege leave day. See for details.
2.5. Temporary promotion
Temporary promotion is temporary service in a higher pay band other than through substantive or personal promotion. For further details see .
Overbearing means that you are required to take on the duties and responsibilities of a post usually performed by someone in a lower pay band (see ).
This is when an employee is moved to a lower band role – this may relate to discipline, capability or personal choice. Downgrading pay rules apply - see .
2.8. Salary advances and deductions (other than statutory deductions)
These will be as agreed with you. See for further information.
2.9. Responsibility review procedure
If you take on significant additional managerial, organisational or technical responsibilities within your pay band, you may be entitled to a pay increase under the Responsibility Review Procedure (RRP) – see .
2.10. Special bonus scheme
Special bonus scheme payments are intended to reward one-off or otherwise unusual situations or efforts which would not be covered by performance pay. All employees in Bands A-G are eligible for consideration for a special bonus (SB). Please see for more details.
2.11. Emergency pay arrangements
For information on emergency pay arrangements during transport and weather emergencies, please see appendix 2: paragraph 9.6
Last updated 25/08/16
Amendment 194 – August 2016