Public sector pay review bodies 2011: two-year pay freeze begins

Author: Rachel Sharp

In 2010, the Government announced a two-year pay freeze for public sector workers earning full-time-equivalent annual salaries of more than £21,000. The review bodies have followed government policy and recommended increases of £250 for those unaffected by the freeze.

Key points

The six pay review bodies make recommendations affecting more than two million public sector workers in the armed forces, the prison service and the NHS, as well as schoolteachers, senior civil servants and members of the judiciary. The role of the independent review bodies is to advise the Government and the devolved administrations, where applicable, on matters referred to them, in particular making recommendations on pay levels.

According to government evidence presented to the pay review bodies for 2011, in 2009/10 public sector pay is estimated to have cost £164 billion, or around 50% of department spending allocations, with the workforces covered by the pay review bodies making up around 45% of the total public sector paybill.

The coalition Government highlighted the importance of controlling public sector pay in the emergency Budget in June 2010, when the Chancellor announced a two-year pay freeze for public sector workers earning a full-time-equivalent salary of more than £21,000 per year. Because the Government confirmed that the increases due to police officers in August 2010 and schoolteachers in September 2010 as the final stage of long-term deals starting in 2008 would be honoured, all the pay review body groups start their two-year pay freeze in 2011.

Government pay policy and the review bodies

In July 2010, the Chief Secretary to the Treasury, Danny Alexander, wrote to the chairs of the pay review bodies to set out how the Government would work with the review bodies for the 2011 pay round in view of the Budget announcement. Alexander confirmed that the Government would not submit evidence for, or seek recommendations on, pay increases for groups of workers whose salary was above the £21,000 threshold, although it might ask the review body to consider other issues within their terms of reference.

The Government would, he said, look to the review bodies to provide recommendations on pay uplifts for workers on full-time-equivalent salaries of £21,000 or less. Further guidance on the Chancellor's Budget announcement was also given, which provided how "employees earning £21,000 per year or less" should be defined. This clarified that overtime and payments such as London weighting, recruitment or retention premia or other allowances should not be included in the calculation, and part-time workers whose full-time-equivalent salary was £21,000 per year or less should receive any increase pro-rated on the basis of the number of hours worked.

This guidance differed to that given to those civil servants who started their pay freeze in 2010, where it was specified that skills and location allowances should be included.

While stating that the Government would seek an uplift of at least £250 for those earning £21,000 per year or less, the guidance to the review bodies said: "When considering their recommendations, review bodies may want to consider:

• the level of progression pay provided to the workforce;
• affordability;
• the potential for payments to be more generous for those on the lowest earnings; and
• how best to avoid 'leapfrogging' of those earning just under £21,000 with those earning just over £21,000, potentially through the use of a taper."

Government evidence to the review bodies emphasised the implications of their pay recommendations on the cost pressures facing departments, saying: "Managing public sector pay carefully is central to the Government's plans for fiscal consolidation. With a backdrop of rising demand for public services, pay restraint will be absolutely crucial to protect service quality in a tighter environment for spending."

For the Review Body on Doctors' and Dentists' Remuneration (DDRB) and the Review Body on Senior Salaries (SSRB), the threshold of £21,000 meant that all the members of their remit groups were covered by the pay freeze, so they were not asked to make recommendations on pay. However, a report was published by the SSRB that looked at other matters, while the DDRB has been asked to lead a review of compensation levels and the various clinical excellence and distinction award schemes for NHS consultants in England, Wales, Scotland and Northern Ireland. The DDRB is due to submit recommendations by July 2011.

The reports of the Armed Forces' Pay Review Body (AFPRB); the NHS Pay Review Body (NHSPRB) and the Prison Service Pay Review Body (PSPRB) were published on 21 March 2011. All three review bodies expressed concern that their remit had been restricted by the Government to making recommendations for groups earning £21,000 per year or less, believing that this put their independence at risk. Having an independent body to advise on pay is particularly important for the armed forces and prison officers, who do not have the right to take industrial action.

The review bodies also felt that the effects of spending cuts and reorganisation of public services, together with the changes already announced on the uprating of public sector pensions and further changes as a result of the recommendations of the Independent Public Service Pensions Commission, would have a negative impact on the morale of their remit groups with possible implications for recruitment and retention.

The recommendations of the pay review bodies covered in this feature are summarised in table 1.

Armed Forces' Pay Review Body

The AFPRB covers 196,450 members of the armed forces at and below the rank of brigadier and equivalent. Senior officers in the armed forces are covered by the SSRB. The AFPRB usually issues a supplementary report each year on service medical and dental officers, but in view of the fact that of this remit group only some cadets would be unaffected by the public sector pay freeze, they are covered by the recommendations of the main remit group.

The AFPRB began its 2011 report by noting its concern that the Government had restricted its remit, believing that as an independent pay review body such restrictions should be "exceptional". It said that the Secretary of State for Defence had given his reassurance that he expected the review body to return to making its full range of recommendations at the end of the pay freeze. The review body also expressed concern at suggestions that the introduction of a modernised pay structure would be postponed, and disappointment that the Ministry of Defence (MoD) had announced changes to the allowances package for the armed forces in January 2011 without consulting the AFPRB or informing the review body in advance of the announcement.

The AFPRB said that it had made its recommendations for 2011 in a particularly difficult climate. The next pay round would be set against the backdrop of the changes announced in the spending review and strategic defence and security review, a second year of pay being frozen, and the effect of changes in the allowance package and pensions. The prospect of the changes added to the uncertainty for military personnel and their families. This meant that the MoD had to give high priority to "clear, sensitive and effective communication of important changes affecting personnel and their families" as there was a risk to morale and potentially to recruitment and retention.

The review body noted a deterioration in morale following the announcement of the public sector pay freeze, and said that many service personnel were "disappointed and angry" that the armed forces had been included.

Having considered a range of issues, the AFPRB recommended that military pay scales for personnel earning £21,000 per year or less, regardless of the X-factor element of pay, should be uprated by £250 with effect from 1 April 2011 - selected pay scales are shown in table 2. In view of the pressure on the defence budget and the fact that recruitment and retention were healthy, the review body said that it could not justify a higher increase. The review body also concluded that it was not appropriate to take increments into account when making its recommendations, as increments are designed to support retention and reflect experience and performance in rank. It calculated that around 26% of the total regular workforce would benefit from the £250 increase, and also noted that personnel below the top of their pay scale, including around three-quarters of those earning more than £21,000, would receive an annual increment. The review body also made a range of recommendations on targeted pay measures to help recruit and retain key personnel.

The report included the AFPRB's first assessment of the Armed Forces' Pension Scheme 2005 (AFPS05), which those joining the armed forces after 6 April 2005 have been eligible to join. Armed forces personnel who joined before 6 April 2005 were members of the AFPS75 scheme, which is now closed to new members.

The review body made a broad comparison of the benefits of AFPS05 with other schemes in both the public and private sectors and concluded that AFPS05 compares favourably with other schemes and is an important part of the current pay package. The pension scheme acts as a powerful retention tool, and its importance in recruitment is expected to increase as pension rights continue to come under the spotlight. In the coming year, the AFPRB is due to carry out its regular pension valuation, which will take into consideration the recommendations of the Independent Public Service Pensions Commission.

Responding to the review body's report, Liam Fox, the Secretary of State for Defence, confirmed that the AFPRB's recommendations would be accepted in full, with implementation from 1 April 2011. The review body calculated that its recommendations would add 0.3% to the paybill.

NHS Pay Review Body

The NHSPRB covers 1,466,570 NHS staff covered by the Agenda for Change (AfC) agreement, and makes recommendations to the First Ministers and health ministers in Scotland, Wales and Northern Ireland as well as to the Prime Minister and Secretary of State for Health. The devolved administrations adopted a similar approach on public sector pay to that of the UK Government, so the NHSPRB was asked to make recommendations on pay only for those earning a full-time-equivalent salary of £21,000 per year or less.

The first pay point above this threshold is point 16, the bottom point of pay band 5 (the starting salary for qualified nurses). The review body estimated that 39% of its remit group were paid at or below spine point 15.

In its report, the review body noted that government policy had constrained its role to make recommendations for all staff covered by AfC and commented: "Any constraints placed upon our role limit our ability to assess the full range of evidence on pay and related matters and potentially undermine the parties' confidence in an independent review body process."

The review body also outlined other developments that would affect future pay rounds - in particular, the Government's intended reforms to the NHS in England and the report of the Independent Public Service Pensions Commission - and asked the parties to assess the implications of these in future submissions.

The NHSPRB decided that a uniform uplift was the least disruptive to the pay structure and, as it found no evidence for an increase above that proposed by the health departments, it therefore recommended an increase of £250 to AfC spine points 1 to 15 from 1 April 2011. In addition, as part of the three-year pay agreement that started in 2008, the top pay point of pay band 5 was increased by 0.33% and spine points 18, 19, 21 and 22 were also adjusted. The 2011 pay scales are shown in table 3. The review body noted that the uplift it recommended compressed the pay structure, which could have consequences for recruitment, retention and promotion in the future. It pointed out that should a similar approach be taken for 2012/13, the gap between pay point 15 and point 16 would be reduced to £122. It urged the health departments to plan strategies so that at the end of the pay freeze they could implement any changes needed to ensure that the pay structure remained effective.

Independently of the work of the review body, at the end of 2010 NHS Employers proposed a national enabling agreement covering England. This was to allow local organisations to agree with their staff sides to freeze incremental progression for all staff groups for the duration of the pay freeze in return for a commitment to provide a guarantee of no compulsory redundancies for as many staff as possible. The proposal was rejected by the NHS trade unions, and the review body noted that although the Government had asked the review bodies to consider the level of progression pay in making any recommendations, its view remained that "incremental progression is a separate issue from basic pay".

The NHSPRB was asked by the union Unite to consider a national recruitment and retention premium (RRP) for pharmacists, and by Ucatt to look at introducing an RRP for craftworkers, but decided not to recommend these.

The Secretary of State for Health, Andrew Lansley, accepted the conclusions of the NHSPRB report in full, as did the devolved administrations, so the increases took effect from the 1 April review date.

The Unite union reacted by calling the £250 increase "grossly inadequate" and the decision to award no increase to staff earning more than £21,000 "insulting and mean-spirited". Unison agreed that the £250 increase was a "totally inadequate token gesture" and accused the review body of being "hide-bound by the Government's pay freeze diktat". The Unite national officer Rachael Maskell said: "Looking to the future, the ability of the [review body] to come to a well-balanced judgment on the evidence before them is seriously compromised if ministers are going to continue to step in and enforce paltry or non-existent pay deals."

Prison Service Pay Review Body

The PSPRB makes recommendations on the pay of 34,486 operational managers, prison officers and support grades in England and Wales. It produces a separate report on the Northern Ireland Prison Service.

In its 2011 report on England and Wales, the PSPRB described the pay round as "unusual", because its remit required it to make recommendations only for those in its remit group with earnings at or below the Government's pay freeze threshold of £21,000 per year. It said: "We considered carefully our position as an independent pay review body in these circumstances. We were advised that the Secretary of State had the power so to restrict our remit and we therefore decided to invite the parties to focus their main evidence on the groups it covered." The review body also asked the parties for background information to enable it to stay informed about issues affecting the wider remit group. One of the parties, the POA, reacted angrily to the restricted remit, questioning the independence of both the review body and its chair, saying: "For a body of people that are supposed to be independent they have allowed themselves to be dictated to by government. That cannot be independent and this calls into question the whole process."

As well as asking for pay recommendations on those grades excluded from the pay freeze, the remit letter from the Ministry of Justice informed the review body that the Government's evidence would set out its approach to the pay scales for the grade of prison officer 2, as the review body had requested in the previous pay round. Since October 2009, prison officers have been recruited to the interim prison officer 2 (PO2) scale, pending the introduction of a full pay scale. A third interim point has been added to allow for progression for staff on the second point.

The Government evidence emphasised the determination of the National Offender Management Service (NOMS) to continue the process of workforce reform through the reward and restructure programme, which has already seen the introduction of the PO2 grade, the closure of the principal officer grade and work on a new job-evaluation scheme. However, it acknowledged that reform would have to be linked to changes to the organisational structure of NOMS following the spending review in October 2010, and would have to proceed "at a pace appropriate for the circumstances".

The NOMS evidence set out the next stage of its reform proposals, including the introduction of a full PO2 pay scale and a new operational support grade pay scale for new entrants from 1 April 2011, and asked the review body to endorse these.

The PSPRB considered that the recruitment and retention evidence, and the need to make savings over the spending review period, indicated a "low award". However, it acknowledged the rationale behind the Government's public sector pay policy of protecting lower paid workers, and also recognised morale and motivation considerations. It said: "Although we do not believe £250 would, of itself, improve morale, it is important that prison service staff are treated fairly in relation to other public sector employees in these difficult economic times." It therefore recommended a consolidated increase of £250 to all pay points less than or equal to £21,000, including the first two points of the closed prison officer scale, which NOMS had proposed should not be changed as these points would not be in use after 31 March 2011. The PSPRB noted that, in addition to any award it recommended, staff below the maximum of their pay scale would see a pay increase through incremental progression.

With regard to the proposals for the PO2 pay scale, the review body noted that it had said in its 2010 report that it was desirable for the parties involved to work together to develop proposals before they were submitted to the review body. It went on: "In the circumstances, we are disappointed that the service has had only limited discussion with the POA on this matter and that this proposal has been brought to us without agreement having been sought in advance." Accordingly, the review body did not consider it appropriate to make a recommendation other than to increase the three points on the interim scale by £250. Instead, it said the parties should engage in "constructive dialogue" with a view to reaching agreement on the structure of the PO2 scale, and that if they were unable to do so the review body would make a recommendation as part of the next pay round.

It made the same recommendation regarding the new scale for operational support grades, which the parties had not discussed prior to the submission of the evidence, and said that it would be beneficial if the parties agreed a new prison officer 1 scale before bringing a proposal before it.

Looking ahead at the need for further reform of the service, it said: "We remain of the view that the major changes needed will be severely hampered unless there is a significant improvement in industrial relations at a national level."

The review body said that its recommendations would increase the earnings of staff in post by £19.1 million in 2011-12, of which £16.8 million would be incremental progression.

Responding to the report, Parliamentary Under-Secretary of State for Justice Crispin Blunt said the PSPRB's recommendations would be implemented, and examples of the resulting pay ranges are shown in table 4. In light of the review body's recommendations, the proposed PO2 and operational support grade pay scales will be subject to discussion prior to being introduced.

Northern Ireland Prison Service

Responsibility for the Northern Ireland Prison Service (NIPS) was devolved to the new Department of Justice in Northern Ireland on 12 April 2010, so this is the first year in which the PSPRB report has been submitted to the minister of justice in Northern Ireland instead of the Government in Westminster. The review body covers 1,827 governor, officer and support grades in the NIPS.

The remit letter to the PSPRB from the minister of justice said that the pay freeze for all public sector workers announced by the Chancellor would apply to staff groups subject to the pay policy of the Northern Ireland Executive, which includes staff in the NIPS. The review body was therefore asked to make recommendations only in respect of employees earning a full-time-equivalent salary of £21,000 per year or less. Pay progression is a contractual entitlement so will be paid where appropriate, although the review body stated that this would apply to fewer than 40 people.

The review body said that the pay round had been conducted against a backdrop of considerable change and challenge in the NIPS, with concerns over security and a major review of prison management under way. As was the case with its remit group in England and Wales, it felt that the evidence on recruitment and retention and the financial situation indicated a low award, but in view of the position in the rest of the public sector it recommended an increase of £250 to pay scales for groups earning a full-time-equivalent salary of £21,000 per year or less, and an equivalent rise on hourly rates. The review body also supported the proposal from NIPS to replace the night patrol officer pay spine with a spot salary at a level that is £250 above the existing scale maximum. It calculated that its recommendations would add £160,000 to the paybill in 2011/12.

Review Body on Senior Salaries

The Review Body on Senior Salaries (SSRB) was not asked to make recommendations on pay for 2011 for any of its remit groups - the senior civil service, senior officers in the armed forces, the judiciary, and "very senior managers" - because they are covered by the two-year public sector pay freeze.

However, the SSRB completed the work that was already under way on a major review of the judicial pay structure and included its recommendations in a report published alongside the other pay review body reports in March 2011 (on the Office of Manpower Economics website). One of its recommendations was that, to avoid inconsistencies, all salaried judicial office-holders in the UK should be included in its remit in future: currently stipendiary magistrates in Scotland are not included. It proposed a new judicial salary structure which, "in normal circumstances" it would expect to be introduced from 1 April 2011. However, in view of the public sector pay freeze, it recommended that the new structure be implemented "once that is consistent with public sector pay policy", although it suggested that some anomalies should be corrected "sooner rather than later" and, where its recommended salaries or allowances are lower than current rates, the new rates should apply to new entrants.

The review body also gathered information on all its remit groups to fulfil what it sees as the most important area of its terms of reference: "the need to recruit, retain and motivate suitably able and qualified people to exercise their different responsibilities" so it could monitor any developments in these areas and resume its full remit after the pay freeze. It made one further recommendation: that the performance management and pay system for the senior military be reviewed to define the objectives of performance-related pay and consider improvements to the existing system.

The review body noted that the two-year pay freeze announced by the coalition Government would mean that its remit groups would be subject to a three-year pay freeze, because the announcement came on the back of the SSRB's recommendations of no general pay increase for 2010 which had been accepted by the then Labour Government. The salaries for senior civil servants, members of the judiciary and "very senior managers" in the NHStherefore remain at their 2009 levels. The pay scales for the senior military saw the final stage of restructuring in 2010 and remain at these levels. The review body said that freezing pay for three years would widen the gap between the remuneration of these groups and comparable posts in the wider public sector and the private sector, while the overall reward and perceived benefits would be reduced by changes to other terms such as pensions and job security.

The SSRB also noted that the pay freeze would not affect all its remit groups equally. For the judiciary, who are paid spot rates, there will be no increase in pay for the period of the freeze. While "very senior NHS managers" and members of the senior civil service will not see a base pay increase, some will be eligible to receive non-consolidated performance-related payments, although the coalition Government has announced restrictions on these. Senior military officers, other than those at the top of their pay scales, have performance-related incremental steps.

The pay freeze would, said the review body, come on top of other changes that would have an adverse effect on the morale of some or all of its remit groups. These changes include the proposed reorganisation of the NHS - which will leave the number of "very senior managers" in the SSRB's remit below 100 from its current level of around 1,100 - and cuts in the number of senior civil servants and to the armed forces. It said it would be "essential for the Government to show by its actions, once we emerge from the pay freeze and when the economy has returned to growth, that it is treating our groups fairly in order to continue recruiting and retaining talented leaders for key public services".

Responding to the SSRB's report, Prime Minister David Cameron said that the Government would not announce any immediate changes to judicial salaries in view of the two-year pay freeze, but would consider the detail of the report and "respond at an appropriate time". Cameron also confirmed that the Government would continue work on reform of the current civil service reward model; accepted the recommendation that the pay system for senior officers in the armed forces be reviewed; and thanked the review body for continuing to monitor recruitment and retention of senior NHS managers.

Members of Parliament

Since a resolution passed in 2008, the salary increase for Members of Parliament has been calculated by the SSRB, based on the increase received by 15 groups of public sector workers. Accordingly, in January 2011, the chair of the SSRB wrote to the Speaker of the House of Commons, John Bercow, to inform him that the calculated increase due from 1 April 2011 would be 1%. In his letter, the SSRB chair made clear that the review body had simply applied the formula set out in the resolution, and said: "The resulting figure is not what the SSRB would have recommended had we been able to have regard to all the circumstances including, this year, the Government's pay freeze for public sector workers paid more than £21,000 a year."

In a written ministerial statement, George Young, the Leader of the House of Commons, said that, in view of the Government's decision to impose a two-year pay freeze on public sector workers, a motion would be brought to rescind the 2008 resolution to prevent the pay increase from taking effect. On 21 March, the same day as the reports of the pay review bodies were published, the motion was agreed, freezing the pay of MPs for two years, or until the Independent Parliamentary Standards Authority (IPSA) takes over the determination of MPs' pay and pensions, if this is earlier than 31 March 2013. The salary of an MP therefore remains at £65,738. Responsibility for determining the pay of MPs will be transferred to IPSA following the commencement of s.29 of the Constitutional Reform and Governance Act 2010.

Looking ahead: schoolteachers and police officers

The School Teachers' Review Body's (STRB) recommendations on pay for teachers earning £21,000 per year or less were published alongside the reports of the other review bodies on 21 March. These were subsequently included in the STRB's 2011 report published in May 2011, along with its recommendations on whether or not there should be a limit on discretions applied to the pay of headteachers. Michael Gove, the Secretary of State for Education, has invited views on the report and his response by 3 June 2011.

Gove has indicated that he intends to accept the recommendation that unqualified teachers on the lowest three scale points should receive a non-consolidated payment of £250, pro-rated for part-timers, in both September 2011 and September 2012. The STRB is also expected to receive a remit to review the pay framework for teachers in England and Wales later this year.

On the question of headteachers' pay, the review body concluded that there was a case for setting a limit on the discretions available to school governing bodies. It recommended that the total of all discretions should not exceed 25% above the individual's salary point, which itself should be set by reference to a clearly defined "base" individual school range, other than in "wholly exceptional" cases.

Review of police pay

The Home Office launched a review of the pay of police officers and staff in England and Wales in October 2010, and the first report of the Winsor review was published in March 2011. The Home Secretary, Theresa May, subsequently confirmed that the recommendations in the report should be considered (on the Home Office website) by the Police Negotiating Board and Police Advisory Board for England and Wales in respect of police officers, and the Association of Police Authorities and the Police Staff Council in respect of police staff in England and Wales. She has directed that they report back to her by the end of July.

Table 1: Summary of pay awards covered in this feature

Employee group (nos. covered)	2011 pay award	Previous increase
Armed Forces' Pay Review Body - armed forces (196,450)	Pay freeze for all those on military salaries over £21,000, flat-rate increase of £250 on pay scales below this threshold, from 1 April 2011.	2% increase in basic pay from 1 April 2010.
Members of Parliament (650)	Pay freeze for two years from 1 April 2011.	1.5% increase from 1 April 2010.
NHS Pay Review Body - all staff paid under Agenda for Change in the NHS in the UK (1.47 million)	Flat-rate increase of £250 to pay-spine points 1 to 15 (those less than £21,000 per year) from 1 April 2011. As part of the previous three-year pay agreement, the top point of pay band 5 increased by 0.33% and some other points in the band have been adjusted as a consequence. All other points are frozen at 2010 rates.	From 1 April 2010, 2.25% increase, with a flat-rate rise of £420 for those on the lowest spine points 1 to 12, in the final stage of a three-year pay award.
Prison Service Pay Review Body (England and Wales) - operational managers, prison officers and support grades (34,486)	From 1 April 2011, consolidated increase of £250 to all pay points less than or equal to £21,000, remaining points frozen.	From 1 April 2010, 1% increase on all pay scale maxima except the senior officer pay point, which increased by 1.5%.
Prison Service Pay Review Body (Northern Ireland) - governor, officer and support grades (1,827)	From 1 April 2011, £250 increase to all pay scales for those earning a full-time-equivalent salary of £21,000 per year or less, and an equivalent rise on hourly rates. Night patrol officer pay spine replaced with a spot salary. No uplift for remaining pay scales.	From 1 April 2010, 1% consolidated increase in basic pay.
Review Body on Doctors' and Dentists' Remuneration - NHS doctors and dentists (201,000)	Salary scales are frozen at 2010 levels.	From 1 April 2010, no pay award for consultants. The pay for salaried doctors and dentists in England and Northern Ireland below this level increased by 1%. In Scotland and Wales, foundation house officers and their equivalents received an increase of 1.5%.
Review Body on Senior Salaries - judiciary (2,240)	No increase to spot rates from 1 April 2011.	No change to salaries from 1 April 2010.
Review Body on Senior Salaries - senior civil service (4,353)	No increase to base pay. Up to 25% of senior civil servants are eligible to receive non-consolidated performance-related payments.	No increase to base pay from 1 April 2010. The bonus pot remained at 8.6% of paybill.
Review Body on Senior Salaries - senior military (131)	No increase to pay scales, although performance-related increments will be paid to those earning below the top of their pay scales.	The three-year pay scale restructuring programme was completed with no further revalorisation, and the bottom step of the two-star pay scale removed to achieve a pay increase of at least 10% on promotion to a two-star rank.
Review Body on Senior Salaries - "very senior managers" in the NHS (1,120 estimated)	No increase to base pay. Up to 25% of "very senior managers" are eligible to receive non-consolidated performance-related payments.	No increase to base pay from 1 April 2010. Bonus pot remained at 5% of paybill.

Table 2: Armed forces pay examples, 1 April 2011¹

Rank2	Min, £pa	Max, £pa
OFFICERS UP TO AND INCLUDING BRIGADIER
Brigadier (OF6)	97,030	100,964
Colonel (OF5)	81,310	89,408
Lieutenant Colonel (OF4)	67,032	77,617
Major (OF3)	47,760	57,199
Captain (OF2)	37,916	45,090
Lieutenant (OF1)	15,823	32,703
University cadet entrants	12,969	18,149
OTHER RANKS3
Warrant officer I (OR9)	38,600	46,753
Warrant officer II (OR7 and OR8)	33,223	43,252
Sergeant (OR6)	30,013	36,929
Corporal (OR4)	26,405	33,182
Private and lance corporal (OR2 and OR3)	17,265	28,940
1. Including the X-factor - an element of pay designed to take into account the relative disadvantage of conditions of service experienced by members of the armed forces compared with civilians. 2. Rank shown for army personnel, but applies to equivalent ranks in the air force and navy. 3. The pay structure for other ranks is divided into higher and lower pay bands: the minimum shown in the table is the minimum of the lower pay band, and the maximum the top of the higher band. Source: AFPRB.

Table 3: Agenda for Change pay scales, 1 April 2011

Pay band	Job examples	Minimum, £pa	Maximum, £pa
9 (spine points 49-54)	Director of estates and facilities, nurse/midwife consultant higher level	77,079	97,478
8d (spine points 45-50)	Head of estates, head of arts therapies	65,270	80,810
8c (spine points 41-46)	Communications service manager, clinical psychologist consultant	54,454	67,134
8b (spine points 37-42)	Social care programme manager, chief finance manager	45,254	55,945
8a (spine points 33-38)	Principal finance manager, modern matron	38,851	46,621
7 (spine points 26-34)	HR team manager, clinical psychologist, nurse team manager	30,460	40,157
6 (spine points 21-29)	Midwife, nurse team leader, finance section manager	25,528	34,189
5 (spine points 16-23)	HR adviser, physiotherapist, nurse	21,176	27,625
4 (spine points 11-17)	HR administrator, dental nurse	18,402	21,798
3 (spine points 6-12)	Finance officer, clinical support worker (higher level)	15,860	18,827
2 (spine points 1-8)	HR assistant, clinical support worker, phlebotomist	13,903	17,003
1 (spine points 1-3)	Finance assistant, healthcare science support worker (entry level)	13,903	14,614
Source: NHS Employers job profile index and Pay circular 2/2011 (external websites).

Table 4: Prison service example pay ranges, England and Wales, 1 April 2011

Grade	Min, £pa	Max, £pa
Senior manager A	64,765	82,892
Senior manager B	60,980	80,458
Senior manager C	56,920	72,458
Senior manager D (closed - those in grade prior to 22 July 2009)1	47,244	66,567
Senior manager D	45,700	61,038
Manager E	33,335	46,024
Manager F	29,685	39,041
Manager G	25,105	32,140
Principal officer	31,762	33,537
Senior officer	-	31,169
Prison officer (closed scale)2	18,385	28,930
Prison officer 2 (interim scale)2	14,940	16,250
Operational support grade	15,705	18,505
Storeman	-	15,952
Prison auxiliary	-	14,245
1. Those in senior manager D prior to this date have the required hours addition included in their salary. For those appointed after this date, or promoted after 31 August 2009, the RHA (worth £5,529) is shown as a separate allowance, as is the case for managers E, F and G. 2. Pay for the closed prison officer scale is for a 39-hour week. The prison officer 2 scale is based on a 37-hour week, and staff on this scale may qualify for an additional unsocial hours payment of 17%. Source: PSPRB.