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New Pay and Grading Structure for Workflow Staff
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Date: 15th Jul 2005
Scottish Widows and LTU have agreed to the removal of the current workflow pay structure and its replacement with the pay zone approach to pay which operates in other areas of Scottish Widows and the Bank.
When Workflow pay was introduced in October 1996 its aims were to increase service levels, to more closely align individual performance with reward and to reduce unit costs. The results were better than everyone expected. However, in the last year or so the design of jobs in Chatham has evolved and the workflow system is no longer capable of measuring performance in the same way.
One of LTU’s major concerns with moving from the workflow pay system to pay zones has always been around how those Chatham staff who would be readacross in the ‘high performance’ zone would be treated in future. It is the case that because of the workflow pay system the average member of staff in the Client Services Division in Chatham earns significantly more than the equivalent member of staff in Edinburgh and in a pay zone environment those staff, which covers about 70% of staff on workflow contracts, would be readacross into the ‘high performance’ zone.
Mark Brown, Assistant General Secretary, said “Following detailed discussions LTU have agreed that for pay reviews in April 2006, 2007 and 2008 staff in or above the ‘high performance’ following the April 2005 pay review who produce a satisfactory performance, which means not being on an informal or formal performance improvement plan, will receive an increase equivalent to the increase in the market movement for their band”.
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