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Prison Officer 2 Pay details

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Prison Officer 2 Pay details

Post by scarcasm » Tue Mar 09, 2010 6:39 pm

Taken from NTS 34/2009. Hope it's okay here Malcolm





Notice to Staff


FOR ACTION FOR INFORMATION ISSUE NUMBER
HR Business Partners and the Shared Service Centre Prison Officer 2 NTS 34/2009

DATE OF ISSUE
24/11/2009
CONTACT POINT EXPIRY DATE



Please telephone the HR Contact Centre on 0845 010 3504.
23/11/2010
SUBJECT
PAY 2009
PRISON OFFICER 2 ROLES


PAY 2009: PRISON OFFICER 2 ROLES

1. This document outlines the pay conditions for those employed in new Prison Officer 2 roles from 01/10/2009. Previous pay notices are not applicable to these employees, unless they are specifically referred to in this notice.

2. The information outlined in this document is applicable during the transition period whilst the organisation completes work on the design and implementation of a new pay structure and job evaluation scheme. At the point of implementation of new pay structures an organisation wide pay manual will be issued containing the relevant policies and procedures that will underpin new structures.

Appointment Salary

3. From 01/10/09 new Prison Officer roles will be at two levels, Prison Officer 1 and Prison Officer 2. All new Prison Officers will be appointed in Prison Officer 2 roles to an appointment salary.

4. The appointment salary for new appointments in Prison Officer 2 roles is £17,187 in total. This is composed of £14,690 base pay plus £2,497 for unsocial hours working.

5. The appointment salary for Operational Support Grades (OSGs) moving on conversion to a Prison Officer 2 role is £18,135 in total. This is composed of £15,500 base pay plus £2,635 for unsocial hours working.

6. These are the only appointment rates for the role and there is no delegated discretion at any level, or under any circumstances to vary these. These arrangements terminate the use of the Head Start policy (NTS 16/2000).


7. Until the new pay and grading structures are in place the salary will be expressed as a ‘spot rate’. This rate may be reviewed by the Prison Service Pay Review Body (PSPRB) as part of their annual review of Prison Service salaries. There is no entitlement to access the closed Prison Officer pay scale.

8. When new pay structures are implemented employees will be placed on the appropriate pay band for their role at the relevant pay point.

Composition of Pay

9. Annual base pay is based on a 42 hours week (gross), including meal breaks. Net working hours are 37 hours per week.

10. Base pay will be supplemented with additional pay elements where these are applicable. Total pay will therefore consist of base pay plus relevant additional pay elements.

Pay Elements

Unsocial Hours Working

11. Employees in Prison Officer 2 roles are paid for unsocial hours working, if applicable. This is paid to cover the requirement to work regular unsocial hours as part of a shift pattern.

12. This will be paid as a separate monthly pay element of 17% on base pay and is pensionable. For Prison Officer 2 roles this is calculated as follows:

o 17% of £14,690 (new appointments) = £2,497 per annum
o 17% of £15,500 (OSG conversions) = £2,635 per annum

13. Unsocial hours include working evening, weekend, Public and Bank Holiday and night duties. This is defined as those hours worked outside of 0700 hours – 1900 hours Monday - Friday.

14. The proportion of unsocial hours worked will vary at individual establishments depending on role and local arrangements within the working group / unit. As a guideline, on average, Prison Officers work approximately 30% of their working week as unsocial hours (i.e. approximately 11 hours out of 37 working hours). This percentage will be higher during some weeks (i.e. during a week of night shifts) and lower during others.

15. Where a Prison Officer opts to move to a role so that they will no longer be working regular unsocial hours (for example where they will no longer work weekends, evening duties or night shifts) they will no longer be eligible to receive pay for unsocial hours working and this will be removed from their total pay. Officers must make themselves aware of the impact on their total pay if they opt to move to a role in order to cease unsocial hours working.

16. This only applies to long term or permanent changes and does not apply to either occasional necessary short term arrangements (for example where a move is to accommodate a back to work plan) or to moves which are part of planned rotation. In these circumstances, provided the individual will be moving back to a role where they will work regular unsocial hours, the payment will continue.

17. Line Managers are responsible for notifying the Shared Service Centre where an Officer opts to move to a role so that they are no longer working regular unsocial hours.

18. Similarly Line Managers must notify the Shared Service Centre where an employee opts to move to a role in order to resume / commence working regular unsocial hours.

19. Line Managers should notify the Shared Service Centre by completing the Change to Unsocial Hours Working Notification form which can be found on My Services.

20. The allowance will cease from the date of the change of working pattern. The Shared Service Centre will update the employee record and write to the employee to confirm the change to their total pay.

21. Payment for unsocial hours working will continue to be made during periods of absence from work, including during annual leave, sick leave, special leave, parental leave and suspension. However, payment will be in proportion to payment of basic pay: For example, if payment of basic pay were to reduce during a period of long term sick absence, then payment of unsocial hours working would reduce by the same proportion. If the period of absence is on nil pay, payment for unsocial hours working will also be nil.

Additional Committed Hours (ACH)

22. The Additional Committed Hours policy provides the opportunity for employees to commit to work additional hours over and above their conditioned hours.

23. Up to 4 additional hours are available on top of the standard 37 net hours for the role. These additional hours will be paid at an enhanced rate and are non-pensionable. The annual additional hours calculation is:

£Base pay / 37 hours x no. of additional hours (i.e. 1, 2, 3 or 4) + 20%

Payments will be paid as a separate monthly pay element as part of total salary.

24. The enhanced rate only applies to the additional 1 - 4 hours that employees commit to work in addition to the standard 37 net weekly hours (i.e. on average a full 38, 39, 40 or 41 net hour week).

25. Payment for additional hours worked under the Additional Committed Hours policy will continue to be made during periods of absence from work, including during annual leave, sick leave, special leave, parental leave and suspension. However, payment will be in proportion to payment of basic pay: For example, if payment of basic pay were to reduce during a period of long term sick absence, then payment of ACH would reduce by the same proportion. If the period of absence is on nil pay, payment for additional hours worked under the ACH policy will also be nil.

26. Full details of how the Additional Committed Hours policy operates are contained in NTS 33/2009.

Allowances

27. Employees in Prison Officer 2 roles may be eligible for allowances and payments in particular circumstances or where they are carrying out specific duties. These include:

o Local Pay allowance (for those working at eligible locations)
o Care & Maintenance of Dogs allowance
o Dirty Protest payments
o Tornado payments
o On Call allowance
o Payment Plus payments

28. The details of the allowances, including the rates of payment and criteria of application are contained in Annex A.

Important Note - some allowances are being reviewed as part of the work to implement a new pay structure and job evaluation scheme. NOMS reserves the right to make unilateral changes to some of these allowances at the point of implementation. Some of these changes may be to your detriment. Details are set out in Annex A.

Example of Total Pay

29. Two examples of how these separate pay elements work and how Total Pay may be calculated are demonstrated below.

Example 1
A new entrant in a Prison Officer 2 role at HMP Manchester who has opted to work 2 additional hours under the Additional Committed Hours policy:

Prison Officer 2 Base Pay £14,690
Unsocial Hours Working £2,497
ACH (2 hours) £953

TOTAL PAY £18,140

Example 2
An OSG conversion in a Prison Officer 2 role at HMP Dorchester working a standard 37 (net) hour week:

Prison Officer 2 Base Pay £15,500
Unsocial Hours Working £2,635

TOTAL PAY £18,135


Part Time Working

30. Employees who work part time will have their annual base pay and, where applicable, unsocial hours working and local pay allowance proportioned on the number of weekly hours worked.

Payment of Salary

31. Salary is paid monthly, in arrears, on the last working day of each month, directly into the employee’s nominated account.

Deductions in Salary

32. NOMS may at any time deduct any sums which are owed to NOMS from the employee’s salary or from any other payment due to be made to the employee by NOMS, including pension lump sum payments.

33. Such deductions include but are not limited to:

o any sums due following an unauthorised absence (including industrial action)
o any overpayments, loans or advances made to the employee by NOMS
o the cost of repairing any damage or loss to NOMS’ property caused by the employee
o any losses suffered by NOMS as a result of any negligence or breach of duty by the employee
o any sums due if on the date of termination of your employment the employee has taken more annual leave than their accrued entitlement.


Enquiries

34. Staff and HR Business Partners in establishments should call the HR Contact Centre on 0845 010 3504.



(signed)




Robin Wilkinson
Director of Human Resources


Annex A: Allowances

Local Pay Allowance (LPA)
An allowance payable to employees working at particular locations. The rate of the allowance differs depending on the location.
Eligibility Criteria
The allowance is only payable to those working at the locations identified below. The allowance is paid in addition to base pay for all employees working at an eligible site.
Payment Rates
Band 1 - £4,250 Band 4 - £2,600
Brixton HQ Croydon
Holloway Aylesbury
Pentonville Bedford
Wandsworth Bullingdon
Wormwood Scrubs Bullwood Hall
Band 2 - £4,000 Chelmsford
HQ Westminster Grendon/Springhill
Feltham Reading
Huntercombe Woodhill
Latchmere House Regional Offices - Old Wardens House
The Mount Band 5 - £1,100
Band 3 - £3,100 Lewes
Belmarsh Winchester
Bronzefield Band 6 - £250
Coldingley Birmingham
Downview Bristol
Highdown Littlehey
Send Long Lartin
Regional Offices - White Rose Court Onley
Portability
On transfer to another location (including on promotion) the allowance will either be removed (for transfers to non LPA sites) or replaced with the appropriate rate (transfer to a site in a different LPA band). Changes will be applicable from the date of transfer.

Managed Moves
Local Pay Allowances are only kept on mark-time as a result of an enforced (i.e. directed, not voluntary) transfer. Where the individual is subject to an enforced move to either a non LPA site or an LPA site with a lower rate of the allowance, the allowance (or residual amount in cases where the move is to an LPA site with a lower rate) will be subject to mark time arrangements and will be eroded by subsequent pay increases.

Mark time will not be provided for managed moves on promotion.
Pay Treatment
LPA is an annual allowance which is paid monthly as part of total pay. The allowance is taxable and pensionable.
This allowance is under review as part of the work to implement a new pay structure and job evaluation scheme. New pay rules which underpin these structures will be introduced at that time. NOMS reserves the right to make unilateral changes to this allowance at the point of implementation, which may include its removal from one or all locations. Any changes will be implemented following consultation with the Trades Unions.



Care & Maintenance of Dogs Allowance
A payment available for Prison Officers in a Dog Handler role who care for a working patrol dog / dogs at their home to compensate for being responsible for caring and maintaining a prison dog / dogs whilst off duty.
The allowance covers:
o responsibility for the dog
o feeding and watering
o exercise
o grooming
o security
o control in & out of the home kennel
o cleaning the kennel & equipment
Eligibility Criteria
The allowance is payable for patrol dogs only. The allowance is paid at a rate of one per person not per dog. Therefore a Dog Handler with one dog will receive the same allowance as one who has two or more dogs.
Payment Rate
£1,526 per annum
Portability
The allowance will be removed once the individual either no longer cares for a working dog / dogs, or once the individual is no longer employed in the Dog Handler role.
Pay Treatment
The allowance is an annual allowance which is paid monthly as part of total pay. The allowance is taxable and non-pensionable.

Dirty Protests Payments
A compensation payment may be available for Officers to cover the personal discomfort endured during periods of duty, including physical contact, with a non-conforming prisoner / prisoners engaged in a dirty protest.
Eligibility Criteria
Payment is only applicable to those Officers who are engaged in duties involving direct dealings or substantial contact with the participating prisoner / prisoners.
Officers working on the same landing or in the same unit / block do not qualify unless they have specific contact with the participating prisoner / prisoners.
Officers who enter the vicinity (for example to collect another prisoner for a visit) are not entitled to the payment.
The payment is not related to the cleaning of dirty cells.
Payment Rates:
Half day (0-4 hrs) £5.75 per period of up to 4 hours
Whole day (4hrs +) £11.50 per period of over 4 hours
Pay Treatment
The payment is non-consolidated, taxable and non pensionable.
This allowance is under review as part of the work to implement a new pay structure and job evaluation scheme. New pay rules which underpin these structures will be introduced at that time. NOMS reserves the right to make unilateral changes to this allowance at the point of implementation, following consultation with the Trades Unions.




Tornado Payments
Operation Tornado is the national plan for providing support in the event of a serious incident requiring reinforcement of staff in an establishment.

Control and Restraint Advanced training permits Officers to be employed as part of a C&R Unit (Tornado response) and to respond to major incidents.

Following protracted emergency attendance involving the majority of staff, payment may be made when Operation Tornado is activated by Gold Command. Officers who are asked to attend an incident (but not those on ‘early warning’) will receive an additional payment.
Eligibility Criteria
Payments are authorised by the Chief Operating Officer & Regional Director of Offender Management.

Where payment of Operation Tornado has been authorised, the following Tornado duty time will be payable:

o travelling time to & from home establishment to the incident establishment
o in action mode at the incident establishment

Only those hours worked as agreed as part of Operation Tornado are paid.

Only Officers employed as part of a C&R Unit (Tornado response) are entitled to tornado payments. Other Officers who are involved on standby during Operation Tornado are eligible to payments under the On Call Allowance.
Operational Support Grades are not eligible for payment as they are able to claim overtime.
Details of the requirements for C&R Advanced / Tornado training are contained in PSO 1600
Use of TOIL:
Officers have the option of time off in lieu (TOIL) as a method of compensation for Operation Tornado duties if the individual requests it in preference to payment.
Payment is available regardless of an Officer's TOIL position (i.e. credit or debit).
Payment Rates:
Officers who work additional hours under Operation Tornado are entitled to a payment of £18.40 per hour.
Pay Treatment
The payment is non-consolidated, taxable and non pensionable.



On Call Allowance
An on-call allowance may be paid to eligible employees who remain continuously and immediately available outside normal work hours for a period of more than 12 hours.
Eligibility Criteria
The Governor may approve payment of on call allowances to Officers who, for operational reasons, are specifically requested to be on call from home or on standby at the establishment when an operational need arises.

On call allowances are not payable during normal duty hours.

Retrospective claims (i.e. authorised after a period of on call has been undertaken) cannot be accepted under any circumstances.
Minimum On Call periods
It is recognised that the minimum 12 hours cannot always be achieved if placed on call at the end of a long shift with duty the following day. In these circumstances the full rate of working day on call allowance may be paid, if authorised by the Governor.
Payment Rates:
On Call (Radio Pager)
Working days £5.67 per period of more than 12 hours
Rest days £16.13 per 24 hour period or proportionately for periods of less than 24 hours
(67p per hour)
On Call (Home)
Working days £7.09 per period of more than 12 hours
Rest days £20.17 per 24 hour period or proportionately for periods of less than 24 hours
(84p per hour)
Standby (Establishment)
Working days £13.43 per period of more than 12 hours
Rest days £38.46 per 24 hour period or proportionately for periods of less than 24 hours
(£1.60 per hour)
Pay Treatment
The allowance is non-consolidated, taxable and non pensionable.
This allowance is under review as part of the work to implement a new pay structure and job evaluation scheme. New pay rules which underpin these structures will be introduced at that time. NOMS reserves the right to make unilateral changes to this allowance at the point of implementation, following consultation with the Trades Unions.




Payment Plus Payments
Payment Plus payments are available only for hours worked over and above an employee’s normal conditioned hours and are only paid out for additional hours working in particular circumstances.

Hours worked under Payment Plus must comply with the Working Time Directive.
Eligibility Criteria
Additional Committed Hours (ACH)
Employees who have made a commitment to work guaranteed weekly additional hours through the Additional Committed Hours policy are also eligible for Payment Plus payments. Officers working ACH must have their additional hours factored in to their standard weekly rostered hours.

It is the responsibility of the establishment to ensure that ACH is factored in to individuals rosters.

Part-time employees
Part-time and staff on a Work Life Balance working pattern are eligible for Payment Plus as long as they are not given more opportunity than full-time staff.
Eligible circumstances:
Payment is only made for additional hours working in the following circumstances:

o to staff a bedwatch
o to staff a constant observation
o to staff a Category A escort over and above the profiled staffing level
o to staff new accommodation and to cover temporary staff in post vacancies against the Target Staffing figure (authorised by the Regional Director of Offender Management)

There is no authorisation for discretionary payments.

Payment is only for the hours worked outside of the scheduled shift pattern not the entire shift.
Use of TOIL:
The Payment Plus policy does not replace the existing use of TOIL arrangements for additional hours working. Employees may still be required, on occasion, to work more than their average weekly hours. Hours worked in this way will be repaid as soon as possible under time off in lieu (TOIL) arrangements. Full details of how the TOIL system operates are outlined in Bulletin 8.
Full details of the Payment Plus policy are contained in PSI 24/2008.
Payment Rates:
Payment for additional hours under Payment Plus is at the rate of £17 per hour.
Pay Treatment
The payment is non-consolidated, taxable and non pensionable.
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Prison officer 2 Pay Doc. 09/10
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adamski13
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Re: Prison Officer 2 Pay details

Post by adamski13 » Tue Mar 09, 2010 6:41 pm

is this document old or new because this was knocking about in OCT 2009

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Re: Prison Officer 2 Pay details

Post by scarcasm » Tue Mar 09, 2010 6:50 pm

Adamski

My friend recently started work at a prison as a Prison officer 2 (Two months ago) & she was advised this covered 'any pay queries',
So i'd have to assume it's the latest data for all new Officer 2's? (Obviously, if anyone knows any different then please let us know).
I got absolutely nowhere by asking the POA their views on the pay for new recruits & how they saw it evolving, "as I wasn't a member yet"
(had to have been the lamest excuse i've ever come across from a Union, how the hell that a way to treat a prospective member I don't know,
I can only assume they don't need any new members)..../rant off.

DATE OF ISSUE
24/11/2009 is the date on the Doc, so yes, have to assume so.

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Re: Prison Officer 2 Pay details

Post by lildave » Tue Mar 09, 2010 8:27 pm

anyone know what is meant by "spot rate " ?

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Re: Prison Officer 2 Pay details

Post by ZzoL » Wed Mar 10, 2010 9:22 pm

so an OSG gets more then an Officer? :?

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Re: Prison Officer 2 Pay details

Post by purplepig20 » Thu Mar 11, 2010 1:49 am

OSG's get paid more than an officer ONLY if they're on the top OSG wage. So, if they're going on to an officer level they can't be paid less for doing a more responsible job, therefore the pay is a little bit more............ but not much!
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Re: Prison Officer 2 Pay details

Post by falkor » Thu Mar 11, 2010 7:28 am

thank you to scarcasm for this topic

here is the document prisonofficerII____2009.doc in word (192k) issued NOV 2009

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Re: Prison Officer 2 Pay details

Post by BoxerfanUK » Thu Mar 11, 2010 11:22 am

lildave wrote:anyone know what is meant by "spot rate " ?
'spot' ...........an acronym of 'tops'

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Re: Prison Officer 2 Pay details

Post by gazaguitar » Thu Mar 03, 2011 1:32 pm

does this mean That osg's will be able to move to officer 2's easly? :0)

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Re: Prison Officer 2 Pay details

Post by Wyer » Thu Mar 10, 2011 11:27 am

gazaguitar wrote:does this mean That osg's will be able to move to officer 2's easly? :0)
Under the new t&c that the service want to bring in from April 1st 2011, any OSG can apply to be an Officer 2 but its the OSG's employed from 1st April 2011 that will get the most from it.

The OSG pat scale will move to a 3 year scale, with contract options of working :

1) 37 hours per week
2) 39 Hours per week
3) 41 Hours per week

Now the way its going to work will be, any OSG on years 1 & 2 on the pay scale, if they apply for the conversion will go on the bottom of the pay scale for Officers 2 but OSGs on year 3 of the pay scale, will go in at year 2 on the Officer 2 pay scale.

Its being rumoured that current OSGs will be offered the chance to take up the new t&c on employment as of 1st April - a bad move. As the new t&c will include more work currentley done by the old officer grade.

Another rumour flying around at the moment is that Noms will offer all OSGs on the top pay scale of the old t&c the chance to convert to Officer 2 & the rumour is that they will be offered £2,000 to do so.

Like I said, just rumours.
Heres a thought for you tho, the old officer grade is no longer in service and as such the service is paying officers 2 to do much of their work but if a grade is closed then it means its no longer required. If that grade is no longer required then the government can in effect mate those staff redundant stating what I have said. Its a loop hole.

Now heres the interesting part, if Noms get their way and do change the t&c of all new OSGs from 1st April and close of the grade under the old t&c this leaves the old OSGs in threat as using the same loop hole, they can also be made redundant claiming that the work the new OSG's do is different to the old 1's.

I've brought this matter up with the POA and I think you can guess they weren't interested.
What is going to be interesting is the next 12 months.

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Re: Prison Officer 2 Pay details

Post by SHOWADDYWADDY » Thu Mar 10, 2011 12:07 pm

Thats very interesting but i wonder how much of it is fact? im waiting for the offer to come out with bated breath, if we had of accepted WFM we would of all been on just over 21k by this april so that is the minimum im prepared to accept to go over to officer 2. The POA dont give a monkeys anymore you are quite correct, any OSGS reading this need to think about themselves and their futures, dont be spun again by the biased POA. The prison service has to move on, move forward, it will do whatever the POA say or do, if OSGS can get something out of all this change then bravo, for gods sake we waited long enough for something for us for a change. Tread carefully, read and re-read whatever they offer us, if it suits you then go for it.

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Re: Prison Officer 2 Pay details

Post by Wyer » Thu Mar 10, 2011 12:35 pm

SHOWADDYWADDY wrote:Thats very interesting but i wonder how much of it is fact? im waiting for the offer to come out with bated breath, if we had of accepted WFM we would of all been on just over 21k by this april so that is the minimum im prepared to accept to go over to officer 2. The POA dont give a monkeys anymore you are quite correct, any OSGS reading this need to think about themselves and their futures, dont be spun again by the biased POA. The prison service has to move on, move forward, it will do whatever the POA say or do, if OSGS can get something out of all this change then bravo, for gods sake we waited long enough for something for us for a change. Tread carefully, read and re-read whatever they offer us, if it suits you then go for it.
Your right to wonder if how much of anything I've posted is true but let me point something else out.

The POA sent out a cicular stating that if any OSG recieves a letter making any kin dof offer, they are to reject it.

Now the circular didn't state what it was we could be offered nor did it offer any information directly telling us what the circular was about.
I myself can put 2+2 together without coming to 5.
The way I looked at it was, the POA KNOW something is about to happen to grading and pay. They KNOW that Noms is going to look at the OSGs and how unhappy we are with the POA to get 1 over on them.
So we look at the real meaning behind the circular - the POA want as many ppl as pos to read and think "Right if they want us to reject it, we will" but how can OSG's make an informed decision without infact knowing what they are rejecting? A point I again put to my branch. Which ended up in a heated debate around "Why didn't OSGs put into be officers when the pay was good?". My reply, times change.

Since then, we have had POA Circular 29 & i include POA Circular 27.

What I find amusing is that the circular telling us to reject what we could be offered but not telling us anything about what could be offered, no long online.

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Re: Prison Officer 2 Pay details

Post by SHOWADDYWADDY » Thu Mar 10, 2011 1:10 pm

Nice one Wyer me and you are on the same wavelength let the fun commence......come on NOMS lets have it!!!!!

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Re: Prison Officer 2 Pay details

Post by Wanderer » Thu Mar 10, 2011 4:19 pm

Now its getting very interesting, one thing is for sure though, Certain grades will end up getting the brown smelly stuff on them from a great height!!
Where the best just isn't good enough anymore

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Re: Prison Officer 2 Pay details

Post by poaftw » Thu Mar 10, 2011 4:34 pm

To those that think the POA are init forthemselves let me remind you about WFM. The POA were told £50m was on the table and there was no T&Csat at the time of offer take it or leave it. They recommended accept. IT WAS NOT UNTIL A MEMBER SAW THE NOMS TRICK, was any action taken and the NEC had to backtrack on the wave of histeria from the MEMBERSHIP not them.

I hope you get your "riches of averice" but i have 20 yrs in this job and know from sheer experience at the moment non of this will benefit you. Yes you may get a few quid, but are you willing to sell it for say...

No sick pay maybe
Split Unsociable hrs ( yes they want to make 7-7 sociable oh Saturdays as well)
Maybe different overtime rates
25 + 8 leave??

Just a few things to consider, becuse if history is correct they will ask you to accept before any details are fully published.

I may be wrong as this is my opinion, but having seen various submissions to the pay review body over the years, WFM and the introduction of new grades, i rekon i wont be far off.
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