NAPO'S 5 KEY PRINCIPLES PAY CAMPAIGN
In 2016, Napo helped to secure a comprehensive probation pay review. The review has been positive with employers' representatives recognising the problems that Napo has been highlighting for years. Now the review is entering a critical phase, with officials seeking additional resources from the government to address the problems. Against a backdrop of continuing uncertainty across probation, Napo sees this as a once in a generation opportunity to make a real difference through positive intervention on pay and professional recognition across probation.
By joining Napo and supporting our 5 Key Pay Principles Campaign you can help us to realise this ambition.
NAPO'S 5 KEY PAY PRINCIPLES
1. FAIRNESS - Ending the Pay Freeze and recognising the impact of austerity. This means:
A minimum increase of £1500 for all staff
All future pay increases must be consolidated and pensionable
2. TRANSPARENCY – A clear pay system with consistent, reasonable and fair allowances. This means:
Closing pay gaps with a minimum increase of £2500 for those below their current rate for the job
Progression to the rate for the job in no more than 5 years from 1st April 2015
3. COMPETITIVE - Probation staff earn less than other professionals across the public sector. The importance and complexity of the work probation staff do must be recognized as sustained. This means:
After implementing transitional 'catch up' increases for all staff, a commitment in 2017 to jointly review and match pay rates across other professional public services, at all grades.
4. SUSTAINABLE - In large parts of the country, even if probation staff caught up to the rate for job, their pay still wouldn't be sustainable. Professionals delivering vital public services shouldn't have to worry about covering basic costs like housing, transport and childcare. Since 2014, probation staffs have seen pension contributions increase and, because of tax changes, many have lost car parking and travel payments. This needs to be recognised and addressed. We therefore want:
A London allowance increased to at least £5000
A review of all recruitment and retention allowances against principles of transparency, fairness and consistency with view to introducing modernised additional living allowances for expensive harder to recruit areas.
5. PROFESSIONAL - Probation is a vital public service that needs to be recognised and treated as such. Especially since the TR split, it is critical that all employers support consistent professional structures and standards across all areas of probation. This needs:
Continual Professional Development recognised as a right and keystone to professional standards
A maximum cap on the number of cases to facilitate time for professional reflection and support
A maximum of 8 individual reports for any line manager
An increase in the number of first line managers, with adequate training and HR support
A revised national standard for ‘whistleblowing’ across probation