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Key elements of Agenda for Change: pay bands (April 2006). |
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| Pay band |
Job weight |
Pay range at 1 April 2006 |
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| 1 |
0–160 |
£11 782 to £12 853 |
| 2 |
161–215 |
£12 177 to £15 107 |
| 3 |
216–270 |
£14 037 to £16 799 |
| 4 |
271–325 |
£16 405 to £19 730 |
| 5 |
326–395 |
£19 166 to £24 803 |
| 6 |
396–465 |
£22 886 to £31 004 |
| 7 |
466–539 |
£27 622 to £36 416 |
| 8a |
540–584 |
£35 232 to £42 278 |
| 8b |
585–629 |
£41 038 to £50 733 |
| 8c |
630–674 |
£49 381 to £60 880 |
| 8d |
675–720 |
£59 189 to £73 281 |
| 9 |
720–765 |
£69 899 to £88 397 |
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Each pay band consists of a number of pay points, and staff progress from point to point on an annual basis to the top point of their pay range or pay band, provided their performance is satisfactory and they can demonstrate the agreed knowledge and skills appropriate to that part of the pay range or band. There are special arrangements for new entrants to band 5 [1]. | ||
Buchan and Evans Human Resources for Health 2008 6:12 doi:10.1186/1478-4491-6-12 |
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