Was The Armed Forces Pay Award Enough? - Policy Podcast Episode 1
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- เผยแพร่เมื่อ 10 ก.ค. 2024
- Was The Armed Forces Pay Award Enough? - Policy Podcast Episode 1
I recently had the chance to sit down with the policy leads of pay, pension and allowances. We chatted about many things to do with each of those topics and they answered a number of questions that had been submitted by the audience.
They dispel myths, explain the reasons why and add important context to many issues that surround pay, pensions and allowances.
In this first episode, James talks about the Armed Forces Pay Award that we received in August 2023. He explains X-Factor, Recruitment and Retention Pay and also touches on the important balance that must be struck between allowances and pay. Increase allowances too much, then it could have serious, long term negative effects to x-factor thus reducing our overall salary.
This is our first time trying anything like this, so please do leave your feedback in the comments below and any further suggestions or questions you might have that we can answer in the next episode.
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Timecodes:
0:00 Intro
1:03 Policy Leads Introductions
3:24 How has the pay award been received?
4:30 Pay not keeping up with inflation
5:45 Salary Breakdown and Recruitment and Retention Payment
8:08 Trade Supplement Pay and Job Evaluations
11:12 X-Factor
12:24 Balancing x-factor and allowances
13:21 Final thoughts
13:53 Outro
DISCLAIMER:
The views and opinions expressed in this video are my own and do not necessarily reflect the views of the British Army or the Ministry of Defence.
I am not a professional financial advisor and this video is not financial advice. Please do your own research before making any decisions with your money and seek professional financial advice if need be.
Timecodes:
0:00 Intro
1:03 Policy Leads Introductions
3:24 How has the pay award been received?
4:30 Pay not keeping up with inflation
5:45 Salary Breakdown and Recruitment and Retention Payment
8:08 Trade Supplement Pay and Job Evaluations
11:12 X-Factor
12:24 Balancing x-factor and allowances
13:21 Final thoughts
13:53 Outro
This is fantastic, congratulations It’s also great to see engagement from policy leads in a accessible format. Many JNCOs and even SNCOs have a poor understanding of the remuneration policies.
Thanks for the comment. I agree, many people don't understand it and the many nuances that come with it. Hopefully this series aswell as future episodes will help many people.
The most significant pay 'rise' in 20 years was 5%. Against 10.4% inflation. They think we're daft.
The pay rise was more than 5% because of the £1000 consolidated increase. Please detail below how you expect the government to provide the whole public sector with a pay rise inline with inflation?
Don't get me wrong, would absolutely love pay rises to track inflation but I'm also a realist who understands there is a finite amount of money in the budget and these aren't just simple fixes.
@@thesavvysquaddie The wealth of UK billionaires increased by over 20% since the pandemic. The prime minsters own wife, herself a billionaire, was avoiding her taxes by being an 'offshore' resident, when married to the then chancellor. Whilst I understand your argument, my issue is not actually in the numbers. It's the fact that AFPRB and the pay colonels are allowed to make these statements unchallenged because we have no representation for the rank and file. There was no pay increase/rise this year. Some ranks were insulated from inflation by a one off increase of £1000 and the 5%. The rest of us had a real terms pay cut, on top of the other real terms pay cuts that we've had since 2010. Now they're in a recruitment crisis and acting confused about the causes. The truth is we've got significantly poorer in real terms across the spread in the last decade. There's no index linking of allowances, which is why they're keen to push things like the new accommodation offer, which will release the housing estate for sale and insulate the department against inflation by passing on cost increases to their employees. Look at represented public service, they got a better rise, and they're still challenging and holding to account: www.polfed.org/news/latest-news/2023/police-pay-step-in-right-direction-but-still-falls-short/
Increment levels are to recogise we cannot apply for higher paid roles and exploit experience to gain higher pay. Now were being told they offset inflation.
It's not an either or. It's just a result of having increment levels. They will naturally contribute towards offsetting inflation as they themselves are small annual pay increases.
Genuinely the pay doesn't reflect peoples actual work, for those double and triple hatting its fuck all, back slapping over 5% and a grand but ignoring that ive had a 23% loss of pay over my career is really why we are having people leave at a record rate, job eval team really fucked everyone by dividing it into 4 spines (three in reality) how a reme tech gets paid more than a tank commander is mental.
I would agree for the most part. There are certainly times where the level of pay does not fairly compensate the amount of work, responsibilities and varying roles that I am asked to do. However, to play devils advocate, there have been plenty of times where those same factors have flipped and I'm objectively getting over compensated. At least for me, it seems to balance out. And that is true for both my time in a Chally Regiment and where I am now.
The Trade Supplement Pay (4 spines) was introduced in the Pay16 reform which came about because Service personnel were not happy with the Pay2000 model. The Job Evaluation team didn't introduce it themselves.
I was quite involved with my trades recent evaluation and a lot of it comes down to how those selected to represent the unit, sell the unit. It is quite a thorough process which evaluates many of the individual roles and responsibilities of all ranks within the unit, allocates a score for each and then takes an average. So, a Challenger 2 commander may have scored high but because it's an overall score for the unit, other roles within unit may have bought the score down.
It's much more nuanced then just a quick comparison between a Challenger 2 Commander and a REME Tech.
I am 17 years old From nepal Training Form past 2 years Hope I will Joined in 2026 intake
Fingers crossed dude.