New BRS salaries linked to productivity
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agreement by John Darker
• Protracted discussions between BRS management and trade unions have led to the signing of a productivity agreement—still rare in road transport—for clerical and supervisory grades. The agreement is part of a package deal which raises pay scales and concedes the principle of common scales for both male and female staff.
A two stage plan calls for the introduction of a general clerical grade with absorption into pay scales of grades 4 to 1 and equivalent female scales. The first stage, effective from November 3, has been agreed by the Department of Employment and Productivity but Mrs. Castle's Ministry have some reservations about the implementation of stage 2—agreed by the parties as from November 2 1970—pending reviews of productivity results at six and twelve month intervals.
The new agreement meets trade union calls for the maximum of Class 4--the lowest clerical grade—at the age of 26,years without waiting for the additional £25 per annum after three years at the maximum. There is a similar compression of the Class 3 scale where the maximum will now be reached after one year in the scale instead of two years.
The conclusion of the equal pay principle within BRS may be a significant portent nationally, in view of the stated intention of the Government to move steadily towards equal pay for both sexes in the mid 70s.
The seven-point productivity document commits the trade unions and the staff they represent in measures designed to improve efficiency and increase productivity throughout the organization. Office routines will be examined with a view to setting work standards; organization and methods techniques and work measurement principles will be applied; job rotation will be encouraged, at all levels to assist staff development and to ensure the best use of clerical manpower, particularly during staff shortages, subject to individuals being allocated to established posts and subject to agreement.
The unions agree to the revision of staff establishments where warranted by changing circumstances to ensure the appropriate relationship of staff to the work level. There is to be an analysis of work-flows and documentation and, where appropriate, the re-allocation of duties, particularly as the use of data processing is extended and more routine work is transferred to the computer.
The staff are also committed to assist in the introduction, administration and development of all incentive schemes and there is to be interchangeability of staff within the same classification at a place, or within nearby places, of employment with the proviso that individuals will be allocated to established posts and staff movements will be subject to agreement.
Pay scales
The new pay structure increases the starting pay for 16-year-old juniors in Class 4 from £325 to £370 rising with age to £825 at 25, with the £850 maximum being reached after three years in the grade. New maximum rates for Classes 3 to 1 are respectively £980, £1,125 and £1,270 with a Class A maximum of £1,500.
In the current agreement the maximum earnings of women under stage 1 vary from £800 to £1,170. If stage 2 is subsequently agreed by the Minister maximum pay for women (Class 1F) would rise to £1,270 p.a.