Hi, looking for some input if anyone can help. Currently awaiting word on the outcome of an interview for a Band 5 role within NWR. The advertisement for this job states it is Band 5 beginning at £34,000, I am currently an S&T Technician on the new contract so my current base salary is around £44,000. If I were to be successful in this role is there any way to maintain my current rate of pay? I have tried to work this out through NWR’s resources but struggling to make sense of it. If anyone has experienced anything similar and knows anything on this topic I would appreciate some help, thanks.
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NR Band Pay Scales
- Thread starter lca99
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TSG
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Band 5 may start at £34000, but it would also include your current salary towards the top of the band I believe. I don't think its typical for them to reduce your salary if it sits within the band of the job you're taking up. Check with your union rep, if you have one. At the end of the day, if they offer you the job you can check what salary they're offering. They really should be expecting you to ask to maintain your current salary. If they don't want to offer you that you can say no and stay in the job you're in.Hi, looking for some input if anyone can help. Currently awaiting word on the outcome of an interview for a Band 5 role within NWR. The advertisement for this job states it is Band 5 beginning at £34,000, I am currently an S&T Technician on the new contract so my current base salary is around £44,000. If I were to be successful in this role is there any way to maintain my current rate of pay? I have tried to work this out through NWR’s resources but struggling to make sense of it. If anyone has experienced anything similar and knows anything on this topic I would appreciate some help, thanks.
== Doublepost prevention - post automatically merged: ==
NR role clarity is bands. What is advertised is the bottom of the band. Internal candidates typically only get that if they earn less than that currentlyI’d say no, as you’re applying for this job and the salary is advertised at the rate you’ve stated.
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Yes but an S&T technician is graded not banded. Both of those jobs are on different pay scales.Band 5 may start at £34000, but it would also include your current salary towards the top of the band I believe. I don't think its typical for them to reduce your salary if it sits within the band of the job you're taking up. Check with your union rep, if you have one. At the end of the day, if they offer you the job you can check what salary they're offering. They really should be expecting you to ask to maintain your current salary. If they don't want to offer you that you can say no and stay in the job you're in.
== Doublepost prevention - post automatically merged: ==
NR role clarity is bands. What is advertised is the bottom of the band. Internal candidates typically only get that if they earn less than that currently
TSG
Member
If the job you apply for has the salary for your grade within the band you apply for, that establishes some equivalence between the roles. What justification is there to reduce your pay if there is equivalence? Lots of people move from front line to management roles in NR and go from graded to banded jobs. There are T&C changes e.g. overtime or allowances no longer paid, but salary doesn't usually reduce. After all, what would be the point of offering people a pay cut if you want them to take the job?Yes but an S&T technician is graded not banded. Both of those jobs are on different pay scales.
I see where you are coming from, however S&T technician is a maintenance job. If you choose to leave maintenance and go to banded that is a personal choice and not forced. S&T supervisors and section managers are graded too. The equivalent S&T role which is banded would be the Assistant S&T Maintenance Engineer which is approximately the same salary as the OP is on.If the job you apply for has the salary for your grade within the band you apply for, that establishes some equivalence between the roles. What justification is there to reduce your pay if there is equivalence? Lots of people move from front line to management roles in NR and go from graded to banded jobs. There are T&C changes e.g. overtime or allowances no longer paid, but salary doesn't usually reduce. After all, what would be the point of offering people a pay cut if you want them to take the job?
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TSG
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The point I was making is that the overlap of band 5 with the technician's salary establishes that there is not such a large mismatch between the responsibilities/skills of the role that the current salary could no longer be justified.
I wasn't trying to directly equate the jobs because that it isn't how bands work. The top can be 150% of the base. Taking your AS&TME for example, the base of band 4C is slightly less than the OPs current salary, that's true. However, the technicians are managed by section supervisors who's base salary will be higher. In turn those supervisors are managed by section managers who will have a higher salary than the supervisors. If the AS&TME is managing section managers, they should have a higher salary than most of their reports (historically there have been anomalies but a recent agreement with TSSA addresses this). So in practice the AS&TME could be well above the base of 4C while still remaining in the band.
I wasn't trying to directly equate the jobs because that it isn't how bands work. The top can be 150% of the base. Taking your AS&TME for example, the base of band 4C is slightly less than the OPs current salary, that's true. However, the technicians are managed by section supervisors who's base salary will be higher. In turn those supervisors are managed by section managers who will have a higher salary than the supervisors. If the AS&TME is managing section managers, they should have a higher salary than most of their reports (historically there have been anomalies but a recent agreement with TSSA addresses this). So in practice the AS&TME could be well above the base of 4C while still remaining in the band.
Thanks for the responses. I think the way to go about this is asking my union rep the question and seeing what they think, I’m willing to take the pay cut for the change but obviously going to exhaust the possibility of retaining some of my rate if it’s an option.
MalaiseForever
Member
Why get the union involved? Just negotiate with the hiring manager.Thanks for the responses. I think the way to go about this is asking my union rep the question and seeing what they think, I’m willing to take the pay cut for the change but obviously going to exhaust the possibility of retaining some of my rate if it’s an option.
Yeah fair enough, more so for the knowledge of what to expect in the event I get an offer so I know where I stand.Why get the union involved? Just negotiate with the hiring manager.
railtrainsandt
Member
do you know if new s&t technitians will be studying at doncaster this year; i enrol for my apprenticeship this year and have been curious as to how the residential works if i am from london .Hi, looking for some input if anyone can help. Currently awaiting word on the outcome of an interview for a Band 5 role within NWR. The advertisement for this job states it is Band 5 beginning at £34,000, I am currently an S&T Technician on the new contract so my current base salary is around £44,000. If I were to be successful in this role is there any way to maintain my current rate of pay? I have tried to work this out through NWR’s resources but struggling to make sense of it. If anyone has experienced anything similar and knows anything on this topic I would appreciate some help, thanks.
The system is a bit different for myself as I’m based in Scotland, we were trained out of a local training centre for a year then spent the rest of our time working out of our assigned depot.do you know if new s&t technitians will be studying at doncaster this year; i enrol for my apprenticeship this year and have been curious as to how the residential works if i am from london .
railtrainsandt
Member
cani ask was the training at the beginning for 20 weeks consecutively or was it weeks at a time?The system is a bit different for myself as I’m based in Scotland, we were trained out of a local training centre for a year then spent the rest of our time working out of our assigned depot.
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