@confused (and others) please note that the £1500 is not a bonus.
It is a one off non consolidated payment, and comes from the pay budget
(Therefore every full time employee under this pay remit gets £1500 this year only)
But that means there is £1500 less per individual in the rest of the pay pot
Maternity leave, new starters and those who have left - normal pay rules apply. If you are employed on the appropriate date then you get covered.
Part timers - you get a proportional element.
(A full timer will get their salary plus £1500 in the pay year, a part timer will get a proportion. Eg if you work 4 days per week then you get 4/5s of the full time salary and 4/5s of the £1500 one off)
@youveturnedupwelldone Each department has a pay budget and will
get an uplift to the budget of x% for the overall rise. (Say 4.5% as that is the average of the offer)
Based on the guidance departments can pay the £1500 above their general pay budget
The ‘average pay rise’ offered is 4.5%, but not everyone will get that. Lower paid grades can get an extra 0.5%
But that 0.5% is funded within the 4.5%, which means to allow someone on the lowest pay to get 5% someone with a higher pay may not manage to get 4.5% to compensate
Each department has to manage their pay budget (uplifted by the government offer)
So if it’s the 4.5% and the £1500 then your department gets given the funding.
If your department pays anything else, (lower paid top up, bonus etc ) then it has to find that within the budget
Every now and then we see a mumsnetter asking if they can negotiate a higher starting pay when joining. It’s hard but not impossible - with business cases required - and anyone who gets a higher pay takes a higher proportion of the budget.
True perfomance bonuses are also part of the pay budget - anyone who gets a performance bonus is taking a bit from the overall pot.
https://www.gov.uk/government/publications/civil-service-pay-remit-guidance-2023-to-2024/civil-service-pay-remit-guidance-addendum-guidance-202324