Taking on extra task after someone has left

[Staringatthemoon]

A dept adjacent to mine has lost a f/t employee to hat they are not replacing. This person was going to provide support for a new system they have yet to set up.

I know this type of software and that setting everything up is a huge job. There’s a possibility they might ask me to take this on and run it in addition to my own role so how can I ask for a raise to reflect this extra work based on my previous experience and masters qualification. It’s technical, more complex than it seems to get right and I have the skills to do it but I don’t want it to be passively moved my way without at least asking for, I don’t know a £10,000 raise? They are still saving money on the person who has left

Presumably with a Masters under your belt, you're already being recognised and remunerated for that qualification?

What is the expectation your employer has re adding this new task to your existing duties:

• does it push your hours up significantly? Can you estimate how many extra hours you'll need to do to support the new system, in addition to your existing role?
• What do you mean by "supporting the new system", what does that support entail, as that word can mean a multitude of tasks and duties. Eg do you grant access to the system, do you deal with security patches and bug fixes? New requirements to enhance existing capability? Security back ups? Is DP2018 an implication?
• if you take it on, what cover and back up will they need for your leave, sickness and other absences, if it's a business critical system, they won't be asking an existing employee to just add it to their workload without considering resilience,

you need to establish these expectations first, rather than planning towards asking them for a £10K pay rise. You would be better off agreeing a trial period because I'm sure your employer won't benefit from you getting overwhelmed from supporting the system. If it isn't that time consuming, then it won't warrant a sizeable pay increase.

Do they currently see you as under utilised?

Thank you both - I’m going to answer @daisychain01 questions and post them here in a bit just out at the moment.

For a £10k raise in our place we would need to move up bands e.g. from a support/analyst job description to a Senior support/analyst or however your job roles are defined.

To move up a role/salary bands there needs to be a differential between the type of work not just quantity if it is still expected to be able to be done within contracted hours.

If it is similar support to but on a different system then there wouldn't be a significant pay rise. If it was, for example, a change in role that required moving from day to day BAU support/admin/training/testing to defining/delivering strategic enhancements and working with senior stakeholders then yes there would be a change of salary.

Is there a natural role/banding change for the change of your responsibilities in your organisation?

It doesn't hurt to try to negotiate, but be prepared putting forward a good case of why a significant increase is appropriate.

If it is similar support to but on a different system then there wouldn't be a significant pay rise. If it was, for example, a change in role that required moving from day to day BAU support/admin/training/testing to defining/delivering strategic enhancements and working with senior stakeholders then yes there would be a change of salary.

in my place of work, that would entail a promotion to the next grade because the skills required being in a different skills profile.

it isn't clear from the OP whether they are already supporting a system and now being given an additional system, or whether their role duties are not related to the new system, hence it could be a completely different job - which could give the rationale for the pay increase.

Hi, thank you all and sorry for the late response.

To answer @daisychain01 qstns:

Presumably with a Masters under your belt, you're already being recognised and remunerated for that qualification?

yes

What is the expectation your employer has re adding this new task to your existing duties:

not discussed yet

• does it push your hours up significantly?

yes, it will

can you estimate how many extra hours you'll need to do to support the new system, in addition to your existing role?

initially, setting the content up could take 30 hrs at a guess then maintenance if I have full responsibility for the database would involve a couple of hrs a week

• What do you mean by "supporting the new system", what does that support entail, as that word can mean a multitude of tasks and duties.

Eg do you grant access to the system,

possibly yes

do you deal with security patches and bug fixes?

yes with IT support

New requirements to enhance existing capability? Security back ups? Is DP2018 an implication?

IT backup support

• if you take it on, what cover and back up will they need for your leave, sickness and other absences, if it's a business critical system, they won't be asking an existing employee to just add it to their workload without considering resilience,

good points. I wouldn’t say it is business critical - it’s not one of our core assets but rather a digital copy of information that depts use. With full functionality and a proper search system all staff could use it.

Regarding ‘If it is similar support to but on a different system then there wouldn't be a significant pay rise. If it was, for example, a change in role that required moving from day to day BAU support/admin/training/testing to defining/delivering strategic enhancements and working with senior stakeholders then yes there would be a change of salary.’

It isn’t my dept at the moment but could come under it easily but I think the element of setting it up is additional. I do have a strategic element to my role yet this is very much technical.

I’m 18 months in post and started midway in pay band so I’m thinking maybe ask for top of pay band (£6000 more).

Thanks again for your time and thoughts - really helpful