FOI reference - FOI-342
Date - 25 January 2025
Request
- Salary min/max or spot rate: Provide the full salary range for each grade, including minimum and maximum pay points or spot rates.
- Grade/band and Civil Service equivalent: If your department operates its own grading structure, please indicate the corresponding Civil Service grade where applicable.
- Multi-year pay deal: Please confirm whether your department is currently within a multi-year pay settlement. If so, provide details of this arrangement.
- Mechanism for reaching maximum pay point: Outline if there is a structured pathway or mechanism for employees to progress to the maximum salary point within their grade (eg time-served contractual pay progression, performance/capability-based pay).
- Non-consolidated pay: Confirm whether your department has a non-consolidated pay pot (eg for awarding bonuses or a reward and recognition scheme). Include details of such schemes and specify the total amount represented by the non-consolidated pay pot.
- Contracted hours: Confirm the number of hours salary calculations as based on (ie 42-hour gross/37-hour net contracts, or any other variations/calculations). Particularly in relation to National Living Wage/Minimum Wage hourly rate calculations.
- Weeks per year: Confirm whether salaries (hourly rates) are calculated based on 52 weeks per year, 52.2 weeks, or another arrangement.
- Annual leave: Confirm annual leave, public holiday, and privilege holiday entitlements for all grades (including retained grades). Specify any mechanisms for leave increases (eg one additional day per year up to a maximum, or increases after a set number of years).
- Overtime arrangements: Confirm overtime pay arrangements for all overtime scenarios (eg weekday, weekend, public/privilege holidays).
Response
I confirm that we hold the information you have requested.
- TPR staff are not employed on Civil Service grades and terms and conditions. As a public body we have our own grading structure (which does not map to CS grades) and terms and conditions, however, please find below the latest version of TPR’s pay remit:
| Low range | Mid range | Upper range | Upper range | Above range | |
|---|---|---|---|---|---|
| 2024-2025 Pay award % uplift | 7.55% (90%-94.99% of TPR pay band) | 6.00% (95%-99.99% of TPR pay band) | 4.25% (100%-104.99% of TPR pay band) | 2.00% (105%-114.99% of TPR pay band) | 0 |
| Percentage of TPR pay band | 90%-94.99% | 95%-99.99% | 100%-104.99% | 105%-114.99% | 115%+ |
Grade 3
| TPR grade | TPR title | Low range | Mid range | Mid point (100% of TPR pay band) | Upper range | Upper range | Above range |
|---|---|---|---|---|---|---|---|
| Grade 3 | Director | £109,307 - £122,164 | £122,165 - £128,593 | £128,594 | £128,594 - £135,024 | £135,025 - £154,312 | £154,313 |
Regulatory and Operations
| TPR grade | TPR title | Low range | Mid range | Mid point (100% of TPR pay band) | Upper range | Upper range | Above range |
|---|---|---|---|---|---|---|---|
| Grade 4 | Head of | £80,535 - £85,008 | £85,009 - £89,482 | £89,483 | £89,483 - £93,957 | £93,958 - £102,904 | £102,905 |
| Grade 5 | Business lead | £67,253 - £70,987 | £70,988 - £74,724 | £74,725 | £74,725 - £78,461 | £78,462 - £85,932 | £85,933 |
| Grade 6 | Principal | £56,498 - £59,636 | £59,637 - £62,774 | £62,775 | £62,775 - £65,914 | £65,915 - £72,192 | £72,193 |
| Grade 7 | Lead specialist | £48,425 - £51,115 | £51,116 - £53,804 | £53,805 | £53,805 - £56,495 | £56,496 - £61,876 | £61,877 |
| Grade 8 | Specialist | £41,383 - £43,681 | £43,682 - £45,980 | £45,981 | £45,981 - £48,280 | £48,281 - £52,878 | £52,879 |
| Grade 9 | Lead associate | £35,598 - £37,575 | £37,576 - £39,552 | £39,553 | £39,553 - £41,531 | £41,532 - £45,485 | £45,486 |
| Grade 10 | Associate | £31,684 - £33,443 | £33,444 - £35,203 | £35,204 | £35,204 - £36,964 | £36,965 - £40,484 | £40,485 |
| Grade 11 | Officer | £28,233 - £29,800 | £29,801 - £31,369 | £31,370 | £31,370 - £32,939 | £32,940 - £36,075 | £36,076 |
| Grade 12 | Lead administrator | £25,505 - £26,920 | £26,921 - £28,337 | £28,338 | £28,338 - £29,755 | £29,756 - £32,588 | £32,589 |
| Grade 13 | Administrator | £22,830 - £24,097 | £24,098 - £25,365 | £25,366 | £25,366 - £26,634 | £26,635 - £29,170 | £29,171 |
| Grade 14 | Assistant | £21,191 - £22,366 | £22,367 - £23,543 | £23,544 | £23,544 - £24,721 | £24,722 - £27,075 | £27,076 |
| Grade 15 | Co-ordinator | £19,593 - £20,681 | £20,682 - £21,768 | £21,769 | £21,769 - £22,857 | £22,858 - £25,035 | £25,036 |
Advisory
| TPR grade | TPR title | Low range | Mid range | Mid point (100% of TPR pay band) | Upper range | Upper range | Above range |
|---|---|---|---|---|---|---|---|
| Grade 4 | Head of Advisory | £107,744 - £113,729 | £113,730 - £119,715 | £119,716 | £119,716 - £125,702 | £125,703 - £137,672 | £137,673 |
| Grade 5 | Business lead - advisory | £98,194 - £103,649 | £103,650 - £109,104 | £109,105 | £109,105 - £114,560 | £114,561 - £125,470 | £125,471 |
| Grade 6 | Principal - advisory | £80,513 - £84,985 | £84,986 - £89,458 | £89,459 | £89,459 - £93,932 | £93,933 - £102,876 | £102,877 |
| Grade 7 | Lead specialist - advisory | £56,969 - £60,133 | £60,134 - £63,298 | £63,299 | £63,299 - £66,464 | £66,465 - £72,792 | £72,793 |
| Grade 8 | Specialist - advisory | £45,882 - £48,430 | £48,431 - £50,979 | £50,980 | £50,980 - £53,529 | £53,530 - £58,626 | £58,627 |
| Grade 9 | Lead associate - dvisory | £38,957 - £41,119 | £41,120 - £43,284 | £43,285 | £43,285 - £45,449 | £45,450 - £49,776 | £49,777 |
Digital
| TPR grade | TPR title | Low range | Mid range | Mid point (100% of TPR pay band) | Upper range | Upper range | Above range |
|---|---|---|---|---|---|---|---|
| Grade 4 | Head of Digital | £84,011 - £88,678 | £88,679 - £93,345 | £93,346 | £93,346 - £98,013 | £98,014 - £107,347 | £107,348 |
| Grade 5 | Business lead - digital | £74,745 - £78,896 | £78,897 - £83,049 | £83,050 | £83,050 - £87,203 | £87,204 - £95,506 | £95,507 |
| Grade 6 | Principal - digital | £63,446 - £66,969 | £66,970 - £70,494 | £70,495 | £70,495 - £74,020 | £74,021 - £81,069 | £81,070 |
| Grade 7 | Lead specialist - digital | £55,504 - £58,587 | £58,588 - £61,670 | £61,671 | £61,671 - £64,755 | £64,756 - £70,921 | £70,922 |
| Grade 8 | Specialist - digital | £47,040 - £49,652 | £49,653 - £52,265 | £52,266 | £52,266 - £54,879 | £54,880 - £60,105 | £60,106 |
| Grade 9 | Lead associate - digital | £36,450 - £38,473 | £38,474 - £40,498 | £40,499 | £40,499 - £42,524 | £42,525 - £46,573 | £46,574 |
- Please refer to the above response on point 1.
- No, we don’t have a multi-year pay deal. As a non-departmental public body (NDPB) we are governed by public sector pay arrangements. Every year the budget for pay raises is settled by our parent organisation (Department for Work and Pensions) and negotiated with the Treasury via 'Pay Remit'.
- Salary increase is not contractual, however, salaries are assessed every year in April, and once the budget for pay progression is approved (following approval of Pay Remit), a percentage uplift is applied and backdated to 1st April. Usually, there are two factors determining the percentage increase: performances and position in the band. This year PRP (Performance Related Pay) was paused therefore, the percentage uplift was purely allocated based on where the person sits in the band. People sitting at the bottom of the band received higher percentage increase, people on the higher range, instead, received a smaller percentage increase.
- The pot applied for non-consolidated pay (bonuses) is 2.3% of TPR’s pay-bill permitted in the 2024-25 pay remit. TPR will award non-consolidated bonus payments to those employees assessed as part of the 2023-24 end of year moderation in three categories (special, strong, exceptional). This year the award is calculated as a % of the mid-point (100%) of an employee’s pay band, rather than as a % of their base salary.
- Generally plain-time hourly rates (eg used for overtime rates) are derived from annual salary by dividing by 52 weeks and either 35 hours per week (full-time hours for most staff) or 37.5 hours per week (full-time hours for a small number of staff who transferred to TPR from Capita under TUPE regulations). However, for the purposes of NLW/NMW calculations, to ensure correct minimum payment in any monthly pay period, TPR uses net daily hours of 7 (most staff) or 7.5 (TUPE, formerly Capita, staff), the maximum number of working days in any calendar month (23 working days) and 12 months in the year to derive the minimum salary from the current NLW rate.
- All staff are employed on annual salaries paid in 12 equal monthly instalments, but where pro-rated for part-month payment (eg if someone starts or leaves part way through a month) the payment is based on the working hours actually worked in the particular monthly pay period as a proportion of the working hours which would have normally been worked in that full month. The minimum annual salary paid is derived from NLW/NMW rates as explained in answer 6 above.
- All staff are entitled to 25 days of annual leave (plus bank holidays). There are staff who are entitled to 30 days of annual leave – these are all Directors and Executive Directors and staff who were in post before 1 January 2008. Those on Capita terms and conditions have a slightly different scheme and this is dependent on their length of service.
- Overtime payments are usually limited to staff in grades 9-15 only. Overtime rates are paid at various multiples of hourly rates according to which set of terms and conditions applies and when the overtime was worked. The multiples are as follows:
Regular TPR terms and conditions
- Weekdays daytime: from 7am to 8pm: 1.25 (unless contracted to work part-time in which case hours are paid at plain time 1.0).
- Weekdays evening: from 8pm to 11pm: 1.5.
- Weekdays night: from 11pm to 7am: 1.5833.
- Saturdays daytime & evenings: 7pm to 11pm: 1.5.
- Saturdays night: 11pm to 7am: 1.5833.
- Sundays and public holidays): 2.0.
TUPE (formerly Capita) terms and conditions:
- Weekdays: 1.0.
- Saturdays: 1.5.
- Sundays and public holidays: 2.0.