FOI reference - FOI-248
Date - 22 March 2024
Request
Please provide details of how many staff, by grade, received pay increases or decreases (to the nearest 0.25%) in 2022/23 and 2023/24. For these purposes please disregard any performance related pay or bonuses.
Ideally, this information would be presented something like this (continued for each grade and percentage increment to cover the workforce) for each year:
2022/2023
| -0.25% | 0% | +0.25% | +0.50% | +0.75% | |
| Grade A | |||||
| Grade B | |||||
| Grade C |
2023/2024
| -0.25% | 0% | +0.25% | +0.50% | +0.75% | |
| Grade A | |||||
| Grade B | |||||
| Grade C |
Response
Under TPR’s reward strategy and principles pay rises are only provided through performance related pay. No member of staff has ever received a deduction to their salary.
Please find below details of pay increases which were received by TPR employees which did not relate to performance related pay or bonuses.
Pay band alignment
Job roles at TPR are placed into pay bands and pay groups which determine the salary an employee is paid based on their role’s duties and responsibilities.
- In line with our policy and principles, each year TPR makes a decision on the competitiveness of our pay bands based on data we receive from Korn Ferry Hay, a management consulting firm. TPR’s pay bands are then increased, or not, by a certain percentage based on that decision.
- As a result of the pay band alignment the salaries for a number of roles may need to be increased to ensure these reflect the bottom of the new, realigned pay bands. In 2023 pay band realignment saw 290 employees’ salaries increase to reflect the bottom of their new, realigned pay bands.
Pay band alignment is a separate process to performance related pay. Where both processes apply, an employee’s salary will firstly be increased to ensure it is aligned with the bottom of their pay band, after which any performance related pay increase due will be applied.
The minimum amount TPR applied in 2023 to align any employee’s salary with the new bottom of a pay band was 0.13%, while the maximum increase that resulted from pay band alignment was 3%.
Pay award 2023
Last year saw an amendment to TPR’s reward strategy and principles stated above, as TPR approved, via the pay remit addendum, a one-off cost of living payment to all staff and our pay remit submission provided an increased underpin to previous years. These were paid as outlined below:
- all staff working on the 31 March 2023 (under Director level) received a cost of living payment of £1,500 (pro-rated for part time staff)
- all staff paid less than £28,117 receive a guaranteed consolidated payment of a minimum 6.25%, including their awarded performance related pay increase
Context regarding the employees who received the underpin payment is provided below:
- 14% of TPR staff were paid below £28,117 on the 31 March 2023 and therefore were eligible to receive the underpin payment
- Of those 14% of TPR’s employees:
- 61% received the guaranteed underpin payment of 6.25%
- 39% received a pay increase over 6.25% due to pay band alignment and their performance related pay under TPR’s reward policy
Table 1 below shows the percentage uplifts which were applied as a result of:
- uplifts to the bottom of the pay band
- uplifts which arose from the guaranteed underpin of 6.25% for staff earning below £28,117
Table 1
|
Percentage of pay awarded |
Number of staff who received the percentage of pay award |
|---|---|
|
Up to 2.25% |
61 |
|
Between 2.26% and 3.25% |
225 |
| Between 3.26% and 4.25% | 2 |
|
Between 4.26% and 5.25% |
0 |
|
Between 5.26% and 6.25% |
44 |
| Total | 332 |
| Percentage of staff who received a consolidated uplift in addition to performance related pay | 35% |