Garry Graham, Prospect deputy general secretary, said: “While we recognise that different bargaining units will be in different positions, we believe it is important to take a strategic approach and set out key principles for the coming bargaining round.
“This will ensure that we maximise our leverage, co-ordination, publicity and impact. We can also use the principles if branches are unable to reach agreement and wish to take industrial action.”
The proposed bargaining priorities are:
- all staff should receive consolidated and pensionable pay awards that will (at least) protect their living standards in real terms
- use the retail prices index (RPI) as the index
- pay systems should enable movement through pay scales and recognise the growth of staff competence through their development in the role
- fully competent staff should be able to move through their pay scale in no more than five years
- pay range minima should be increased in order to preserve the integrity of the pay system, ensure that pay range length reflects the learning curve related to the jobs covered and avoid significant overlaps in pay ranges
- jointly review pay ranges to ensure that they are competitive with external markets in both the public and private sectors
- carry out equality audits and agree on action plans.