Joint Service Publication 754
TRI-SERVICE REGULATIONS
FOR PAY AND CHARGES
CONDITIONS OF RELEASE
1.
This information is Crown Copyright and the intellectual property rights for this
publication belong exclusively to the Ministry of Defence (MOD). No material or
information contained in this publication should be reproduced, stored in a retrieval
system or transmitted in any form outside MOD establishments except as authorised
by both the sponsor and the MOD where appropriate.
2.
This information is released by the United Kingdom Government to a recipient
Government for defence purposes only. It may be disclosed only within the Defence
Department of a recipient Government, except as otherwise authorised by the MOD.
3.
This information may be subject to privately owned rights.
Sponsored by: CDP Remuneration
JSP 754
Edition 19 dated 1 Oct 13
JSP 754 AMENDMENT DETAILS
Edition
1
2
3
4
5
6
7
8
9
10
11
12
13
14
15
16
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19
JSP 754
Chapters Affected
First Edition
1, 2, 3, 5, 6, 7, 9
1, 2, 3, 4, 5, 6, 7, 8,10
1, 3, 4, 6, 7
1, 2, 3, 4, 5, 6, 7, 9
1, 2, 4, 6, 9,10
3, 6, 7, 9
1, 2, 5, 6 , 7, 9
1, 2, 3, 4, 5, 6, 7, 9
1, 2, 3, 4, 5, 6, 7, 9,10
1, 2, 3, 4, 5, 6, 8, 9
1, 2, 3, 4, 5, 6, 8, 9
1, 2, 3, 4, 5, 6, 7, 8, 9
1, 2, 3, 4, 5, 6, 7, 8, 9
1, 2, 3, 5, 6, 7, 9
1, 3, 4, 5, 6, 7, 9
1, 2, 3, 5, 6, 9
3, 4, 5, 6, 7, 8, 9
1, 3, 4, 5, 6, 7, 9
Dated
17 February 2006
24 May 2006
4 August 2006
12 October 2006
30 March 2007
1 August 2007
23 November 2007
1 May 2008
1 October 2008
1 April 2009
31 October 2009
1 April 2010
1 October 2010
1 April 2011
1 October 2011
1 April 2012
1 October 2012
1 April 2013
1 October 2013
Edition 19 dated 1 Oct 13
TRI-SERVICE REGULATIONS FOR PAY AND CHARGES
CONTENTS
CHAPTER 1 – INTRODUCTION
Contents
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
-
Principles
The Military Salary
Roles and Functions
Glossary of Terms
List of Standard Abbreviations
Table of NATO Ranks
Business Process Guides
CHAPTER 2 – PAY AND THE MILITARY SALARY
Contents
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
-
Calculation and Authorisation of Pay
Splits of Net Pay
The Pay Statement
Minimum Drawing Rate
Advances of Pay and Methods of Repayment
Recovery of Items from Pay (except Advances)
Voluntary Deductions
Miscellaneous Debits and Credits
Contents
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
-
Section 8
Section 9
Section 10
-
Section 11
Section 12
Section 13
-
Section 14
-
Pay Terminology and Structures
Pay Range Allocation – Other Ranks
Commencement of Pay
Yearly Incremental Progression
Performance Standards for Pay Purposes
Accelerated Incremental Progression
Pay on Promotion and on Relinquishment of Rank for
Non-Disciplinary Reasons
Substitution Pay
Acting Rank
Pay on Reduction in Rank and on Loss of Seniority due to
Disciplinary Reasons
Pay on Change of Branch or Trade
Pay for Dual Career Employment Qualifications
Pay on Transfer of Service, Re-entry, Re-enlistment and
on Transfer from or to the Reserve Forces or Transfer
from a Foreign or Commonwealth Force
Suspension/Cessation/Forfeiture of Pay
CHAPTER 3 – BASIC PAY
CHAPTER 4 – RESERVES
Contents
Section 1
-
Section 2
-
Section 3
-
Section 4
-
Pay Principles for Attendance-Based Reserve Forces
Personnel
Periods Qualifying for Pay and Attendance-Based Pay –
Reserve Forces Personnel
Commencement of Pay and Subsequent Incremental Pay
Progression – Reserve Forces Personnel
Disability Allowance – Reserve Forces Personnel
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Section 5
Section 6
Section 7
Section 8
Section 9
-
Bounties – Reserve Forces Personnel
Call-Out Gratuity – Reserve Forces Personnel
Reporting Grants
Cadet Force Adult Volunteers
Early Years Commitment Bonus – Teritorial Army
CHAPTER 5 – EMPLOYMENT GROUPS WITH SEPARATE PAY ARRANGEMENTS
Contents
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
-
Section 7
-
Section 8
Section 9
Section 10
Section 11
Section 12
Section 13
Section 14
-
Medical and Dental Officers’ Pay
Veterinary Officers’ Pay
Officers Commissioned from the Ranks
Chaplains’ Pay
Special Forces’ Pay
Royal Navy and Royal Air Force Professional Aviators’
Pay Spine and Pilot Employment Stream (Army)
Royal Navy and Royal Air Force Non-Commissioned
Aircrew Professional Aviators’ Pay Spine and Pilot
Employment Stream (Army)
Specialist Aircrew
Military Provost Guard Service
University Cadet Entrants’ Pay
Royal Navy Clearance Divers
Non-Regular Permanent Staff(Territorial Army)
Senior Officers’ Pay
Nursing Officers’ and Nursing Other Ranks’ Pay
CHAPTER 6 – RECRUITMENT & RETENTION PAYMENT
Contents
Section 1
Section 2
Section 3
Section 4
-
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
-
Section 12
Section 13
-
Section 14
-
Section 15
-
Section 16
Section 17
Section 18
Section 19
-
Section 20
-
Section 21
-
Section 22
-
Recruitment & Retention Payment – Overarching Policy
Recruitment & Retention Payment (Diving)
Recruitment & Retention Payment (Submarine)
Recruitment & Retention Payment (Submarine Escape
Training Tank)
Recruitment & Retention Payment (Nuclear Propulsion)
Recruitment & Retention Payment (Hydrographic)
Recruitment & Retention Payment (Mountain Leader)
Recruitment & Retention Payment (Experimental Diving)
Recruitment & Retention Payment (Air Dispatch)
Recruitment & Retention Payment (Parachute)
Recruitment & Retention Payment (Joint Helicopter
Support Unit Helicopter Crew)
Recruitment & Retention Payment (Special Forces)
Recruitment & Retention Payment (Special
Communications)
Recruitment & Retention Payment (Special Forces
Communications)
Recruitment & Retention Payment (Special
Reconnaissance)
Recruitment & Retention Payment (Special Intelligence)
Recruitment & Retention Payment (Flying)
Recruitment & Retention Payment (Flying Crew)
Recruitment & Retention Payment (Aeromedical and
Escort Duty)
Recruitment & Retention Payment (Parachute Jump
Instructor)
Recruitment & Retention Payment (Explosive Ordnance
Disposal Operators)
Recruitment & Retention Payment (Nursing)
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CHAPTER 7 – RETENTION PAYMENTS
Contents
Section 1
Section 2
Section 3
Section 4
-
BLANK
Commitment Bonuses – Interim Scheme
Commitment Bonuses – New Schemes
Financial Incentive Schemes for Recruitment and
Retention
CHAPTER 8 – STATUTORY PAYMENTS
Contents
Section 1
Annex A
Annex B
-
Statutory Payments and Grants - Overview
Sure Start Maternity Grant
Family Maintenance Grant
Contents
Section 1
-
Section 2
-
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
-
Single Living Accommodation and the Substitute
Equivalents
Service Families’ Accommodation and the Substitute
Equivalents
Fuel and Light Charges
Garages and Carports
Garage Encroachments
Contributions in Lieu of Council Tax
Rent, Rates and Council Tax Rebate Scheme
Caravan Site Facilities
Services Cotswold Centre, Corsham
Food Charging
CHAPTER 9 - CHARGES
ATTACHMENTS
Directed Letters &
CILOCT / CTR Signal
2013/14Armed Forces Pay Review
Rates of Pay and Charges for the Royal Navy, Royal
Marines, the Army and the Royal Air Force
2013/14 Senior Salaries Review Body – Rates of Pay and
Charges for 2, 3 and 4-Star Officers
2013/14 Armed Forces Pay Review
Rates of Pay, Distinction and Clinical Excellence Awards
for Medical and Dental Officers, Medical and Dental
Reserve Officers and Officers Serving in the Cadet
Forces
2013/14 Armed Forces Pay Review
Pay Rates for Special Forces and Niche Capabilities
2013/14 Armed Forces Pay Review
Revised Rates of Pay and Charges for the Royal
Naval/Royal Marine Reserves, the Territorial Army, the
Royal Air Force Reserves and all Cadet Forces
CILOCT and CTR Signal – Daily Rates with effect from 1
April 2013
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JSP 754
Edition 19 dated 1 Oct 13
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CHAPTER 1
INTRODUCTION
SECTION 1 – PRINCIPLES
01.0101 – 01.0103
01.0104
01.0105
01.0106 - 01.0107
01.0108
01.0109
-
Joint Service Publication 754
Joint Personnel Administration
Authority
Appeal Process
Definition of Terms
Amendments
SECTION 2 – THE MILITARY SALARY
01.0201
01.0202 – 01.0203
01.0204 – 01.0205
01.0206
-
Introduction
The X-Factor
Civilian Employment
Additional Employment including Professional Sports
Activities
SECTION 3 – ROLES AND FUNCTIONS
01.0301 - 01.0302
01.0303 - 01.0304
01.0305
01.0306
01.0307
01.0308
01.0309 – 01.0310
01.0311
01.0312 – 01.0316
01.0317 – 01.0319
-
The Armed Forces’ Pay Review Body
The Review Body on Senior Salaries
Service Personnel Policy Pay and Allowances
The Joint Services’ Job Evaluation Team
Single-Service Pay Colonels
Reserve Forces’ Personnel
Service Personnel and Veterans Agency
Service Personnel and Veterans Agency Change Gate
Joint Personnel Administration Centre
Unit Human Resources Administration Staff
ANNEX A
ANNEX B
-
Armed Forces’ Pay Review Body - Terms of Reference
Review Body on Senior Salaries - Terms of Reference
SECTION 4 – GLOSSARY OF TERMS
SECTION 5 – LIST OF STANDARD ABBREVIATIONS
SECTION 6 – TABLE OF NATO RANKS
SECTION 7 – BUSINESS PROCESS GUIDES
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JSP 754
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i
CHAPTER 1
SECTION 1
PRINCIPLES
Joint Service Publication 754
01.0101.
This Joint Service Publication (JSP) is the authoritative
publication for all Service Pay and Charges issues. It is designed for use by
all Service personnel, their line managers and specialist administration staffs,
to determine entitlement to pay and the criteria for the payment of appropriate
charges.
01.0102.
This publication details the regulations for payment of the
military salary, Recruitment & Retention Payment, additional emoluments and
appropriate deductions, such as food and accommodation charges.
01.0103.
The policies contained within this JSP have been equality and
diversity impact assessed in accordance with Departmental policy. This
resulted in a Part 1 screening only completed (no direct discrimination or
adverse impact identified). This JSP is due for review again on 1 October
2014.
Joint Personnel Administration
01.0104.
Joint Personnel Administration (JPA) represents a harmonised
and simplified personnel and pay policy. JPA was introduced to replace
single-Service systems for personnel and pay administration that were
inflexible and costly to maintain.
Authority
01.0105.
Section 333 of the Armed Forces Act 2006 allows her Majesty to
make by warrant, provision with respect to pay, bounty and allowances for
members of the regular or reserve forces. A copy of the extant warrant – the
Armed Forces Pay, Bounties and Allowances Warrant 2009 and the Armed
Forces Pay, Bounties and Allowances (Amendment) Warrant 2010 – is
available online here. With few exceptions, Chief of Defence Personnel
(CDP) is responsible for all Service pay policy. Where policy responsibility lies
elsewhere, the lead organisation is indicated at the top of the relevant
regulation within this JSP. CDP delegates the pay policy lead to the Director
Service Personnel Policy (D SP Pol). The Service Personnel and Veterans
Agency’s (SPVA) Pay and Allowances Casework and Complaints Cell
(PACCC) is responsible for casework that results from that policy. Appeals
against casework decisions made by the PACCC will be considered in
accordance with Chapter 1, Section 3, Paragraphs 01.0314 01.0315. Within D SP Pol’s area, the head of Remuneration has day-to-day
responsibility for pay and charges policy, the regulations for which are
promulgated in this JSP. In discharging these responsibilities Hd of Rem may
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consult with the single Service Pay Colonels. Sponsorship and periodic
review of the policy is vested with PERS TRG-REM-PAY POL 2, whilst
responsibility for publication of new editions of this JSP is delegated to PERS
TRG-REM-PAY POL 3.
01.0106.
Retrospective Claims. No claim will be paid for any payment
or refund relating to any period more than 6 years prior to the date of the
claim, or such shorter period as may be specified in these Regulations.
Payments or refunds may only be paid where entitlement can be established
beyond doubt and where it can be proved by reference to accounts or other
documents that payment has not already been made.
01.0107.
No person shall be entitled to claim as a right any pay,
promotion, emolument, or other benefit conferred by any provision of this JSP
in the event of such provision being at any time varied or cancelled. Any
charges imposed by any provision of this JSP may be varied or cancelled and
new charges may be introduced.
Definition of Terms
01.0108.
Section 4.
A full glossary and definition of terms is included at Chapter 1
Amendments
01.0109.
Proposals for amendments to the policy contained in this JSP
are to be submitted through single-Service chains of command to Pay &
Charges 2. The PACCC may also submit proposed amendments to policy
resulting from processed casework direct to CDP Remuneration.
Amendments will be published as and when necessary. Advance
amendments may be issued to forewarn personnel of significant changes.
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JSP 754
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CHAPTER 1
SECTION 2
THE MILITARY SALARY
Introduction
01.0201.
The ‘military salary’ (basic pay, not including X-factor) introduced
in 1970, is paid to all Service personnel. The levels of pay and charges are
set by the Government based on recommendations by the Armed Forces’ Pay
Review Body (AFPRB) or, for two-star officers and above, the Senior Salaries
Review Body (SSRB). The basic principle applied since the appointment of
the AFPRB in 1971 is that the package of Service pay and charges must be
fair in relation to those applying to civilian occupations. In order to determine
levels of pay within the military salary, a technique for measuring job size,
called job evaluation, is used. Pay is maintained at levels broadly comparable
with those received by civilians doing jobs of a similar size and job evaluated
weight. Charges levied for accommodation and food also reflect broad levels
of expenditure on similar commodities in civilian life abated, where justified, to
reflect circumstances peculiar to the Services. The level of military salary is
enhanced by the ‘X-Factor’.
The X-Factor
01.0202.
The X-Factor is a percentage increase to the military salary of
regular Service personnel (and Reserve personnel depending on commitment
level), intended to reflect the differences between conditions of service
experienced by members of the Armed Forces over a full career and
conditions in civilian life, which cannot be taken directly into account in
assessing pay comparability.
•
Full-time Personnel - The full level of X-Factor is payable up to level 9
on the OF4 range. X-Factor tapers beyond this up to and including the
rank of OF8, to reflect the fact that officers of these ranks are affected
to a lesser extent by X-Factor elements.
•
Reserve Personnel – The full level of X-Factor is payable up to level 5
of the OF4 range. X-Factor tapers beyond this up to and including the
rank of OF8, to reflect the fact that officers of these ranks are affected
to a lesser extent by X-Factor elements.
01.0203.
The components of X-Factor are within a framework covering
the features, impact and social aspects of the job. The components of XFactor include:
a.
b.
c.
d.
Danger.
Turbulence.
Separation.
Job Satisfaction.
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e.
f.
g.
h.
i.
Job Security.
Trade Union Membership and Industrial Action.
Stress at Work.
Individual Rights.
Support to personnel and their families.
Civilian Employment
01.0204
As a matter of both policy and financial regularity, Service
personnel should not be paid twice for their working time (unless during
terminal leave, see 01.0205, or annual leave/off duty, see 01.0206.
Therefore, whilst undertaking Regular service, and in receipt of Service pay
and allowances, Service personnel are not permitted to receive payment from
another employer for services they are paid to deliver by the Crown. In these
circumstances, any remuneration paid by another employer in connection with
such services is therefore payment for services for which the Crown has
already paid the individual Service person, and such payment is therefore due
to the Crown rather than to the individual. Examples include, but are not
limited to, officers seconded to industry 1, Judicial Appointments and Medical
pre-registration house officers employed in civilian hospitals. Advice should
be sought from DFM if personnel are in doubt about the propriety of accepting
payments. Where payment occurs, the civilian authority should be requested
to forward payments in respect of salary, on a monthly or quarterly basis, to
SPVA, via the individual’s accounting unit 2. Cheques should be made
payable to: ‘The Accounting Officer, Ministry of Defence’ and crossed 'A/c
Payee only'. The cheques will be banked by SPVA in Lloyds sub account
HMG3605. Cheques should include the unit RAC/UIN to ensure the proceeds
are credited to the correct unit. Payment should include:
(a)
A sum equivalent to the employer’s superannuation contribution
to their superannuation scheme.
(b)
The employer’s National Insurance contribution.
(c)
Any extra payments of entitlement.
(d)
A statement showing breakdown of salary.
For full guidance on how to write out cheques for recovery to MoD see JSP
891 para 7.40.
1
This policy does not apply to those on secondment terms who remain subject to Service law
but who do not receive pay.
2
Naval Barristers undertaking pupillage training should declare their second income to their
Tax Office and maintain a record of all fees and expenses. The net income (after deduction
of Income Tax/NIC, reasonable expenses and any chambers’ fees) is to be paid to the MoD
as per paragraph 01.0204 above. All paperwork should be submitted to Fleet DNLS Legal
Training for checking prior to being forwarded to SPVA.
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01.0205
Where an individual commences civilian employment pending
discharge from the Service, payment from both sources may be received
during the terminal leave period.
Additional Employment including Professional Sports Activities
01.0206.
In accordance with single-Service Queen’s Regulations (QRs)
(RN J.8401 – 8403, Army J.5076 – 5078 and RAF J.909 - 910), all Service
personnel must seek approval from their Commanding Officers before
accepting temporary employment during normal leave or off-duty hours.
Individuals undertaking professional sporting activities should refer to singleService guidance on participation in sporting activities (Chapter 9 of the RN
Physical Training Manual (BRd51), Chapter 111 of AGAI Volume 3, and
AP 3415 Section 2 Chapter 2 Annex B), which detail how their pay may be
abated. All personnel also need to ensure that any additional employment
does not contravene Service Regulations on Commercial Sponsorship (QRRN
J.8301 - 8305, QR(Army) J5.024 and QR(RAF) J914).
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JSP 754
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CHAPTER 1
SECTION 3
ROLES AND FUNCTIONS
The Armed Forces’ Pay Review Body
01.0301.
The Armed Forces’ Pay Review Body (AFPRB) Role. As
Service personnel have no negotiating body such as a trade union or
federation to look after their pay interests, in 1971 the Government set up the
AFPRB to carry out an annual review of the military salary. Membership of
the AFPRB is drawn from eminent civilians of widely differing backgrounds,
one of whom is always a retired senior member of the Armed Forces. Their
role is to advise the Prime Minister and the Secretary of State (SofS) for
Defence on the levels of pay and charges, and some allowances, which they
consider appropriate for members of the Armed Forces up to and including the
rank of OF6. When set up, it was stated that the recommendations of the
AFPRB would be accepted by the Government unless there were clear and
compelling reasons for not doing so. There are no Government Departments
represented on the AFPRB, and the case for the Services is presented by the
submission of papers of evidence by the Ministry of Defence (MOD) and at
meetings held between the AFPRB, MOD and Service representatives. The
rates of pay and charges recommended by the AFPRB in the light of this
evidence are passed directly to the Prime Minister and SofS. The final
decision whether to accept the AFPRB recommendations rest with the Prime
Minister. On the basis that they are agreed, SofS then presents the AFPRB
annual report, which contains the rates of pay and charges, to Parliament.
The rates are also promulgated annually by CDP Remuneration in a Directed
Letter (see 01.0305).
01.0302.
AFPRB Function. Terms of reference for the AFPRB are
shown at Annex A to this Section.
The Review Body on Senior Salaries
01.0303.
The Review Body on Senior Salaries (SSRB) Role. The
SSRB advises the Prime Minister on the remuneration appropriate to senior
public servants (senior Civil Servants, senior members of the judiciary, officers
of the Armed Forces at OF7 rank and above, and any other group which the
Government might from time to time specify). Rates of pay for senior military
officers are recommended by the SSRB, agreed by the Prime Minister,
published in the SSRB report and promulgated annually by Hd of Rem in a
Directed Letter.
01.0304.
SSRB Function. Terms of reference for the SSRB are shown
at Annex B to this Section.
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CDP Remuneration
01.0305.
The Remuneration Division is part of the CDP organisation
within MOD Head Office, and retains overall responsibility for pay and
allowances policy, providing documentary evidence and reports to the AFPRB
and SSRB for consideration. The Pay team within the Remuneration Division
is responsible for promulgating changes in pay policy and rates of pay through
the publication of Directed Letters and the maintenance of the JSP to ensure
that it reflects current pay policy. They also act as final arbiters for any
casework forwarded by the Pay and Allowances Casework and Complaints
Cell (PACCC) and for enforcing, or where necessary, agreeing revised policy
for all aspects of tri-Service pay regulations. In some cases, delegated
powers of responsibility are issued to single-Service authorities to authorise
payments in exceptional circumstances, however, single-Service staffs are not
empowered to alter existing regulations. Recommendations for changes to
existing regulations and policies are to be submitted by single-Service
authorities through individual Pay Colonel (Col) staffs, who are the singleService points of contact for all pay policy matters, for final submission to CDP
Remuneration for consideration.
The Joint Services’ Job Evaluation Team
01.0306.
The Joint Services Job Evaluation Team (JSJET) includes
representatives of all 3 Services. Their role is to assess the relative job
weight of each trade, at each rank, using a process called job evaluation (JE)
as follows:
a.
JSJET analyst’s interview selected jobholders to analyse their
job in depth, based upon a detailed job description provided by the
Head of Arm or Service responsible for the trade. JE is concerned with
the job and not the jobholder and does not take account of the abilities
of the individual.
b.
This information is then taken forward to a tri-Service JE judging
panel, supported by the Head of Arm or Service responsible for the
trade. This panel assigns a job weight to each rank for the trade under
review.
c.
The job weight scores are then used to determine how the trade
will be paid at each rank. Again the Head of Arm or Service
responsible for the trade has a key role to play.
Single-Service Pay Colonels
01.0307.
The single-Service Pay Cols and their staff each work for their
respective single-Service Principal Personnel Officer 1 (PPO). Their role is to
support their respective PPOs in providing the single-Service lead in pay and
charges policy, delivering their respective Service’s case for remuneration and
1
2nd Sea Lord for RN/RM, Adjutant General for Army and Air Member for Personnel for RAF.
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charges to CDP Remuneration and the AFPRB. In addition single-Service
Pay Cols are responsible for taking forward casework from their respective
Service as part of the formal redress/complaint procedure. The single-Service
Pay Cols are:
a.
RN.
NAVY PERS-PPA DACOS
b.
Army.
Army PersSvcs-PS10-AD
c.
RAF.
Air-COSPers-Pol PersStrat
Reserve Forces’ Personnel
01.0308.
For the purposes of pay and charges the Reserve Forces and
Cadets Assistant Head of Capability (RF&C AHd Cap) is the policy focal point
for the Reserves.
Service Personnel and Veterans Agency
01.0309.
The Service Personnel and Veterans Agency (SPVA) is
responsible for the delivery of current and future Personnel Administration
services to agreed standards and ministerial targets as laid down in the
Framework Document for the Agency and the Corporate Plan.
01.0310.
SPVA contributes to the operational effectiveness of the Armed
Forces through the provision of pay and administration services to Service
Personnel. Additionally, the Agency provides direct support to the mobilisation
of Reservists and the deployment of operational manpower systems.
Service Personnel and Veterans Agency Change Gate
01.0311.
SPVA(C) Gate are responsible for processing new or changed
requirements from single-Service Authorities, Pay Colonel staffs, CDP
Remuneration staff and other authorities as appropriate, to the JPAC PDT for
payment.
Joint Personnel Administration Centre
01.0312.
The JPAC Role. The JPAC, part of SPVA, is the management
centre for the running of joint personnel administration and the Joint
Personnel Administration Centre Pay Delivery Team (JPAC PDT) deals
specifically with enquiries relating to pay, charges and allowances.
01.0313.
The JPAC Function. With regard to pay and charges, the
JPAC is responsible for the calculation, accounting and issuing of pay to
Service personnel based on information supplied by individual accounting
units and other Service or outside organisations. It is also responsible for
effecting statutory deductions and authorised recoveries.
01.0314.
Casework. There will be occasions where the eligibility and
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entitlements detailed in this JSP do not fully cover the circumstances of every
Service person. Refer to JSP 752 for regulations and details on how to
submit casework.
01.0315.
Appeals Process. Refer to JSP 752 for regulations and details
on how to submit appeals.
01.0316.
JPA Service Delivery Complaints. Complaints relating to
Service Delivery failures should not be confused with Service Complaints .
Detailed instructions for submitting a JPA Service Delivery Complaint can be
found on the SPVA Infocentre web page.
Unit Human Resources Administration Staff
01.0317.
Role. Unit Human Resources Administration Staff (Unit HR
Admin staff) are responsible for all aspects of personnel administration within
their Unit. In some cases Unit HR Admin staff will also have a parenting
responsibility for the administration function of individuals serving in lodger
units posts under their remit.
01.0318.
Function. In relation to pay and charges, Unit HR Admin staff
or delegated HR Admin Staff (for “orphaned” personnel) are responsible at
unit level for maintaining pay details within JPA, and are responsible for
ensuring that changes to an individual’s circumstances that will affect pay and
charges, and associated details are promptly notified to JPA either manually
through the JPAC or directly on-line. Unit HR Admin staff are to ensure that all
documents supporting pay and charges are correctly and legibly prepared and
that all advances are properly authorised and within the terms set out in
Chapter 2 Section 5.
01.0319.
Customer Interface. Individual Service personnel will be able
to access JPA as a customer, to view their own pay, and also action certain
occurrences affecting their own pay, allowances and personal details. Full
details for accessing information and processing are contained in the on-line
Business Process Guides.
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ANNEX A TO CHAPTER 1 SECTION 3
ARMED FORCES’ PAY REVIEW BODY - TERMS OF REFERENCE
1.
The AFPRB is to provide independent advice to the Prime Minister and
the SofS for Defence on the remuneration and charges for members of the
Naval, Military and Air Forces of the Crown.
2.
In reaching its recommendations, the AFPRB is to have regard to the
following considerations:
a.
the need to recruit, retain and motivate suitably able and
qualified people taking account of the particular circumstances of
Service life;
b.
Government policies for improving the public services, including
the requirement on the MOD to meet the output targets for the delivery
of departmental services;
c.
the funds available to the MOD as set out in the Government’s
departmental expenditure limits; and
d.
the Government’s inflation target.
3.
The AFPRB shall have regard for the need for the pay of the Armed
Forces to be broadly comparable with pay levels in civilian life.
4.
The AFPRB shall, in reaching its recommendations, take account of the
evidence submitted to it by the Government and others. The AFPRB may
also consider other specific issues as the occasion arises.
5.
Reports and recommendations should be submitted jointly to the SofS
for Defence and the Prime Minister.
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JSP 754
Edition 19 dated 1 Oct 13
1–3–A–1
ANNEX B TO CHAPTER 1 SECTION 3
REVIEW BODY ON SENIOR SALARIES - TERMS OF REFERENCE
1.
The SSRB provides independent advice to the Prime Minister, the Lord
Chancellor and the SofS for Defence on the remuneration of holders of judicial
office; senior civil servants; senior officers of the Armed Forces; and other
such public appointments as may from time to time be specified.
2.
The Review Body also advises the Prime Minister from time to time on
the pay and pensions of Members of Parliament and their allowances; on
Peers’ allowances; and on the pay, pensions and allowances of Ministers and
others whose pay is determined by the Ministerial and Other Salaries Act
1975. If asked to do so by the Presiding Officer and the First Minister of the
Scottish Parliament jointly; or by the Speaker of the Northern Ireland
Assembly; or by the Presiding Officer of the National Assembly for Wales; or
by the Mayor of London and the Chair of the Greater London Assembly jointly;
the Review Body also from time to time advises those bodies on the pay,
pensions and allowances of their members and office holders.
3.
In reaching its recommendations, the Review Body is to have regard to
the following considerations:
a.
the need to recruit, retain and motivate suitably able and
qualified people to exercise their different responsibilities;
b.
regional/local variations in labour markets and their effects on
the recruitment and retention of staff;
c.
Government policies for improving the public services including
the requirement on departments to meet the output targets for the
delivery of departmental services;
d.
the funds available to departments as set out in the
Government’s departmental expenditure limits;
e.
the Government’s inflation target.
4.
In making recommendations, the Review Body shall consider any
factors that the Government and other witnesses may draw to its attention. In
particular it shall have regard to:
a.
differences in terms and conditions of employment between the
public and private sector and between the remit groups, taking account
of relative job security and the value of benefits in kind;
b.
changes in national pay systems, including flexibility and the
reward of success; and job weight in differentiating the remuneration of
particular posts;
JSP 754
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c.
the need to maintain broad linkage between the remuneration of
the three main remit groups, while allowing sufficient flexibility to take
account of the circumstances of each group; and
d.
the relevant legal obligations, including anti-discrimination
legislation regarding age, gender, race, sexual orientation, religion and
belief and disability.
5.
The Review Body may make other recommendations as it sees fit:
a.
to ensure that, as appropriate, the remuneration of the remit
groups relates coherently to that of their subordinates, encourages
efficiency and effectiveness, and takes account of the different
management and organisational structures that may be in place from
time to time;
b.
to relate reward to performance where appropriate;
c.
to maintain the confidence of those covered by the Review
Body’s remit that its recommendations have been properly and fairly
determined; and
d.
to ensure that the remuneration of those covered by the remit is
consistent with the Government’s equal opportunities policy.
6.
The Review Body will take account of the evidence it receives about
wider economic considerations and the affordability of its recommendations.
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JSP 754
Edition 19 dated 1 Oct 13
1–3–B–2
CHAPTER 1
SECTION 4
GLOSSARY OF TERMS
The following expressions, when used in the Pay Structure policy statements,
shall be held to have the meanings stated below.
Accelerated Incremental
Progression (AIP)
Armed Forces Pay Review Body
(AFPRB)
Ante-dated Seniority
Basic Pay
Business Process Guides
Early Payment In Cash
Incremental Bar
Incremental Base Date (IBD)
Incremental Level (IL)
In addition to Yearly Incremental Progression (YIP) (see
Section 4), an individual may be awarded Accelerated
Incremental Progression (AIP) as an incentive for the
attainment of key qualifications required by the individual
Services. The effect of such AIP is the reward of an
‘immediate increment’ so that the Incremental Base Date
(IBD) for YIP is unaffected (see Chapter 3, Section 6).
The AFPRB is drawn from eminent civilians of widely
differing backgrounds, one of whom is always a retired
senior member of the Armed Forces. It is their role to
advise the Prime Minister and the Secretary of State
(SofS) for Defence on the levels of pay and charges, and
some allowances, which they consider appropriate for
members of the Armed Forces up to and including the
rank of OF6 (see Chapter 1, Section 3, Annex A).
Ante-dated Seniority is a mechanism which provides for
the granting of a seniority date in a rank which is prior to
the actual date of assumption of the rank. Personnel
granted an ante-date of seniority for experience gained
before entry or during service will count such ante-date,
as detailed by single Service regulations, for the purpose
of qualifying experience for increments of pay.
Incremental progression is therefore calculated from the
date from which seniority is granted rather than the actual
date of assumption of the rank.
Basic pay comprises base pay and X-factor (see Chapter
3, Section 1).
Business Process Guides (BPGs) detail the actions
required by unit administrators to ensure that pay and
charges policy is properly delivered by JPA.
An Early Payment In Cash (EPIC) is a sum that is paid to
an individual other than their normal monthly pay to bank.
The Services set incremental bars to meet their individual
manning requirements. In addition to the factors at
03.0409, incremental progression is not possible when a
bar is in place. For example, if an increment bar is set at
Increment Level (IL) 5, an individual barred at IL5 would
not be able to progress to IL6 until the appropriate
criterion has been satisfied (see Chapter 3, Section 4).
An Incremental Base Date (IBD) is the date upon which,
in normal circumstances, a YIP is awarded. This date is
calculated initially from the date of enlistment and
thereafter will normally change on the effective date of
promotion to a subsequent higher paid rank (see Chapter
3, Section 4).
An Increment Level (IL) is one of a series of pay rates that
go to make up a pay range (see Chapter 3, Section 1).
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Mark-Time Rate of Pay (MTRP)
Minimum Drawing Rate (MDR)
Pay Profile
Premature Voluntary Release
(PVR)
Qualification Points (QP)
Range
Rate of Pay
Return Of Service (ROS)
Reckonable Paid Service
Reckonable Service
Specially Determined Rate of
Pay (SDRP)
A Mark Time Rate of Pay (MTRP) is a rate of pay that is
higher than that to which an individual would normally be
entitled for their rank, experience in rank, employment
category or qualifications and is applied in certain
circumstances to ensure that an individual does not take a
cut in pay. A MTRP does not attract annual pay uplifts
and incremental progression is only applicable in
accordance with Chapter 3 Sections 4 and 6. An
individual will generally remain on a MTRP until they have
satisfied the criteria to entitle them to a higher rate of pay
on the relevant range for their trade/rank (see Chapter 3,
Section 1).
The MDR is the minimum rate of pay beyond which no
further compulsory deductions should be made from an
individual’s pay account in respect of the items listed in
02.0406. The MDR mechanism is designed to protect
Service individuals by guaranteeing that certain otherwise
compulsory deductions will not be made from their pay
once the MDR threshold has been reached (see Chapter
2, Section 4)
All trades and non-commissioned aircrew categories in
the Armed Forces are allocated to a pay range within one
of the two pay spines on the basis of Job Evaluation (JE).
The output of the process is called a pay profile for the
trade (see Chapter 3, Section 1).
PVR is when a Service individual elects to apply for a
voluntary termination of Service earlier than their normal
retirement date.
A qualification point (QP) is an incremental bar which can
only be crossed through by the attainment of a specific
qualification or promotion mark/grading. QPs may be
imposed at different ranks and trades within the
incremental ranges beyond which individuals will not
proceed unless they have the necessary qualification or
promotion marking/grading. QPs are set to meet the
particular manning requirements of the individual Services
(see Chapter 3, Section 4).
A range comprises a number of Increment Levels. For
pay purposes, rank is assigned to a range. In certain
circumstances more than one rank may share a range
(see Chapter 3, Section 1).
All personnel receive a rate of pay – this is the actual
monetary value published each year in a Directed Letter
issued by CDP Remuneration (see Chapter 3, Section
1).
A Return of Service (ROS) is a period of reckonable
service required from an individual on completion of a
specified period of training or on receipt of a financial
recruitment or retention bonus.
Reckonable paid service is every day for which a Service
individual receives pay.
Reckonable service can include days for which the
Service individual has not been paid, and these
circumstances are described in the relevant Chapters.
A SDRP is a rate of pay above the maximum Increment
Level of a range to which an individual would normally be
entitled. The rate of pay applicable as a SDRP will be
unique to the individual and not published in CDP
Remuneration’s Directed Letter on Pay and Charges (see
Chapter 3, Section 1).
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Spine
Standstill Rate of Pay (SSRP)
Table
X-Factor
Yearly Incremental Progression
(YIP)
A spine contains a number of pay ranges. There will only
ever be one range per rank within a spine (see Chapter
3, Section 1).
A Stand Still Rate of Pay (SSRP) is a pay level that is
assigned to an individual on promotion or entry to the
Service which, because of the need to guarantee a
certain level of pay, is above the normal entry level for the
rank. In such circumstances, progression beyond a
SSRP is only possible once the appropriate seniority in
rank has been achieved. A SSRP will attract annual pay
uplifts and incremental progression is only applicable in
accordance with Chapter 3 Sections 4 and 6 (see
Chapter 3, Section 1).
A table is the collective term for a number of pay spines
applicable to a specific group of Service personnel (see
Chapter 3, Section 1).
The X-factor is a percentage increase to the military
salary of regular Service personnel (and Reserve
personnel depending on commitment level), intended to
reflect the differences between conditions of service
experienced by members of the Armed Forces over a full
career and conditions in civilian life, which cannot be
taken directly into account in assessing pay comparability
(see Chapter 1, Section 2).
Yearly Incremental Progression (YIP) is awarded on the
anniversary of the Incremental Base Date (IBD) to
individuals who are not on the maximum Incremental
Level for their trade and rank and have satisfied the
criteria set out in Chapter 3, Section 4. YIP is awarded to
reflect experience and performance in rank.
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JSP 754
Edition 19 dated 1 Oct 13
1–4–3
CHAPTER 1
SECTION 5
LIST OF STANDARD ABBREVIATIONS
A B C D E F G H I J K L M N O P Q R S T U V W X Y Z
A
AAC
AC
ACAD
ACF
ACT
AD
ADC
ADI
ADQUAL
ADS
AEW
AFOMS
AFPRB
AFPS
AFPS 75
AFPS 05
AFT
AGAI
AHO
AIP
AML
AMTC
ANC
AP
APC
APW
AR
ASCAB
ASGPAB
ASTOR
AT
ATC
AVC
AWACS
AWC
Army Air Corps
Aircraftman
Army Compressed Air Diver
Army Cadet Forces
Annual Continuous Training
Army Diver
Additional Duties Commitment
Army Diving Instructor
Additional Qualification
Army Diving Supervisor
Airborne Early Warning
Armed Forces’ Occupational Maternity Scheme
Armed Forces’ Pay Review Body
Armed Forces’ Pension Scheme
Armed Forces’ Pension Scheme 75
Armed Forces’ Pension Scheme 05
Advanced Further Training
Army General and Administrative Instructions
Advanced HUMINT Operator
Accelerated Incremental progression
Additional Maternity Leave
Airmen Aircrew Management Training Course
Advanced Navigators Course
Air Publication
Army Personnel Centre
Army Pay Warrant
Acting Rank
Armed Services Consultant Appointments Board
Armed Services’ General Practitioner Approval Board
Advanced Stand Off Radar
Additional Training
Air Training Corps
Additional Voluntary Contributions
Airborne Early Warning Aircraft System
Air Warfare Centre
B
BACS
BFT
BPG
BNC
BPG
BR 2806
BRNC
Banks Automated Clearing System
Basic Flying Training
Business Process Guide
Basic Navigators Course
Business Process Guide
UK Military Diving Manual
Britannia Royal Naval College
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C
CB
CBDA
CBPS
CCB
CCF
CDE
CDL
CDP
CDS
CEA
CFAV
CILOCT
CMR
CMS(R)
CO
COS
COTF
CS
CSA
CTB
CTR
CTT
CWO
Commitment Bonus
Clearance Divers Breathing Apparatus
Central Bank Payment System
Continuous Career Basis
Combined Cadet Forces
Clearance Diving Elements
Chief of Defence Logistics
Chief of Defence Personnel
Chief of the Defence Staff
Clinical Excellence Award
Cadet Force Adult Volunteers
Contribution in Lieu of Council Tax
Casual Meal Rate
Common Military Syllabus (Recruits)
Commanding Officer
Chief of Staff
Chaplain of the Fleet
Career Stream
Child Support Agency
Completion of a Task Basis
Council Tax Relief
Conversion-to-Type
Commissioned Warrant Officer
D
DA
DBWG
DCI
DCOTF
DDNLM(Pay)
DDP(P&A)(RAF)
DEFT
DER
DFC
D SP Pol
DIN
DM(A)
DMEO
DMS
DMSD
DO
DOMCOL
DRFC
DSF
DTI
DTU
DVTAB
DWP
Distinction Award
Diving Billet Working Group
Defence Council Instruction
Deputy Chaplain of the Fleet
Deputy Director Naval life Management (Pay)
Deputy Director Policy (Pay & Allowances) (RAF)
Defence Elementary Flying Training
Deductions of Earnings
Daily Food Charge
Director Service Personnel Policy
Defence Instructions and Notices
Directorate Manning (Army)
Deputy Marine Engineer Officer
Defence Medical Services
Defence Medical Services Directorate
Dental Officer
Domiciled Commonwealth Overseas Leave
See: RF&C – Reserve Forces and Cadets Division
Director Special Forces
Department of Trade and Industry
Defence Technical Undergraduate
Dental Vocational Trainers Accreditation Board
Department for Work and Pensions
E
ECMC
EOOW
EP/TP
Entitled Casual Meal Charge
Engineering Officer of the Watch
Experimental Protocol/Test Plan
JSP 754
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EQ
EWC
Employment Qualifications
Expected Week of Childbirth
F
FBWG
FC(F)
FJAFT
FMG
FRI
FsAST
FSLO
FTRS
FTRS(FC)
FTRS(HC)
FTRS(LC)
Flying Billet Working Group
Field Conditions (Food)
Fest Jet Advanced Flying Training
Family Maintenance Grant
Financial Retention Incentive
Flight Simulator and Synthetic Trainers IPT
Flight Simulator Liaison Officer
Full Time Reserve Service
Full Time Reserve Service (Full Commitment)
Full Time Reserve Service (Home Commitment)
Full Time Reserve Service (Limited Commitment)
G
GD
GDP
GDPTP
GMP
GMPTP
GST
General Duties
General Dental Practitioner
General Dental Practitioner Trainer Pay
General Medical Practitioner
General Medical Practitioner Trainer Pay
General Service Training
H
HBWG
HHI
HMIT
HMM
HR
HRR
Hydrographic Billet Working Group
Helicopter Handling Instructors
HM Inspector of Taxes
Higher Medical Management
Human Resources
High Readiness Reservists
I
IBD
IC
IL
IMA
INM
IOT
IPP
ISTAR
ITEPA 2003
Incremental Base Date
Internal Communications
Increment Level
Interim Maintenance Assessment
Institute of Naval Medicine
Initial Officer Training
Initial Pension Point
Intelligence Surveillance Target Acquisition Reconnaissance
Income Taxes (Earnings and Pension) Act 2003
J
JE
JEFTS
JPA
JPAC
JSJET
JSP
Job Evaluation
Joint Elementary Flying Training School
Joint Personnel Administration
Joint Personnel Administration Centre
The Joint Services Job Evaluation Team
Joint Service Publication
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L
LAC
LE
LOA
LPC
LSAP
LSL
LSN
Leading Aircraftman
Late Entrant
Local Overseas Allowance
Landing Point Commanders
Long Service Advance of Pay
Long Service List
Line Serial Number
M
MA
MAP
MCDO
MCMV
MCQ
MDG
MDR
MEARW
MEO
MEPT
MFAPRG
MIP
ML
MLBWG
MLSE
MMRR
MO
MOD
MODCEAC
MODO
MOU
MPGS
MPP
MTD
MTRP
Maternity Allowance
Maternity Allowance Period
Mine Clearance Diving Officer
Mine Counter Measure Vessel
Marine Charge Qualification
Medical Director General
Minimum Drawing Rate
Multi-Engine Advanced Rotary Wing
Marine Engineer Officer
Multi Engine Pilot Training
Minor Forms of Aircrew Pay Review Group
Medical Incremental Progression
Mountain Leader
Mountain Leader Billet Working Group
Military Local Service Engagement
Medical Manning and Retention Review
Medical Officer
Ministry of Defence
Ministry of Defence Clinical Excellence Awards Committee
Medical Officer/Dental Officer
Memorandum of Understanding
Military Provost Guard Service
Maternity Pay Period
Man Training Day
Mark Time Rate of Pay
N
NATO
NCA
NCB
NCO
NCOW
NERP
NGR
NHS
NI
NIC
NMCDO
NMEAOW
NPOC
NQW
NRD
NRPO
NRPS
North Atlantic Treaty Organisation
Non-Commissioned Aircrew
Non-Continuous Basis
Non Commissioned Officer
Nuclear Chief of the Watch
New Entrant Rate of Pay
General Right to Notice Discharge
National Health Service
National Insurance
National Insurance Contributions
Nuclear Main Control Desk Operator
Nuclear Marine Engineer Artificer of the Watch
Nuclear Propulsion Operators Course
Not Qualified for Waterwork
Normal Retirement Date
Nuclear Reactor Panel Operator
Non Regular Permanent Staff
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Edition 19 dated 1 Oct 13
1–5–4
O
OAL
OCFR
OCP
OCU
OES
OJAR
OML
ONCAWG
OPG
ORA
ORD
OR
OSB(FC)
OSDS
OSR
OTC
Officer’s Appointment List
Officer Commissioned from the Ranks
Operational Conversion Phase
Operational Conversion Unit
Operational Evaluation Squadron
Officers’ Joint Appraisal Report
Ordinary Maternity Leave
Officers and NCA Working Group
Overall Performance Grade
Overseas Rent Allowance
Optional Retirement Date
Other Rank
Operations Support Branch (Fighter Control)
Open Space Diving System
Official Service Residence
Officer Training Corps
P
PACCC
PAS
PAYD
PAYE
PAX
PC
PES(A)
PI
PJIRG
PMOC
PMPS
POL
PRHO
PSTAT CATS
PVR
Pay and Allowances Casework and Complaints Cell
Professional Aviators’ Pay Spine
Pay As You Dine
Pay as you Earn
Personal Accident Insurance
Permanent Commission
Pilot Employment Stream (Army)
Performance Indicator
Parachute Jump Instructor Review Group
Personnel Management Operations Centre
Performance Management and Pay System
Post Operational Leave
Pre-Registration House Officer
Personal Status Category
Premature Voluntary Release
Q
QFI
QM
QML
QP
QP
QW
Qualified Flying Instructor
Quarter Master
Qualified – Medical List
Qualification Point
Qualifying Period
Qualifying Week
R
R Irish (HS)
R Irish (HSFT)
R Irish (HSPT)
RARO
RAuxAF
RAVC
RB
REC
REME
Royal Irish (Home Service)
Royal Irish (Home Service Full-Time)
Royal Irish (Home Service Part-Time)
Regular Army Reserve of Officers
Royal Auxiliary Air Force
Royal Army Veterinary Corps
Reserve Band
Research Ethics Committee
Royal Electrical and Mechanical Engineer
JSP 754
Edition 19 dated 1 Oct 13
1–5–5
RF&C
RFA 96
RI
RMAS
RMR
RNR
ROS
RRP
RRP(AD)
RRP(AED)
RRP(D)
RRP(SF)
RRP(SFC)
RRP(SIP)
RRP(SM)
RRP(SM)SUP
RRP(SR)
RTU
RWA
Reserve Forces and Cadets Division
Reserve Forces Act 1996
Recruitment Incentive
Royal Military Academy Sandhurst
Royal Marines Reserve
Royal Naval Reserve
Return of Service
Recruitment & Retention Payment
Recruitment & Retention Payment (Air Dispatch) – Ceased 31 Mar 10
Recruitment & Retention Payment (Aeromedical and Escort Duty)
Recruitment & Retention Payment (Diving)
Recruitment & Retention Payment (Explosive Ordnance Disposal
Operators)
Recruitment & Retention Payment (Flying)
Recruitment & Retention Payment (Flying Crew)
Recruitment & Retention Payment (Hydrographic)
Recruitment & Retention Payment (Joint Helicopter Support Unit
Helicopter Crew) – Ceased 31 March 10
Recruitment & Retention Payment (Mountain Leaders)
Recruitment & Retention Payment (Nursing)
Recruitment & Retention Payment (Nuclear Propulsion)
Recruitment & Retention Payment (Parachute)
Recruitment & Retention Payment (Parachute Jump Instructor)
Recruitment & Retention Payment (Special Communications)
Recruitment & Retention Payment (Special Duties) – Ceased 30 Nov
2008
Recruitment & Retention Payment (Submarine Escape Tank Training)
Recruitment & Retention Payment (Special Forces Swimmer Delivery
Vehicle Troop)
Recruitment & Retention Payment (Special Forces)
Recruitment & Retention Payment (Special Forces Communications)
Recruitment & Retention Payment (Special Intelligence)
Recruitment & Retention Payment (Submarine)
Recruitment & Retention Payment (Submarine) Supplement
Recruitment & Retention Payment (Special Reconnaissance)
Return To Unit
Residence at Work Address
S
SA
SAC
SAP
SAR
SAS
SATOS
SBS
SBWG
SCC
SCC
SDRP
SDS
Specialist Aircrew
Senior Aircraftman
Statutory Adoption Pay
Search and Rescue
Special Air Service
Specialist Aircrew Terms of Service
Special Boat Service
Submarine Billet Working Group
Sea Cadet Corps
Senior Corps Commission
Specially Determined Rate of Pay
Ship’s Diving Supervisor
SEARW
Single Engine Advanced Rotary Wing
SEBRW
SEP
Single Engine Basic Rotary Wing
Sustainable Experience Profile
RRP(EOD)
RRP(F)
RRP(FCP)
RRP(H)
RRP(JHSU HCP)
RRP(ML)
RRP(N)
RRP(NP)
RRP(Para)
RRP(PJI)
RRP(SC)
RRP(SD)
RRP(SETT)
RRP(SF SDV)
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SETT
SF
SFA
SG
SI
SI 1986/1960
SLA
SM
SMO
SMP
SNCO
SofD
SofS
SP
SPAG
SPAR
SPP
SPVA
SRR
SSC
SSFA
SSMG
SSRB
SSRP
SSSA
SUPA
SUY
Submarine Escape Training Tank
Special Forces
Service Families Accommodation
Surgeon General
Statutory Instrument
Statutory Maternity Pay(General) Regulations 1986
Single Living Accommodation
Submarine
Senior Medical Officer
Statutory Maternity Pay
Senior Non-Commissioned Officer
Superintendent of Diving
Secretary of State
Specialist Pay (Now Recruitment & Retention Payment (RRP)
Submarine Parachute Assistance Group
Special Paid Acting Rank - See Acting Rank (AR)
Statutory Paternity Pay
Service Personnel and Veterans Agency
Special Reconnaissance Regiment
Short Service Commission
Substitute Service Families’ Accommodation
Sure Start Maternity Grant
Senior Salaries Review Body
Stand Still Rate of Pay
Substitute Service Single Accommodation
Substitution Pay
Senior Upper Yardmen
T
TA
TMW
TSARs
TSRB
Territorial Army
Tactical Medical Wing
Tri-Service Accommodation Regulations
Top Salaries Review Body - See SSRB
U
UAS
UCE
UKMAM
UKSF
URNU
University Air Squadron
University Cadet Entrant
UK Mobile Air Movements
UK Special Forces
University RN Reserve Unit
V
VO
VRT
Veterinary Officer
Volunteer Reserve Training
W
WC
WCQ
WSO
Weapons Controller
Weapon Charge Qualification
Weapons Systems Officer
Y
YIP
Yearly Incremental Progression
Back to Chapter Contents Page
JSP 754
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Edition 19 dated 1 Oct 13
1–5–7
CHAPTER 1
SECTION 6
TABLE OF NATO RANKS
Royal Navy
OF 10
Admiral of the
Fleet*
OF 9
Admiral
OF 8
Royal Marines
Army
Royal Air Force
Field Marshal*
Marshal of the
Royal Air Force*
General
General
Air Chief Marshal
Vice Admiral
Lieutenant
General
Lieutenant
General
Air Marshal
OF 7
Rear Admiral
Major General
Major General
Air Vice-Marshal
OF 6
Commodore
Brigadier
Brigadier
Air Commodore
OF 5
Captain
Colonel
Colonel
Group Captain
OF 4
Commander
Lieutenant
Colonel
Lieutenant
Colonel
Wing Commander
OF 3
Lieutenant
Commander
Major
Major
Squadron Leader
OF 2
Lieutenant
Captain
Captain
Flight Lieutenant
OF 1
Sub Lieutenant/
Midshipman
Lieutenant
Lieutenant/
Second
Lieutenant
Flying Officer
*Promotion to Admiral of the Fleet, Field Marshal and Marshal of the Royal Air Force is held in
abeyance in peacetime.
JSP 754
Edition 19 dated 1 Oct 13
1–6–1
Royal Navy
Royal Marines
Army
Royal Air Force
OR9
Warrant Officer
Warrant Officer 1
Warrant Officer 1
Warrant Officer
OR8
Warrant Officer 2
Warrant Officer 2
Warrant Officer 2
-
OR7
Chief Petty
Officer
Colour Sergeant
Staff Sergeant
Flight Sergeant
OR5/6
Petty Officer
Sergeant
Sergeant
Sergeant
OR4
Leading Rate
Corporal
Corporal
Corporal
OR3
-
Lance Corporal
Lance Corporal
Lance Corporal
OR2
Able Rate
Marine
Private
OR1
-
-
-
Senior Aircraftman
/Leading
Aircraftman /
Aircraftman
-
Equivalent Civilian Ranks for SUPA and AR are shown in Chapter 3 Sections
8 and 9.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
1–6–2
CHAPTER 1
SECTION 7
BUSINESS PROCESS GUIDES
01.0701.
Business Process Guides (BPGs) detail the actions required by
unit administrators to ensure that pay and charges policy is properly delivered
by JPA.
01.0702.
The BPGs are to be found on the SPVA ‘infocentre’ web page
and where appropriate a hyperlink has been established at the last paragraph
of the relevant Chapter Section of this document.
01.0703.
Administrators must ensure that due reference is given to JSP
754 before using a BPG.
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JSP 754
Edition 19 dated 1 Oct 13
1–7–1
CHAPTER 2
PAY AND THE MILITARY SALARY
SECTION 1 – CALCULATION AND AUTHORISATION OF PAY
02.0101
02.0102 – 02.0103
02.0104
02.0105
02.0106 – 02.0108
02.0109
02.0110
02.0111 – 02.0112
02.0113
-
Joint Personnel Administration Centre
Calculation of Military Salary
Leap Years
Addressing of Tax Enquiries
Payment of Military Salary
Bank Payments
Non-Bank Payments
Refund of Bank Charges
Early Payments in Cash
SECTION 2 – SPLITS OF NET PAY
02.0201 – 02.0204
-
Splits of Monthly Net Pay
SECTION 3 – THE PAY STATEMENT
02.0301 – 02.0302
02.0303
02.0304 – 02.0305
02.0306 – 02.0307
02.0308
ANNEX A
-
Introduction
Electronic Pay Statements
Hard Copy Pay Statements
Notification to Joint Personnel Administration Centre
Certificate of Pay and Tax Deducted
JPA Pay Statement
SECTION 4 – MINIMUM DRAWING RATE
02.0401
Aim
02.0402
Scope
02.0403 – 02.0404
General
02.0405
Minimum Drawing Rate Calculation
02.0406
Items to be Included
SECTION 5 – ADVANCES OF PAY AND METHODS OF REPAYMENT
02.0501
02.0502
02.0503 – 02.0504
02.0505
02.0506
02.0507
-
Aim
Scope
General
Eligibility
Early Repayment
Business Process Guide
SECTION 6 – RECOVERY OF ITEMS FROM PAY (EXCEPT ADVANCES)
02.0601
02.0602
02.0603
02.0604
02.0605
02.0606
02.0607
02.0608
02.0609
02.0610
ANNEX A
-
Aim
Scope
General
Advances of Pay
Recoveries from Pay
Recovery Periods
Early Repayment
Hardship Cases
Objections Against Automatic Recovery
Business Process Guides
Objection to Recovery
JSP 754
Edition 19 dated 1 Oct 13
i
SECTION 7 – VOLUNTARY DEDUCTIONS
02.0701
02.0702
02.0703
02.0704
02.0705
02.0706
02.0707
02.0708
-
Aim
Scope
Conditions
The Payroll Giving Scheme
Payments to Sports Lotteries
Payments to Service Clubs, Associations and HQ Messes
Payments to Service-Facilitated Insurance Schemes
Business Process Guide
SECTION 8 – MISCELLANEOUS DEBITS AND CREDITS
02.0801
02.0802
02.0803
-
Aim
Scope
Conditions
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JSP 754
Edition 19 dated 1 Oct 13
ii
CHAPTER 2
SECTION 1
CALCULATION AND AUTHORISATION OF PAY
Joint Personnel Administration Centre
02.0101.
The Joint Personnel Administration Centre (JPAC) will calculate
and authorise pay for all Service personnel based on the information supplied
by accounting units and other Service or external organisations, including selfservice inputs from individuals. JPAC will also effect deductions and
authorised recoveries such as tax and Earnings Related National Insurance
Contributions (ERNIC) based on the information provided above. Personnel
serving abroad maintain a requirement to pay UK tax on their Service
emoluments irrespective of where they are serving.
Calculation of Military Salary
02.0102.
Prior to JPA the military salary was calculated using daily rates
of pay. The biggest single effect JPA will have on ‘basic pay’ is the move to
annual salaries paid monthly to all personnel other than those paid on an
attendance basis who will remain on daily rates. Rates of pay will therefore
be expressed as an annual salary which will be divisible by 12. Basic pay will
be the same each month, comprising one twelfth of the annual salary, less the
appropriate mandatory deductions (e.g. Income Tax and National Insurance).
Recruitment & Retention Payment (RRP), allowances and charges will
continue to be paid/levied on a daily basis.
02.0103.
When salary is due for only part of the month or a change in pay
occurs during a month (such as Yearly Incremental Progression (YIP),
promotion or Substitution Pay (SUPA)) the relevant part-month payment is
calculated by dividing the monthly payment by the number of days in that
month and then multiplying the resulting figure by the number of qualifying
days. This means that when a pay event(s) occurs mid-month, the total
month’s pay will comprise the relevant proportions of the separate rates
applicable.
Leap Years
02.0104.
With effect from the first leap year after the introduction of JPA
(FY 2007/2008), annual salary rates will be adjusted to include an extra one
quarter of a day’s pay per year to cover remuneration for the additional day
worked in a leap year.
JSP 754
Edition 19 dated 1 Oct 13
2–1–1
Addressing of Tax Enquiries
02.0105.
Personnel requiring advice on personal tax and ERNIC issues
are to seek advice from the HM Revenue and Customs web site which details
a comprehensive breakdown of current regulations for both employee and
employer.
Payment of Military Salary
02.0106.
Pay accounts are maintained on a mainframe computer system,
which also maintains a full personal record for each Service individual. Pay
and personal records are integrated so that pay-related effects of personal
occurrences (for example promotion) are automatically taken into account.
02.0107.
Pay is calculated and paid monthly in arrears on the last working
day of the month. In general, the main payroll run will take place
approximately 7 days before the end of the month. What is known as “retro
pay” will be run by JPA on the same date as the main payroll run. The retro
pay run will automatically reconcile pay/charges in respect of retrospective
events, reflecting data changes/occurrences effective over the previous 3 pay
periods that have not previously been entered onto JPA. The JPA system will
recalculate any payment or deduction covering the retro period (the default is
3 months). The outcome of the retro pay run will be paid/deducted at the end
of the month (i.e. at the same time as the main pay run). Any events effective
from before the retro pay period must be notified to the JPAC Pay Delivery
Team (JPAC PDT) for action. A further supplementary payment will also be
made each month when late non-recurring payments will be credited.
Deductions will only be debited in a full pay run. Payment of the net salary is
made directly to an individual’s bank account. In emergencies or special
circumstances, units may make manual emergency payments, but the unit is
to ensure that any actions taken, or payments made, are recorded on JPA.
02.0108.
Whenever possible the on-line I-Support facility should be used
to raise queries with the JPAC. This facility will allow individuals to track the
progress of the query on-line. The JPAC Enquiry Centre also provides a
customer interface facility and guidance is available from Unit HR Admin
offices regarding matters of pay, allowances and charges. The telephone
contact numbers for the JPAC Enquiry Centre are as follows:
Freephone:
Military:
Civilian:
0800 085 3600
94560 3600
+44 (0) 141 224 3600
JSP 754
Edition 19 dated 1 Oct 13
2–1–2
Bank Payments
02.0109.
All Service personnel will (although see 02.0110) be paid
through banks, or through UK building societies subscribing to the Banks
Automated Clearing System (BACS) at home or overseas. All military
personnel are required to notify JPAC of their account details using the JPA
system on:
a.
First commissioning, enlistment, commencement of banking,
rejoining from the Reserve, recall in an emergency, or
b.
Alteration of account details.
Non-Bank Payments
02.0110.
Personnel unable to be paid into a bank account will receive
payment by payable order which will be forwarded to the individual’s pay
statement address. If it is necessary to issue an individual with a cash
payment, an Early Payment in Cash (EPIC) is to be used.
Refund of Bank Charges
02.0111.
Service personnel who incur Bank Charges as a result of a
delay or error in payment of normal monthly salary, and who wish to make a
case for reimbursement of those charges, should submit details through their
Unit HR.
02.0112.
Cases should include a copy of the Service person’s Bank
Statement for the month(s) in which the charges were incurred, giving details
of the balance of the bank account and any overdraft facilities. Also a
statement from their Bank confirming charges have not been waived should
be included, along with any other relevant supporting information. Unit HR
must confirm in writing that the individual incurred Bank Charges as a result of
a delay or error in payment of their normal monthly salary entitlement.
Requests for Refund of Bank Charges are to be submitted to:
Head of Debt Management (R&WO)
SPVA Glasgow
MP600, Kentigern House
65 Brown Street
Glasgow G2 8EX.
Early Payment in Cash (EPIC)
02.0113.
An EPIC may be used in the following circumstances:
a.
Where an individual’s normal monthly pay has not, for whatever
reason, reached their bank account;
JSP 754
Edition 19 dated 1 Oct 13
2–1–3
b.
Where an individual is unable to access or use their bank
account (i.e. where the account is not secure or the account is
suspended).
c.
Where an individual has not received additional pay, refunds
and/or allowances (but not CEA 1) that they might reasonably have
expected to receive in a given month;
d.
Where an individual is unable to receive payment by payable
order and/or has no bank account.
02.0114.
Payment.
An EPIC is a sum paid to an individual in cases of
extreme hardship where one of the conditions above are met. EPIC’s may
only be authorised by the unit CO or an individual who holds a formal
delegation to do so and should only be used where options for advances of
pay have been considered and deemed inappropriate. Where it is necessary
to issue an EPIC to a Service Person, Unit Administration / Cash Offices are
to first complete form JPA E004 and, using the appropriate Local Project
Code, enter the details onto JPA to facilitate recovery action by SPVA and
enable local reconciliation.
02.0115.
Recovery.
Where it has been necessary to make an EPIC to
an individual then the total will be recovered in full at the next pay run. It is not
permissible to repay an EPIC over a longer period.
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As Continuity of Education Allowance (CEA) is paid via a designated CEA pay run at
specified times of the year, any EPIC paid in lieu of CEA would not be recoverable via the
next available monthly payroll pay run and could therefore only be repaid over a longer period
in contravention of para. 02.0115.
JSP 754
Edition 19 dated 1 Oct 13
2–1–4
CHAPTER 2
SECTION 2
SPLITS OF MONTHLY NET PAY
02.0201.
The splits of pay mechanism is designed to assist Service
personnel by enabling their main net monthly pay to be credited into up to 4
separate bank accounts. However, this facility is not intended to provide a
substitute private banking facility and excessive use of public funds for foreign
currency purchase or overseas banking charges will not be permitted. These
regulations are not exhaustive and do not cater for every individual
circumstance; issues not covered in these regulations will be dealt with by
Joint Personnel Administration Centre (JPAC) on a case-by-case basis.
02.0202.
pay.
A Service person may create or authorise up to 4 splits of net
02.0203.
Splits of net pay may be paid to a bank or building society
account in either:
a.
the UK, the Channel Islands and the Isle of Man and/or
b.
the country in which the Service person is stationed (in this
instance, a minimum of 10% of net pay is to be allocated to the bank in
the country of residence) and/or
c.
one other country for welfare reasons provided the Service
person can provide evidence, through individual Service Welfare
branches or other delegated authorities, that the split of net pay is
essential to the welfare of the Service person’s immediate family and/or
dependants. Where a Service person has a proven welfare case MoD
will either:
•
transfer funds directly from an individual’s pay into a nominated
bank account;
or where SPVA has no facility to transfer to the country requested;
•
reimburse reasonable costs where an individual is required to
independently arrange the transfer of funds, costs will only be
reimbursed for one transaction per month.
02.0204.
Where there are insufficient funds to allow splits of net pay to be
made in full, JPAC will attempt, where possible, to make net splits of pay in
accordance with a Service individual’s stated preferences, after the split of pay
allocated to the main UK bank account has been made.
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JSP 754
Edition 19 dated 1 Oct 13
2–2–1
CHAPTER 2
SECTION 3
THE PAY STATEMENT
Introduction
02.0301.
Other than when no pay is due, each month the JPAC will
produce a pay statement detailing continuous and non-continuous
entitlements and deductions. An example of a JPA-issued pay statement is
shown at Annex A to this Section. Pay statements detailing any
supplementary payments will be produced as necessary.
02.0302.
Pay statements will show occurrences since the last statement
received and the net amount that will be paid to the individual’s bank account,
or exceptionally the amount to be paid locally.
Electronic Pay Statements
02.0303.
Electronic pay statements will be available to individuals and
Unit HR Admin Staff on-line immediately following the monthly and
supplementary pay runs.
Hard Copy Pay Statements
02.0304.
Hard copy pay statements will be issued following the main and
supplementary pay runs and sent to Unit HR Admin Staffs for distribution to
Unit personnel and will be sorted alphabetically, by rank. These statements
should be with individuals by the end of the month for the main pay run and
within a few days of any supplementary pay run. In the event that pay
statements are not received by the end of the month, the Unit HR Admin staff
are to contact the JPAC 1 for guidance/re-issue as necessary.
02.0305.
Where, for Service reasons, individuals are unable to obtain
their pay statement from their unit address and do not have the ability to
access an electronic version they may ask exceptionally for a hard copy
statement to be sent to their private address 2, however the following
conditions apply:
a.
Under no circumstances are personnel to have their pay
statements forwarded to a private address in Northern Ireland.
b.
The use of Service titles and decorations on official mail
forwarded to private addresses is forbidden.
1
Units/seconded personnel not having access to the JPA System are to contact JPAC
through their appropriate parent unit HR Admin staff.
2
Service Families’ Accommodation (SFA), and Mess accommodation used by officers livingin at units other than parent units, are treated as private addresses.
JSP 754
Edition 19 dated 1 Oct 13
2–3–1
c.
Pay statements will be sent to the parent unit from JPAC for final
distribution to the private address.
Applications to request the delivery of a Pay Statement to a private address
are to be submitted through Unit HR Admin staff.
Notification to Joint Personnel Administration Centre
02.0306.
Changes of pay statement addresses are to be entered on the
JPA system by Unit HR Admin staff, following input from individuals, at unit
level as an electronic input. Unit HR Admin Staff will be responsible for
ensuring that the conditions at 02.0305 are met. This will automatically be
forwarded to the central database at JPAC. To be effective within the current
month, the transaction is to be carried out at least 24 hours in advance of the
monthly pay roll run (see 02.0107). If this date cannot be met the individual
will be notified by the Unit HR Admin staff that the pay statement will not be
sent to the new address.
02.0307.
Units are responsible for forwarding pay statements in respect of
personnel who have moved to a new unit or location (this will include
personnel on maternity leave, terminal leave etc). Additionally, an electronic
version of the pay statement will be available 3 to personnel to view from their
local user-interface area, which will include more detailed information on the
occurrences affecting their pay.
Certificate of Pay and Tax Deducted
02.0308.
At the end of each financial year the JPAC will produce an
annual certificate of pay and tax deducted (HM Revenue and Customs Form
P60) for all serving personnel. The P60 will show the assessable emoluments
and tax, if any, deducted for the financial year. This form is also required for
notifying deductions made under the Earnings Related National Insurance
Contributions scheme (ERNIC).
Annex:
A.
JPA Pay Statement.
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3
This facility may not be available to some personnel on secondment/exchange tours/some
Defence & Military Attaches/out of area posting.
JSP 754
Edition 19 dated 1 Oct 13
2–3–2
ANNEX A TO CHAPTER 2 SECTION 3
JPA PAY STATEMENT
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JSP 754
Edition 19 dated 1 Oct 13
2–3–A-1
CHAPTER 2
SECTION 4
MINIMUM DRAWING RATE
Aim
02.0401.
To define the Minimum Drawing Rate (MDR) process and the
order in which debts should be recovered.
Scope
02.0402.
The regulations in this section apply to persons subject to
Service law.
General
02.0403.
The MDR is the minimum rate of pay beyond which no further
compulsory deductions should be made from an individual’s pay account in
respect of the items listed in 02.0406. The MDR mechanism is designed to
protect Service individuals by guaranteeing that certain otherwise compulsory
deductions will not be made from their pay once the MDR threshold has been
reached. Any outstanding balances will be carried forward to the next pay
month until such time as the debt(s) has been cleared. Where a breach of the
MDR would have occurred a report will be produced for the Commanding
Officer (CO) of the affected individual.
02.0404.
From 1 April 2008, Service personnel who wish voluntarily to
have deductions made from their pay which will take them below the MDR
should apply through their unit HR. Should personal circumstances
subsequently change an individual may reverse their decision.
Minimum Drawing Rate Calculation
02.0405.
The MDR is 50% of pay, which is to say that no individual can
have more than 50% of their net pay deducted in respect of the items detailed
in 02.0406. Pay from which the MDR is determined comprises gross pay
(including Recruitment & Retention Payment and X-Factor) but not allowances
less:
a.
Income Tax.
b.
National Insurance.
c.
Maternity Pay.
d.
Statutory Adoption Pay.
e.
Statutory Maternity Pay.
JSP 754
Edition 19 dated 1 Oct 13
2–4–1
Items to be Included
02.0406.
The items that will be taken into account to determine whether
an MDR breach would occur are listed in the order (known as the Order of
March) that they should be recovered:
a.
Deductions in or towards satisfaction of any obligation of the
individual to make a periodical payment in respect of a child in
accordance with a maintenance calculation or maintenance
assessment under the Child Support Act 1991 or the Child Support
(Northern Ireland) Order 1991.
b.
Deductions in or towards satisfaction of any amount required to
be paid by an individual by virtue of a judgement or order enforceable
in the United Kingdom.
c.
Deductions in or towards satisfaction of any amount paid by or
on behalf of a Service authority to meet a sum an individual has been
ordered to pay by a court of ordinary criminal jurisdiction.
d.
Deductions as or towards compensation for any damage to or
loss of any public or Service property.
e.
Deductions in or towards satisfaction of any payment which the
individual is required to make in respect of: a fine, Service
compensation order or Service Supervision and Punishment Order
imposed by virtue of the Armed Forces Act 2006; a sum adjudged to be
paid under section 236(3) (forfeiture of recognizance) of the Armed
Forces Act 2006; or, an order as to the payment of costs made by
virtue of regulations under section 26, or made under section 27, of the
Armed Forces Act 2001.
f.
Deductions in or towards satisfaction of a maintenance order
requiring a relevant person to make a payment for or in respect of: his
spouse or civil partner; a child; or, any costs in obtaining such an order
or in proceedings on appeal against, or for the variation, revocation or
revival of such an order.
g.
Advances (of pay).
h.
Taxable overissues of pay and allowances.
i.
Non-taxable overissues of pay and allowances.
j.
Undercharges.
k.
Miscellaneous debits.
l.
Long Service Advance of Pay (LSAP).
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JSP 754
Edition 19 dated 1 Oct 13
2–4–2
CHAPTER 2
SECTION 5
ADVANCES OF PAY AND METHODS OF REPAYMENT
Aim
02.0501.
To define the circumstances under which Service personnel may
be eligible for an advance of pay and how these advances should be repaid.
Scope
02.0502.
This Section covers all Regular and Full-Time Reserve Service
(FTRS) personnel and attendance-based Reserve personnel where detailed.
General
02.0503.
Where reference is made to a number of days’ pay, this will be
calculated in accordance with 02.0103. Whilst the value of a day’s pay is
greater in February than it is in for example March (because of the number of
days in the respective months and the fact that pay is issued in 12 equal
monthly payments), the sum repaid in respect of an advance will never
exceed the total of the actual advance received.
02.0504.
In exceptional circumstances advances of pay may be
authorised that would, in order for the advance to be repaid within 12 months,
require the individual to repay the sum at a rate greater than the equivalent of
4 days pay per month. In this event, the individual will, prior to the advance of
pay being approved, be required to provide written confirmation that they
understand the level of the repayments in respect of the advance will be
greater than the equivalent of 4 days pay per month.
Eligibility
02.0505.
Advances of pay are made to Service individuals in the following
circumstances and are to be repaid as follows:
a.
To an Officer on Commissioning:
(1)
Advance: an officer on commissioning may, on request,
obtain an advance of 7 days’ net pay.
(2)
Repayment: an officer who has received an advance of
pay on commissioning should repay the advance over the next 2
pay periods including the current one although they may elect to
pay off the debt more quickly if they choose (see 02.0504).
JSP 754
Edition 19 dated 1 Oct 13
2–5–1
b.
To an Individual Who Joins the Services During a Period of
National Emergency:
(1)
Advance: an individual who joins the Services during a
period of national emergency may, on request, obtain an
advance of 7 days’ net pay.
(2)
Repayment: the advance will be repaid over the next 2
pay periods including the current one, although individuals may
elect to pay off the debt more quickly if they choose (see
02.0504).
c.
To an Individual Appointed to an Assignment Overseas from
the UK (including Temporary Assignments in Excess of 60 Days)
and Vice Versa:
(1)
Advance: an individual assigned overseas from the UK
or vice-versa may receive an advance of one months’ net pay.
(2)
Eligibility: those personnel serving on operational
temporary assignments are excluded, irrespective of the
duration.
(3)
To recognise the extra initial setting up costs, personnel
assigned to North America or on Loan Service to Brunei, Bosnia,
Kuwait, Oman and the United Arab Emirates (UAE) may receive
an advance of pay of up to 4 months' net pay.
(4)
To recognise the extra initial setting up costs, personnel
assigned to PJOBS (continuity posts and overseas
assignments), for 12 months or more may receive an advance of
pay of up to 4 months’ net pay.
(5)
Personnel assigned to BATUK for a period exceeding 12
months may receive an advance of pay of up to 4 months’ net
pay.
(6)
Attachés, advisers and embassy-based Service support
staff overseas may be authorised interest-free advances of up to
61 days pay to assist with their setting-up expenses. These will
be paid no earlier than 90 days before proceeding to their
appointment.
(7)
Repayment: the advance will be repaid within 12 months
although an individual may elect to pay off the debt more quickly
if they choose (see 02.0504).
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2–5–2
d.
To an Individual Returning to the UK from Overseas when
Paying for Their Own Airfare or Sea Passage Provided the
Advance is Not to Cover ‘Privately Arranged Passage’ 1.
(1)
Advance: an individual travelling to the UK from overseas
and paying for their own fare, provided it is not intended for
‘Privately Arranged Passage’, may apply for an advance of pay
to assist with the cost of the fare, up to the level of the fare itself,
provided the method of travel does not exceed normal
entitlement.
(2)
Repayment: the advance will be repaid in accordance
with 02.0504.
e.
To an Individual on Posting Between Units/Stations
Overseas.
(1)
Advance: an individual assigned between units/stations
overseas may receive an advance of one month’s net pay.
(2) Repayment: the advance will be repaid in accordance
with 02.0504.
f.
To Assist an Individual in PStat Cats 1 and 2 2 with the Cost
of Family Air Travel Under the Pre-Payment Flight Scheme 3.
(1)
Advance: an individual may receive an advance of pay to
assist with meeting the cost of travel under the pre-flight
payment scheme.
(2)
Repayment: the advance will be repaid in accordance
with 02.0504.
g.
To Assist an Individual in Paying the Personal Financial
Contribution Required when Undertaking a Service Approved
Adventurous Training Expedition.
(1)
Advance: an individual undertaking an adventurous
training expedition may apply 4 for an advance of up to 2 months’
net pay.
(2)
Repayment: the advance will be repaid at a rate that
ensures it is fully repaid within 12 months from the date of the
advance being made.
1
This is only for personnel returning from overseas for Service reasons.
PStat Cats are detailed in JSP 752 Chapter 1 Section 4.
3
See JSP 752.
4
Such advances are to be approved by the appropriate single-Service Physical Education
authority.
JSP 754
Edition 19 dated 1 Oct 13
2–5–3
2
h.
To Assist an Individual when it is Not Possible or
Convenient to Pay a Unit Paid Service Individual When They Next
Become Due for Pay.
(1)
Advance: an individual who is paid in cash and proceeds
on leave (including DOMCOL) or has been newly assigned prior
to their next due pay date, and for whom it would not be possible
or convenient to receive pay on the due payment date, may be
issued an advance of net pay. The advance will be made
immediately prior to departure, and be equal to the number of
days remaining until the next due pay date.
(2)
Repayment: the advance will be repaid in full on the next
due payment date.
i.
To assist an attendance-based Reservist proceeding on
annual camp.
(1)
Advance: an individual may request an advance of 7
days’ pay on proceeding to an annual camp 5 for a period of 7
days or more when in the opinion of the CO failure to do so
would cause financial hardship.
(2)
Repayment: an individual who has received an advance
of 7 days’ pay should repay the advance over the next 2 pay
periods including the current one although they may elect to pay
off the debt more quickly if they choose (see 02.0504).
j.
To Reserves on Mobilisation (except Sponsored Reserves
unless paid by the MoD).
(1)
Advance: an individual may request an advance of 7
days’ pay on mobilisation.
(2)
Repayment: an individual who has received an advance
of 7 days’ pay on mobilisation should repay the advance over
the next 2 pay periods including the current one although they
may elect to pay off the debt more quickly if they choose (see
02.0504).
k.
To Assist an Individual in Other Special Circumstances.
(1)
Advances: an advance of pay may be authorised in
circumstances other than those described in this paragraph
provided the individual’s CO has agreed that not to do so would
cause severe hardship. In special circumstances, where an
5
The term “Camp” is used generically and covers Operational Role Training (ORT) for the
RN/RM, Annual Training Camp for the Army and Annual Continuous Training (ACT) for the
RAF.
JSP 754
Edition 19 dated 1 Oct 13
2–5–4
individual requires an advance as a matter of extreme urgency
and an application cannot be made to the individual’s parent
unit, the CO of a different unit/station may, exceptionally,
authorise an advance. Such an advance will not normally
exceed more than 7 days’ net pay.
(2)
Repayment: the JPAC will judge the level of repayment
of advances of pay made in special circumstances on a case-bycase basis. These advances are very unlikely to exceed 7 days’
net pay and would not therefore normally take longer than 2
months to recover.
l.
Early Payment in Cash (EPIC).
EPICs are not advances of pay and should only be used in
accordance with the conditions stipulated in Chapter 2, Section
1.
m.
Long Service Advance of Pay
See JSP 752, Chapter 2, Section 4, for details.
Early Repayment
02.0506.
Should individuals wish to repay a public debt at a rate greater
than the requirement for the particular advance received, they are at liberty to
do so provided it would not be at the expense of liabilities that have greater
precedence (see Chapter 2 Section 4). In such circumstances the
individual’s unit is to retain evidence that the individual has voluntarily elected
to repay the debt at a rate greater than the specified requirement.
Business Process Guide
02.0507.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905033.
htm.
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JSP 754
Edition 19 dated 1 Oct 13
2–5–5
CHAPTER 2
SECTION 6
RECOVERY OF ITEMS FROM PAY (EXCEPT ADVANCES)
Aim
02.0601.
To define the methodology by which pay is to be recovered from
a Service individual’s pay account except in respect of an advance of pay.
Scope
02.0602.
The regulations in this section apply to persons subject to
Service law.
General
02.0603.
No individual will have more than 50% of their net pay deducted
in any pay period in respect of the items specified in 02.0405. The priority for
the recovery of debt is detailed in Chapter 2 Section 4.
02.0604.
Where disciplinary proceedings are being brought in relation to
an overpayment or undercharge made via the Service individual’s pay
account, Unit HR should make the fact and rate of recovery known to the
relevant discipline authority – either the CO in the case of a pending Summary
Hearing or the Director of Service Prosecutions in the case of a pending Court
Martial hearing – in order to facilitate the tribunal’s decision on the most
appropriate punishment. Irrespective of any pending disciplinary proceedings
recovery action will continue in the circumstances outlined in 02.0606, subject
only to an objection being raised by the Service individual in accordance with
Chapter 2 Section 6 Annex A.
Advances of Pay
02.0605.
The recovery procedures for advances of pay are detailed in
Chapter 2 Section 5.
Recoveries from Pay
02.0606.
Pay will be recovered from a Service individual’s pay account in
the following circumstances:
a.
An Overissue of Pay Has Been Made. This usually occurs as
a result of the late notification of an event that would affect an
individual’s level of entitlement to basic pay or allowances such as a
reduction in rank.
b.
A Service Individual Has Been Under Charged. As with
02.0606a this would normally occur as the result of late notification of
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Edition 19 dated 1 Oct 13
2–6–1
an event that would affect the level of charges payable by a Service
individual, such as food and accommodation charges.
c.
Fine imposed under the Armed Forces Act 2006 etc. The
Defence Council, or an officer authorised by them, may make an order
authorising a deduction to be made from the pay of an individual and to
be appropriated in or towards satisfaction of any payment which he is
required to make in respect of: a fine or Service compensation order
imposed by virtue of the Armed Forces Act 2006; a sum adjudged to be
paid under section 236(3) (forfeiture of recognizance) of the Armed
Forces Act 2006; or, an order as to the payment of costs made by
virtue of regulations under section 26, or made under section 27, of the
Armed Forces Act 2001. The Defence Council, or an officer authorised
by them, may also vary or revoke such an order authorising a
deduction.
d.
Judgment or order enforceable by a court in the United
Kingdom. The Defence Council, or an officer authorised by them, may
make an order authorising a deduction to be made from the pay of an
individual and to be appropriated in or towards satisfaction of any
amount required to be paid by him by virtue of any judgment or order
enforceable by a court in the United Kingdom. The Defence Council, or
an officer authorised by them, may also vary or revoke such an order
authorising a deduction or treat it as being in suspense during any
period in which the individual’s pay is suspended.
e.
A Civil Court Has Asked for Assistance in Recovering a Fine
from an Individual. It is the responsibility of all individuals to pay
fines etc awarded by a civilian court (a court or ordinary criminal
jurisdiction) directly to the court. However, deductions from pay may be
authorised by the Defence Council, or an officer authorised by them, to
be made and to be appropriated in or towards satisfaction of any
amount paid by or on behalf of a Service authority to meet the whole or
part of a sum that an individual has been ordered to pay by a civilian
court. The Defence Council, or an officer authorised by them, may also
vary or revoke such an order authorising a deduction.
f.
An Order for a Maintenance Deduction Has Been Made
Against an Individual.
(1)
It is the responsibility of individuals to comply with any
Court Maintenance Orders made against them by a court.
However, deductions from pay may be authorised by a CO (not
below OF4) when an individual has failed to comply with the
Order and assistance has been sought by the court. In other
instances submissions are to be made through the chain of
command. The Defence Council, or an officer authorised by
them, may also vary or revoke such an order authorising a
deduction or treat it as being in suspense during any period in
which the individual’s pay is suspended.
JSP 754
Edition 19 dated 1 Oct 13
2–6–2
(2)
Deductions from pay may be authorised when personnel
have failed to comply with a Maintenance Assessment (MA)
made by the Child Support Agency (CSA) and an Interim
Maintenance Assessment (IMA) has been raised and a
Deductions of Earnings (DER) request has been received. The
Defence Council, or an officer authorised by them, may also
vary or revoke such an order authorising a deduction or treat it
as being in suspense during any period in which the individual’s
pay is suspended.
g.
Compensation for damage to or the loss of property. The
Defence Council, or an officer authorised by them, may make an order
authorising a deduction to be made from the pay of an individual and to
be appropriated as or towards compensation for any damage to or the
loss of any public or Service property if, the Defence Council are, or the
authorised officer is, satisfied that the individual’s conduct in relation to
the damage to or the loss of property amounted to an offence under
section 24 of the Armed Forces Act 2006. The Defence Council, or an
officer authorised by them, may also vary or revoke such an order
authorising a deduction.
h.
When an Individual Has Received an Advance of Pay.
Deductions in pay in respect of advances of pay are to be recovered in
accordance with the provisions set out in Chapter 2 Section 5.
i.
When an Individual Has Received a Long Service Advance
of Pay (LSAP). Deductions of pay in respect of LSAP should be
recovered in accordance with the provisions set out in JSP 752
Chapter 2 Section 4.
j.
When an Individual has Received an Early Payment in Cash.
Where, for whatever reason, it has been necessary to make a an Early
Payment in Cash (EPIC) to an individual then the total EPIC will be
recovered in full at the next pay run.
Recovery Periods
02.0607.
Recoveries of pay should be made in chronological order over
the following periods:
a.
Recovery of Public Debt Not Exceeding 4 Days’ Gross Pay.
Where the recovery of public debt does not breach the Minimum
Drawing Rate (MDR) (see Chapter 2 Section 4) public debt of less
than 4 days’ gross pay will be recovered in the current pay period,
provided the individual is not already paying an existing public debt 1.
In these circumstances no prior notification of the recovery will be given
1
Public debt comprises overissues, under charges and miscellaneous debt (this includes
clothing and lost equipment).
JSP 754
Edition 19 dated 1 Oct 13
2–6–3
but details of the recovery will be shown on the pay statement. Multiple
debts each of less than 4 days’ gross pay will be recovered
simultaneously although the rate of recovery will not exceed 4 days’
gross pay in any pay month (see 02.0607b). When recovery of a
public debt would lead to a breach of the MDR then the part of the new
debt that would breach the MDR will be held in suspense until the
existing debts are satisfied.
b.
Recovery of Public Debt Exceeding 4 Days’ Gross Pay.
Where a public debt is greater than 4 days’ gross pay, even when this
debt is made up of individual debts which when aggregated total more
than 4 days’ gross pay, or the individual is already having a previous
public debt recovered from pay, the individual will be notified by the
JPAC that they have two pay periods within which they may appeal
against the debt(s), or for them to volunteer to pay the debt(s) off at a
rate greater than 4 days’ gross pay per month (see 02.0608). If the
individual unsuccessfully appeals against the debt(s) and does not
elect to pay of the debt(s) at a rate greater than 4 days’ gross pay per
month, then the debt(s) will be recovered at a maximum rate of 4 days’
gross pay per month and the outstanding debt(s) will be carried forward
for recovery in succeeding months also at a rate not greater than 4
days’ gross pay per month.
c. Recovery of Public Debt on Termination of Service. All
reasonable measures to recover outstanding public debt from an
individual’s final pay on termination of service must be undertaken.
d.
Recovery of Civil Court Fines. Where a court has formally
requested assistance in recovering a fine from a Service individual
approval may be given by the individual’s CO and deductions made in
accordance with MDR regulations (see Chapter 2 Section 4).
e.
Orders for Maintenance Deductions and Child Support
Agency Maintenance Assessments. It is the responsibility of an
individual to comply with any Court Maintenance Orders made against
them. However, in instances where an individual has not complied with
the Maintenance Order and the individual’s CO (not below OF4) has
approved compulsory deductions, these will be deducted from the
individual’s pay account in accordance with MDR regulations (see
Chapter 2 Section 5). If an individual has failed to comply voluntarily
with a Child Support Agency (CSA) Maintenance Assessment and their
CO (not below OF4) has approved a CSA Deductions of Earnings
Request (DER), this will be deducted from the individual’s pay account
in accordance with MDR regulations (see Chapter 2 Section 4).
Early Repayment
02.0608.
Should an individual wish to repay a public debt at a rate greater
than the specified requirement for that particular debt, they are at liberty to do
so provided it would not be at the expense of liabilities that have greater
JSP 754
Edition 19 dated 1 Oct 13
2–6–4
precedence (see Chapter 2 Section 5). In such circumstances the
individual’s unit is to retain evidence that the individual has voluntarily elected
to repay the debt at a rate greater than that specified.
Objections Against Automatic Recovery
02.0609.
As outlined at Annex A, in certain circumstances an individual
may apply to have the recovery period extended up to a maximum of 12
months, or apply to have the debt waived altogether (e.g. where its recovery
would cause hardship). These applications will be judged by the SPVA
Recoveries and Write-Offs (R&WO) on a case-by-case basis in accordance
with HM Treasury guidance (Managing Public Money Annex 4.11 refers).
Business Process Guide
02.0610.
The relevant Business Process Guides (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR919201.htm
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR919204.htm
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN917013.htm
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN905002.htm
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JSP 754
Edition 19 dated 1 Oct 13
2–6–5
ANNEX A TO SECTION 6 CHAPTER 2
OBJECTION TO RECOVERY ACTION
INTRODUCTION
1. Procedures for Service personnel and guidance to line managers on the
action that can be taken upon notification of a Gross Public Debt (GPD) or Net
Public Debt (NPD) on their pay statement that exceeds the equivalent of 4
days’ pay.
2.
This procedure is only to be used if a Service Person is objecting to
repaying an over-issue or requesting that repayments be higher or lower than
the Standard Monthly Recovery Rate.
3.
This procedure must not be used to raise a pay query. If a Service
Person does not agree that an over-issue has occurred, or does not agree
with the amount of an over-issue, a pay query should be raised through local
Unit Admin.
APPLICABILITY
5.
All Service personnel, Regulars and Reserves.
NOTIFICATION
6.
Notification is given to the individual through the monthly pay
statement. The Recovery is notified as a ‘Gross Public Debt’ (GPD) and
recovery commences following 2 pay periods, i.e. the third month following
notification of the debt.
RECOVERY
7.
If a Service Person agrees that the over-issue is correct and wishes to
repay at the standard monthly recovery rate (SMRR) they need take no
action. The SMRR equates to the equivalent of 4 days’ gross pay for Regular
personnel (approximately 1.1% of annual salary). The recovery rate is notified
on the monthly pay statement.
8.
Multiple debts will be recovered simultaneously, although the combined
rate of recovery will not exceed the SMRR in any one month.
OBJECTION TO RECOVERY OR REQUEST NON-STANDARD
REPAYMENT
9.
Completed documentation at Appendix 1 should reach the SPVA
within 6 weeks of the initial notification of any over-issue.
10.
In all cases the CO is to appoint a suitable Interviewing Officer to act on
his behalf. The Interviewing Officer is to investigate the circumstances of the
JSP 754
Edition 19 dated 1 Oct 13
2–6–A–1
over-issue and report to the CO who is to countersign all applications where
the Service Person is objecting to recovery or requesting repayment at a
reduced rate.
ACTION BY SPVA
11.
On receipt of Appendix 1 in support of a case, JPA Debt Management
Team will check to ensure it has been completed correctly before any action is
taken. If the documentation has not been completed correctly it will be
returned to the unit for further action. Action to suspend recovery beyond
two pay periods will not be considered until the correctly completed
documentation is received.
12.
The case will be considered by SPVA, who will inform the Service
Person’s CO, through Unit HR of the decision in writing using Appendix 2.
The CO is responsible for ensuring that the Service Person concerned is
immediately informed of the decision.
APPEAL AGAINST SPVA DECISION
13.
The Service Person retains the right to appeal against this initial
decision. Appeals should be sent in writing to SPVA (G), SO1 DM (R&WO),
Mail Point 600 Kentigern House, 65 Brown Street, Glasgow, G2 8EX.
Appeals should be received within 28 days from the date of the notification of
decision given in Appendix 2.
JSP 754
Edition 19 dated 1 Oct 13
2–6–A–2
PROTECT – STAFF (when completed)
Appendix 1
OBJECTION AGAINST RECOVERY OR REQUEST NON-STANDARD
REPAYMENT
To: SPVA
SPVA (G)
DM Mail Point 305 / DM (R&WO) Mail
Point 600
Kentigern House
65 Brown Street
Glasgow, G2 8EX
Service Persons details:
Rank:
Name:
From: Unit
Number:
Regt/Corps/Service:
UIN:
Termination Date:
DETAILS OF RECOVERY
Amount of GDP/NPD as
shown on pay statement:
Date of pay statement:
£________________________
Other relevant
information:
REQUEST NON-STANDARD REPAYMENT
You may choose to send this Appendix direct to SPVA or through HR Admin Staff.
REQUEST
ACCOMPANYING ACTION
I wish to repay the over-issue in a
single payment
By the enclosed cheque, made
payable to JPA UK Receipts HMG
3601.
Send this Appendix detailing the
rate at which you wish to repay the
recovery.
I wish to repay at a monthly rate
higher than the SMRR, at a rate of:
Tick
Box
£_______________
PROTECT – STAFF (when completed)
JSP 754
Edition 19 dated 1 Oct 13
2 – 6 – A1 – 1
PROTECT – STAFF (when completed)
HARDSHIP
HR Admin staffs should interview the Service Person and be satisfied that hardship is
proven, and forward this Appendix, together with supporting documentation to SPVA.
REQUEST
ACCOMPANYING ACTION
HR Admin staff agree with the Service
Persons request to repay at a rate
lower than the SMRR at a rate of:
Hardship must be proven with
supporting evidence and must
include details of salary and fixed
monthly expenditure.
Tick
Box
£_______________
OBJECT TO RECOVERY
The Service Person has been interviewed and objects to the recovery of the overissue as follows:
REQUEST
ACCOMPANYING ACTION
I agree that an over-issue has
occurred, but object to repayment. I
request waiver of the recovery.
Tick
Box
Reasons for objecting to recovery
should be given below and this
Appendix sent to SPVA(G), JPA Debt
Management Team, MP 305,
Kentigern House, 65 Brown Street,
Glasgow, G2 8EX.
Supporting information:
SIGNATURES
Service Person
Signature:
Commanding Officer
Signature:
Name:
Name:
Rank:
Rank:
Date:
Date:
PROTECT – STAFF (when completed)
JSP 754
Edition 19 dated 1 Oct 13
2 – 6 – A1 – 2
PROTECT – STAFF (when completed)
Appendix 2
SPVA NOTIFICATION TO COMMANDING OFFICER
To: Unit
From:
SPVA (G)
DM, Mail Point 305 / DM (R&WO) Mail
Point 600
Kentigern House
65 Brown Street
Glasgow, G2 8EX
Service Persons details:
Rank:
Name:
Number:
Regt/Corps/Service:
UIN:
Termination Date:
SPVA ACKNOWLEDGEMENT / DECISION:
ACKNOWLEDGEMENT
DECISION
Tick
Box
Acknowledge receipt of payment in full:
Acknowledge your wish to repay at a
higher rate than SMRR:
Your monthly repayment will be
£______ and commence from
Through CO or HR Admin Staffs
DECISION
ACTION
Agree to the request to repay at a lower
rate than SMRR:
Your monthly repayment will be
£______________
Acknowledge your objection to the
recovery and request to waive
repayment.
SPVA agree to waive the amount
of the overpayment.
Tick
Box
SPVA do not agree with your
request to waive recovery.
Recovery will commence at the
SMRR from
.
PROTECT – STAFF (when completed)
JSP 754
Edition 19 dated 1 Oct 13
2 – 6 – A2 – 1
PROTECT – STAFF (when completed)
Supporting information:
On behalf of SPVA
Signature:
Name:
Title:
Date:
PROTECT – STAFF (when completed)
JSP 754
Edition 19 dated 1 Oct 13
2 – 6 – A2 – 2
CHAPTER 2
SECTION 7
VOLUNTARY DEDUCTIONS
Aim
02.0701.
To define how Joint Personnel Administration (JPA) can be used
to administer the collection of voluntary deductions from the pay of Service
personnel.
Scope
02.0702.
These regulations apply to all Service personnel in the Regular
and Full-Time Reserve Service (FTRS) unless otherwise specifically
exempted within this Section.
Conditions
02.0703.
Provided a charity satisfies the criteria set by Her Majesty’s
Revenues and Customs (HMRC) to allow it to receive donations on a taxefficient basis via payroll then individual Service personnel may elect to have
voluntary deductions made from their pay. In certain cases the deductions will
be made after income tax has been deducted, in other cases, the payments
will be made from gross pay as under the payroll giving scheme.
The Payroll Giving Scheme
02.0704.
An individual can elect to make contributions via payroll to any
number of charities and benevolent associations provided they satisfy the
criteria mentioned in 02.0703 above. This may include Regimental
Associations, Service Dependants’ Trusts and external, non-Service charities.
The advantage of making contributions to charities and benevolent
associations via payroll is that JPA will deduct the money from gross pay
before tax. Deductions may be made either as a percentage of a day’s pay or
as a fixed amount. When payment is based on a percentage of pay or rank,
the rate charged in any month will be that in issue on the date of the payroll
run (see 02.0107).
Payments to Sports Lotteries
02.0705.
Each Service has its own sports lottery. The subscription
deducted from an individual’s pay in respect of sports lottery tickets will be
determined by the number of tickets purchased and the number of Saturdays
in the following month. Details of these lottery schemes can be found on the
respective websites at these links: RN Sports Lottery, Army Sports Lottery
and RAF Sports Lottery.
JSP 754
Edition 19 dated 1 Oct 13
2–7–1
Payments to Service Clubs, Associations and HQ Messes
02.0706.
Provided that the criteria in 02.0703 are satisfied an individual
may opt, or be liable, to pay subscriptions for membership of Service Clubs,
Associations and HQ Messes. Deductions for membership are taken
annually.
Payments to Service-Facilitated Insurance Schemes
02.0707.
Service individuals may participate in a number of Servicefacilitated insurance schemes such as PAX (www.paxinsurance.aon.co.uk)
and SLI (www.servicelifeinsurance.co.uk); further information is available
on each scheme’s websites and regular updates are promulgated in DINs. 1
Subscriptions are made on a monthly basis at a rate determined at the time of
applying and can be made as a deduction from salary.
Business Process Guide
02.0708.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905012.
htm
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1
For example, see ‘DIN 2011DIN01-149: Service Life Insurance (SLI)’ and ‘DIN
2010DIN01-221: Change to PAX Scheme effective from 04 January 2011’.
JSP 754
Edition 19 dated 1 Oct 13
2–7–2
CHAPTER 2
SECTION 8
MISCELLANEOUS DEBITS AND CREDITS
Aim
02.0801.
To define how JPA can be used to administer the collection and
payment of miscellaneous debits and credits.
Scope
02.0802.
These regulations apply to all Service personnel in the Regular
and Reserve Forces unless otherwise specifically exempted within this
Section.
Conditions
02.0803.
An individual may have their pay credited or debited for a
number of reasons that have not been detailed in these regulations.
Notification will be given of any credits that are to be made to an individual’s
pay account and similarly, no debits will be made without first notifying the
individual concerned.
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JSP 754
Edition 19 dated 1 Oct 13
2–8–1
CHAPTER 3
BASIC PAY
SECTION 1 – PAY TERMINOLOGY AND STRUCTURES
03.0101
03.0102
03.0103
03.0104 – 03.0106
03.0107 – 03.0108
03.0109 – 03.0111
03.0112 – 03.0114
03.0115
ANNEX A
ANNEX B
-
Aim
Scope
Eligibility
Pay Terminology
Pay Structures
Basic Pay
Order of March
Payment
Officers’ Pay Table
Other Ranks’ Pay Table
SECTION 2 – PAY RANGE ALLOCATION – OTHER RANKS
03.0201
03.0202
03.0203 – 03.0205
03.0206 – 03.0207
03.0208
03.0209
-
Aim
General
Job Evaluation
Allocation of Trades to Ranges
Pay Profile
Change of Pay Range for Management Reasons
ANNEX A
ANNEX B
ANNEX C
-
Trades to Ranges – RN/RM
Trades to Ranges - Army
Trades to Ranges RAF
SECTION 3 – COMMENCEMENT OF PAY
03.0301
03.0302
03.0303
03.0304
03.0305
03.0306 – 03.0307
03.0308 – 03.0309
03.0310
-
Aim
Scope
Officers’ Pay on Initial Entry
Army Gap Year Commissions
Other Ranks’ Pay on Initial Entry/Enlistment
New Entrant Rate of Pay
Apprentice Training Pay Range
Transfer from the Reserve Forces
ANNEX A
-
Student Trades
SECTION 4 – YEARLY INCREMENTAL PROGRESSION
03.0401
03.0402
03.0403
03.0404
03.0405 – 03.0407
03.0409
03.0410 – 03.0412
03.0413
03.0414 – 03.0415
ANNEX A
ANNEX B
ANNEX C
-
Aim
Scope
General
Incremental Base Date
Eligibility for Payment
Factors Influencing Incremental Progression
Incremental Bars
Progression Through an Incremental Bar
Changes to Incremental Bars
Bars to Incremental Progression – Royal Navy/ Royal
Marines
Bars to Incremental Progression – Army
Bars to Incremental Progression – Royal Air Force
JSP 754
Edition 19 dated 1 Oct 13
i
SECTION 5 – PERFORMANCE STANDARDS FOR PAY PURPOSES
03.0501
03.0502
03.0503
03.0504 – 03.0506
03.0507
03.0508 – 03.0512
03.0513
-
Aim
Scope
General
Criteria
Interim Criteria
Pay Impact of Unsatisfactory Performance
Business Process Guide
SECTION 6 – ACCELERATED INCREMENTAL PROGRESSION
03.0601
03.0602
03.0603
03.0604 – 03.0606
03.0607
03.0608
03.0609
03.0610 – 03.0611
03.0612
-
Aim
Scope
General
Eligibility
Factors Influencing Incremental Progression
Banking of Increments
Changes in AIP Criteria
AIP for Qualifications Gained Prior to Joining the Service
Business Process Guide
ANNEX A
ANNEX B
ANNEX C
-
Qualifications for AIP – Royal Navy/Royal Marines
Qualifications for AIP - Army
Qualifications for AIP – Royal Air Force
SECTION 7 – PAY ON PROMOTION AND ON RELINQUISHMENT OF RANK FOR NONDISCIPLINARY REASONS
03.0701
03.0702
03.0703 – 03.0705
03.0706
03.0707 – 03.0709
03.0710
03.0711
-
Aim
Scope
Pay on Promotion
Pay on Promotion to OR6
Incremental Progression
Royal Air Force LAC and SAC Personnel
Business Process Guide
SECTION 8 – SUBSTITUTION PAY
03.0801
03.0802 – 03.0803
03.0804 – 03.0811
03.0812 – 03.0813
03.0814 – 03.0819
03.0820 – 03.0821
-
03.0822
03.0823 – 03.0824
03.0825 – 03.0826
03.0827
ANNEX A
-
Aim
Scope
Eligibility Criteria
Qualifying Period
Calculation of SUPA
Impact on Recruitment & Retention Payment and
Charges
Impact on Allowances
Continuity of Payment
Medical Downgrading
Business Process Guide
Substitution Pay – Equivalent Civilian Grades to Service
Ranks
SECTION 9 – ACTING RANK
03.0901
03.0902 – 03.0903
03.0904
03.0905
03.0906 – 03.0908
-
Aim
Scope
Eligibility Criteria
Qualifying Period
Authorisation
JSP 754
Edition 19 dated 1 Oct 13
ii
03.0909 – 03.0914
03.0915 – 03.0918
03.0919 – 03.0922
-
03.0923 – 03.0926
03.0927 – 03.0928
03.0929 – 03.0930
03.0931
-
ANNEX A
-
Calculation of Acting Rank
Incremental Progression
Impact on Recruitment & Retention Payment, Allowances,
Charges and Pension
Continuity of Payment and Relinquishment of AR
Medical Downgrading
Local Rank (Unpaid)
Business Process Guide
Acting Rank – Equivalent Civilian Grades to Service
Ranks
SECTION 10 – PAY ON REDUCTION IN RANK AND ON LOSS OF SENIORITY DUE TO
DISCIPLINARY REASONS
03.1001
03.1002
03.1003 – 03.1007
03.1008
03.1009
-
Aim
Scope
Pay on Reduction in Rank
Reinstatement of Rank
Pay on Loss of Seniority
SECTION 11 – PAY ON CHANGE OF BRANCH OR TRADE
03.1101
03.1102
03.1103 – 03.1104
03.1105
03.1106 – 03.1107
03.1108 – 03.1112
03.1113
03.1114
03.1115 – 03.1116
03.1117
-
Aim
Scope
Change of Branch or Trade
Transfers between Trades Within the Same Pay Range
Transfers from Lower to Higher Range
Transfers from Higher to Lower Range
Recruitment & Retention Payment
Change of Trade in Conjunction with Reduction in Rank
Failure to Complete Conversion Training
Payment
SECTION 12 – PAY FOR DUAL CAREER EMPLOYMENT QUALIFICATIONS
03.1201
03.1202
03.1203
03.1204 – 03.1205
03.1206 – 03.1207
03.1208 – 03.1209
03.1210
03.1211
03.1212
-
Aim
Scope
Eligibility
Royal Navy Scheme
Army Scheme
Pay for Dual Career Employment Qualifications
Pay on Promotion
Cessation of Payment
Order of Payment
SECTION 13 – PAY ON TRANSFER OF SERVICE, RE-ENTRY, RE-ENLISTMENT AND ON
TRANSFER FROM OR TO THE RESERVE FORCES OR TRANSFER FROM A FOREIGN
OR COMMONWEALTH FORCE
03.1301
03.1302
03.1303
03.1304 – 03.1307
03.1308
-
03.1309
-
Aim
Scope
Immediate Transfer
Pay on Re-Entry/Re-Enlistment after a Break of Service
Pay on Re-Entry/Re-Enlistment after Non-Completion of
Initial Training
Entrants with Former Service in a Foreign or
Commonwealth Force
JSP 754
Edition 19 dated 1 Oct 13
iii
SECTION 14 – SUSPENSION/CESSATION/FORFEITURE OF PAY
03.1401
03.1402
03.1403
03.1404
03.1405 – 03.1406
03.1407
03.1408
03.1409
-
Aim
Scope
General
Calculation
Forfeiture and Suspension of Pay
Cessation of Pay
Pay for Missing Personnel
Death or Presumed Death
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JSP 754
Edition 19 dated 1 Oct 13
iv
CHAPTER 3
SECTION 1
PAY TERMINOLOGY AND STRUCTURES
Aim
03.0101.
To define basic pay and the structures under which it is paid.
Scope
03.0102.
This Section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces in the
main Armed Forces’ Pay Review Body (AFPRB) 1 remit group which
comprises all personnel up to OF6. Regulations particular to Reserve Forces,
other than the FTRS, are covered in Chapter 4.
Eligibility
03.0103.
All Regular, FTRS and, unless explicitly excluded, other
categories of Reserve Forces personnel are eligible to receive basic pay 2.
Pay Terminology
03.0104.
The detailed pay structures from which basic pay is determined
are set by the Ministry of Defence (MOD) and these may be varied to reflect
manning requirements. The following terminology is used to define these
structures:
a.
All personnel will receive a rate of pay – this is the actual
monetary value published each year in a Directed Letter issued by
CDP Remuneration. All rates of pay are expressed as an annual
amount (see Chapter 2 Section 1). The rates of pay may overlap
between ranks to acknowledge similarities in job weight and also that
the most experienced or effective individual in one rank may merit more
pay than the least experienced in the next higher rank.
b.
For the majority of Service personnel this rate will be determined
by the increment level (IL) they are placed on in the pay structure.
c.
A range comprises a number of ILs and incremental progression
is permitted within a range. For pay purposes, rank is assigned to a
range. In certain circumstances more than one rank may share a
range.
1
See Chapter 1 Section 3.
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 Reserve Forces Act 1996.
JSP 754
Edition 19 dated 1 Oct 13
3–1–1
2
d.
A spine contains a number of pay ranges. There will only ever
be one range per rank within a spine.
e.
A table is the collective term for a number of pay spines
applicable to a specific group of Service personnel.
f.
All trades and non-commissioned aircrew categories in the
Armed Forces are allocated to a pay range within one of the two spines
on the basis of Job Evaluation (JE). The output of the process is a pay
profile for the trade (see 03.0204).
03.0105.
In certain circumstances, individuals will receive a rate of pay
that is outside the formal pay structure as follows:
a.
A Specially Determined Rate of Pay (SDRP) is a rate of pay
that is above the maximum IL of a range for the rank of the individual.
Therefore, the rate of pay applicable as a SDRP will be unique to the
individual and not a published rate. For personnel on promotion,
SDRPs will be calculated by applying the appropriate minimum
percentage increase to their current basic pay. In all cases the new
rate of pay must be divisible by 12 (see Chapter 2 Section 1). SDRPs
may be held for an indefinite period until the individual’s rank changes
such that the new rate of pay supersedes the SDRP. SDRPs attract
annual pay uplifts which will be the percentage applicable to the
individual’s paid rank but no incremental progression (see Sections 4
and 6
b.
A Mark Time Rate of Pay (MTRP) is a rate of pay that is higher
than that to which the individual would normally be entitled for their
rank, experience in rank, employment category or qualifications and is
a mechanism applied in certain circumstances so that an individual
does not take a cut in pay. A MTRP does not attract annual pay uplifts
and incremental progression is only applicable in accordance with
Sections 4 and 6. An individual will generally remain on a MTRP until
they have gained the criteria that entitle them to a higher rate of pay on
the relevant range for their trade/rank.
03.0106.
In addition, the following term may be used in conjunction with a
rate/level of pay within the formal pay structure:
a.
A Stand Still Rate of Pay (SSRP) is a pay level that is assigned
to an individual on promotion or entry to the Service which, because of
the need to guarantee a certain level of pay, is above the normal entry
level for the rank. In such circumstances, progression beyond this level
is only possible once the appropriate seniority in rank has been
achieved 3. A SSRP will attract annual pay uplifts and incremental
3
For example, a SSRP may apply on commissioning from the ranks (see Chapter 5 Section
3).
JSP 754
Edition 19 dated 1 Oct 13
3–1–2
progression is only applicable in accordance with Chapter 3 Sections
4 and 6.
Pay Structures
03.0107.
For the main AFPRB remit group there is currently one spine for
officers, shown at Annex A and 2 spines 4 for ORs, shown at Annex B. These
tables show the pay structures for each of these groups. In addition, the
single Services have introduced control points that encompass pay bars and
entry levels within a pay range to govern progression as it accords with their
manning structure policy. Full lists of the bars to incremental progression by
Service, are shown at Annexes A - C to Chapter 3 Section 4.
03.0108.
Separate pay arrangements apply to the following groups:
a.
Medical and Dental Officers (see Chapter 5 Section 1).
b.
Veterinary Officers (see Chapter 5 Section 2).
c.
3).
Officers Commissioned from the Ranks (see Chapter 5 Section
d.
Chaplains (see Chapter 5 Section 4).
e.
Special Forces (see Chapter 5 Section 5).
f.
RN/RAF Professional Aviators and Pilot Employment Stream
(Army) (see Chapter 5 Section 6).
g.
RN/RAF Non-Commissioned Aircrew and Pilot Employment
Stream (Army) (see Chapter 5 Section 7).
h.
Specialist Aircrew (see Chapter 5 Section 8).
i.
Military Provost Guard Service (see Chapter 5 Section 9).
j.
University Cadet Entrants Pay (see Chapter 5 Section 10).
k.
RN Clearance Divers of Petty Officer (Diver) rank and above
(see Chapter 5 Section 11).
l.
Cadet Force Adult Volunteers (see Chapter 4 Section 8).
m.
Non-Regular Permanent Staff (Territorial Army) (see Chapter 5
Section 12).
n.
Senior Officers (see Chapter 5 Section 13).
4
These are colloquially known as higher and lower.
JSP 754
3–1–3
Edition 19 dated 1 Oct 13
o. Nursing Officers & Nursing Other ranks pay (see Chapter 5
Section 14)
Basic Pay
03.0109.
Basic pay comprises base pay and, where applicable, X-factor 5.
03.0110.
The rate of basic pay payable to an individual is determined by:
a.
Rank.
b.
Profession/branch or trade.
c.
Length of service.
d.
Qualifications held.
e.
Satisfactory performance.
03.0111.
All individuals are allocated to a pay range on the basis of their
rank and profession, branch or trade. The JE score is used to determine
which of the 2 spines an OR should be paid from 6. Their position within the
range – their IL and hence their rate of pay – will be determined by their length
of service, qualifications held and performance.
Order of March
03.0112.
Changes to rates of pay and changes affecting an individual’s
position on a pay range may occur on the same day. In the event that more
than one event occurs together on the same day they are to be applied in the
following order known as the order of march:
a.
Changes in rates of pay as a result of a Government approved
pay award;
b.
Changes resulting from changes in pay spine as a result of JE;
c.
The award of an annual increment resulting from a change to a
Qualification bar;
d.
The award of YIP;
e.
Trade transfers or the attainment of a new employment
qualification;
f.
Change of rank (includes loss of seniority for disciplinary
purposes) 7;
5
X-factor is explained at Chapter 1 Section 2.
See Section 2.
JSP 754
3–1–4
6
Edition 19 dated 1 Oct 13
g.
AIP.
03.0113.
In the event that a retrospective pay event or correction needs to
be actioned, the order of march is to be applied in reverse. This will take the
individual back to their original starting position from which point the correct
new calculation can be applied.
03.0114.
Where a change of X-factor rate is involved, the order of march
should be implemented on the basic pay rate only (i.e. less X-factor).
Implementation of all the relevant changes listed above will determine the
appropriate IL. The actual rate of pay granted will include X-factor at the
appropriate rate to the form of service or commitment.
Payment
03.0115.
Annual rates of basic pay are contained in the annual MOD CDP
Remuneration Directed Letter.
Back to Chapter Contents Page
7
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Where promotion and a change of Main Trade for Pay are required on completion of a
Career Course, both changes must be made to JPA concurrently.
JSP 754
Edition 19 dated 1 Oct 13
3–1–5
ANNEX A TO CHAPTER 3 SECTION 1
OFFICERS’ PAY TABLE
RANK
PAY SPINE
OF1 Range
Non–graduate direct entrants (for pay purposes will
be classed as Officer Cadets, but may hold
different ‘addressable’ ranks).
Army: 2nd Lieutenant Gap Year Commission
Graduate direct
entrants during
Initial Officer
Training and nongraduate direct
entrants on
commissioning 1
RN: Midshipman
RM: 2nd Lieutenant
Army: 2nd Lieutenant
RAF: Acting Pilot
Officer/Pilot Officer
IL 1
ILs 2 – 3
IL 4
IL 5
ILs 6 – 10
RN: Sub-Lieutenant
RM: Lieutenant
Army: Lieutenant
RAF: Flying Officer
OF2 Range
RN: Lieutenant
RM: Captain
Army: Captain
RAF: Flight Lieutenant
ILs 1 – 9
OF3 Range
RN: Lieutenant Commander
RM: Major
Army: Major
RAF: Squadron Leader
ILs 1 – 9
OF4 Range
RN: Commander
RM: Lieutenant Colonel
Army: Lieutenant Colonel
RAF: Wing Commander
ILs 1 – 9
OF5 Range
RN: Captain
RM: Colonel
Army: Colonel
RAF: Group Captain
ILs 1 – 9
OF6 Range
2
RN: Commodore
RM: Brigadier 3
Army: Brigadier
RAF: Air Commodore
ILs 1 – 5
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1
On completion of training non-graduate direct entrants will move to level 5, however
progression to level 6 will be dependant on promotion to sub-lieutenant (RN)/lieutenant
(Army)/flying officer (RAF). Graduate direct entrants will enter Service on at least level 5
dependant on seniority awarded for civilian qualifications.
JSP 754
Edition 19 dated 1 Oct 13
3–1–A–1
ANNEX B TO CHAPTER 3 SECTION 1
OTHER RANKS’ PAY TABLE
RANK
HIGHER SPINE
LOWER SPINE
OR1
On initial entry to the Services, individuals will be allocated to either the New Entrant Rate of
Pay (NERP) or RN Apprentice Training Pay Range (see Section 3).
OR2 and OR3 - Range 1
OR2
RAF: Aircraftman and Leading Aircraftman
IL 1
IL 1
OR2
Army: Private
ILs 1 – 7
ILs 1 - 7
OR2
RN: Able Rate
RM: Marine
OR2
RAF: Senior Aircraftman
OR2
RAF: Senior Aircraftman (T) 1 / Junior
Technician/multi-skilled technician
OR3
RM: Lance Corporal
Army: Lance Corporal
RAF: Lance Corporal 2
OR4 – Range 2
RN: Leading Rate
RM: Corporal
Army: Corporal
RAF: Corporal
OR5/6 – Range 3
RN: Petty Officer
RM: Sergeant
Army: Sergeant
RAF: Sergeant
OR7 and OR8 – Range 4
OR7
RN: Chief Petty Officer (Trades to which the
rank of OR8 is available)
RM: Colour Sergeant
Army: Staff Sergeant
RAF: Chief Technician
OR7
RAF: Flight Sergeant (List 1 Trades) 3
OR7
RN: Chief Petty Officer (Trades to which the
rank of OR8 is not available)
RAF: Flight Sergeant (List 1 (without CT rank)
and List 2 Trades)
OR8
RN: Warrant Officer 2
RM: Warrant Officer 2
Army: Warrant Officer 2
OR9 – Range 5
RN: Warrant Officer 1
RM: Warrant Officer 1
Army: Warrant Officer 1
RAF: Warrant Officer
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1
ILs 1 – 9
ILs 1 – 9
ILs 2 – 9
ILs 5 – 9
ILs 2 - 9
ILs 5 – 9
ILs 5 – 9
ILs 5 – 9
ILs 1 – 7
ILs 1 –7
ILs 1 – 7
ILs 1 – 7
ILs 1 – 7
ILs 1 – 7
ILs 5 – 9
ILs 1 – 9
ILs 5 – 9
ILs 1 – 9
ILs 5 – 9
ILs 5 – 9
ILs 1 – 7
ILs 1 – 7
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Upon the award of Q-Ops and advancement to SAC(T), the IBD will change to the date of
the award of Q-Ops for personnel who are currently on IL1-4 inclusive. For personnel on IL5
or higher, there is no effect on IBD.
2
Effective from 1 April 2010.
3
On promotion from CT only.
JSP 754
Edition 19 dated 1 Oct 13
3–1–B–1
CHAPTER 3
SECTION 2
PAY RANGE ALLOCATION – OTHER RANKS
Aim
03.0201.
To explain how, for pay purposes all Regular and Reserve
Forces’ 1 non-commissioned military trades, including non-commissioned
aircrew, are assigned to a pay spine and the way in which, as a result of Job
Evaluation (JE), individuals can move between pay spines.
General
03.0202.
For the main Armed Forces’ Pay Review Body (AFPRB) remit
group there are 2 pay spines for ORs, each divided into ranges which apply to
one or more ranks. The pay range is a series of pay Increment Levels (ILs)
designed to provide incremental progression in a given rank, details are at
Section 1. All trades and non-commissioned aircrew categories in the Armed
Forces are allocated to a pay range within one of the 2 spines on the basis of
JE.
Job Evaluation
03.0203.
JE is a well-established system used in both the private and
public sectors as an objective means of assessing the weight of jobs.
Measurement of job weight takes place against agreed criteria or ‘factors’. In
the system used for the JE of military posts, each factor has a number of
levels, which are assigned a numerical value, denoting the importance of that
factor in relation to any given post. For ORs, a Whole Trade Score (WTS),
which is the weighted average of a number of different jobs of the same
rank/trade, is calculated. JE establishes a proper relativity between OR
trades/branches in the 3 Services and provides the basis for comparison
between job sizes in the Services and those in civilian life. JE evidence is
used by the AFPRB to compare civilian salaries with Service salaries in the
formulation of their recommendations for annual pay awards. The allocation
of trades to ranges is subject to change. Current tables are shown at
Annexes A-C.
03.0204.
In order to provide consistent measurement of widely varying
posts, the JE process breaks down in to 6 ‘factors’ that are assessed
independently. The factors are:
a.
Knowledge, Skills and Experience: required to operate
successfully in the post and the range of application within the
organisation.
1
The principles and structure of pay for the Reserve Forces’ remain unchanged under JPA.
Pay will continue to follow the Regular Forces’ Pay 2000 structure.
JSP 754
Edition 19 dated 1 Oct 13
3–2–1
b.
Complexity and mental challenge: reflects the difficulty of the
problems facing the job holder (JH) and the degree they must think for
themselves to which solutions must be developed from first principles.
c.
Judgement and decision: required of the JH and the impact on
the success of the organisation.
d.
Use of resources: in terms of people, budgets, equipment and
property and influence on the development and operation of the
organisation.
e.
Communication: the level at which the JH must communicate
both within the organisation (i.e. the MOD and the Services) and
outside and the significance to the whole of the organisation.
f.
Working conditions: the degree to which the JH’s ability to
perform is affected by location, environment or constraints on methods
of working (because of, for example, volatility of materials, etc).
03.0205.
JE is concerned with the job and not the JH and does not take
account of the abilities of the individual except to assume a satisfactory
performance by the JH. It is possible to measure by JE the extent to which a
job demands knowledge, skills of analysis, responsibility and endurance of
difficult conditions, but not such personal qualities as integrity, initiative and
honesty. Whether or not the individual possesses qualities of this nature is
irrelevant; the job remains the same. JE does not measure job loading –
which is a management issue and should be reflected in the annual appraisal.
Allocation of Trades to Ranges
03.0206.
All trades and non-commissioned aircrew categories (as
determined by the single-Services) in the Armed Forces are allocated to a pay
range within one of the 2 pay spines on the basis of JE by the Joint Services
Job Evaluation Team (JSJET). Details of all new /reorganised trades must be
referred to JSJET by the responsible Service manager for ratification of their
‘stand –up’ pay range allocations.
03.0207.
Valid pay range allocations for each rank group of all trades will
be published annually in October by JSJET in the form of a Directed Letter
which will be the authority for the Service Personnel and Veterans Agency
Change (SPVA(C) Gate to make any changes to JPA, with any changes in
allocation to be effective from the following April. The single-Services are to
provide an up to date list of trade/aircrew categories annually to JSJET by 30
September who will use this information as the basis for the Directed Letter.
This Letter will be the sole authority for the SPVA(C) Gate (attn: SO2 Change
Programme) to amend payments, which can only be made against a valid
trade/aircrew category identified in the Letter.
JSP 754
Edition 19 dated 1 Oct 13
3–2–2
Pay Profile
03.0208.
It is possible for the pay range allocation to vary between ranks
in the same trade. The output of the JE process is a pay profile for the trade,
for example:
Higher
WO1
WO2
Sgt
Cpl
LCpl
-
Lower
SSgt
Pte
Infantry Soldier (as at 1 December 2005)
Change of Pay Range for Management Reasons
03.0209.
Following a JE assessment of a trade it is possible for the pay
range allocation for a rank within a trade to be changed because the WTS has
altered, the number of pay ranges has been varied, or because the boundary
between ranges has been changed by MOD. A change of pay range in such
circumstances will have no effect on an individual’s Incremental Base Date
(IBD). Details are as follows:
a.
Up-ranging. This involves the movement of personnel from the
lower pay range to the corresponding higher pay range on the same
pay IL. On 1 April of the year following promulgation, personnel will
transfer to the appropriate IL in the higher range which matches the IL
they were on in the lower range (e.g. a corporal on IL 3 in the lower pay
range will transfer to IL 3 in the higher pay range). Personnel on a
Specially Determined Rate of Pay (SDRP) in the lower pay range will
transfer to the highest IL in the higher pay range, unless the SDRP is
higher, in which case they will remain on the SDRP until the individual’s
rank changes such that the new rate of pay supersedes the SDRP.
b.
Down-ranging. This involves the movement of personnel from
the higher pay range to the corresponding lower pay range on the
same IL. In this instance, personnel will retain the rate of pay in issue
on a mark time basis until it is overtaken by the appropriate rate of pay
in the lower pay range. This rate of pay will be known as a Mark Time
Rate of Pay (MTRP). The following additional regulations apply:
(1)
Personnel who are promoted whilst in receipt of a MTRP
are to be treated in accordance with Section 7.
(2)
Personnel in receipt of the NERP on 31 March, but who
are training for a trade which is to be down-ranged, are to be
paid the rate of pay appropriate to the lower pay range when
they have spent 26 weeks on the NERP or completed basic
trade training whichever is the soonest.
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
3–2–3
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
ALLOCATION TO PAY RANGES AS AT 1 APRIL 2013 FOR ROYAL NAVY & ROYAL MARINE TRADES AS DETERMINED BY JOB EVALUATION
PAY RANGE ALLOCATION
L = LOWER RANGE
TRADE FOR PAY
WARFARE BRANCH
RN WARFARE GS
WARFARE SPECIALIST
WARFARE SPECIALIST (ABOVEWATER WARFARE
WEAPONS)
includes WS(AWW) ADAWS, DNA and SSCS
WARFARE SPECIALIST (ABOVEWATER WARFARE
TACTICAL)
includes WS(AWT) ADAWS, CACS, DNA, and SSCS
WARFARE SPECIALIST (UNDERWATER WARFARE)
(MINE WARFARE)
WARFARE SPECIALIST (ELECTRONIC WARFARE)
(COMMUNICATIONS AND INFORMATION SYSTEMS)
SEAMAN SPECIALIST
(SURVEY RECORDER)
(HYDROGRAPHY AND METEOROLOGY)
includes HM(H) and HM(M)
COMMUNICATIONS TECHNICIAN
COMMUNICATIONS TECHNICIAN (ANALYST)
COMMUNICATIONS TECHNICIAN (LINGUIST)
DIVER
REGULATOR - RN POLICE
PHYSICAL TRAINING INSTRUCTOR
includes PTI RI
EDUCATION TRAINING SUPPORT
WEAPON ANALYST
ABBREVIATION
AB
LH
PO
H = HIGHER RANGE
CPO
CPO
WO2
WO
(Art)
WS
L
-
-
-
-
-
WS(AWW)
L
H
H
L
-
L
WS(AWT)
L
H
H
L
-
L
WS(UW)
(MW)
WS(EW)
(CIS)
(SEA)
(SR)
(HM)
L
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
L
-
L
L
L
L
H
L
L
CT
CT(A)
CT(L)
D
REG
PTI
H
-
H
H
H
H
H
L
H
H
H
H
H
L
H
H
H
H
L
L
H
H
H
-
H
H
H
H
L
H
ETS
WA
-
L
L
L
L
L
L
-
L
L
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-1
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
TRADE FOR PAY
RN WARFARE SM
(COMMUNICATIONS AND INFORMATION SYSTEMS,
SUBMARINE)
WARFARE SPECIALIST (SENSORS, SUBMARINE)
WARFARE SPECIALIST (TACTICAL, SUBMARINE)
COXSWAIN (SUBMARINE)
RN WARFARE FAA
AIRCREWMAN (ANTI SUBMARINE WARFARE)
includes ACMN(ASW) QAI
AIRCREWMAN (COMMANDO)
includes ACMN(CDO) QAI
NAVAL AIRMAN (PHOTOGRAPHER)
includes NA(PHOT) IA
NAVAL AIRMAN (METEOROLOGICAL)
NAVAL AIRMAN (AIRCRAFT HANDLER)
NAVAL AIRMAN (SURVIVAL EQUIPMENT)
NAVAL AIRMAN (AIRCRAFT CONTROLLER)
includes NA(AC) JATCC
ENGINEERING BRANCH
RN ENGINEER GS
ENGINEERING TECHINICIAN (MARINE
ENGINEERING)
ENGINEERING TECHNICIAN (MARINE
ENGINEERING) ARTIFICER
MARINE ENGINEERING ARTIFICER
MARINE ENGINEERING MECHANIC
MARINE ENGINEERING MECHANIC (MECHANICAL)
MARINE ENGINEERING MECHANIC (ELECTRICAL)
ENGINEERING TECHINICIAN (WEAPON
ENGINEERING)
ABBREVIATION
AB
LH
PO
(CISSM)
WS(SSM)
WS(TSM)
COXN(SM)
L
L
L
-
H
H
H
-
ACMN(ASW)
-
ACMN(CDO)
CPO
(Art)
CPO
WO2
WO
H
H
H
-
L
L
L
H
-
L
L
L
H
H
H
H
-
H
-
H
H
H
-
H
NA(PHOT)
-
L
L
L
-
L
NA(MET)
NA(AH)
NA(SE)
NA(AC)
L
L
L
-
L
L
H
H
L
L
H
H
H
L
H
H
-
H
H
H
H
ET(ME)
L
H
H
H
H
H
ET(ME)
MEA
MEM
MEM(M)
MEM(L)
L
-
H
H
-
H
H
H
H
H
L
L
L
H
-
H
L
L
L
ET(WE)
L
H
H
H
H
H
JSP 754
H
-
Edition 19 dated 1 Oct 13
3–2–A-2
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
TRADE FOR PAY
WEAPON ENGINEERING ARTIFICER
WEAPON ENGINEERING MECHANIC (ORDNANCE)
WEAPON ENGINEERING MECHANIC (RADIO)
RN ENGINEER SM
ENGINEERING TECHINICIAN (MARINE
ENGINEERING, SUBMARINES)
ENGINEERING TECHINICIAN (MARINE
ENGINEERING, SUBMARINES) ARTIFICER
MARINE ENGINEER ARTIFICER (SUBMARINES)
MARINE ENGINEER ARTIFICER
(MECHANICAL)(SUBMARINES)
MARINE ENGINEER ARTIFICER
(ELECTRICAL)(SUBMARINE)
MARINE ENGINEERING MECHANIC (SUBMARINES)
MARINE ENGINEERING MECHANIC
(MECHANICAL)(SUBMARINES)
MARINE ENGINEERING MECHANIC
(ELECTRICAL)(SUBMARINES)
ENGINEERING TECHINICIAN (WEAPON
ENGINEERING, SUBMARINE)
ET(WESM) (TACTICAL WEAPON SYSTEMS)
ET(WESM) (STRATEGIC WEAPON SYSTEMS)
ET(WESM) (TACTICAL WEAPON SYSTEMS)
ARTIFICER
ET(WESM) (STRATEGIC WEAPON SYSTEMS)
ARTIFICER
WEAPON ENGINEERING ARTIFICER (SUBMARINES)
WEAPON ENGINEERING ARTIFICER (STRATEGIC
WEAPON SYSTEMS)
WEAPON ENGINEERING MECHANIC (ORDNANCE
SUBMARINE)
ABBREVIATION
WEA
WEM(O)
WEM(R)
AB
L
L
LH
H
H
H
PO
H
H
ET(MESM)
L
H
H
ET(MESM)
MEA(SM)
L
-
H
H
H
H
MEA(M)(SM)
-
H
MEA(L)(SM)
MEM(SM)
-
MEM(M)(SM)
CPO
(Art)
-
CPO
L
L
WO2
-
WO
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
-
H
H
H
H
L
H
-
H
L
-
-
H
L
-
L
MEM(L)(SM)
-
-
H
L
-
L
ET(WESM)
ET(WESM)
ET(WESM)
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
ET(WESM)
L
H
H
H
H
H
H
ET(WESM)
WEA(SM)
L
-
H
H
H
H
H
H
H
H
H
H
H
H
WEA(SWS)
-
H
H
H
H
H
H
WEM(O)(SM)
L
H
H
L
-
L
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-3
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
TRADE FOR PAY
ABBREVIATION
WEAPON ENGINEERING MECHANIC (RADIO
SUBMARINE)
RN ENGINEERING - FAA
AIR ENGINEERING TECHNICIAN
AIR ENGINEERING TECHNICIAN (AVIONICS)
AIR ENGINEERING TECHNICIAN (ELECTRICAL)
AIR ENGINEERING TECHNICIAN (MECHANICAL)
AIR ENGINEERING TECHNICIAN (RADIO)
AIR ENGINEERING ARTIFICER (AVIONICS)
AIR ENGINEERING ARTIFICER (ELECTRICAL)
AIR ENGINEERING ARTIFICER (MECHANICAL)
AIR ENGINEERING ARTIFICER (RADIO)
AIR ENGINEERING MECHANIC
AIR ENGINEERING MECHANIC (AVIONICS)
AIR ENGINEERING MECHANIC (ELECTRICAL)
AIR ENGINEERING MECHANIC (MECHANICAL)
AIR ENGINEERING MECHANIC (RADIO)
LOGISTICS BRANCH
RN LOGISTICS GS
LOGISTICIAN (PERSONNEL)
LOGISTICIAN (SUPPLY CHAIN)
LOGISTICIAN (CATERING
SERVICES)(PREPARATION)
LOGISTICIAN (CATERING SERVICES)(DELIVERY)
FAMILY SERVICES
1 Legacy Trade currently expected to cease with effect from March 2017
AB
LH
PO
WEM(R)(SM)
L
H
AET
AET(Av)
AET(L)
AET(M)
AET(R)
AEA(Av)
AEA(L)
AEA(M)
AEA(R)
AEM
AEM(Av)
AEM(L)
AEM(M)
AEM(R)
L
L
CPO
(Art)
CPO
WO2
WO
H
L
-
L
-
H
H
H
H
H
H
H
H
H
-
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
-
H
H
H
H
H
H
H
H
H
H
LOG(PERS)
LOG(SC)
L
L
H
L
H
H
H
H
-
H
H
LOG(CS)(P)
LOG(CS)(D)
FS
L
L
-
H
L
-
H
L1
H
H
L1
H
-
H
L1
-
L
-
H
H
H
H
.
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-4
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
TRADE FOR PAY
RN LOGISTICS SM
LOGISTICIAN (PERSONNEL)(SUBMARINE)
LOGISTICIAN (SUPPLY CHAIN)(SUBMARINE)
LOGISTICIAN (CATERING
SERVICES)(PREPARATION)(SUBMARINE)
LOGISTICIAN (CATERING SERVICES)(DELIVERY)
(SUBMARINE)
MEDICAL BRANCH
RN MEDICAL GS
MEDICAL TECHNICIAN (LABORATORY)
MEDICAL TECHNICIAN (HEALTH INSPECTOR)
MEDICAL TECHNICIAN (RADIOGRAPHER)
MEDICAL ASSISTANT
MEDICAL ASSISTANT (COMMANDO)
MEDICAL ASSISTANT (OPERATING DEPARTMENT
PRACTITIONER)
MEDICAL TECHNICIAN (OPERATING DEPARTMENT
PRACTITIONER)
DENTAL NURSE
DENTAL HYGIENIST
RN MEDICAL SM
MEDICAL ASSISTANT (SUBMARINE)
ABBREVIATION
AB
LH
PO
LOG(PERS)(SM)
LOG(SC)(SM)
L
L
H
L
LOG(CS)(P)(SM)
L
LOG(CS)(D)(SM)
CPO
(Art)
CPO
WO2
WO
H
H
H
H
-
H
H
H
H
H
-
H
L
L
L1
L1
-
L1
MT(L)
MT(HI)
MT(Rad)
MA
MA(CDO)
H
H
H
H
H
H
H
H
H
H
H
H
H
L
H
H
H
L
L
L
-
L
L
L
H
H
MA(ODP)
H
H
H
H
MT(ODP) 2
DN
DHY
L
-
H
L
H
H
L
H
L
L
L
H
-
L
L
L
MA(SM)
H
H
H
H
-
H
H
2 Branch start date expected Apr 14
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-5
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
CPO
TRADE FOR PAY
ABBREVIATION
AB
LH
PO
(Art)
CPO
WO2
ROYAL NAVY RESERVE TRADES
PAY RANGE ALLOCATION FOR RNR TRADES IS TO THE SAME RANGE AS EQUIVALENT REGULAR TRADE WITH THE EXCEPTION OF THOSE
SPECIFIED BELOW:
OPERATIONS BRANCH
MARITIME TRADE OPERATIONS
MTO (AN)
L
H
H
L
OTHER BRANCHES
LOGISTICS (RESERVE)
INTELLIGENCE BRANCH
INFORMATION OPERATIONS
MEDICAL TECHNICIAN
NEW ENTRY INSTRUCTOR
CAREER ADVISOR
LOGS
DI, OPINT, HUMINT
INFO OPS
MT
NE INSTR
CARADV
ROYAL MARINE TRADES
GENERAL DUTIES
includes GD Sniper
GENERAL DUTIES (SPECIALIST QUALIFICATIONS)
ASSAULT ENGINEER
ARMOURED SUPPORT
ANTI TANK
SIGNALLER
MOUNTAIN LEADER
HEAVY WEAPONS (ANTI-TANK)
HEAVY WEAPONS (MORTARS)
HEAVY WEAPONS (AIR DEFENCE)
PLATOON WEAPONS
LANDING CRAFT
DRIVER
STORES ACCOUNTANT
GD
GD
GD(SQ)
AE
AS
AT
SIG
ML
HW ATK
HW MOR
HW AD
PW
LC
D
SA
L
L
L
L
H
H
L
L
WO
L
-
H
H
-
L
H
H
L
L
L
L
L
MNE
L
CPL
H
SGT
H
SGT
H
CSGT
L
WO2
H
WO1
H
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-6
ANNEX A to Chapter 3 Section 2
TRADES TO RANGES – RN/RM
TRADE FOR PAY
CLERK
CHEF
DRILL LEADER
PHYSICAL TRAINING INSTRUCTOR
MILITARY PROVOST
TECHNICAL QUALIFICATIONS (ARTIFICER)
ARTIFICER VEHICLE
YEOMAN OF SIGNALS
COMMUNICATIONS TECHNICIAN
TECHNICAL QUALIFICATIONS (NON ARTIFICER)
ARMOURER
METALSMITH
INFORMATION SYSTEMS
VEHICLE MECHANIC
TELECOMMUNICATIONS TECHNICIAN
ABBREVIATION
C
K
DL
PTI
MP
TQ ART
ARTV
YofS
RMCT
TQ NON ART
ARM
MESM
IS
VM
TT
CPO
(Art)
H
H
H
H
H
CPO
L
L
L
L
L
WO2
H
H
H
H
H
WO
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
-
WO2
WO1
H
H
H
H
H
L
H
L
H
H
H
AB
L
L
L
LH
H
H
H
H
H
PO
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
ROYAL MARINE TRADES
MNE
CPL
SGT
SGT
CSGT
MISCELLANEOUS
COMBAT INTELLIGENCE
CI
H
H
H
H
L
MEDICAL ASSISTANT
RMMA
H
H
H
H
H
AIRCREWMAN
RMAC
H
H
H
H
ROYAL MARINE BAND
MUSICIAN
MUS
H
H
L
L
L
MUSICIAN (BANDMASTER APPOINTMENT)
BMAST
BUGLER
BUGLER
H
H
L
L
L
ROYAL MARINE RESERVE TRADES
PAY RANGING ALLOCATION FOR ALL RMR TRADES IS TO THE SAME RANGE AS THAT OF THE EQUIVALENT REGULAR TRADE.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
3–2–A-7
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ALLOCATION TO PAY RANGES AS AT 1 APRIL 2013 FOR ARMY TRADES AS DETERMINED BY JOB EVALUATION
PAY RANGE ALLOCATION
L = LOWER RANGE
ARMY TRADE FOR PAY
ABBREVIATION
PAN ARMY
TAILOR (All Arms)
WO1 (RSM) Major Unit
WO1 (RSM) Minor Unit
NRPS (TA)
AAC Pilot
LONG SERVICE LIST
LSL DUTIES
LSL ARTIFICER
RAC/HCAV
SADDLER
FARRIER
MOUNTED DUTYMAN (INCLUDES MTD DUTYMAN INSTR)
RAC CREWMAN (INCLUDES CREW MECH AFV, CREW
DVR AFV, GNR MECH AFV, DVR MECH AFV & COMD OP)
COMD AFV
ROYAL ARTILLERY
Artillery Strike
GNR AS90
GNR LT GUN
GNR RAP FSC
H = HIGHER RANGE
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
TAILOR
RSM MAJOR UNIT
RSM MAJOR UNIT
NRPS SOLDIER
AAC PILOT
L
L
-
L
L
-
L
L
H
L
L
H
L
L
H
L
L
H
L
H
L
L
H
LSL DUTIES
LSL ARTIFICER
L
-
L
-
L
-
L
-
L
H
L
H
L
H
SADDLER
FARRIER
MTD DUTYMAN
L
L
L
H
L
H
L
L
L
L
L
L
L
L
L
L
L
L
H
-
CREWMAN 2
COMD AFV
L
-
H
H
L
H
H
H
H
H
GNR AS90
GNR LT GUN
GNR RAP FSC
L
L
L
L
L
H
H
H
H
L
L
L
L
L
L
-
-
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-1
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
GNR HVM SP
GNR HVM LML
GNR MLRS OPERATOR
Artillery Targeting
GNR OPA
GNR NGA
GNR SRG
GNR SVYR
GNR RAD OP
GNR TUAV OP
Artillery Command Systems
GNR CS CS
GNR CS AD
GNR CS GS TUAV
GNR CS GS WL
GNR CS GS MLRS
Artillery Logistics
GNR ARTY LOG
Mounted Gnr RA
SADDLER
FARRIER
MOUNTED GNR
RA Regimental
RA WO
Other RA Trades
RA SOLDIER CLASS 1
RA SOLDIER CLASS 2
ABBREVIATION
GNR HVM SP
GNR HVM LML
GNR MLRS OP
PTE
L
L
L
LCPL
H
H
H
CPL
H
H
L
SGT
L
L
L
SSGT
H
H
L
WO2
-
WO1
-
GNR OPA
GNR NGA
GNR SRG
GNR SVYR
GNR RAD OP
GNR TUAV OP
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
H
H
H
H
-
-
GNR CS CS
GNR CS AD
GNR CS GS TUAV
GNR CS GS WL
GNR CS GS MLRS
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
L
H
H
H
L
H
L
L
L
-
-
GNR ARTY LOG
L
H
L
L
L
-
-
SADDLER
FARRIER
MOUNTED GNR
L
L
L
H
L
L
L
L
L
L
L
L
L
L
L
L
L
-
H
-
RA WO
-
-
-
-
-
L
H
RA SLDR
RA SLDR
L
L
L
L
L
L
-
-
-
-
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-2
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
ROYAL ENGINEERS
RE Group A (Des & Geo)
CLERK OF WORKS (CONSTRUCTION)
CLERK OF WORKS (ELECTRICAL)
CLERK OF WORKS (MECHANICAL)
MILITARY PLANT FOREMAN
ME DESIGN DRAUGHTSMAN
ME DESIGN DRAUGHTSMAN (E&M)
ME SURVEY ENGINEER
ME CONSTRUCTION MATERIALS TECHNICIAN
ME GEOGRAPHIC ENGINEER (TECH)
RE Group B (Spec/Combat/Fitter/Artisan)
ME EOD
ME AMPH
ME ARMD
ME WELL DRILLER
ME COMBAT
ME FTR GEN
ME ELEC
ME FTR MACH
ME FTR U&P
ME FTR ACR
ME FTR EQPT
ME H&P
ME POM
ME B&C
ME B&SF
ME C&J
ME FABRIC
ME WELDER
ABBREVIATION
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
CLK WKS( C)
CLK WKS (E)
CLK WKS (M)
MPF
ME DESIGN DTMN
ME DESIGN DTMN (E&M)
ME SVY ENGR
ME CMT
ME GEO TECH UNSPEC
H
H
H
H
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
H
H
H
H
L
L
L
L
H
H
H
H
H
L
L
L
L
H
ME EOD
ME AMPH
ME ARMD
ME WELL DRILLER
ME COMBAT
ME FTR GEN
ME ELEC
ME FTR MACH
ME FTR U&P
ME FTR ACR
ME FTR EQPT
ME H&P
ME POM
ME B&C
ME B&SF
ME C&J
ME FABRIC
ME WELDER
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-3
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
ME BLACKSMITH
RE Group C (C3S/Res Spec/Dvr/Dvr Spec)
ME ENGR LOG SPEC
ME C3 SYS
ME DVR SPEC CRANE
ME DVR
ME DVR SPEC PLANT
ME DVR SPEC TBT
ME DVR SPEC ABLE
Other RE Trades
ME(V)
ROYAL SIGNALS
R Signals Group 1A
F OF S
Y OF S
FOFS (IS)
YOFS (EW)
R Signals Group 1B
COMM SYS ENGR
R Signals Group 2
COMMS SYS OP
INSTL TECH
EW SYS OP
R Signals Group 3
R SIGNALS ELEC
DVR LNMN STMN
Other R Signals Trades
REGIMENTAL DUTY R SIGNALS
ABBREVIATION
ME BLACKSMITH
PTE
H
LCPL
H
CPL
H
SGT
H
SSGT
L
WO2
H
WO1
H
ME RES LOG SPEC
ME C3 SYS
ME DVR SPEC CRANE
ME DVR
ME DVR SPEC PLANT
ME DVR SPEC TBT
ME DVR SPEC ABLE
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
MIL ENGR V
H
H
H
H
L
H
H
F OF S
YOS
F OF S (IS)
Y O S (EW)
-
-
-
-
H
H
H
H
H
H
H
H
H
H
H
H
COMM SYS ENGR
L
H
H
H
L
-
-
COMMS SYS OP
INSTL TECH
SPEC OPS
L
L
L
H
H
H
H
H
H
H
H
H
L
L
L
-
-
R SIGNALS ELEC
DVR LNMN
L
L
L
L
L
L
L
L
L
L
-
-
-
-
-
-
H
H
RD R SIGNALS
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-4
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
INFANTRY
INFANTRY SOLDIER
ARMY AIR CORPS
AAC SOLDIER
ABBREVIATION
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
INF SOLDIER
L
H
H
H
L
H
H
AAC SOLDIER
L
H
H
L
L
H
H
ART AC
ART AV
ART ELECT
ART VEH
ART WPN
-
-
-
-
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
TECH AC
TECH AV
TECH ELECT
L
H
H
H
H
H
H
H
H
H
L
L
L
-
-
REC MEC
ARMOURER
VM A
VM B
TECH STMN
SHIPWRIGHT
METALSMITH
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
H
H
OP MI
OP MI (L)
L
H
H
H
H
H
H
L
H
H
H
H
H
REME
REME Artificer Group
ART AC
ART AV
ART ELECT
ART VEH
ART WPN
REME Technician Group
TECH AC
TECH AV
TECH ELECT
REME Artisan Group
REC MEC
ARMOURER
VM A
VM B
TECH STMN
SHIPWRIGHT
METALSMITH
INTELLIGENCE CORPS
OP MI
OP MI LINGUIST
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-5
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
ROYAL LOGISTICS CORPS
Maritime Specialists
MARINE ENGR
MARINER
Supply and Distribution
DVR
DVR TK TPTR
LOGISTICS SPECIALIST (SUPPLY)
POST COUR OP
DRIVER (VEHICLE SUPPORT SPECIALIST)
DVR PORT OP
LAUNDRY OP (TA)
DVR AIR DESP
PET OP
DVR RAILWAYMAN
MOV CON
DRIVER (COMMUNICATIONS SPECIALIST)
Other RLC Trades
MTI
PIONEER
AMMO TECH
AMMO SPEC (TA)
CHEF
PHOTOGRAPHER
SYSTEMS ANALYST
ABBREVIATION
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
MARINE ENGR
MARINER
L
L
H
H
H
H
H
H
H
H
H
H
H
H
DVR
DVR TK TPTR
SUP RLC
POST COUR OP
VEH SPEC
DVR PORT OP
LAUNDRY OP (TA)
AIR DESP
PET OP
RAILWAYMAN
MOV CON
DVR RAD OP
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
L
L
L
L
L
L
L
H
H
H
H
H
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
H
L
L
L
L
L
L
L
H
H
H
H
H
MTI
PIONEER
AMMO TECH
AMMO SPEC (TA)
CHEF
PHOTOGRAPHER
SYSTEMS ANALYST
L
L
L
L
-
H
H
L
L
H
L
-
H
H
H
L
H
L
-
L
L
H
L
H
L
-
L
L
H
L
L
L
-
L
L
H
H
H
L
L
H
L
H
H
L
APTC INSTR
-
-
-
L
L
L
L
APTC
APTC INSTR
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-6
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
CORPS OF ARMY MUSIC
MUSICIAN
ADJUTANT GENERAL'S CORPS
COMBAT HR SPEC
AWW
MGMT ACCT
SY NCO (to become CUSTODIAL NCO)
MPGS SLDR
RMP (GPD)
RMP (SIB)
ABBREVIATION
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
MUSICIAN
H
H
H
L
L
L
H
MIL CLK
AWW
MAN ACCT
SY NCO
MPGS SLDR
MP(GPD)
MP(SIB)
L
L
-
L
L
H
-
H
L
H
-
H
H
L
L
L
H
L
L
H
L
L
L
L
H
L
H
L
L
H
H
L
L
H
L
L
H
L
ROYAL ARMY VETERINARY CORPS
MILITARY WORKING DOG HANDLER
VET TECH
FARRIER
DOG TRAINER
VET TECH
FARRIER
L
L
L
H
H
L
H
H
L
L
L
L
L
L
L
H
H
L
H
H
H
ROYAL ARMY MEDICAL CORPS
RADIOGRAPHER
STUDENT RADIOGRAPHER
PHARM TECH
STUDENT PHARM TECH
BMS
STUDENT BMS
EHT
STUDENT EHT
ODP
STUDENT ODP
CLIN PHYS
STUDENT CLIN PHYS
CMT
RADIOGRAPHER
SDT RADIOGRAPHER
PHARM TECH
SDT PHARM TECH
BMS
SDT BMS
EHT
SDT EHT
ODP
SDT ODP
CLIN PHYS
SDT CLIN PHYS
CMT
H
H
H
H
H
H
H
H
H
H
H
H
L
H
H
H
H
H
H
H
H
H
H
H
H
H
H
H
L
L
H
H
H
H
H
H
H
H
H
H
L
H
H
H
H
H
H
H
L
H
L
L
L
L
L
L
L
H
H
L
L
L
L
L
L
L
L
H
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-7
ANNEX B to Chapter 3 Section 2
TRADES TO RANGES - ARMY
ARMY TRADE FOR PAY
ROYAL ARMY DENTAL CORPS
DENTAL HYGIENIST
STUDENT DENTAL HYGIENIST
DENTAL NURSE
STUDENT DENTAL NURSE
DENTAL TECH
ABBREVIATION
PTE
LCPL
CPL
SGT
SSGT
WO2
WO1
DN
Trade name only
DENTAL TECH
H
H
L
L
H
H
H
L
L
H
H
H
L
H
H
H
L
H
L
L
L
L
L
L
L
L
L
INSTRUCTOR SASC
-
-
-
H
L
H
H
DENTAL HYGIENIST
SASC
INSTRUCTOR SASC
TERRITORIAL ARMY
PAY RANGING ALLOCATION FOR ALL TA TRADES NOT REFERRED TO IN THE ABOVE TABLE IS TO THE SAME RANGE AS THAT OF THE EQUIVALENT
REGULAR ARMY TRADE
JSP 754
Edition 19 dated 1 Oct 13
3–2–B-8
ANNEX C to Chapter 3 Section 2
TRADES TO RANGES - RAF
ALLOCATION TO PAY RANGES AS AT 1 APRIL 2013 FOR ROYAL AIR FORCE TRADES AS DETERMINED BY JOB EVALUATION
PAY RANGE ALLOCATION
ROYAL AIR FORCE TRADE FOR PAY
ABBREVIATION
AC/LAC
L LOWER RANGE
H HIGHER RANGE
SACQOPS/
SAC(T)/JT/
SAC
L Cpl
CPL
SGT
CT
FS
TRADE GROUP 1 (AIRCRAFT ENGINEERING)
WEAPON TECHNICIAN
ENGINEERING TECHNICIAN PROPULSION**
ENGINEERING TECHNICIAN WEAPON
AIRCRAFT ENGINEERING TECHNICIAN
AIRCRAFT ENGINEERING TECHNICIAN AIRFRAME /
PROPULSION**
AIRCRAFT MAINTENANCE MECHANIC (AVIONICS)
AIRCRAFT MAINTENANCE MECHANIC (MECHANICAL)
AIRCRAFT TECHNICIAN (MECHANICAL)
AIRCRAFT TECHNICIAN (AVIONICS)
W Tech
Eng Tech P
Eng Tech W
A Eng Tech
L
-
L
-
H
H
H
-
-
-
-
H
H
-
H
H
-
H
H
-
A Eng Tech A/P
AMM(AV)
AMM(M)
A Tech(M)
A Tech(AV)
L
L
L
L
L
L
H
H
H
H
H
H
H
H
H
H
H
TRADE GROUP 2 (AVIONICS)
ENGINEERING TECHNICIAN AIRCRAFT ELECTRICAL**
ENGINEERING TECHNICIAN AVIONICS**
Eng Tech AE
Eng Tech Av
-
-
H
H
H
H
AC/LAC
SAC
SACQOPS/
SAC(T)/JT/
L Cpl
L
L
H
H
ROYAL AIR FORCE TRADE FOR PAY
TRADE GROUP 3 (GROUND ELECTRONIC ENGINEERING)
ENGINEERING TECHNICIAN ELECTRONICS
ELECTRONICS TECHNICIAN*
ABBREVIATION
Eng Tech El
El Tech
JSP 754
WO
H
H
H
-
H
-
H
H
H
-
-
H
H
H
H
-
-
CPL
SGT
CT
FS
WO
H
-
H
-
L
-
-
-
Edition 19 dated 1 Oct 13
3–2–C-1
ANNEX C to Chapter 3 Section 2
TRADES TO RANGES - RAF
AC/LAC
SAC
SACQOPS/
SAC(T)/JT/
L Cpl
ICT Tech
L
L
H
H
H
-
H
H
ICTM
-
-
-
-
-
-
H
H
ICT A; Erect
L
L
-
H
H
-
H
H
TRADE GROUP 5 (GENERAL ENGINEERING)
GENERAL TECHNICIAN (MECHANICAL)
GENERAL TECHNICIAN ELECTRICAL
GENERAL TECHNICIAN WORKSHOPS
GENERAL TECHNICIAN GENERAL SERVICE EQUIPMENT*
GENERAL ENGINEERING TECHNICIAN
Gen Tech(M)
Gen Tech E
Gen Tech WS
Gen Tech GSE
Gen Eng Tech
L
L
L
L
-
L
L
L
L
-
H
H
H
H
-
H
H
H
H
-
H
H
H
H
-
H
H
H
H
-
H
H
TRADE GROUP 6 (MECHANICAL TRANSPORT)
MT TECHNICIAN*
LOGISTICS (DRIVER)
MT Tech
Logs (MTD)
L
L
L
L
H
-
H
H
H
L
H
-
L
H
Fftr
Gnr
RAFP
L
L
L
L
L
H
H
-
L
H
H
L
H
H
-
L
L
L
L
L
L
ROYAL AIR FORCE TRADE FOR PAY
TRADE GROUP 4 (COMMUNICATION INFORMATION
SYSTEMS)
INFORMATION & COMMUNICATIONS TECHNOLOGY
TECHNICIAN
INFORMATION & COMMUNICATIONS TECHNOLOGY
MANAGER
INFORMATION & COMMUNICATIONS TECHNOLOGY
AERIAL ERECTOR
ABBREVIATION
CPL
SGT
CT
FS
WO
TRADE GROUP 8 (SECURITY)
FIREFIGHTER
GUNNER
RAF POLICE
JSP 754
Edition 19 dated 1 Oct 13
3–2–C-2
ANNEX C to Chapter 3 Section 2
TRADES TO RANGES - RAF
AC/LAC
SAC
SACQOPS/
SAC(T)/JT/
L Cpl
FOA
ATCA
FOM
ATC
L
L
-
L
L
-
-
L
L
-
L
H
-
L
H
L
H
TRADE GROUP 10 (GENERAL SERVICE)
RAF PHYSICAL TRAINING INSTRUCTOR
RAF PTI
L
L
-
L
L
-
L
L
TRADE GROUP 11 (TELECOMMUNICATIONS)
STUDENT INTELLIGENCE ANALYST (VOICE)
INTELLIGENCE ANALYST (VOICE)
INTELLIGENCE ANALYST
TELECOMMUNICATIONS CONTROLLER*
Sdt Int An(V)
Int An(V)
Int An
TCC
L
L
L
-
H
H
H
-
H
H
-
H
H
L
H
H
H
L
L
-
H
H
-
H
H
-
TRADE GROUP 12 (AEROSPACE SYSTEMS OPERATING)
AEROSPACE SYSTEMS OPERATOR
AEROSPACE SYSTEMS MANAGER
SNCO WEAPONS CONTROL
AS Op
AS Mngr
SNCO Wpns Ctl
L
-
L
-
-
L
-
H
H
-
L
H
H
H
TRADE GROUP 13 (SAFETY & SURFACE)
PAINTER AND FINISHER**
SURVIVAL EQUIPMENT FITTER
Ptr & Fnr
SE Fitt
L
L
L
L
-
L
H
L
H
-
L
H
H
H
TRADE GROUP 14 (PHOTOGRAPHY)
AIR CARTOGRAPHER
PHOTOGRAPHER (PHOTO)
Air Cart
Photo
L
L
L
L
-
H
L
H
L
-
H
L
H
L
ROYAL AIR FORCE TRADE FOR PAY
TRADE GROUP 9 (AIR TRAFFIC CONTROL)
FLIGHT OPERATIONS ASSISTANT
AIR TRAFFIC CONTROL ASSISTANT
FLIGHT OPERATIONS MANAGER
AIR TRAFFIC CONTROLLER
ABBREVIATION
JSP 754
CPL
SGT
CT
FS
WO
Edition 19 dated 1 Oct 13
3–2–C-3
ANNEX C to Chapter 3 Section 2
TRADES TO RANGES - RAF
ROYAL AIR FORCE TRADE FOR PAY
TRADE GROUP 15 (MEDICAL)
STUDENT ENVIRONMENTAL HEALTH TECHNICIAN
ENVIRONMENTAL HEALTH TECHNICIAN
STUDENT OPERATING DEPARTMENT PRACTITIONER
OPERATING DEPARTMENT PRACTITIONER
STUDENT PHARMACY TECHNICIAN
PHARMACY TECHNICIAN
STUDENT LABORATORY TECHNICIAN
STUDENT BIOMEDICAL SCIENTIST
BIOMEDICAL SCIENTIST
STUDENT RADIOGRAPHER
RADIOGRAPHER
RAF MEDIC
MEDICAL ADMINISTRATOR
RAF MEDIC
ABBREVIATION
AC/LAC
SAC
Sdt EH Tech
EH Tech
Sdt ODP
ODP
Std Ph Tech
Ph Tech
Std Lab Tech
Sdt BMS
BMS
Sdt Radiog
Radiog
RAF Medic
Med Admin
RAF Medic
H
H
H
H
H
H
H
H
H
H
H
L
-
H
H
TRADE GROUP 16 (DENTAL)
DENTAL HYGIENIST
DENTAL TECHNICIAN
DENTAL NURSE
Dent Hyg
Dent Tech
Dental Nurse
TRADE GROUP 17 (ACCOUNTING & SECRETARIAL)
PERSONNEL (SUPPORT)
TRADE GROUP 18 (SUPPLY & MOVEMENTS)
LOGISTICS (MOVER)
LOGISTICS (SUPPLIER)
H
H
H
H
SACQOPS/
SAC(T)/JT/
L Cpl
CPL
SGT
CT
FS
WO
-
-
-
H
-
H
-
H
-
H
-
H
L
-
H
L
-
L
L
L
-
H
-
H
-
H
L
L
H
L
L
-
H
L
L
L
L
L
L
L
L
L
L
-
H
H
H
H
-
L
L
L
L
H
L
L
H
-
H
H
L
H
H
L
L
-
L
L
L
L
L
L
Pers )Spt)
L
L
-
H
H
-
H
H
Logs (Mov)
Logs (Sup)
L
L
L
L
H
L
H
H
-
H
H
H
H
JSP 754
H
H
H
H
H
H
-
Edition 19 dated 1 Oct 13
3–2–C-4
ANNEX C to Chapter 3 Section 2
TRADES TO RANGES - RAF
ROYAL AIR FORCE TRADE FOR PAY
TRADE GROUP 19 (CATERING)
LOGISTICS (CHEF)
LOGISTICS CATERING MANAGER (CHEF)
LOGISTICS (CATERER)
LOGISTICS (CATERING MANAGER)
AC/LAC
SAC
SACQOPS/
SAC(T)/JT/
L Cpl
Logs (Chef)
Logs (Cat Mgr
(Chef))
Logs (Cat)
Logs (Cat Mgr)
L
L
-
H
L
-
L
-
-
Musn
L
H
-
ABBREVIATION
CPL
SGT
CT
FS
WO
L
-
H
L
-
L
L
L
L
H
L
L
H
H
TRADE GROUP 21 (MUSIC)
MUSICIAN
NON COMMISSIONED AIRCREW/ WEAPONS SYSTEMS
OPERATOR
WEAPON SYSTEMS OPERATOR (ELECTRONIC
WARFARE)
WEAPON SYSTEMS OPERATOR (ACOUSTIC)
WEAPON SYSTEMS OPERATOR (CREWMAN)
WEAPON SYSTEMS OPERATOR (LINGUIST)
WEAPON SYSTEMS OPERATOR (AIR ENGINEER)
NCO AIRCREW CADET
WSOp (EW)
WSOp
(Acoustic)
WSOp
(Crewman)
WSOp (Ling)
WSOp (AE)
AC
LAC
SAC
CPL
SGT
FS
MACR
-
H
H
H
H
-
H
H
-
H
H
H
H
-
H
H
-
H
H
H
H
H
H
H
H
H
H
H
H
-
H
H
H
H
H
H
RESERVE TRADES
PAY RANGING ALLOCATION FOR ALL RAF RESERVE
TRADES IS TO THE SAME RANGE AS THAT OF THE
EQUIVALENT REGULAR TRADE
Note:
* Interim trade
** Obsolescent trade
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
3–2–C-5
CHAPTER 3
SECTION 3
COMMENCEMENT OF PAY
Aim
03.0301.
To define how and when a new entrant’s entitlement to pay
commences. In cases where an individual has former military service
(including reserve service), calculation of the appropriate starting rate of pay is
to be assessed in accordance with Section 12.
Scope
03.0302.
This section covers Regular and Full-Time Reserve Service
(FTRS) personnel in the main Armed Forces’ Pay Review Body (AFPRB)
remit group (see Section 1). Regulations for the commencement of pay for
other categories of Reserve Forces are detailed in Chapter 4.
Officers’ Pay on Initial Entry 1
With effect from 1 April 2013 for the Army and RAF, and with
03.0303.
effect from 1 September 2013 for the RN and RM, all Direct Entrant officers
will join at IL 5 on the OF1 range and progress incrementally in accordance
with published single Service early officer career management policies 2. After
promotion to OF2, normal Yearly Incremental Progression (YIP) will occur on
the anniversary of their Incremental Base Date (IBD).
Army Gap Year Commissions
03.0304.
Gap Year Commissions are for a period of between 4 and 18
months. A Gap-Year entrant will enter the OF1 pay scale at IL 2 and progress
to IL 3 after 9 months.
Other Ranks’ Pay on Initial Entry/Enlistment
03.0305.
Entitlement to pay will start from, and include, the day that an
individual reports at the recruit training centre 3, subject to the individual being
attested into the Service. On initial entry/enlistment into the Services,
individuals will be allocated to either:
a.
The New Entrant Rate of Pay (NERP) or;
1
Arrangements for determining Officers’ Pay on Initial Entry underwent significant change
during 2013 as detailed in 2012DIN01-235
2
As originally outlined in RAF Internal Briefing Notes 26/12 and 31/12 dated 1 Aug 12 and 16
Aug 12 respectively; RN Galaxy Message 30-2012 dated 4 Oct 12; and Army Briefing Note
101/12 dated 5 Nov 12.
3
Army – for Phase 1 Training (Gurkha soldiers – formal enlistment on completion of selection
in Nepal).
JSP 754
Edition 19 dated 1 Oct 13
3–3–1
b.
RN Apprentice Training Pay Range.
New Entrant Rate of Pay
03.0306.
Personnel allocated to the NERP will be paid this rate of pay for
26 weeks’ service or until completion of basic trade training 4, whichever is the
earlier. Thereafter, individuals will be allocated to a trained trade for pay
category and paid from the OR main pay spine on IL 1 of the appropriate pay
range for their rank, branch or trade, this date will become the individual’s
initial IBD.
03.0307.
Student Trades. At the 26 week point personnel in the student
trades listed at Annex A whose training lasts more than 12 months will be
placed on the appropriate pay range that matches the first trained rank in their
main trade.
Apprentice Training Pay Range
03.0308.
RN artificer apprentices and probationary medical and
communications technicians are allocated to the separate Apprentice Training
Pay Range on entry. This range has 4 ILs and YIP is applicable (see Section
4).
03.0309.
As the professional training for probationary RN medical
technicians does not commence immediately upon completion of new entry
training, training will be deemed to have commenced from the date of entry
into the Service.
Annex:
A.
Student Trades.
Back to Chapter Contents Page
4
Back to Main Contents Page
RN – for Phase 3 Training, Army and RAF – for Phase 2 Training.
JSP 754
Edition 19 dated 1 Oct 13
3–3–2
ANNEX A TO CHAPTER 3 SECTION 3
STUDENT TRADES
1.
Individuals in the student trades listed below` will be placed on the
appropriate pay range that matches the first trained rank in their main trade
after 26 weeks.
Trade Identifying Code 1
RN Logistics SM
RN Warfare SM
RN Warfare SM
RN Medical GS
RN Engineer SM
RN Logistics SM
RN Engineer FAA
RN Warfare FAA
RN Medical SM
RN Medical GS
RAMC
RAMC
RAMC
RAMC
RAMC
RAMC
RADC
QARANC
QARANC
REME
REME
REME
REME
TG11
TG15
TG15
TG15
TG15
TG15
TG15
Trade Description
Royal Navy / Royal Marines
Student Writer (Submarines)
Student Operator Mechanic (Communications
Submarine)
Student Operator Mechanic (Weapons Submarine)
Student Medical Assistant
Student Marine Engineer Mechanic (Submarines)
Student Chef (Submarines)
Student Air Engineering Technician
Student Naval Airman (Survival Equipment)
Student Medical Assistant (Submarine)
Student Naval Nurse
Army
Student Biomedical Scientist
Student Clinical Physiologist
Student Environmental Health Technician
Student Operating Department Practitioner
Student Pharmacy Technician
Student Radiographer
Student Dental Hygienist
Student Nurse (Adult)
Student Nurse (Mental Health)
Student Technician Aircraft
Student Technician Avionics
Student Technician Electronics
Student Shipwright
Royal Air Force
Student Intelligence Analyst (Voice)
Student Environment Health Technician
Student Laboratory Technician
Student Operating Theatre Technician
Student Pharmacy Technician
Student Radiographer
Student Staff Nurse (Registered General Nurse)
Back to Chapter Contents Page
1
Back to Main Contents Page
See relevant single Service regulations for an explanation of these codes.
JSP 754
Edition 19 dated 1 Oct 13
3–3–A–1
CHAPTER 3
SECTION 4
YEARLY INCREMENTAL PROGRESSION
Aim
03.0401.
To define how and when an individual progresses up the
incremental pay range within a rank to reflect experience and performance in
rank.
Scope
03.0402.
This section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces personnel
in the main Armed Forces’ Pay Review Body (AFPRB) remit group (see
Section 1) 1.
General
03.0403.
Yearly increments of pay are awarded to reflect experience and
performance in rank. Such Yearly Incremental Progression (YIP) is
conditional upon the achievement and maintenance of an acceptable level of
performance determined by the annual appraisal process 2. All individuals
paid on a spot rate do not qualify for YIP.
Incremental Base Date
03.0404.
An Incremental Base Date (IBD) is the date upon which, in
normal circumstances, a YIP is awarded 3. The IBD is calculated initially from
the date of enlistment 4. For ORs it will be set when moved to Range 1
Increment Level (IL) 1 in accordance with Section 13 for those who reenlist/transfer Service or transfer to the Reserve Forces). YIP will then
generally occur on the anniversary of this date. An individual’s IBD will then
change on the effective date of promotion to a subsequent higher paid rank 5.
However, the IBD will also be adjusted:
a.
To reflect any period of non-reckonable service (for incremental
reasons) 6;
1
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 Reserve Forces Act 1996.
2
Details of performance standards for pay purposes are contained in Section 5.
3
Alternative arrangements may apply to individuals promoted on or to pay spines with
separate arrangements.
4
In the unlikely event that an individual has an IBD of 29 Feb, then assuming all other criteria
have been met, the individual will receive their increment on 28 Feb even in a leap year.
5
Exceptions to this are detailed in Chapter 5. For LACs advancing to SAC the IBD will be
adjusted to the date of that advancement.
6
The IBD will not be adjusted for individuals who are on unpaid Additional Maternity Leave,
unpaid Additional Paternity Leave, or unpaid Additional Adoption Leave.
JSP 754
Edition 19 dated 1 Oct 13
3–4–1
b.
To reflect periods of unsatisfactory performance (see Section 5);
c.
On reduction in rank to reflect any service in a higher paid rank;
d.
To reflect any period of unpaid absence;
e.
On reinstatement to a previously held higher rank to reflect
previous paid, reckonable and satisfactory service in that rank;
f.
To reflect any ante-dated seniority granted when joining a
Service;
g.
After the attainment of a qualification or promotion
marking/grading which permits the individual to progress through an
increment bar in accordance with 03.0413b.
Eligibility for Payment
03.0405.
Subject to the relevant factors in this section being met, eligibility
for incremental progression is to be assessed annually in accordance with the
following criteria:
a.
Experience in rank. One year’s reckonable service in the paid
rank counts towards incremental progression to the next IL in the
appropriate range for that rank. Any time previously served in the paid
higher rank on an acting or substantive basis, will be recognised as
service counting towards incremental progression both in the current
substantive rank and in the higher rank upon consequent substantive
promotion. Previous service in another specialisation, arm, branch or
Service, which is permitted to count for rank and experience on transfer
to the present specialisation, arm, branch or Service, will count for
increments of pay.
b.
Performance. Pay progression is dependent upon the
maintenance of a satisfactory level of performance. Where the
satisfactory performance standard is not attained, progression is to be
suspended as set out in Section 5.
03.0406.
Entitlement to an increment of pay will not be withheld providing
all eligibility criteria are met if it becomes due during the period of an
individual’s invaliding or terminal leave, or if an individual has given notice to
PVR.
03.0407.
In circumstances where YIP falls on the same day as other pay
changes, the YIP should be applied in accordance with the order of march
listed in Section 1.
JSP 754
Edition 19 dated 1 Oct 13
3–4–2
Factors Influencing Incremental Progression
03.0408.
Irrespective of whether the factors at paragraph 03.0405 are
met, YIP is not possible:
a.
When an individual has reached the highest IL in their rank
range, noting that some ranges within a spine are shared between
more than one rank so that not all the ILs in a range group are
applicable to all ranks paid off that range;
b.
When an individual has a Specially Determined Rate of Pay
(SDRP);
c.
When incremental progression is suspended as a result of
unsatisfactory performance (see 03.0405b) or unpaid absence;
d.
Individuals in receipt of a Marked Time Rate of Pay (MTRP), or a
Standstill Rate of Pay (SSRP) (see Section 1), will not be eligible for
YIP until they have gained sufficient seniority and satisfied all other
criteria. On the anniversary of an individual’s IBD they will gain an
additional year’s credit for the time spent on that pay range, which will,
provided they are not promoted or in receipt of an AIP beforehand,
move them one year closer to receiving YIP to the next IL.
Incremental Bars
03.0409.
The Services set incremental bars to meet their individual
manning requirements. In addition to the factors at 03.0409, incremental
progression is not possible when a bar is in place which prevents progression.
For example, if an increment bar is set at IL5, an individual barred at IL5
would not be able to progress to IL6 until the appropriate criterion has been
satisfied.
03.0410.
A qualification point (QP) is an incremental bar which can only
be crossed through by the attainment of a specific qualification or promotion
mark/grading. QPs may be imposed at different ranks and trades within the
incremental ranges beyond which individuals will not proceed unless they
have the necessary qualification or promotion marking/grading. When an
individual has not yet attained the relevant QP, this will result in the
suspension of incremental progression until the criteria are met or the
individual is promoted off the current range 7. These QPs will be set to meet
the individual manning requirements of the individual Services.
7
When an individual is reduced in rank as a consequence of a professional qualification or
course that directly relates to a QP in the lower rank (ie provisional exam) they will be placed
on the IL for that particular QP. (eg an APOSTD fails POSTD Qualifying Course they will be
reduced in rank to LSTD and placed on IL6 (the QP for the provisional exam for POSTD) as
they will need to re-sit his provisional exam to progress past the QP).
JSP 754
Edition 19 dated 1 Oct 13
3–4–3
03.0411.
A full list of bars to incremental pay progression is contained in
Annexes A-C (RN, Army and RAF respectively). In all cases explanations of
the terms used will be found in single-Service regulations. Any queries
regarding these annexes should be referred to single-Service Pay Colonel
staffs.
Progression Through an Incremental Bar
03.0412.
When an individual who has been unable to progress up the
incremental range because of a QP bar subsequently gains a qualification or
marking to enable progression through this bar, the following will apply:
a.
A single increment is awarded. Where the progression is related
to the gaining of a qualification and is based on the completion of a
course or examination, the increment will be effective from the date of
passing the course or final examination or gaining exemption from it.
Where the qualification is dependent on more than one achievement,
the effective date is always the date of obtaining the last of the criteria
required. Where the progression is related to the gaining of a suitability
for promotion marking in the appraisal process, the effective date for
the award of the increment is the end date of the reporting period.
b.
The IBD is adjusted so that the next YIP will be paid on the
anniversary of the payment of this increment so that a further year’s
reckonable paid service is necessary before further YIP is possible.
Changes to Incremental Bars
03.0413.
Incremental bars are reviewed on a regular basis and may be
changed. Requests for a change to an incremental bar should be submitted
initially through single-Service Pay Colonels. Once agreement has been
reached that the change, introduction or removal of an incremental bar is
required then CDP Remuneration will formally approach SPVA to request the
change.
a.
In the event that an incremental bar is moved to a different level
the following will apply from the effective date of the change:
(1)
If the bar is moved to a higher level, or removed
altogether, all individuals restricted from incremental progression
by the bar will have the QP bar changed to the new level and an
immediate incremental increase (if an increment has been
withheld because of the bar and not suspended for another
reason). In these instances an individual is only allowed to
advance one IL as a result of the bar being moved to a higher
level, or removed altogether, and the increase will be effective
from the date of the change. The IBD remains unchanged.
JSP 754
Edition 19 dated 1 Oct 13
3–4–4
(2)
If the bar is moved to a lower level, those individuals who
are at an IL higher than the new level will have their incremental
progression suspended at the IL they are at. Where a bar has
meant the withholding of an increment, incremental progression
will resume with an immediate increment once all the relevant
criteria needed to pass through the bar are gained. The IBD is
then adjusted so that a further year’s reckonable paid service is
necessary before further YIP is possible.
b.
In the event that a new QP bar is introduced using an existing
qualification, the following will apply from the effective date of the
change:
(1)
For those individuals who are at an IL lower or equal to
the new QP IL, the bar will be set at the new level.
(2)
Those individuals who are at an IL higher than the new
QP IL will have the bar set at their current level (so that no
further incremental progression is possible until the necessary
criterion is met).
c.
In the event that a new QP bar is introduced using a new
qualification, the following will apply from the effective date of the
change:
(1)
For those individuals who are at an IL lower or equal to
the new QP IL, the bar will be set at the new level.
(2)
For those individuals who are at an IL higher than the
new QP IL no bar will be set (so that progress is unaffected).
03.0414.
Reduction in Rank. If an individual is reduced in rank, the
calculation to determine the IL to which they will be assigned in the lower paid
rank will include seniority gained in the higher rank prior to taking into account
any incremental bar in the lower rank. This may mean that an individual is
placed on an IL higher than that to which they would normally be entitled. In
these circumstances they will be placed on a Standstill Rate of Pay (SSRP).
Thereafter, until the necessary qualification to move through a QP bar has
been passed, they will not be entitled to YIP, and any such YIP will then be
awarded on the anniversary of their IBD; after which normal incremental
progression will apply.
Annexes:
A.
B.
C.
Bars to Incremental Progression – RN/RM
Bars to Incremental Progression – Army
Bars to Incremental Progression – RAF
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JSP 754
Edition 19 dated 1 Oct 13
3–4–5
ANNEX A TO CHAPTER 3 SECTION 4
BARS TO INCREMENTAL PROGRESSION – ROYAL NAVY/ROYAL MARINES: STATUS AS OF 1 APRIL 2011
BRANCH
RNR Air
RNR Air
RNR Air
RNR Air
TRADE
ACMN(R)
NA(AC)(R)
NA(AH)(R)
NA(SE)(R)
RNR Air
NA(SE)(R)
RN Engineer FAA
RN Engineer GS
RN Engineer GS
RN Engineer GS
RN Engineer GS
RN Engineer GS
RN Engineer GS
RN Engineer SM
AET
ET(ME)
ET(ME)
ET(ME)
ET(WE)
ET(WE)
ET(WE)
ET (MESM)
RN Engineer SM
ET(MESM)
RN Engineer SM
ET(MESM)
RN Engineer SM
ET(WESM)
RN Engineer SM
ET(WESM)
RN Engineer SM
ET(WESM)
RN Medical GS
MA
RN Medical SM
MA(SM)
RN Royal Marines GS RMMA
TRADE DESCRIPTION
Aircrewman (Reserve)
Naval Airman (Aircraft Controller) (Reserve)
Naval Airman (Aircraft Handler) (Reserve)
Naval Airman (Survival Equipment)
(Reserve)
Naval Airman (Survival Equipment)
(Reserve)
Air Engineering Technician
Engineering technician (Marine Engineer)
Engineering Technician (Marine Engineer)
Engineering Technician (Marine Engineer)
Engineering Technician (Weapon Engineer)
Engineering Technician (Weapon Engineer)
Engineering Technician (Weapon Engineer)
Engineering Technician (Marine Engineer
Submarine)
Engineering Technician (Marine Engineer
Submarine)
Engineering Technician (Marine Engineer
Submarine)
Engineering Technician (Weapon Engineer
Submarine)
Engineering Technician (Weapon Engineer
Submarine)
Engineering Technician (Weapon Engineer
Submarine)
Medical Assistant
Medical Assistant (Submarine)
Royal Marines Medical Assistant
JSP 754
RANK
LH
LH
AB
AB
QUALIFICATION (COMPETENCE)
Certificate Of Competence For LACMN/LA(SE)
OPS for LAC
OPS for NA(AH)
OPS for NA(SE)
BAR
Note 1
Note 1
Note 1
Note 1
LH
Certificate Of Competence For LACMN/LA(SE)
Note 1
AB
AB
LH
PO
AB
LH
PO
AB
OPS for AEM/AET
OPS for ET(ME)
OPS for LET(ME)
OPS for POET(ME)
OPS for ET(WE)
OPS for LET(WE)
OPS for POET(WE)
OPS for ET(MESM)
Level 2
Level 4
Level 3
Level 3
Level 3
Level 3
Level 3
Level 4
LH
OPS for LET(MESM)
Level 3
PO
OPS for POET(MESM)
Level 3
AB
OPS for ET(WESM)
Level 3
LH
OPS for LET(WESM)
Level 3
PO
OPS for POET(WESM)
Level 3
AB
AB
Mne
Part IV Training For MA/DSA
Part IV Training For MA/DSA
Part IV Training For MA/DSA
Level 2
Level 2
Level 2
Edition 19 dated 1 Oct 13
3–4–A–1
BRANCH
RN Warfare FAA
RN Warfare FAA
RN Warfare FAA
RN Warfare FAA
RN Warfare FAA
RN Warfare FAA
RN Warfare GS
TRADE
ACMN(ASW)
ACMN(CDO)
NA(AC)
NA(AH)
NA(SE)
NA(SE)
(CIS)
RN Warfare GS
(CIS)
RN Warfare GS
(CIS)
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
(HM)
(HM)
(HM)
(MW)
(MW)
(MW)
(SEA)
(SEA)
(SEA)
(SR)
D
D
D
PTI
RN Police
WS
WS(AWT)
WS(AWT)
WS(AWW)
TRADE DESCRIPTION
Aircrewman (Anti Submarine Warfare)
Aircrewman (Commando)
Naval Airman (Aircraft Controller)
Naval Airman (Aircraft Handler)
Naval Airman (Survival Equipment)
Naval Airman (Survival Equipment)
(Communication and Information System
Specialist)
(Communication and Information System
Specialist)
(Communication and Information System
Specialist)
(Hydrography and Meteorology)
(Hydrography and Meteorology)
(Hydrography and Meteorology)
(Mine Warfare)
(Mine Warfare)
(Mine Warfare)
(Seaman Specialist)
(Seaman Specialist)
(Seaman Specialist)
(Survey Recorder)
Diver
Diver
Diver
Physical Training Instructor
RN Police
Warfare Specialist
Warfare Specialist (Above Water Tactical)
Warfare Specialist (Above Water Tactical)
Warfare Specialist (Above Water
Weapons)
JSP 754
RANK
LH
LH
LH
AB
AB
LH
AB
QUALIFICATION (COMPETENCE)
Certificate Of Competence For LACMN/LA(SE)
Certificate Of Competence For LACMN/LA(SE)
OPS for LAC
OPS for NA(AH)
OPS for NA(SE)
Certificate Of Competence For LACMN/LA(SE)
OPS for AB (CIS)
BAR
Level 2
Level 2
Level 2
Level 2
Level 2
Level 2
Level 2
LH
OPS for LS(CIS)
Level 2
PO
OPS for PO LQ30
Level 3
AB
LH
PO
AB
LH
PO
AB
LH
PO
PO
AB
LH
PO
LH
LREG
AB
LH
PO
LH
OPS for AB (HM)
OPS for LS (HM)
OPS for PO LQ30
OPS for AB (MW)
OPS for LS (MW)
OPS for PO (MW)
OPS for AB(SEA)
OPS for LS(SEA)
OPS for PO LQ30
OPS for PO (SR)
OPS for Diver
OPS for LS Diver
OPS for PO (Diver)
OPS for LPT
OPS for LREG
OPS for WS1
OPS for LS(WS)(AWT)
OPS for PO(WS)(AWT)
OPS for LS(WS)(AWW)
Level 2
Level 2
Level 3
Level 2
Level 2
Level 3
Level 2
Level 2
Level 3
Level 3
Level 2
Level 2
Level 3
Level 2
Level 2
Level 2
Level 2
Level 3
Level 2
Edition 19 dated 1 Oct 13
3–4–A–2
BRANCH
RN Warfare GS
TRADE
WS(AWW)
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare GS
RN Warfare SM
WS(EW)
WS(EW)
WS(UW)
WS(UW)
(CISSM)
RN Warfare SM
(CISSM)
RN Warfare SM
(CISSM)
RN Warfare SM
RN Warfare SM
RN Warfare SM
RN Warfare SM
RN Warfare SM
RN Warfare SM
WS(SSM)
WS(SSM)
WS(SSM)
WS(TSM)
WS(TSM)
WS(TSM)
TRADE DESCRIPTION
Warfare Specialist (Above Water
Weapons)
Warfare Specialist (Electronic Warfare)
Warfare Specialist (Electronic Warfare)
Warfare Specialist (Underwater Warfare)
Warfare Specialist (Underwater Warfare)
(Communication and Information System
Specialist, Submarine)
(Communication and Information System
Specialist, Submarine)
(Communication and Information System
Specialist, Submarine)
Warfare Specialist (Sensors, Submarine)
Warfare Specialist (Sensors, Submarine)
Warfare Specialist (Sensors, Submarine)
Warfare Specialist (Tactical, Submarine)
Warfare Specialist (Tactical, Submarine)
Warfare Specialist (Tactical Submarine)
RANK
PO
QUALIFICATION (COMPETENCE)
OPS for PO(WS)(AWW)
BAR
Level 3
LH
PO
LH
PO
AB
OPS for LS(WS)(EW)
OPS for PO(WS)(EW)
OPS for LS(WS)(UW)
OPS for PO(WS)(UW)
OPS for AB(CISSM)
Level 2
Level 3
Level 2
Level 3
Level 3
LH
OPS for LS(CISSM)
Level 2
PO
OPS for PO(CISSM)
Level 2
AB
LH
PO
AB
LH
PO
OPS for WS(SSM)
OPS for LS(WS)(SSM)
OPS for PO(WS)(SSM)
OPS for WS (TSM)
OPS for LS(WS)(TSM)
OPS for PO(WS)(TSM)
Level 3
Level 2
Level 2
Level 3
Level 2
Level 2
Note 1. For administrative purposes this bar has been removed in JPA but RNR Air individuals in RN regular trades remain subject to the QP bars associated
with those RN trades.
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JSP 754
Edition 19 dated 1 Oct 13
3–4–A–3
ANNEX B TO CHAPTER 3 SECTION 4
BARS TO INCREMENTAL PROGRESSION – ARMY
1.
The only bars to incremental progression for Army personnel are rank
bars as follows:
a. Privates cannot progress any further than IL 7 in range 1.
b. Staff Sergeants cannot progress any further than IL 7 in range 4.
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JSP 754
Edition 19 dated 1 Oct 13
3–4–B–1
ANNEX C TO CHAPTER 3 SECTION 4
BARS TO INCREMENTAL PROGRESSION – ROYAL AIR FORCE
1.
Progression up a pay range is dependent upon the attainment of specific
qualifications and/or ranks which may be used as bars beyond which an individual
may not progress unless he/she has obtained the necessary qualification or rank.
The Pay Bars which apply to all Trade Groups may be supported by an additional
trade related Pay Bar and therefore they should not be read in isolation. Details are
as follows:
Trade
Group
All
Trade(s)
All Ground
Trades
Pay
Range
AC, LAC
IL
Pay Bar
NERP
Applicable only to AC and LAC in ground
trades. To progress to IL1 on the OR1
Range 1 Level 1 an individual must have
either received the New Entrant Rate of
Pay (NERP) for 26 weeks or have
completed basic trade training, whichever
is the earlier. Separate arrangements
apply for qualified entrants and details
are as follows:
Musn (TG21). Musns will be paid NERP
rates whilst undergoing basic recruit
training.
a. Qualified Entrant. On
successful completion of basic
recruit training and with the
approval of PDM(RAF), they will
have their pay reassessed so that
they move to IL5 (Qualified EntrantQ-Q-MN-TM1-RAF) retrospective
to their second day of service (i.e.
the day they are promoted to SAC).
b. Part-Qualified Entrant. On
successful completion of basic
recruit training and with the
approval of PDM(RAF), they will
have their pay reassessed so that
they move to IL 2 (Part-qualified
Entrant) retrospective to their
second day of service (i.e. the day
they are promoted to SAC).
Progression from IL2 to IL5 for partqualified entrants is attained on
completion of Phase 2 training (Q-Q-MNTM1-RAF) and assignment to a regular
band.
All
All Ground
Trades
LAC
1
All
All Ground
Trades
Chf Tech
7
Applicable to AC, LAC and NonCommissioned Aircrew (NCA). AC’s and
LAC’s cannot progress any further than IL
1 in range 1.
Chf Techs cannot progress any further
than IL 7 in range 4.
JSP 754
Edition 19 dated 1 Oct 13
3–4–C–1
N/A
NonCommissioned
Aircrew (NCA)
Cadets
SAC
NERP
On successful completion of AAITC and
26 weeks on the New Entrant Rate of
Pay (NERP), NCA Cadets will
move to Cpl Pay Level 1 in the
appropriate pay range.
1
AMM(AV)
AMM(M)
W Tech
Gen Tech E
Gen Tech (M)
Gen Tech WS
SAC
7
Must possess Q-OPS-90187 to progress
to IL 8.
SAC
7
Must possess Q-OPS-90187 to progress
to IL8.
15
BMS
Std BMS
EH Tech
Std EH Tech
ODP
Std ODP
Ph Techs
Std Ph Tech
Radiog
Std Radiog
SAC
4
Must possess Q-OPS-90187 to progress
to IL5..
18
Logs (Mov)
SAC
4
Must possess Q-MOV-OPS to progress to
IL5.
19
Logs (Cat)
Logs (Chef)
SAC
7
Must possess ‘PayIQP Bar Removal TG
19 Skill AchievedIRAF’ 1 to progress to
IL8.
5
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1
This Q Annotation will be awarded by CTS in conjunction with either of ‘Q-CAT-DS’, ‘Q-A4 DEPLOYED SKILLS’ or
‘Q-A4-CAT-DEPLOYED SKILLS (OHU) Operational Hygiene Unit’ to ensure that the pay bar is lifted.
JSP 754
Edition 19 dated 1 Oct 13
3–4–C–2
CHAPTER 3
SECTION 5
PERFORMANCE STANDARDS FOR PAY PURPOSES
Aim
03.0501.
To explain what determines satisfactory performance for pay
purposes and how unsatisfactory performance impacts on pay.
Scope
03.0502.
This Section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces in the
main Armed Forces’ Pay Review Body (AFPRB) remit group 1.
General
03.0503.
Certain elements of pay, including the award of all forms of
increments and commitment bonuses, are dependent on the achievement of
satisfactory performance.
Criteria
03.0504.
Regular Personnel. The Joint Personnel Administration (JPA)
Joint Appraisal Scheme provides a common reporting system for all ranks; full
details are contained in JSP 757 (Tri-Service Guidance for Appraisal
Reporting). Unsatisfactory performance by the subject is deemed to be the
award of an Overall Performance Grade (OPG) of D (Performing below the
standard expected in most or all respects) in an Appraisal Report that has
been endorsed by the final Reporting Officer.
03.0505.
Reserve Forces’ Personnel. Reservists serving on Man
Training Days (obligatory or voluntary training and other duties) will require a
Certificate of Efficiency, which will equate to the necessary reckonable
service, and a satisfactory annual Appraisal Report. As above, if an individual
receives an unsatisfactory report they will not receive an increment.
03.0506.
For both Regular and Reserve Forces’ personnel, the last
Appraisal Report issued prior to an individual reaching the anniversary of their
IBD, i.e. the date YIP becomes due, will be used to assess eligibility for
incremental progression. Although see 03.0508.
1
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 Reserve Forces Act 1996.
JSP 754
Edition 19 dated 1 Oct 13
3–5–1
Pay Impact of Unsatisfactory Performance
03.0507.
Once an individual has received an unsatisfactory performance
assessment, JPA will automatically initiate the suspension of all incremental
pay progression and any other payments dependent on the attainment of
satisfactory performance.
03.0508.
For the purposes of Yearly Incremental Progression (YIP) the
period of suspension will initially be for one year and will be applied from the
anniversary of the Incremental Base Date (IBD) following the end of reporting
date. The individual will be notified of the suspension and the implications of
this. An individual will receive no further incremental progression until
satisfactory performance has been restored.
03.0509.
Where there is likelihood of an individual being given an
unsatisfactory report, advance notification will be forwarded to the Joint
Personnel Administration Centre Pay Delivery Team (JPAC PDT) and the
award of the YIP is to be manually withheld from the report date until receipt
of the final report. If, subsequently, the final report gives a satisfactory
assessment, then the award of the YIP is to be manually backdated to the
individual’s IBD. Where, exceptionally, an award of YIP has been made in
anticipation of a satisfactory report, on receipt of an unsatisfactory report the
award is to be withdrawn, and action taken to recover the over-issues,
backdated to an individual’s IBD in accordance with Chapter 2 Section 6.
03.0510.
For the purposes of Commitment Bonuses (CBs) and
Accelerated Incremental Progression (AIP), suspension will be implemented
with effect from the end date of the reporting period in which the
unsatisfactory performance was reported. Any CB due or AIP earned during
this period will not be credited until the suspension is lifted.
03.0511.
Once satisfactory performance is achieved the pay suspension
will be lifted although any deferral of the IBD applied as a result of
unsatisfactory performance will not be reversed. If performance is still
considered to be unsatisfactory then the suspension of pay progression and
any other payments dependent on the attainment of satisfactory performance
will remain in place and the suspension will continue.
Business Process Guide
03.0512.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
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JSP 754
Edition 19 dated 1 Oct 13
3–5–2
CHAPTER 3
SECTION 6
ACCELERATED INCREMENTAL PROGRESSION
Aim
03.0601.
To define how and when an individual can progress up the
incremental pay range within a rank to reward the attainment of specific
qualifications.
Scope
03.0602.
This Section covers all non-commissioned personnel in the
Regular, Full-Time Reserve Service (FTRS) and non-commissioned personnel
filling an Additional Duties Commitment (ADC) in an established post in the
main Armed Forces’ Pay Review Body (AFPRB) remit group (see Section 1)
including those on the Professional Aviator Pay Spine, but excluding MPGS
(see Chapter 5, Section 9). Other Reserve Force personnel will only be
entitled to AIP when called-out or recalled for permanent service 1. AIP does
not apply to officers.
General
03.0603.
In addition to Yearly Incremental Progression (YIP) (see Section
4), an individual may be awarded Accelerated Incremental Progression (AIP)
as an incentive for the attainment of key qualifications required by the
individual Services. The effect of such AIP is the reward of an ‘immediate
increment’ so that the Incremental Base Date (IBD) for YIP is unaffected.
Eligibility
03.0604.
Subject to 03.0607 below, the award of AIP is made as follows:
a.
The qualifications that generate the award of AIP must be
relevant and meaningful and support individual Service trade structure
requirements. The determination of what constitutes a relevant and
meaningful qualification, within a trade rank structure, is a matter for
single-Service consideration and determination, with an overview by
CDP Remuneration. The relevant qualifications for each Service are
set out in Annexes A-C. For Army personnel, payment of an AIP is an
automatic process driven by receipt of the first Class 2 and 1
qualifications awarded respectively. RN/RAF personnel gaining a listed
qualification are entitled to apply for the award of an AIP which may be
backdated to the date of obtaining the qualification (see 03.0604d)
providing the application is submitted within 6 months of the
1
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 Reserve Forces Act 1996.
JSP 754
Edition 19 dated 1 Oct 13
3–6–1
qualification date. In all other instances payment will (if appropriate) be
made from the date of the application being received by the Unit HR
Admin Staff 2. In all instances a qualification may only be used once to
claim the award of an AIP. RAF personnel may if they wish, use both
pay incentives in the same rank (e.g. Q-PI-A and Q-PI-D whilst a SAC
or Q-PI-B and Q-PI-D whilst a Cpl). However, an individual may not be
awarded the same Q-PI twice even if it does relate to a different
qualification. The process for the award of AIPs is explained in the
relevant JPA Business Process Guide.
b.
The award of AIP generates an ‘immediate increment’, that will
allow the individual to progress to the next pay increment level (IL)
within their range. However, where an individual is in receipt of a Mark
Time Rate of Pay (MTRP) the award of AIP will be treated as one
year’s seniority and will count towards gaining the seniority within the
range, but not necessarily towards an immediate increase in IL.
c.
Individuals are restricted to a total of two 12-month AIP awards
unless there has been a break in Service necessitating a reassessment
of pay in accordance with 03.1304-5. A decision will also be taken by
the gaining single-Service Manning Authority on whether previously
awarded AIPs will be counted from the point of re-entry/re-enlistment
(see 03.1307).
d.
Where an award of AIP is given, the “immediate increment” is
payable on the date of obtaining the qualification. Where the award is
based on the completion of a course or examination, the payment will
be effective from the date of passing the course or final examination or
gaining exemption from it. Where the qualification is dependent on
more than one achievement, for the purposes of awarding AIP, the
effective date is always the date of obtaining the last of the incremental
criteria required.
e.
The award of AIP does not alter the IBD so that an individual
who is awarded AIP does not have to complete a further year of
reckonable service before becoming eligible for YIP.
03.0605.
Entitlement to AIP will not be withheld if it becomes due during
the period of an individual’s invaliding or terminal leave, or if an individual has
given notice to PVR. In addition, AIP gained in an individual’s current rank will
not be withdrawn on reduction from that rank.
03.0606.
In circumstances where AIP falls on the same day as other pay
changes, the AIP will be the last personal event involving a pay change to be
applied (see Section 1).
2
No AIPs can be claimed for qualifications obtained by individuals prior to April 2001 (or the
date of transfer to Pay 2000 if later).
JSP 754
Edition 19 dated 1 Oct 13
3–6–2
Factors Influencing Incremental Progression
03.0607.
As with YIP (see Section 4), irrespective of whether the factors
at 03.0604 above are met, AIP is not possible in any of the following
circumstances:
a.
When an individual has reached the highest increment in their
rank range, noting that some ranges within a spine are shared between
more than one rank so that not all the increments in a range group are
applicable to all ranks paid off that range.
b.
When an individual has a Specially Determined Rate of Pay
(SDRP) or a Standstill Rate of Pay (SSRP) (see Section 1);
c.
when an incremental bar is in place which prevents progression
because of an individual’s trade or profession.
d.
When an incremental bar is in place which can be crossed only
through the attainment of a specific qualification – known as a
Qualification Point (QP).
e.
When an incremental bar is in place which can be crossed only
through the attainment of a specific promotion marking/grading.
f.
When incremental progression is suspended as a result of
unsatisfactory performance (see Section 5) or unpaid absence.
Banking of Increments
03.0608.
Any AIP awarded whilst the individual is unable to progress
because an incremental bar is in place, or because the individual is in a period
of incremental suspension (factors c-f above), will be banked and awarded
immediately once progression is resumed. However, any AIP awarded to an
individual at the top of the pay range or on a SDRP or SSRP is not banked.
Changes in AIP Criteria
03.0609.
The Services set AIP criteria in accordance with their
Service/trade requirements and these may be changed. In such instances the
following will apply:
a.
Periods of AIP will not be withdrawn even if the qualification
which generated it is subsequently withdrawn from the qualifying list or
the qualification becomes life expired.
b.
Where an AIP qualification is subsequently added to the list, any
individuals who already have the qualification may be awarded AIP
from the date that it was added. There will be no retrospective
payments.
JSP 754
Edition 19 dated 1 Oct 13
3–6–3
AIP for Qualifications Gained Prior to Joining the Service
03.0610.
While AIP is designed to reward the achievement of
qualifications gained while in the Services, there may be circumstances where
an individual brings a relevant qualification into the Service and it would be
inappropriate not to recognise this for AIP purposes if the Service would
otherwise require the individual to gain this qualification. Therefore,
consideration will be given to awarding AIP for qualifications gained outside
the Service if the following criteria are met:
a.
The qualification is approved for AIP in the individual’s rank and
trade.
b.
The qualification was not a condition of employment.
c.
The qualification has not already been used for pay purposes.
d.
The qualification is directly related to the task being undertaken
by the individual.
e.
The qualification is still current.
f.
The qualification was not obtained before April 2001 (or the date
of transfer to Pay 2000 if later 3).
03.0611.
Each case will be considered by the single-Service Manning
Authority with the test in every instance being that if the individual did not
already have the qualification then the Service would require (and pay for) the
individual to gain it in order for them to fulfil their Service role. Such AIPs may
be awarded only once an individual has entered the Main OR Pay spine (as it
cannot be awarded whilst on the NERP).
Business Process Guide
03.0612.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13586
Annexes:
A.
B.
C.
Qualifications for AIP – Royal Navy/Royal Marines.
Qualifications for AIP – Army.
Qualifications for AIP – Royal Air Force.
Back to Chapter Contents Page
3
Back to Main Contents Page
This is necessary so as not to be unfair to those who, on transition to Pay 2000, were unable
to claim retrospective AIP for qualifications already obtained.
JSP 754
Edition 19 dated 1 Oct 13
3–6–4
ANNEX A TO CHAPTER 3 SECTION 6
QUALIFICATIONS FOR AIP – ROYAL NAVY/ROYAL MARINES
The wording of the AIP Qualification in this Table mirrors the key phrase in the JPA Competence that is required to qualify for the AIP, so that JPA can be
searched for that phrase to ensure the correct Competence has been awarded (except for Royal Marines).
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RNR Air
ACMN(R)
Aircrewman (Reserve)
LH
RNR Air
ACMN(R)
Aircrewman (Reserve)
RNR Air
AEA(R)
Air Engineer Artificer (Reserve)
Any
Rate
PO
Professional Qualifying Examination/Course For
POACMN and PO (AH)/(SE)/(METOC)/(PHOT)
Achieving Competence To Instruct Post
RNR Air
AEM(R)
Air Engineer Mechanic Reserve)
AB
Provisional Examination LAEM/LAET
RNR Air
AEM(R)
Air Engineer Mechanic( Reserve)
LH
Certificate Of Competence For LAEM/LAET
RNR Air
NA(AC)(R)
Naval Airman (Aircraft Controller) (Reserve)
LH
Provisional Examination For POAC
RNR Air
NA(AC)(R)
Naval Airman (Aircraft Controller) (Reserve)
PO
JATCC Course
RNR Air
NA(AH)(R)
Naval Airman (Aircraft Handler) (Reserve)
AB
OPS for NA(AH)
RNR Air
NA(AH)(R)
Naval Airman (Aircraft Handler) (Reserve)
AB
NA 1st Class
RNR Air
NA(MET)(R)
Naval Airman (Meteorology) (Reserve)
AB
Achieved OPS for NA(METOC)
RNR Air
NA(MET)(R)
Naval Airman (Meteorology) (Reserve)
AB
Provisional Examination For LA(METOC)
RNR Air
NA(PHOT)(R)
Naval Airman (Photographer) (Reserve)
LH
RNR Air
NA(SE)(R)
Naval Airman (Survival Equipment) (Reserve)
LH
Provisional Examination For POACMN and
POA(AH)/(SE)/(METOC)/(PHOT)
Certificate Of Competence For LACMN/LA(SE)
RN Engineer FAA
AET
Air Engineering Technician
AB
Achieved OPS for AET
RN Engineer FAA
AET(Av)
Air Engineering Technician
AB
Achieved OPS for AET
RN Engineer FAA
AET(M)
Air Engineering Technician
AB
Achieved OPS for AET
RN Engineer FAA
AET(Av)
Air Engineering Technician
LH
Passed LAET QC (LAETAV)- Banked until promotion
JSP 754
CCSAM for POAEA
Edition 19 dated 1 Oct 13
3–6–A–1
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
to LH
RN Engineer FAA
AET(M)
Air Engineering Technician
LH
RN Engineer FAA
NA(SE)
Naval Airman (Survival Equipment)
AB
Passed LAET QC (LAETM)- Banked until promotion
to LH
Achieved OPS for NA(SE)
RN Engineer FAA
NA(SE)
Naval Airman (Survival Equipment)
LH
Certificate Of Competence For LACMN/LA(SE)
RN Engineer GS
ET(ME)
AB
Achieved MEMOC (Full)
RN Engineer GS
ET(ME)
LH
RN Engineer GS
ET(WE)
AB
Marine Engineer Officer Of The Watch 2 Certificate MEA (MEOOW2C)
OPS for ET(WE)
RN Engineer GS
ET(WE)
LH
OPS for LET(WE)
RN Engineer SM
ET(MESM)
AB
Achieved MEMOC (Full)
RN Engineer SM
ET(MESM)
LH
OPS for LET(MESM)
RN Engineer SM
ET(WESM)
AB
OPS for ET(WESM)
RN Engineer SM
ET(WESM)
LH
OPS for LET(WESM)
RN Logistics GS
LOG(CS)(D)
Engineering Technician (Marine Engineer)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Marine Engineer)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Weapon Engineer)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Weapon Engineer)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Marine Engineer, Submarine)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Marine Engineer, Submarine)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Weapon Engineer, Submarine)
[Entering RN Service on or after 1 Apr 06]
Engineering Technician (Weapon Engineer, Submarine)
[Entering RN Service on or after 1 Apr 06]
Logistics (Catering Services)(Delivery)
AB
RN/RM QELH/Cpl
RN Logistics GS
LOG(CS)(D)
Logistics (Catering Services)(Delivery)
NVQ Level 3 in Hospitality Supervision
RN Logistics GS
LOG(CS)(D)
Logistics (Catering Services)(Delivery)
RN Logistics GS
LOG(CS)(P)
Logistics (Catering Services)(Preparation)
LH to
WO
PO to
WO
AB
RN Logistics GS
LOG(CS)(P)
Logistics (Catering Services)(Preparation)
LH to
WO
NVQ Level 3 in Hospitality Supervision
JSP 754
Level 5 NVQ Diploma in Management
RN/RM QELH/Cpl
Edition 19 dated 1 Oct 13
3–6–A–2
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Logistics GS
LOG(CS)(P)
Logistics (Catering Services)(Preparation)
Level 5 NVQ Diploma in Management
RN Logistics GS
FS
Family Services
RN Logistics GS
LOG(PERS)
Logistics (Personnel)
PO to
WO
PO/CP
O
AB
RN Logistics GS
LOG(PERS)
Logistics (Personnel)
NVQ Level 3 in Business Administration
RN Logistics GS
LOG(PERS)
Logistics (Personnel)
RN Logistics GS
LOG(SC)
Logistics (Supply Chain)
LH to
WO
PO to
WO
AB
RN Logistics GS
LOG(SC)
Logistics (Supply Chain)
NVQ Level 3 in Warehousing and Storage
RN Logistics GS
LOG(SC)
Logistics (Supply Chain)
RN Logistics SM
LOG(CS)(D)(SM) Logistics (Catering Services)(Delivery) (Submarine)
LH to
WO
PO to
WO
AB
RN Logistics SM
LOG(CS)(D)(SM) Logistics (Catering Services)(Delivery) (Submarine)
LH/PO
NVQ Level 3 in Hospitality Supervision
RN Logistics SM
LOG(CS)(D)(SM) Logistics (Catering Services)(Delivery) (Submarine)
PO
Level 5 NVQ Diploma in Management
RN Logistics SM
LOG(CS)(P)(SM) Logistics (Catering Services)(Preparation) (Submarine)
AB
RN/RM QELH/Cpl
RN Logistics SM
LOG(CS)(P)(SM) Logistics (Catering Services)(Preparation) (Submarine)
LH/PO
NVQ Level 3 in Hospitality Supervision
RN Logistics SM
LOG(CS)(P)(SM) Logistics (Catering Services)(Preparation) (Submarine)
PO
Level 5 NVQ Diploma in Management
RN Logistics SM
LOG(PERS)(SM) Logistics (Personnel)(Submarine)
AB
RN/RM QELH/Cpl
RN Logistics SM
LOG(PERS)(SM) Logistics (Personnel)(Submarine)
LH/PO
NVQ Level 3 in Business Administration
RN Logistics SM
LOG(PERS)(SM) Logistics (Personnel)(Submarine)
PO
Level 5 NVQ Diploma in Management
RN Logistics SM
LOG(SC)(SM)
Logistics (Supply Chain)(Submarine)
AB
RN/RM QELH/Cpl
RN Logistics SM
LOG(SC)(SM)
Logistics (Supply Chain)(Submarine)
LH to
CPO
NVQ Level 3 in Warehousing and Storage
JSP 754
Diploma in Social Work
RN/RM QELH/Cpl
Level 5 NVQ Diploma in Management
RN/RM QELH/Cpl
Level 5 NVQ Diploma in Management
RN/RM QELH/Cpl
Edition 19 dated 1 Oct 13
3–6–A–3
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Logistics SM
LOG(SC)(SM)
Logistics (Supply Chain)(Submarine)
Level 5 NVQ Diploma in Management
RN Medical GS
DHY
Dental Hygienist
PO/CP
O
LH
RN Medical GS
DHY
Dental Hygienist
RN Medical GS
DHY
Dental Hygienist
RN Medical GS
DN
Dental Nurse
RN Medical GS
DN
Dental Nurse
RN Medical GS
DN
Dental Nurse
RN Medical GS
MA
Medical Assistant
RN Medical GS
MA
Medical Assistant
RN Medical GS
RN Medical SM
RN Medical GS
MA
Medical Assistant - Any
MA
RN Medical GS
AB to
PO
AB to
PO
AB
Achieved National Registration – Dental Hygienist
Achieved Certificate in Oral Health Education
Achieved Certificate in Dental Radiography
Achieved National Registration – Dental Nurse
AB to
PO
AB to
PO
AB
Achieved Certificate in Oral Health Education
All Arms Commando Course
Medical Assistant
Any
Rate
Any
Rate
LH
Passed MBSR PQC
MA(CDO)
Medical Assistant (Commando)
LH
Passed MBSR PQC
RN Medical GS
MA(ODP)
Medical Assistant (ODP)
LH
Passed MBSR PQC
RN Medical GS
MT(R)
Medical Technician (Radiographer)
LH
Member of Health Professions Council
RN Medical GS
MT(L)
Medical Technician (Laboratory)
LH
Member of Health Professions Council
RN Medical GS
NN
Naval Nurse
LH
LRCC
RN Medical GS
NN(R)
Naval Nurse (Reserve)
LH
LRCC
RN Medical SM
MA(SM)
Medical Assistant (Submarine)
LH
Passed MBSR PQC
RN Royal Marines GS
GD
General Duties – Clerk
Mne/LC Passed Company Clerk Course
PL
JSP 754
Achieved Certificate in Dental Radiography
MA(ODP)
Initial Achievement of Rolling OPS for MA
Edition 19 dated 1 Oct 13
3–6–A–4
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Royal Marines GS
GD
General Duties - Stores Accountant
Passed GDSA Course
RN Royal Marines GS
GD
General Duties – Driver
RN Royal Marines GS
GD SQ
General Duties - Chef (K4)
RN Royal Marines GS
GD
General Duties - Sniper
RN Royal Marines GS
GD
General Duties - Viking Adqual driver/Operator
RN Royal Marines GS
GD
All General Duties
Mne/LC
PL
Mne/LC
PL
Mne/LC
PL
Mne/LC
PL
Mne/LC
PL
CPL
RN Royal Marines GS
GD
All General Duties
RN Royal Marines GS
GD SQ
General Duties SQ
RN Royal Marines GS
GD SQ
General Duties SQ
RN Royal Marines GS
GD SQ
General Duties - Chef
RN Royal Marines GS
GD SQ
General Duties – Clerk
RN Royal Marines GS
GD SQ
General Duties – Signals
RN Royal Marines GS
GD SQ
General Duties - Armoured Support
RN Royal Marines GS
GD SQ
General Duties – Driver
RN Royal Marines GS
GD SQ
All General Duties SQ
JSP 754
Passed RM Driver Course and employed as a
General Duties (Driver) GD(D)
Passed K4 Chef Course
Passed GD RM Sniper Course
Qualified ATVPOBS and employed as a GD Adqual
Viking Driver/Operator
New Entry Instructor Passed New Instructor Training
Course
SGT
New Entry Instructor Passed New Instructor Training
Course
Mne/LC Awarded Level 3 SQ3
PL
Mne/LC Level 2 SQ2 - Can be banked until Promoted to Cpl
PL
Mne/LC Passed K3 course
PL
Mne/LC Passed JPA Proficiency
PL
Mne/LC Passed Bowman Module (BSAM)
PL
Mne/LC Qualified ATVPOBS
pl
Mne/LC Passed RM Driver Course or Army GS Driver
PL
qualification
Mne/LC Qualified ATVPOBS
PL
Edition 19 dated 1 Oct 13
3–6–A–5
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Royal Marines GS
GD SQ
General Duties SQ
Cpl
Awarded Level SQ2
RN Royal Marines GS
GD SQ
General Duties SQ
CPL
RN Royal Marines GS
GD SQ
General Duties SQ
CPL
RN Royal Marines GS
GD SQ
General Duties SQ
SGT
RN Royal Marines GS
GD SQ
General Duties SQ
SGT
Level 2 SQ2 - ML, PW, DL, PTI and SA, Clerk and
Driver who join SQ as CPL
New Entry Instructor Passed New Instructor Training
Course
New Entry Instructor Passed New Instructor Training
Course
SQ1
RN Royal Marines GS
GD SQ
General Duties SQ
CSgt
RN Royal Marines GS
GD or TQs SQs
All Royal Marines General Service
RN Royal Marines GS
TQ
Technically Qualified
RN Royal Marines GS
TQ
Technically Qualified
RN Royal Marines GS
TQ
Technically Qualified
RN Royal Marines GS
TQ
Technically Qualified
Passed RMBOWPVU (Bowman System Manager
(Unit) or RMBOWPVF (Bowman System Manager
(Formation)
Mne/Cpl Passed SFC course. Can be banked until promotion
/
to Cpl or Sgt
Sgt
Mne/LC Awarded TQ2 - can be banked until promoted to
PL
CPL
Mne/LC Awarded TQ1
PL
Mne/LC Awarded TQ1 but can be banked until promoted to
PL
Cpl or Sgt
CPL
Awarded TQ1
RN Royal Marines GS
TQ
Technically Qualified
CPL
RN Royal Marines GS
TQ
All Technically Qualified
RN Royal Marines GS
TQ
Technically Qualified - RMCT & RMIS Only
Awarded TQ1 but can be banked until promoted to
Sgt
Mne/LC Qualified ATVPOBS
PL
CPL
Awarded TQ2
RN Royal Marines GS
TQ
Technically Qualified - RMCT & RMIS Only
CPL
Awarded TQ1
RN Royal Marines GS
TQ
Technically Qualified
CPL
Passed New Instructor Training Course
JSP 754
Edition 19 dated 1 Oct 13
3–6–A–6
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Royal Marines GS
TQ
Technically Qualified - RMCT & RMIS Only
SGT
Awarded TQ2
RN Royal Marines GS
TQ
Technically Qualified
SGT
Passed New Instructor Training Course
RN Royal Marines GS
TQ
Technically Qualified
SGT
Awarded TQ1
RN Royal Marines GS
TQ
Technically Qualified - RMCT & RMIS Only
CSgt
Awarded TQ1
RN Royal Marines GS
RMAC
Aircrewman
FAA|Qualified Aircrewman Instructor Grade A2
RN Royal Marines GS
RMAC
Aircrewman
RN Royal Marines GS
RMMA
Medical Assistant
RN Royal Marines GS
RMMA
Medical Assistant
RN Royal Marines GS
RMMA
Medical Assistant
Any
Rate
Any
Rate
Mne/LC
pl
Mne to
Cpl
Cpl
RN Royal Marines BS
Musician
Musician
RN Royal Marines BS
Bugler
Bugler
RN Royal Marines BS
Musician
RN Royal Marines BS
Achieving Competence To Instruct Post
Completed Part IV Training
Initial Achievement of Rolling OPS
Passed MBSR PQC
Band Corporal
Musc/L
CPL
Bug/LC
PL
CPL
Award 1st Class Qual
Bugler
Corporal Bugler
CPL
Award 1st Class Qual
RN Warfare FAA
ACMN(ASW)
Aircrewman (Anti Submarine Warfare)
FAA|Qualified Aircrewman Instructor Grade A2
RN Warfare FAA
ACMN(ASW)
Aircrewman (Anti Submarine Warfare)
RN Warfare FAA
ACMN(CDO)
Aircrewman (Commando)
RN Warfare FAA
ACMN(CDO)
Aircrewman (Commando)
RN Warfare FAA
NA(AC)
Naval Airman (Aircraft Controller)
Any
Rate
Any
Rate
Any
Rate
Any
Rate
LH
JSP 754
Award 2nd Class Qual
Award 2nd Class Qual
Achieving Competence To Instruct Post
FAA|Qualified Aircrewman Instructor Grade A2
Achieving Competence To Instruct Post
Provisional Examination For POAC
Edition 19 dated 1 Oct 13
3–6–A–7
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Warfare FAA
NA(AC)
Naval Airman (Aircraft Controller)
PO
JATCC Course
RN Warfare FAA
NA(AH)
Naval Airman (Aircraft Handler)
AB
Completion of NVQ Level 2 and Key Skills
Qualification
RN Warfare FAA
NA(AH)
Naval Airman (Aircraft Handler)
LH
Provisional Examination For POACMN and
POA(AH)/(SE)/(METOC)/(PHOT) (UC30)
RN Warfare FAA
NA(AH)
Naval Airman (Aircraft Handler)
CPO
Level 5 NVQ Diploma in Management
RN Warfare FAA
NA(AH)
Naval Airman (Aircraft Handler)
Qualified Educationally For Warrant Officer (9Z99)
RN Warfare FAA
NA(MET)
Naval Airman (Meteorology)
Any
Rate
AB
OPS for NA(METOC)
RN Warfare FAA
NA(MET)
Naval Airman (Meteorology)
AB
Provisional Examination For LA(METOC)
RN Warfare FAA
NA(PHOT)
Naval Airman (Photographer)
LH
RN Warfare FAA
NA(PHOT)
Naval Airman (Photographer)
Any
Rate
Provisional Examination For POACMN and
POA(AH)/(SE)/(METOC)/(PHOT)
UKIAC
RN Warfare GS
(CIS)
(Communication and Information System Specialist)
AB
OPS for AB (CIS)
RN Warfare GS
(CIS)
(Communication and Information System Specialist)
PO
Achieved OPS for PO
RN Warfare GS
(HM)
(Hydrography and Meteorology)
AB
OPS for AB (HM)
RN Warfare GS
(HM)
(Hydrography and Meteorology)
PO
Achieved OPS for PO
RN Warfare GS
(MW)
(Mine Warfare)
AB
OPS for AB (MW)
RN Warfare GS
(MW)
(Mine Warfare)
PO
Achieved OPS for PO
RN Warfare GS
(SEA)
(Seaman Specialist)
AB
OPS for AB(SEA)
RN Warfare GS
(SEA)
(Seaman Specialist)
LH
Completion of POQC - Banked until Promotion to PO
RN Warfare GS
(SR)
(Survey Recorder)
AB
OPS for AB (SR)
RN Warfare GS
(SR)
(Survey Recorder)
PO
Achieved OPS for PO
JSP 754
Edition 19 dated 1 Oct 13
3–6–A–8
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Warfare GS
CT
Communications Technician
LH
RN Warfare GS
CT
Communications Technician
PO
RN Warfare GS
CT(A)
Communications Technician (Analyst)
LH
RN Warfare GS
CT(A)
Communications Technician (Analyst)
PO
RN Warfare GS
CT(L)
Communications Technician (Linguist)
LH
RN Warfare GS
CT(L)
Communications Technician (Linguist)
PO
RN Warfare GS
D
Diver
AB
Completion of lLCTQC - Banked until Promotion to
LCT
Professional Qualifying Examination/Course For
CPOCT
Completion of lLCTQC - Banked until Promotion to
LCT
Professional Qualifying Examination/Course For
CPOCT
Completion of lLCTQC - Banked until Promotion to
LCT
Professional Qualifying Examination/Course For
CPOCT
OPS for Diver
RN Warfare GS
D
Diver
PO
Achieved OPS for PO
RN Warfare GS
PTI
Physical Training Instructor
PO
Achieved OPS for PO
RN Warfare GS
RN Police
RN Police
RPO
Completion of SCIC
RN Warfare GS
RN Police
RN Police
LREG
Achieved OPS for LReg
RN Warfare GS
WS
Warfare Specialist
AB
OPS for WS1
RN Warfare GS
WS(AWT)
Warfare Specialist (Abovewater Warfare Tactical)
PO
Achieved OPS for PO
RN Warfare GS
WS(AWW)
Warfare Specialist (Abovewater Warfare Weapons)
PO
Achieved OPS for PO
RN Warfare GS
WS(EW)
Warfare Specialist (Electronic Warfare)
PO
Achieved OPS for PO
RN Warfare GS
WS(UW)
Warfare Specialist (Underwater Warfare)
PO
Achieved OPS for PO
RN Warfare SM
(CISSM)
AB
OPS for AB (CISSM)
RN Warfare SM
(CISSM)
LH
OPS for LS (CISSM)
RN Warfare SM
WS(SSM)
(Communication and Information System Specialist,
Submarine)
(Communication and Information System Specialist,
Submarine)
Warfare Specialist (Sensors, Submarine)
AB
OPS for AB WS(SSM)
JSP 754
Edition 19 dated 1 Oct 13
3–6–A–9
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Warfare SM
WS(SSM)
Warfare Specialist (Sensors, Submarine)
LH
OPS for LS WS(SSM)
RN Warfare SM
WS(TSM)
Warfare Specialist (Tactical, Submarine)
AB
OPS for AB WS(SSM)
RN Warfare SM
WS(TSM)
Warfare Specialist (Tactical, Submarine)
LH
OPS for LS WS(SSM)
RN Warfare GS
SEA
Seaman Specialist
Level 5 NVQ Diploma in Management
RN Warfare GS
CIS
Communication and Information System Specialist
RN Warfare GS
CT
Communications Technician
RN Warfare GS
AWT
Abovewater Warfare Tactical
RN Warfare GS
AWW
Abovewater Warfare Weapons
RN Warfare GS
EW
Electronic Warfare
RN Warfare GS
UW
Underwater Warfare
RN Warfare GS
MW
Mine Warfare
RN Warfare GS
D
Diver
RN Warfare GS
HM
Hydrography and Meteorology
RN Warfare GS
SR
Survey Recorder
RN Warfare GS
METOC
Meteorology and Oceanography
RN Warfare GS
RN Police
RN Police
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
RPO to
WO1
JSP 754
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Edition 19 dated 1 Oct 13
3 – 6 – A – 10
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Warfare GS
PTI
Physical Training Instructor
Level 5 NVQ Diploma in Management
RN Warfare GS
WA
Weapon Analyst
RN Warfare GS
TEL
Telephonist
RN Warfare SM
COXN(SM)
Coxswain Submarines
RN Warfare SM
CISSM
Communication and Information System Specialist
RN Warfare SM
WS(SSM)
Warfare Specialist (Sensors, Submarine)
RN Warfare SM
WS(TSM)
Warfare Specialist (Tactical, Submarine)
RN Warfare FAA
AC
Aircraft Controller
RN Warfare FAA
ACMN
Aircrewman
RN Warfare FAA
NA (Phot)
Photographer
RN Engineer GS
ET(ME)
RN Engineer GS
ET(ME)
RN Engineer GS
ET(WE)
RN Engineer GS
ET(WE)
Engineering Technician (Marine Engineer) [Legacy
Artificer Apprentice entrants after 1994)]
Engineering Technician (Marine Engineer)[Legacy
Artificer Apprentice entrants after 1994)]
Engineering Technician (Weapon Engineer))[Legacy
Artificer Apprentice entrants after 1994)]
Engineering Technician (Weapon Engineer))[Legacy
Artificer Apprentice entrants after 1994)]
PO to
WO1
PO to
WO1
PO to
WO1
CPO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
PO to
WO1
CPO
JSP 754
PO
CPO
PO
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Level 5 NVQ Diploma in Management
Selection and acceptance for WO2 MEA course
(effective date = Promotion Signal DTG)
Passed PQE/C for CPOMEA
Selection and acceptance for WO2 WEA course
(effective date = Promotion Signal DTG)
Passed PQE/C for CPOWEA
Edition 19 dated 1 Oct 13
3 – 6 – A – 11
BRANCH
TRADE
TRADE DESCRIPTION
RANK
AIP QUALIFICATION (COMPETENCE)
RN Engineer SM
ET(MESM)
CPO
Selection and acceptance for WO2 MEA(SM)
course (effective date = Promotion Signal DTG)
RN Engineer SM
ET(MEM)
PO
Passed PQE/C for CPOMEA
RN Engineer SM
ET(WESM)
CPO
Selection and acceptance for WO2 WEA (SM)
course (effective date = Promotion Signal DTG)
RN Engineer SM
ET(WESM)
Engineering Technician (Marine Engineer,
Submarine)[Legacy Artificer Apprentice entrants after
1994)]
Engineering Technician (Marine Engineer, Submarine)
[Legacy Artificer Apprentice entrants after 1994)]
Engineering Technician (Weapon Engineer,
Submarine)[Legacy Artificer Apprentice entrants after
1994)]
Engineering Technician (Weapon Engineer,
Submarine)[Legacy Artificer Apprentice entrants after
1994)]
PO
Passed PQE/C for CPOWEA
NOTES:
1. An AIP is only payable to personnel in the substantive rank.
2. ME/WE – All former MEAs and WEAs have reserve Artificer rights up to reaching the rank of CPOET(ME/MESM)/(WE/MESM); or up to 2 years after
their due promotion to CPO date (less any AA awarded in training), whichever is earlier – if they are not fully qualified and advanced to CPO within 2
years of due date they lose their legacy rights and remain POETs subject to normal selection rules.
3. AE – (read in conjunction with Reference D):
a.
Any former AEA who commenced AQL, AQM or AQR course before 3 May 05 is either a CPOAEA now and will remain so until TX; or will be
a POAET (or CPOAET if selected) with no legacy rights.
b.
Any former AEA who commenced AQL, AQM or AQR on or after 3 May 05 (last course commenced 5 Sep 05) has legacy rights until the final
PQE board sits on 5 May 11. If they pass they will become a CPOAEA and will remain so (unless they attain a pass at an ACC board or attend a
CPOAET QC and are transferred to CPOAET) until TX. However, if they do not pass or do not sit the board they lose their legacy rights and remain
POAETs subject to normal selection rules.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
3 – 6 – A – 12
ANNEX B TO CHAPTER 3 SECTION 6
QUALIFICATIONS FOR AIP – ARMY
1.
In the case of the Army, AIP is awarded on two occasions which are the
same for all soldiers within the Army regardless of cap-badge.
a.
the 1st AIP is awarded after attending and passing Class 2 trade
course for the first time.
b.
the 2nd AIP is awarded after attending and passing Class 1 trade
course for the first time.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
3–6–B–1
ANNEX C TO CHAPTER 3 SECTION 6
QUALIFICATIONS FOR ACCELERATED INCREMENTAL PROGRESSION
(AIP) – RAF
1.
RAF AIP Policy - Overview. RAF AIP policy was established to link pay incentives with
the SDR policy for personal development, by rewarding the attainment of approved civilian
qualifications, appropriate to the rank and trade of the applicant. However, the original remit of
RAF AIP was widened to provide an additional incentive to gain particular Service qualifications
1
. This change was made primarily (but not exclusively) in recognition of the difficulty in pursuing
personal study experienced by some trades with poor harmony 2. Consequently the qualifications
that entitle personnel to claim RAF AIP fall into 2 categories:
a.
Civilian qualifications. Authorised, trade-relevant, civilian qualifications, the
attainment of which confirms that an individual has demonstrated the principles of personal
development through means of additional personal study, examination or other submission
outwith a Service, or Service funded, course 3.
b.
Service qualifications. Specifically authorised Service qualifications 4. Some
Service qualifications are lifed to ensure maintenance of current competence of the holder.
The end dating of a qualification may be erroneous on JPA depending on the definition of
the life of a given qualification.
Each trade sponsor maintains 5 a set of policy compliant qualifying criteria 6. These are listed at
Appendix 1, which details the only eligible qualifying criteria.
2.
Eligibility – Acting Higher Rank. In addition to the Tri-Service AIP eligibility criteria set
out in 03.0604 – 03.0609, RAF personnel are entitled to claim and be awarded AIP in any Normal
Paid Acting Higher Rank (AHR) 7 that they hold prior to substantiation in rank (i.e. prior to
completion of the prerequisite CMT course). RAF personnel are not entitled to claim and be
awarded AIP in any Special Paid AHR or Unpaid AHR.
3.
Roles and Responsibilities. The roles and responsibilities for AIP stakeholders 8 are
detailed at Appendix 2.
4.
Application and authorization procedure. To apply for AIP, personnel are to use the
latest version of RAF Form 7535. Unit HR staff are to process applications in accordance with the
instructions within the JPA BPG.
5.
Staffing requests for the inclusion of new AIP-earning qualifications. Trade
sponsors who wish to amend or include further qualifying criteria at Appendix 1 are to ensure that
1
Or successfully complete particular Service, or Service-funded, courses.
For example, during periods of sustained high operational tempo.
3
Examples of ineligible qualifications include those gained: solely by paying a fee; through completion of
a fully accredited Service, or Service funded, course that requires no additional study (evening work as part
of a Service course does not count as additional study), examination or other submission outwith the
course to gain the associated civilian qualification; entirely through accreditation of prior learning; or
qualifications used wholly or as part of a previous claim for AIP.
4
The inclusion of qualifications in this category is strictly controlled; Appendix 2 lists the governance
responsibilities.
5
See Appendix 2 for details.
6
The collective term for qualifications and courses.
7
As per AP 3376 Vol 1.
8
Stakeholders include: applicants, trade sponsors, policy staff and personnel involved in processing and
authorising applications.
3–6–C–1
2
the new qualifications meet AIP policy 9 aims in full. They are to apply for inclusion or amendment
to Manpower Structures (Ground).
6.
Annual review. To ensure the continued relevancy of AIP qualifying criteria, Manpower
Structures (Ground) is to direct trade sponsors to review them annually 10. The review will also
ensure that:
a.
to AIP.
All RAF non-commissioned personnel have the opportunity of appropriate access
b.
The qualifications listed are consistent with AIP policy, appropriate to their trade(s)
and correctly described; obsolete qualifications are to be removed.
c.
The qualifying criteria are expressed clearly and, where required, amplifying notes
are included to aid interpretation.
d.
Where multiple qualifications are required to access a single AIP 11, this
requirement is clearly set out.
Appendices:
1.
2.
9
RAF AIP Policy Qualifying Criteria.
RAF AIP Policy – Roles & Responsibilities.
Both the RAF policy, contained in this annex, and the Joint policy detailed in the main body of JSP 754
Chapter 3 Section 6.
10
Timed to allow the incorporation of amendments in the annual October update of JSP 754.
11
E.g. The constituent elements of an apprenticeship.
3–6–C–2
APPENDIX 1 TO ANNEX C TO CHAPTER 3 SECTION 6
RAF AIP POLICY – QUALIFYING CRITERIA
1.
Applicants, trade sponsors and HR staffs processing applications are to interpret the
qualifying criteria listed in the criteria tables correctly. Subject to Para 2 below, only the
qualifications or Service courses listed in this table qualify for AIP; in cases where the
qualification or course title in an application does not exactly match that listed, or there is
any other doubt over its applicability, it is to be referred to the appropriate trade sponsor.
Any application using a qualification gained prior to entering service is to be referred to the
TS for approval and will be subject to the criteria in 03.0610 also being fulfilled.
2.
HR staffs processing applications are to establish the means by which civilian qualifications
used as the basis for an AIP application were gained:
a.
Civilian qualifications gained solely through attendance at a fully accredited Service,
or Service funded, course that required no additional study, examination or other submission
outwith the course to gain the qualification are not eligible for AIP 1, even if they are listed in
the criteria table. The trade apprenticeships and NVQs linked to RAF trade training listed in
the criteria table below are eligible for AIP.
b.
Submission of an application form and/or payment for a qualification alone does not
constitute sufficient personal effort to justify the award of AIP.
3.
HR staffs processing applications are to establish the means by which Service
qualifications used as the basis for an AIP application were gained. So long as a SP has gained
an admissible Service qualification, they may claim the appropriate AIP assuming all other criteria
are met and regardless of whether that qualification has passed its end date.
4.
Date of Civilian Qualification. If the award date on the civilian qualification does not state
the date of the month (e.g. Mar 13), the AIP application should be for the 1st day of that month (e.g.
1st Mar 13). As per 03.0610, no AIPs can be claimed for qualifications gained by individuals prior to
Apr 2001 (or the date of transfer to Pay 2000 if later). Qualifications gained over 6 months prior to
submission of an AIP application will lead to an AIP being applied with effect of the date of receipt
of the application.
1
Specific examples of ineligible courses/qualifications include; any Institute of Leadership and Management
or Chartered Management Institute qualification gained (defined by the date of the award displayed on the
qualification certificate) on or after 1 Oct 08 from completion of courses at ACS RAF Halton or A Sqn OACTU
(NCAITC), or through membership of the teaching staff of either of these establishments, and all City &
Guilds Senior Awards gained via the RAF City & Guilds Senior Awards in Leadership and Management for
RAF Personnel scheme on or after 1 Oct 05.
3 – 6 – C1 – 1
Trade
Group
General
Guidance
1, 4, 5, 13 & 14
Q-PI-A
The Trade Apprenticeship is the only qualification applicable for Q-PI-A.
(SAC only)
Trade
All Trades
TG3 and 11(TCO/TCC) personnel who have not assimilated to TG4 are to use TG4 AIP
criteria.
All constituent components of the Advanced Apprenticeship are to be presented at the
time of application unless in possession of the Advanced Apprenticeship certificate and
a formal letter from the Accreditation Group that provides confirmation that the Advanced
Apprenticeship has been completed. Q-PI-A is to be claimed from the date the
Advanced Apprenticeship was completed and not the date on the Advanced
Apprenticeship certificate.
The Advanced Apprenticeship is only to be used for Q-PI-A and no component of it is to
be held over for use in applying for Q-PI-B, Q-PI-C or Q-PI-D.
The only Acceptable Qualifications are as follows
TG
Trade
Apprenticeship components
TG1
SAC (Technicians)
registered on the BTEC
NC
TG1
A Tech (M)
TG1
A Tech (Av)
TG1
W Tech
TG4
ICT AE
TG4
ICT Tech
TG5
Gen Tech M, Gen Tech
E,
TG5
Gen Tech WS
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
NVQ Diploma in Aeronautical Engineering Level
Certificate in Aeronautical Engineering Level 2
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Extended Diploma in Aeronautical Engineering
Level
Diploma in Aircraft Maintenance (Military Aircraft
Mechanics) Level 3
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Extended Diploma in Aeronautical Engineering
Level
Diploma in Aircraft Maintenance (Military Aircraft
Electricals and Avionics) Level 3
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Extended Diploma in Aeronautical Engineering
Level
Diploma in Aircraft Maintenance (Military Aircraft
Wpns Maint) Level 3
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Diploma in Professional Competence for IT &
Telecoms Professionals Level
Certificate in ICT Systems & Principles Level 2
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Diploma in Professional Competence for IT &
Telecoms Professionals Level
Diploma in ICT Systems & Principles Level 3
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Engineering Maintenance CGLI Level
C & G Cert. in Engineering
Functional Skills: Maths Level 2, English Level 2,
ICT Level 2
Mechanical Manufacturing Engineering CGLI Level
C & G Cert. in Engineering
3 – 6 – C1 – 2
Functional Skills: Maths Level 2, English Level 2,
ICT Level
Aeronautical Engineering (Survival Equipment)
Maintenance Level
Diploma in Aeronautical Engineering (Survival
Equipment) Maintenance Level
Functional Skills: Maths Level 2, English Level 2,
TG14
Photographer
Dip in Photo Imaging Competence Level 3
Certificate in Photo Image Capture Level 3
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
TG13
Q-PI-B
(Cpl Only)
SE Fitt
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Qualification Criteria
For TG 1, 4, 5 and 13:
A Level 3 or higher professional or vocational qualification such as a BTEC NC or NVQ
in a Technical or Engineering subject is acceptable.
For TG 14:
A professional or vocational qualification such as a BTEC HNC or NVQ in a Trade
related subject is acceptable.
Q-PI-C
(Sgt Only)
Applicants for Q-PI-B will have to make a case to the TS where it is not immediately
apparent that the qualification meets these guidelines.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
The optimum qualification for Q-PI-C is a higher education qualification (usually from a
university) such as a Certificate of Higher Education equivalent to at least 120 Level 4
CAT points:
Of which at least 90 Level 4 CAT points must be gained in core Technology or
Engineering subjects
and
Has no more than 60 Level 4 CAT points gained from prior accreditation of Service
courses or experience.
A professional or vocational qualification such as a BTEC HNC or NVQ in a Technical or
Engineering subject is acceptable providing it is Certificate or Diploma level within Level
4 on the Qualifications and Credit Framework.
Leadership and Management qualification with 120 level 4 CAT points can be used.
Applicants will have to make a case to the TS where it is not immediately apparent that
the qualification meets these guidelines e.g. HNC.
3 – 6 – C1 – 3
Q-PI-D
(all ranks)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Qualification Criteria
The optimum qualification for Q-PI-D is a higher education qualification (usually from a
university) such as a Diploma of Higher Education or Foundation Degree which contains
at least 120 Level 5 CAT points:
Of which at least 90 Level 5 CAT points must be gained in core Technology or
Engineering subjects
and
Has no more than 60 Level 5 CAT points and no more than 75% of the overall
qualification gained from prior accreditation of Service courses or experience.
A professional or vocational qualification such as a BTEC HND or NVQ in a Technical or
Engineering subject is acceptable providing it is Certificate or Diploma size within Level
5 on the Qualifications and Credit Framework.
Leadership and Management qualification with 120 level 5 CAT points can be used.
Trade
Group
Q – PI – A
(SAC only)
Applicants will have to make a case to the TS where it is not immediately apparent that
the qualification meets these guidelines, e.g. BTEC HND.
Logistics (Driver)
6
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 1, English Level 1, ICT Level 1
Driving Goods Vehicles Level 2
Employee Rights and Responsibilities
All constituent parts of the Apprenticeship must be presented at the time of application.
No other qualification is admissible.
Q – PI – B
(Cpl only)
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Performing Road Haulage & Distribution Operations.
Customer Services.
Supervisory Management.
Training & Development (Any).
Quality Management.
Computer Services.
Information Technology (Any).
Project Management.
Business Administration.
3 – 6 – C1 – 4
Acceptable Educational Equivalencies:
BTEC/SCOTVEC National Certificate/Diploma in a Management or Trade related
subject.
Acceptable Professional Equivalencies:
Institute of Logistics & Transport Certificate.
Q – PI – C
(Sgt only)
Any other trade related qualification deemed appropriate by the Trade Sponsor.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Management.
Training & Development (Any).
Quality Management.
Project Management.
Business Administration.
Health & Safety (Any).
Acceptable Educational Equivalencies:
BTEC/SCOTVEC Higher National Certificate/Diploma in a Management or Trade related
subject.
Degree in Trade or Management Related subject.
Acceptable Professional Equivalencies:
Institute of Logistics & Transport Diploma.
Institute of Logistics & Transport Advanced Diploma.
Chartered Member of the Institute of Logistics & Transport (MCIT).
Fellow of the Institute of Logistics & Transport (FCIT).
Q – PI – D
(all ranks)
Any other trade related Qualification deemed appropriate by the Trade Sponsor.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Management.
Training & Development (Any).
Quality Management.
Information Technology (Any).
Project Management.
Both D32&D33 or A1 or TAQA 3 Assessor Award. AIP awarded on successful completion
of award of competency plus completion of 5 quality assured portfolios.
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
(Note: For assessor awards to qualify, individuals must be registered with the S/NVQ
Cell at DST, Leconfield Ext 5449).
Acceptable Educational Equivalencies:
Degrees & Post Graduate Qualifications in a Management or Trade related subject
(Certificate & Diplomas).
3 – 6 – C1 – 5
Acceptable Professional Equivalencies:
Institute of Logistics & Transport Diploma.
Institute of Logistics & Transport Fellowship (FCIT).
Institute of Logistics & Transport Advanced Diploma.
MSc in Logistics or Passenger Transport Management.
Chartered Member of the Institute or Logistics & Transport.
Certificate of Professional Competence (CPC) in National or International Road
Haulage/PCV. (Only one CPC may be used for AIP, regardless of how many
modules held).
Trade
Group
Q – PI – A
(SAC &
LCpl only)
Any other trade related qualification deemed appropriate by the Trade Sponsor.
8
Trade
Gunner
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 1, English Level 1
NVQ Diploma in Public Services - Operational Delivery (Uniformed) Level 2
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Both D32&D33 or A1 or TAQA 3 Assessor Award. AIP awarded on successful completion
of award of competency plus completion of 5 quality assured portfolios.
Q – PI – C
(Sgt only)
Section Commanders Battle Course (Phase 2 Tactics)
Platoon Sergeants Battle Course (Phase 1 Tactics)
Mortar, both A & B (Advanced & Standard) Course
Sniper Section Commander Course
Jungle Warfare Instructor Course
CBRN Defence Trainer Course
Forward Air Controller Course
All Arms Commando Course
Cold Weather Warfare Instructor Course
Light Role Close Recce Commander Course
All Arms Search Course
Drill Instructor (RAF) Course
Bowman Application Specialist Course
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
Section Commanders Battle Course
Mortar A (Advanced) Course
Sniper Section Commander Course
Jungle Warfare Instructor Course
3 – 6 – C1 – 6
Q – PI – D
(all ranks)
CBRN Defence Trainer Course
Forward Air Controller Course
All Arms Commando Course
Unit Search Advisor Course (full)
Drill Instructor (RAF) Course
All Arms Drill Instructor Course
NATO & UN Fighting in a Built Up Area Instructor Course
Cold Weather Warfare Instructor Course
Light Role Close Recce Commander Course
Defence Cell Controller Course
Bowman System Manager Course
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC only)
All arms search cse (For Search Team – 10 days)
Pre Parachute Selection Course (15 days)
Queens Colour Squadron Cere Trg Cse (20 days)
Bowman Basic Signaller Course
Basic Sniper Course
Specialist CBRN Foundation Course
Hotzone Armed-FP (HZFP) Course
Target Recce Operator Course (TROC)
Complex Space Operator Course (CSOC)
CBRN Forensic Exploitation Operator Course (CBRN FXO)
Maritime Platform Board and CBRN Support Course
Multi Skill Operator (CBRN MSO) Course (IBDS Operator MS Module; Analysis
Streaming MS Module; CBRN Hazard management MS Module; CBRN Special Courier
MS Module)
8
Trade
RAF Police
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 1, English Level 1
Certificate in Providing Security Services Level 2
Certificate in Knowledge of Providing Security Services Level 2
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Certificate in Security Management Level
Information Technology NVQ Level
City and Guilds in Crime Prevention.
Using IT NVQ Level
Both D32&D33 or A1 or TAQA 3 Assessor Award. AIP awarded on successful completion
of award of competency plus completion of 5 quality assured portfolios.
3 – 6 – C1 – 7
Q – PI – C
(Sgt only)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
InfoSec Training Paths and Competencies Scheme (ITPC) (Certificate of InfoSec
Competency)
Q – PI – D
(all ranks)
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC only)
Level 3 Investigators Course (CN: 3198) upon completion of pre-course distance
learning package and subsequent award of the competency Q-P-L3IC.
Certificate in Security Management Level
Diploma in Scientific Support Skills.
MSc Information Technology Security.
BSC(Hons) Criminal Justice Studies.
BSC(Hons) in Social Sciences.
BSc(Hons) Technology.
Fd(Sc) Canine Behaviour and Training.
8
Trade
Firefighter
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 1, English Level 1
Diploma in Providing Aviation Operations On The Ground (Qualifications and
Credit Framework) Level 2
Cert in Aviation Operations on the Ground (Knowledge) Level 2
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Level 3 Diploma in Fire Fighting Operations in the Community
Institution of Fire Engineers at Intermediate Level 3 Certificate Technician Grade
Institution of Fire Engineers Level 3 Diploma Graduate Grade
Institution of Fire Engineers Level 4 Certificate Member Grade
Both D32&D33 or A1 or TAQA 3 Assessor Award. AIP awarded on successful completion
of award of competency plus completion of 5 quality assured portfolios.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
3 – 6 – C1 – 8
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Institution of Fire Engineers at Intermediate Level 3 Certificate Technician Grade
Institution of Fire Engineers Level 3 Diploma Graduate Grade
Institution of Fire Engineers Level 4 Certificate Member Grade
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC only)
Institution of Fire Engineers Level 3 Diploma Graduate Grade
Institution of Fire Engineers Level 4 Certificate Member Grade
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
9
Trades
All Trades
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 2, English Level 2
Diploma in Providing Aviation Operations On The Ground (Qualifications and
Credit Framework) Level 2
Cert in Aviation Operations on the Ground (Knowledge) Level 2
Or
Functional Skills: Maths Level 2, English Level 2
Diploma in Providing Aviation Operations On The Ground (Qualifications and
Credit Framework) Level 2
Cert in Aviation Operations on the Ground (Knowledge) Level 3
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Apprenticeship (Level 3) in Providing Aviation Operation On The Ground (comprising a
Level 3 Diploma in Providing Aviation Operations On The Ground, Functional Skills at
Level 2 in Maths and English and Level 3 Technical Certificate in the Aviation Operations
On The Ground) provided they have not previously been used to claim AIP.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible.
3 – 6 – C1 – 9
Q – PI – D
(all ranks)
Trade
Group
Q – PI – A
(SAC only)
Q – PI – B
(Cpl only)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible.
RAF PTI
10
Trade
N/A.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
BTEC/SCOTVEC – National Diploma in Sports Studies and BTEC/SCOTVEC – National
Diploma in Leisure Studies.
University of Wolverhampton – Certificate of Education (Cert Ed).
Mountain Leader Training Board – Mountain Leader (Summer).
Scottish Mountain Leader Training Board – Mountain Leader (Winter).
BTEC/SCOTVEC – Advanced GNVQ Leisure and Tourism.
International Therapy Examination Council – Diploma in Anatomy, Physiology and Body
Massage.
City and Guilds - Coaching, Teaching and Instructing Level
British Association of Snow Sport Instructors – (Grade to be checked with TG10 Trade
sponsor)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Football Association – Diploma in the Treatment and Management of Injuries. Society of
Sports Therapists – Diploma in Sports Therapy.
The Raworth Centre, College of Natural Therapy and Sports Therapy – Clinical
Management of Sports Injury.
British Parachute Association – Category Systems Instructor.
Scottish Mountain Leader Training Board – Mountain Leader (Winter).
Mountain Leader Training Board – Mountain Instructors’ Award and Mountain Leader
Training Board – Mountain Instructors’ Certificate.
British Canoe Union – Level 4 Canoe Coaching Award.
NEBS Management Level 4 or a Training and Development Lead Body S/NVQ Level 4
(Learning or Human Resource Development).
BTEC/SCOTVEC – Higher National Diploma in Sport (Coaching and Sports
Development; Health, Fitness and Exercise and Leisure Management).
British Association of Snow Instructors – Grade
University of Wolverhampton – Certificate of Education (Cert Ed) or Diploma in Higher
Education or Degree in Sports Studies.
RLSS – Lifeguard Trainer Assessor.
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
3 – 6 – C1 – 10
Q – PI – D
(all ranks)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC and
Jnr Tech
only)
Football Association – Diploma in the Treatment and Management of Injuries.
Society of Sports Therapists – Diploma in Sports Therapy.
The Raworth Centre, College of Natural Therapy and Sports Therapy – Clinical
Management of Sports Injury.
British Parachute Association – Category Systems Instructor Advanced Instructor.
Scottish Mountain Leader Training Board – Mountain Leader (Winter).
Mountain Leader Training Board – Mountain Instructors’ Award and Mountain Leader
Training Board – Mountain Instructors’ Certificate.
British Canoe Union – Level 4 Canoe Coaching Award.
NEBS Management Level 4 or a Training and Development Lead Body S/NVQ Level 4
(Learning or Human Resource Development).
BTEC/SCOTVEC – Higher National Diploma in Leisure Studies.
British Association of Snow Sport Instructors – Grade
University of Wolverhampton – Certificate of Education (Cert Ed) or Diploma in Higher
Education or Degree in Sports Studies.
Manchester Metropolitan University – Degree in Sports Science.
St Mary’s College, Strawberry Hill, Twickenham – Degree in Sports Rehabilitation.
RLSS – Lifeguard Trainer Assessor.
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
Trades Int An
11
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths Level 2, English Level 2, ICT Level 2
Diploma for IT Users (Qualifications and Credit Framework)
[ITQ IT User Skills Level 2 Diploma (minimum 37 Credits under the Qualifications
& Credit Framework (Qualifications and Credit Framework)) (valid until 1 Aug 13
due to legacy learners)]
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
S/NVQ Level 3 – Information Technology (Any - subject to trade sponsor approval and
not if used previously).
S/NVQ Level 3 - Project Management.
S/NVQ Level 3 – Administration.
S/NVQ Level 3 - Personnel Management.
S/NVQ Level 3 - Training, Learning and/or Development of value to Int Trade.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
3 – 6 – C1 – 11
deem admissible:
.
Q – PI – D
(all ranks)
S/NVQ Level 4 – Information Technology
S/NVQ Level 4 - Project Management.
S/NVQ Level 4 – Administration.
S/NVQ Level 4 - Personnel Management.
S/NVQ Level 4 - Training, Learning and/or Development of value to Int Trade.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible.
Trade
Group
Q – PI – A
(SAC and
Jnr Tech
only)
11
Trade
Int An(V)
Trade or management related Level 2 on the National Qualifications Framework,
Qualifications and Credit Framework or Framework for Higher Education Qualifications,
or two Q-Tel language qualifications.
Q – PI – B
(Cpl only)
The TS is to be consulted to confirm qualifications are admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
Q – PI – C
(Sgt only)
The TS is to be consulted to confirm qualifications are admissible.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible.
Q – PI – D
(all ranks)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible.
Trade
Group
Q – PI – A
(SAC only)
12
Trades
All Trades
The apprenticeship started in Trade Trg only is applicable for Q-PI-A and incorporates
the following elements:
Functional Skills: Maths Level 2, English Level 2, ICT Level 2
Diploma for IT Users (Qualifications and Credit Framework)
[ITQ IT User Skills Level 2 Diploma (minimum 37 Credits under the Qualifications
& Credit Framework (Qualifications and Credit Framework)) (valid until 1 Aug 13
due to legacy learners)]
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
IT User
Operating IT Systems
3 – 6 – C1 – 12
Q – PI – C
(Sgt only)
Contact Centre Operations
Management.
Management of L&D.
Coordination of L&D provision.
Direct Training & Support.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Trade
Group
Q – PI – A
(SAC only)
IT User
Operating IT Systems
Contact Centre Operations
Management.
Management of L&D.
Coordination of L&D provision.
Direct Training & Support.
(see Q-PI-C Column)
14
Trade
Air Cart
Trade or management related Level 2 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – B
(Cpl only)
Desk Top Publishing S/NVQ Level 2
Lithographic Printing S/NVQ Level 2
Web Design S/NVQ Level 2
Computer Programming S/NVQ Level 2
BTEC Level 3 Geospatial Analysis
Database Administration SQL/PLSQL certified to 'Essentials' level
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Lithographic Printing S/NVQ Level 3
Leadership and Management S/NVQ Level 3
Web Design S/NVQ Level 3
Computer Programming S/NVQ Level 3
BTEC Level 4 Geospatial Analysis
Database Administration SQL/PLSQL certified to 'Advanced' level
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
3 – 6 – C1 – 13
Q – PI – D
(all ranks)
Certified Oracle Database Administrator
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC)
Q – PI – B
(Cpl only)
CIPD qualification in Personnel Management or Training
BTEC HND Geospatial Analysis
IT Infrastructure Library 'Expert' level
APMP Project Management Practitioner
PRINCE 2 Project Management Practitioner
Registered Nurse (Adult)
15
Trades
N/A
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Supporting Learning and Assessment in Practice (SLAiP) (or equivalent)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Diploma//BSc in trade related subject
Post Graduate Certificate in Education (PGCE)
Supporting Learning and Assessment in Practice (SLAiP) (or equivalent) if not used at
Q-PI-B.
Q – PI – D
(all ranks)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC)
Q – PI – B
(Cpl only)
Diploma/BSC/MSc in a trade related subject
Post Graduate Certificate in Education (PGCE)
Supporting Learning and Assessment in Practice (SLAiP) if not used at QPI-B or Q-PI-C
Registered Nurse (Mental Health)
15
Trade
N/A
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
3 – 6 – C1 – 14
Q – PI – C
(Sgt only)
Supporting Learning and Assessment in Practice (SLAiP) (or equivalent)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Diploma/BSc in trade related subject
Post Graduate Certificate in Education (PGCE)
Supporting Learning and Assessment in Practice (SLAiP) (or equivalent) if not used at
Q-PI-B
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Diploma/BSC/MSc in a trade related subject
Post Graduate Certificate in Education (PGCE)
Supporting Learning and Assessment in Practice (SLAiP) for Q-PI-D if not used at QPI-B
or Q-PI-C
15
Trade
RAF Medic
Trade
Group
Q – PI – A
(SAC only)
The qualification gained through Trade Trg only is applicable for Q-PI-A; Edexcel Level 2
Diploma in Clinical Health Care Support.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
NVQ Level 3 in Health and Social Care
Diploma/Certificate in Management and Leadership in Health and Social Care
Diploma in Immediate Care
Post Graduate Certificate in Education (PGCE)
HCPC Registered Paramedic
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Certificate in Health and Social Care
Diploma in Health and Social Services Management
Diploma in Health and Social Welfare
Diploma in Primary Care Management
BSc in Management and Leadership in Health and Social Care
Post Graduate Certificate in Education (PGCE)
HCPC Registered Paramedic
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
3 – 6 – C1 – 15
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC
only)
Q – PI – B
(Cpl only)
Trade related NVQ Level 4 and above
Certificate in Health and Social Care
Diploma in Health and Social Services Management
Diploma in Health and Social Welfare
Diploma in Primary Care Management
BSc in Management and Leadership in Health and Social Care
Post Graduate Certificate in Education (PGCE)
HCPC Registered Paramedic
Diploma in Teaching in the Lifelong Learning Sector (DTLLS)
BSc in Critical Care (HCPC Registered Paramedics only)
MSc in Critical Care (HCPC Registered Paramedics only)
15
Trade
Radiographer
N/A - Radiographers are promoted to Cpl on completion of Phase 2 trg. There is no
requirement for AIP for radiographers prior to professional registration.
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
1
Postgraduate Certificate in either:
Q – PI – C
(Sgt only)
Medical Ultrasound
CT Scanning
MRI Scanning
Radiographic Reporting
IV Administration for Radiographers
Clinical Education
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Postgraduate Qualification (PG Certificate, Diploma or Higher Degree) in either:
Q – PI – D
(all ranks)
Trade
Group
Q – PI – A
(SAC
Medical Ultrasound
CT Scanning
MRI Scanning
Radiographic Reporting
IV Administration for Radiographers
Clinical Education
Supporting Learning and Assessment in Practice (SLAiP)
As Q – PI – C
15
Trade
Biomedical Scientist
The trade related qualification started in Trade Trg only is applicable for Q-PI-A, which
incorporates the following elements:
1
Due to the limited time in the rank of cpl (2 years subject to recommendation for promotion) there is little
scope for any individual to complete any qualification to a level beyond PG Cert.
3 – 6 – C1 – 16
only)
BSc Hons Biomedical Science, Institute of Biomedical Science (IBMS) Certificate of
Competence and HCPC Registration
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
IBMS Specialist Diploma in any one of the following:
Clinical Biochemistry
Haematology & Transfusion Science
Medical Microbiology
Transfusion Science
Q – PI – C
(Sgt only)
British Blood Transfusion Society (BBTS) Specialist Certificate in Transfusion Science
Practice
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
IBMS Specialist Diploma in any one of the following:
Clinical Biochemistry
Haematology & Transfusion Science
Medical Microbiology
Transfusion Science
British Blood Transfusion Society (BBTS) Specialist Certificate in Transfusion Science
Practice
Q – PI – D
(all ranks)
IBMS Higher Specialist Diploma and Advance Specialist Diploma.
BSc in Health Management
Post Graduate Certificate in Education (PGCE)
MSc in Biomedical Science related subject (including Clinical Microbiology,
Haematology, Clinical Biochemistry, Transfusion Science and Laboratory Management).
Extended Health and safety course (NEBOSH)
Supporting Learning and Assessment in Practice (SLAiP)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
IBMS Higher Specialist Diploma and Advance Specialist Diplomas
BSc in Health Management
Post Graduate Certificate in Education (PGCE)
MSc in Biomedical Science related subject (including Clinical Microbiology,
Haematology, Clinical Biochemistry, Transfusion Science and Laboratory Management).
Extended Health and safety course (NEBOSH)
Institute of Biomedical Scientists (IBMS) Specialist Diploma in any one of the following:
Clinical Biochemistry
Haematology & Transfusion Science
Medical Microbiology
3 – 6 – C1 – 17
Transfusion Science
Trade
Group
Q – PI – A
(SAC(T))
only)
British Blood Transfusion Society (BBTS) Specialist Certificate in Transfusion Science
Practice
Supporting Learning and Assessment in Practice (SLAiP) (if not used at Q-PI-C)
EH Tech
15
Trade
The trade related qualification started in Trade Trg only is applicable for Q-PI-A,
which incorporates:
National Examination Board in Occupational Safety and Health National General
Certificate in Occupational Safety and Health (NEBOSH General Certificate)
No other qualification is admissible
Q – PI – B
(Cpl only)
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
British Occupational Hygiene Society Certificate in Operational Competence in
Occupational Hygiene (BOHS Cert Occ Hyg).
NEBOSH National Diploma in Environmental Management (NEBOSH Dip Env Mgt).
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
BOHS Cert Occ Hyg (if not used as cpl).
NEBOSH Dip Env Mgt (if not used as cpl).
BSc (Hons)/MSc Environmental Health.
NEBOSH Diploma in Occupational Health and Safety (NEBOSH Diploma).
Trade or management related Level 4 or higher on the National Qualifications
Framework, Qualifications and Credit Framework or Framework for Higher Education
Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC and
SAC(T)
only)
Q – PI – B
(Cpl only)
BSc (Hons)/MSc Environmental Health
NEBOSH Diploma in Occupational Health and Safety (NEBOSH Diploma)
MSc in Environmental Health/Occupational Health/Public Health related subject.
PH Tech
15
Trade
Q-PI-A can only be awarded for the completion of Trade Training, DM027
Pharmacy Technician Course
No other qualification is admissible
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
3 – 6 – C1 – 18
Q – PI – C
(Sgt only)
Assessing and Assuring Quality Qualifications (A1). AIP awarded on successful
completion of A1 competency plus completion of 5 assessed and verified portfolios.
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
HNC Pharm Science,
V1 Internal Verifiers Award. AIP awarded on successful completion of V1 competency
plus completion of 5 internally verified portfolios.
Accredited Checking Tech
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC
only)
Degree, Diploma or HNC Pharmacy
Diploma in Teaching in the Lifelong Learning Sector (DTLLS)
Supporting Learning and Assessment in Practice (SLAiP)
Operating Department Practitioner
15
Trade
Trade related Level 2 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – B
(Cpl only)
Supporting Learning and Assessment in Practice (SLAiP).
Trade related Level 3 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
indicates the topics and types of, and specific qualilifications which are
admissible:
Q – PI – C
(Sgt only)
Level 3 Health & Safety, eg NEBOSH.
Supporting Learning and Assessment in Practice (SLAiP) Advanced Scrub Practitioner
Level 1 (ASP1)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Level 4 Health & Safety, eg NEBOSH,
Sterile Service qualification, eg HTM 2010/2030,
Post Graduate Certificate in Education (PGCE)
Advanced Scrub Practitioner Level 1 (ASP1)
Supporting Learning and Assessment in Practice (SLAiP)
Trade related Level 4 or higher on the National Qualifications Framework, Qualifications
and Credit Framework or Framework for Higher Education Qualifications.
3 – 6 – C1 – 19
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC and
Jnr Tech
only)
Post Graduate Certificate in Education (PGCE)
BSc in Operating Department Practice.
Supporting Learning and Assessment in Practice (SLAiP)
Dental Nurse
16
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
National Examining Board for Dental Nurses (NEBDN) National Diploma (after leaving
Phase 2 training).
Certificate in Promotion of Oral Health.
The Diploma must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Certificate in Oral Health Education.
OCR Level 3 NVQ in Management.
Further Adult Education Teaching Certificate (FAETC).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
OCR Level 4 NVQ in Management.
Certificate in Oral Health Promotion.
Cert Ed - Certificate in Education.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
ILM Level 5 NVQ Diploma in Management.
CIPD Professional Qualification.
Professional Development Certificate/Diploma in the Promotion of Oral Health.
Appropriate Modules in Effective Dental Management.
Certificate in Professional Management.
Diploma in Professional Management.
Degree in Post Graduate Compulsory Education.
3 – 6 – C1 – 20
Trade
Dent Tech
Trade
Group
Q – PI – A
(SAC and
Jnr Tech
only)
16
Q – PI – B
(Cpl only)
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
N/A
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Qualification in speciality of conservation or prosthetics (does not include residential
courses carried out during normal working day).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Achievement of HNC/HND in Dental Technology.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC only)
Q – PI – B
(Cpl only)
HNC/HND in Dental Technology.
CIPD Professional Qualification.
Certificate in Professional Management.
Diploma in Professional Management.
Dent Hyg
16
Trade
N/A
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
A recognised qualification in the field of Diet, Nutrition or Health Promotion or
equivalent (does not include qualification achieved during 2 year hygienist
training course unless gained by distance learning).
Q – PI – C
(Sgt only)
Further Adult Education Teaching Certificate (FAETC).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
3 – 6 – C1 – 21
deem admissible:
Q – PI – D
(all ranks)
Cert Ed - Certificate in Education.
Award of the Professional Development Diploma in the Promotion of Oral Health (Level
5).
AMSPAR Diploma.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade
Group
Q – PI – A
(SAC only)
CIPD Professional Qualification.
Professional Development Certificate/Diploma in the Promotion of Oral Health.
Certificate in Professional Management.
Diploma in Professional Management.
Personnel (Support)
17
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Those SP who started the apprenticeship before 14 Feb 13:
Functional Skills: Maths level 1, English Level 1, ICT Level 1
Cert. in Business & Administration (Qualifications and Credit Framework) Level 2
Certificate in Principles of Business & Administration (Qualifications and Credit Framework)
Level 2
Those SP who started their apprenticeship on or after 14 Feb 13:
Functional Skills: Maths level 1, English Level 1, ICT Level 1
Cert. in Business & Administration (Qualifications and Credit Framework) Level 3
Certificate in Principles of Business & Administration (Qualifications and Credit Framework)
Level 3
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade related qualifications include:
Accounting, Administration, Business Administration, Business & Finance, Career
Management & Development, Change Management, Coaching and Mentoring,
Continuous Professional Development, Corporate Governance, Corporate Strategies,
Counselling & Mediation, Customer Services, Discipline and Grievance, Diversity and
Equality, Employee Relations, Employment Law, Facilities Management, Health, Safety
and Wellbeing, Human Resources, Internal Audit, Leadership Skills, Learning and
Development, Management Skills, Mentoring, Payroll Administration, Performance
Management, Personnel Management, Project Management, Reception, Recruitment,
Reward Management, Strategic Human Resources, Talent Management, Training
Design and Delivery, Training Evaluation, Training Strategy.
.
Specific qualifications are:
3 – 6 – C1 – 22
AAT Level 3 Diploma in Accounting (Level 6 in Scotland)
CIPD Certificate in Human Resource Practice,
CIPD Certificate in Learning and Development practice
CIPD Diploma in Human Resource Practice
CIPD Diploma in Learning and Development Practice
CIPD Certificate in Personnel and Practice
CIPD Certificate in Training Practice
CIPD Intermediate Level Award in Human Resources (Qualifications and Credit
Framework Level 5, 3 – 12 credit points)
Both D32&D33 or A1 or TAQA 3 Assessor Award. AIP awarded on successful completion
of award of competency plus completion of 5 quality assured portfolios.
Q – PI – C
(Sgt only)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
.
Trade related qualifications include:
Accounting, Administration, Business Administration, Business & Finance, Career
Management & Development, Change Management, Coaching and Mentoring,
Continuous Professional Development, Corporate Governance, Corporate Strategies,
Counselling & Mediation, Discipline and Grievance, Diversity and Equality, Employee
Relations, Employment Law, Facilities Management, Health, Safety and Wellbeing,
Human Resources, Internal Audit, Leadership Skills, Learning and Development,
Management Skills, Mentoring, Performance Management, Personnel Management,
Project Management, Recruitment, Reward Management, Strategic Human Resources,
Talent Management, Training Design and Delivery, Training Evaluation, Training
Strategy.
Specific qualifications are:
Q – PI – D
(all ranks)
AAT Level 4 Diploma in Accounting (Level 8 in Scotland)
CIPD Intermediate Level Certificate in Human Resource Management
(Qualifications and Credit Framework Level 5, 32 credit points)
CIPD Intermediate Level Certificate in Human Resource Development
(Qualifications and Credit Framework Level 5, 32 credit points)
CIPD Intermediate Level Diploma in Human Resource Management
(Qualifications and Credit Framework Level 5, 44 credit points)
CIPD Intermediate Level Diploma in Human Resource Development
(Qualifications and Credit Framework Level 5, 44 credit points)
D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of
competency plus completion of 5 quality assured portfolios.
Completion of the Certificate or Foundation stage of the Foundation Degree in Human
Resources Management at Staffordshire University
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Trade related qualifications include:
Accounting, Administration, Business Administration, Business & Finance, Career
Management & Development, Change Management, Coaching and Mentoring,
3 – 6 – C1 – 23
Continuous Professional Development, Corporate Governance, Corporate Strategies,
Counselling & Mediation, Discipline and Grievance, Diversity and Equality, Employee
Relations, Employment Law, Facilities Management, Health, Safety and Wellbeing,
Human Resources, Internal Audit, Leadership Skills, Learning and Development,
Management Skills, Mentoring, Performance Management, Personnel Management,
Project Management, Recruitment, Reward Management, Strategic Human Resources,
Talent Management, Training Design and Delivery, Training Evaluation, Training Strategy
Specific qualifications are:
CIPD Advanced Diploma in HR Management
CIPD Advanced Diploma in HR Development
CIPD Advanced Certificate in HR
ACCA Qualification
Completion of the Postgraduate Certificate, Diploma or Masters Degree relating to the
MA in Strategic Human Resource Management at Staffordshire University
Acceptable Professional Equivalencies:
Trade
Group
Q – PI – A
(SAC only)
Chartered Institute of Personal and Development as Associate CIPD, MCIPD, FCIPD or
CCIPD.
Association of Chartered Certified Accountants as Affiliate ACCA, ACCA or FCCA.
Chartered Institute of Management Accountants as ACMA or FCMA.
Chartered Institute of Public Finance Accountants as CPFA.
Institute of Chartered Secretaries and Administrators as ACIS or FCIS.
British Institute of Facilities Management as MBFIM, CBIFM or FBIFM.
Logistics (Supplier)
18
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Intermediate Apprenticeship for those not pre-qualified:
Functional Skills: Maths level 1, English Level 1
Certificate in Warehousing & Storage Level 2
Advanced Apprenticeship for those pre-qualified:
Functional Skills: Maths level 2, English Level 2, ICT Level 2
Diploma in Warehousing & Storage Level 3
Certificate in Logistics Operations Level 3
Diploma in Supply Chain Management Level 3
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Warehousing and Storage, Wholesaling, Warehousing & Stores, Distribution &
Warehouse Operations, Distribution, Warehousing & Storage Operations, Logistics
Operations Manager, Supply Chain Management, IT (Any), Performing Road Haulage &
Distribution Operations, Customer Services, Supervisory
Management, Training & Development (Any), Quality or Project Management, Business
Administration.
Both D32 and 33 or A1 Award or TAQA3 NVQ Assessor* - applicants must be registered
with the
3 – 6 – C1 – 24
Apprenticeship and Accreditation Cell (AAC) at SMTW RAF Halton, 95237 Ext 6614 (a
return of service of 3 years is required or AIP may be rescinded).
Acceptable Educational Equivalencies:
BTEC/SCOTVEC National Certificate/Diploma in a trade related subject.
Chartered Institute of Logistics and Transport Certificate (CILT) (Level 3).
Chartered Institute of Purchasing and Supply Certificate (CIPS) (Level 3).
Chartered Institute of Logistics and Transport Professional Diploma (CILT) (Level 5).
Chartered Institute of Purchasing and Supply Advanced Diploma (CIPS) (Level 5).
Acceptable Professional Equivalencies:
Q – PI – C
(Sgt only)
Certificate of Professional Competence (CPC) in National or International Road Haulage
(only one CPC may be used for AIP, regardless of how many modules held).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Warehousing and Storage, Wholesaling, Warehousing & Stores, Distribution &
Warehouse Operations, Distribution, Warehousing & Storage Operations, Logistics
Operations Manager, Supply Chain Management, IT (Any), Customer Services,
Supervisory Management, Training & Development (Any), Quality or Project
Management, Health & Safety (Any), Business Administration.
D34 or V1 Award or TAQA4 NVQ Assessor. AIP awarded on completion of both the
competency and 5 quality assured portfolios. Applicants must be registered with the
Apprenticeship and Accreditation Cell (AAC) at SMTW RAF Halton, 95237 Ext 6614 (a
return of service of 3 years is required or AIP may be rescinded).
Acceptable Educational Equivalencies:
Q – PI – D
(all ranks)
Degree in Trade or Management related subject.
Certificate of Education (Cert Ed).
Diploma of Education (Dip Ed).
BTEC/SCOTVEC Higher National Certificate/Diploma in a trade related subject.
Chartered Institute of Logistics and Transport Professional Diploma (CILT) (Level 5).
Chartered Institute of Purchasing and Supply Advanced Diploma (CIPS) (Level 5).
Chartered Institute of Logistics and Transport Advanced Diploma (CILT) (Level 6).
Chartered Institute of Purchasing and Supply Graduate Diploma (CIPS) (Level 6).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Warehousing and Storage, Wholesaling, Warehousing & Stores, Distribution &
Warehouse Operations, Distribution, Warehousing & Storage Operations, Logistics
Operations Manager, Supply Chain Management, IT (Any), Customer Services,
Supervisory Management, Training & Development (Any), Quality or Project
Management, Health & Safety (Any), Business Administration.
D34 or V1 Award or TAQA4 NVQ Assessor. AIP awarded on completion of both the
competency and 5 quality assured portfolios. Applicants must be registered with the
Apprenticeship and Accreditation Cell (AAC) at SMTW RAF Halton, 95237 Ext 6614 (a
return of service of 3 years is required or AIP may be rescinded).
3 – 6 – C1 – 25
Acceptable Educational Equivalencies:
Degree in Trade or Management related subject.
Certificate of Education (Cert Ed).
Diploma of Education (Dip Ed).
BTEC/SCOTVEC Higher National Certificate in a trade related subject
.
Acceptable Professional Equivalencies:
Chartered Institute of Logistics and Transport (CILT) Advanced Diploma (Level 6).
Chartered Institute of Purchasing and Supply Graduate Diploma (CIPS) (Level 6).
Fellow of the Chartered Institute of Logistics and Transport (FCILT).
Fellow of the Chartered Institute of Purchasing and Supply (FCIPS).
Chartered Institute of Purchasing and Supply Executive Diploma (Level 7).
MSc in Logistics or Supply Chain Management.
Trade
Group
Q – PI – A
(SAC only)
18
Trade
Logistics (Mover)
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths level 1, English Level 1
Diploma in Aviation Operations on the Ground (Qualifications and Credit Framework)
Level 2
Cert. in Aviation Operations on the Ground Level 2
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible.
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Planning Aircraft Payloads, Handling Air Passengers, Performing Road Haulage &
Distribution Operations, Customer Services, Supervisory Management, Training &
Development (Any), Quality Management, Computer Services, IT (Any), Project
Management, Business Administration.
Acceptable Educational Equivalencies:
BTEC/SCOTVEC National Certificate/Diploma in a Management or trade related subject.
Acceptable Professional Equivalencies:
Q – PI – C
(Sgt only)
Institute of Logistics & Transport Certificate.
Certificate of Professional Competence (CPC) in National or International Road Haulage
(only one CPC may be used for AIP, regardless of how many modules held).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Management or trade related S/NVQ Level 4 or equivalent.
3 – 6 – C1 – 26
Trade related S/NVQs include:
Management, Training & Development (Any), Quality Management, Project
Management, Business Administration, Health & Safety (Any).
Acceptable Educational Equivalencies:
BTEC/SCOTVEC Higher National Certificate/Diploma in a Management or Trade related
subject.
FAA Aircraft Dispatcher.
City & Guilds Aviation Studies.
City & Guilds Airport Operations.
City & Guilds Operations/Flight Despatch.
Degree in Trade or Management related subject.
Acceptable Professional Equivalencies:
Q – PI – D
(all ranks)
Institute of Logistics & Transport Diploma.
Institute of Logistics & Transport Advanced Diploma.
Charter Member of the Institute of Logistics & Transport (MCIT).
Fellow of the Institute of Logistics & Transport (FCIT).
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Management, Training & Development (Any), Quality Management, IT (Any), Project
Management, D32/D33 Vocational Assessor (must be registered with the TG18(Movs)
S/NVQ & Key Skills Cell at the RAF Movements School), D34 or V1 Internal Verifier or
TAQA 4 Award. AIP awarded on successful completion of competency plus completion of
5 quality assured portfolios.
(Sgt-WO only. Must be registered with the TG18(Movs) S/NVQ & Key Skills Cell at the
RAF Movements School).
Acceptable Educational Equivalencies:
Degrees & Postgraduate qualifications in a Management or trade related subject
(Certificate & Diplomas).
FAA Aircraft Dispatcher.
City & Guilds Aviation Studies.
City & Guilds Airport Operations.
City & Guilds Operations/Flight Despatch.
Acceptable Professional Equivalencies:
Trade
Group
Q – PI – A
(SAC only)
Institute of Logistics & Transport Diploma.
Institute of Logistics & Transport Fellowship (FCIT).
Institute of Logistics & Transport Advanced Diploma.
MSc in Logistics or Passenger Transport Management.
Chartered Member of the Institute of Logistics & Transport.
Logistics (Chef)
19
Trade
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths level 1, English Level 1
NVQ Level 2
Technical Certificate Level 2
3 – 6 – C1 – 27
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Nationally recognised Catering & Hospitality (Food Preparation & Cooking – Kitchen &
Larder Work).
Nationally recognised Kitchen Supervision.
Nationally recognised Food Preparation & Cooking (General).
Acceptable Equivalencies:
Q – PI – C
(Sgt only)
C&G 706/3
HCIMA (Part A) Certificate or Associate Member of Institute of Hospitality (IOH).
BTEC National Certificate/Diploma.
Nationally recognised Intermediate Certificate (Level 3 – Supervisory) in Food Hygiene.
TAQA 3 or equivalent assessment award. AIP awarded on successful completion of
competency plus completion of 5 assessed and quality assured portfolios
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Nationally recognised Kitchen Management, Kitchen & Larder Specialist.
Acceptable Equivalencies:
Q – PI – D
(all ranks)
Degree (Catering related subject – refer to Trade Sponsor).
Advanced Diploma in Administrative Management (Adv Dip in AM).
HCIMA (Part B) Diploma or Member of Institute of Hospitality (IOH)..
BTEC Higher National Certificate/Diploma.
SCOTVEC.
HE Dip.
NEBS Diploma in Supervisory Management.
Postgraduate Certificate in Education.
Certificate in Education.
TAQA 4 or equivalent assessment award. AIP awarded on successful completion of
TAQA 4 competency plus completion of 5 quality assured portfolios.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Nationally recognised Kitchen Management , Kitchen & Larder Specialist .
Acceptable Equivalencies:
Degree (Catering related subject – refer to Trade Sponsor.
Advanced Diploma in Administrative Management (Adv Dip in AM).
3 – 6 – C1 – 28
City & Guilds (Level 4) Hospitality Based Subject
HCIMA (Part B) Diploma or Member of Institute of Hospitality (IOH).
Trade
Group
Q – PI – A
(SAC and
Jnr Tech
only)
BTEC Higher National Certificate/Diploma
SCOTVEC
HE Dip
NEBS Diploma in Supervisory Management.
Postgraduate Certificate in Education
Certificate in Education
TAQA 4 or equivalent assessment award. AIP awarded on successful completion of
TAQA 4 competency plus completion of 5 quality assured portfolios.
Logistics (Caterer) / Logistics (Mess Mgr)
19
Trades
The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:
Functional Skills: Maths level 1, English Level 1
NVQ Level 2
Technical Certificate Level 2
All constituent parts of the Apprenticeship must be presented at the time of application.
Q – PI – B
(Cpl only)
No other qualification is admissible
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Nationally recognised qualification in Accommodation Supervision.
Nationally recognised qualification in Restaurant Supervision.
Nationally recognised qualification in Food Service Advanced Craft.
Acceptable Equivalencies:
Q – PI – C
(Sgt only)
HCIMA (Part A) Certificate or Associate Member of Institute of Hospitality (IOH).
BTEC National Certificate/Diploma
Nationally recognised Intermediate Certificate (Level 3 – Supervisory) in Food Hygiene.
TAQA 3 or equivalent assessment award. AIP awarded on successful completion of
TAQA 3 competency plus completion of 5 quality assured portfolios.
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Acceptable Equivalencies:
Degree (Catering related subject – refer to Trade Sponsor).
Advanced Diploma in Administrative Management (Adv Dip in AM).
HCIMA (Part B) Diploma or Member of Institute of Hospitality (IOH).
BTEC Higher National Certificate/Diploma.
SCOTVEC.
HE Dip.
NEBS Diploma in Supervisory Management.
Post Graduate Certificate in Education
Certificate in Education
TAQA 4 or equivalent assessment award. AIP awarded on successful completion of
TAQA 4 competency plus completion of 5 quality assured portfolios.
3 – 6 – C1 – 29
Q – PI – D
(all ranks)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Acceptable Equivalencies:
Trade
Group
Notes
Q – PI – A
(SAC and
Jnr Tech
only)
Q – PI – B
(Cpl only)
Degree (Catering related subject – refer to Trade Sponsor).
Advanced Diploma in Administrative Management (Adv Dip in AM).
HCIMA (Part B) Diploma or Member of Institute of Hospitality (IOH)..
BTEC Higher National Certificate/Diploma (See Note 1).
SCOTVEC
HE Dip
NEBS Diploma in Supervisory Management.
Post Graduate Certificate in Education
Certificate in Education
TAQA 4 or equivalent assessment award. AIP awarded on successful completion of
TAQA 4 competency plus completion of 5 quality assured portfolios.
Musn
21
Trade
1.
Any diplomas gained from funding through RAFMS including DipABRSM and
LRSM in Music Direction cannot be used to gain AIP.
2.
Teaching diplomas can not be used to gain AIP.
3.
In all cases refer to Trade Sponsor to confirm note 1
Diploma of The Associated Board of the Royal Schools of Music (DipABRSM) – Music
Performance
or
Associate of the London College of Music (ALCM) – Music Performance
Trade or management related Level 3 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – C
(Sgt only)
Licentiate of the London College of Music (LLCM) – Music Performance
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Q – PI – D
(all ranks)
Licentiate of Trinity College London (LTCL) – Music Performance
Licentiate of the Royal Schools of Music (LRSM) – Music Performance
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Any Foundation Music Degree
Any Honours Music Degree
Any Masters Music Degree
Licentiate of the London College of Music (LLCM) – Music Performance
3 – 6 – C1 – 30
Trade
Group
Q – PI – C
(Sgt only)
Licentiate of Trinity College London (LTCL) – Music Performance
Licentiate of the Royal Schools of Music (LRSM) – Music Performance
Fellow of the London College of Music (FLCM) – Music Performance
Fellowship of Trinity College London (FTCL) – Music Performance
Fellowship of the Royal Schools of Music (FRSM) – Music Performance
Non-Commissioned Aircrew: WSOp (Aco), WSOp
N/A
Trades
(Cmn), WSOp (EW), WSOp (L) & WSOp (Air Eng)
Trade or management related Level 4 or higher qualification on the National
Qualifications Framework, Qualifications and Credit Framework or Framework for Higher
Education Qualifications.
The TS is to be consulted to confirm qualifications are admissible. The following
lists indicate the topics and types of, and specific qualifications which the TS may
deem admissible:
Foundation Degree in Applied Aviation Studies (awarded by University of Derby or
Stafford).
Foundation Degree in Professional Aviation Practice (awarded by University of Derby or
Stafford).
Diploma in Information Systems (awarded by the Open University).
In addition the following professional qualifications are deemed acceptable and have
been approved by the Non-Commissioned Aircrew Branch Sponsors:
WSOp (Acoustic) and WSOp (Electronic Warfare):
Link Manager (E3).
Rack 1 (Nimrod R).
Upon completion of the AIC and 18 months instructional duties.
WSOp (Linguist):
Rack 1 (Nimrod R).
Master Search Operator and Voice Supervisor (Nimrod R).
Second Language Qualification.
WSOp (Crewman):
Upon completion of the AIC and 18 months instructional duties.
SAR Winchmen who are EIEC (Extended Immediate and Emergency Care – S/NVQ
Level 4 status) or HPC Paramedic qualified.
Upon completion of the QHCI/QHTI Courses and 18 months instructional duties.
Q – PI – D
(all ranks)
Trade
Group
Notes
Q – PI – A
(SAC and
Jnr Tech
only)
Q – PI – B
(Cpl only)
WSOp (Air Engineer):
Upon completion of the AIC and 18 months instructional duties.
CAA accreditation – JAR FCL 4.
As per Q-PI-C
Any
Trades
Any – Mountain Rescue Team Volunteers
The qualifications listed below can only be used to claim AIP by individuals who have
volunteered for MRT duties and only while serving on a MRT.
Flt Cdr Ops, MRS, will act as arbiter on any contentious applications.
Scottish Mountain Leader Training Board – Mountain Leader (Winter)
Mountain Leader Training Board – Mountain Instructor Award
Mountain Leader Training Board – Mountain Instructor Certificate
Paramedic qualification and State Registration with the UK Health
Professions Council (HPC)
All qualifications shown at Q-PI-A which have not already been used to claim AIP
3 – 6 – C1 – 31
Q – PI – C
(Sgt only)
All qualifications shown at Q-PI-A which have not already been used to claim AIP
Q – PI – D
(all ranks)
All qualifications shown at Q-PI-A which have not already been used to claim AIP
3 – 6 – C1 – 32
APPENDIX 2 TO ANNEX C TO CHAPTER 3 SECTION 6
RAF AIP POLICY – ROLES & RESPONSIBILITIES
RAF Pay & Allowances Policy
1.
RAF Pay & Allowances Policy is responsible for the maintenance and
development of RAF AIP policy.
Working contact: SO2 Pay Pol (RAF).
Manpower Structures (Ground)
2.
Manpower Structures (Ground) is responsible for:
a.
Ensuring that trade sponsors are directed to carry out an annual
review of AIP relevant qualifications and criteria, to be completed by 31 July
each year to enable inclusion in the October update of JSP 754.
b.
The initial scrutiny of ground trade sponsors’ bids for the inclusion of
new qualifying criteria.
c.
Approving non-contentious bids 1 and staffing of the associated
amendment to Appendix 1; escalation of all other bids to the appropriate level 2
for authorization, ensuring Pay & Allowances Policy staffs are informed.
Working contact: SO2 Manpower Structures (Ground).
HQ 22(Trg)Gp Accreditation
3.
HQ 22(Trg)Gp Accreditation is responsible for providing advice to trade
sponsors and Manpower Structures (Ground) on the academic equivalency of
qualifications and the level of self-study involved in gaining qualifications.
Working contact: SO2 Accreditation.
Trade sponsors
4.
Annual review. Trade sponsors are to carry out an annual review of their
trade’s AIP qualifying criteria to ensure that they remain relevant. They are to assess
the qualifying criteria to ensure that they are:
a.
Current, appropriate to their trade and set at the correct level for the
ranks to which they apply.
1
Non-contentious cases are those where the qualification is civilian and not gained from a
Service (or Service funded – not including SLC or ELC funding) course, HQ 22(Trg)Gp is
satisfied as to the academic content and level of self study, the trade sponsor is convinced
that the qualification is relevant to the trade and HQ Air Cmd budget staff are satisfied that the
cost would be affordable, based on the uptake prediction provided by the trade sponsor.
2
Initial staffing is to be to DACOS Manpower Requirements, Manning, with subsequent
escalation depending on the nature of the contentious issue.
JSP 754
Edition 19 dated 1 Oct 13
3–6–C-2–1
b.
Correctly and fully described, and clearly articulated so that their
meaning is unambiguous to both the applicant and the HR professional
responsible for processing applications.
c.
Consistent with the aims of personal development, unless a
specifically authorised Service, or Service funded, course.
Trade sponsors are to notify Manpower Systems (Ground) when any of their trade’s
qualifying criteria fail to meet all the requirements listed above.
5.
Nomination of new qualifying criteria. Trade sponsors are responsible for
nominating new RAF AIP qualifying criteria which meet the requirements of Para 4.
In addition, they are to provide:
a.
Evidence of the perceived benefit to the trade.
b.
The estimated annual take-up and cost of the award, with associated
HQ Air Cmd budgetary authority.
c.
When applying for the inclusion of qualifications gained from Service,
or Service funded, courses, full details of the proposed course(s) and a
compelling justification for their inclusion.
6.
Staffing of AIP applications. As trade SMEs, trade sponsors are to:
a.
Approve or reject AIP applications referred to them by unit HR.
b.
Maintain a record of the referral cases and their decisions, in order to
ensure consistency and an audit trail over time 3.
A1 Assurance
7.
A1 Assurance is responsible for the AIP Application Form 4, Application
Staffing Instructions 5 and governance of the HR authorization process.
Unit HR
8.
Unit HR is responsible for:
a.
Providing initial advice to individuals on eligible AIP qualifications.
b.
Assisting applicants in the submission of cases to trade sponsors,
where clarity on relevancy and/or equivalency of qualifications not listed in
Appendix 1 is required.
c.
Processing applications in accordance with the instructions within the
JPA BPG.
3
This requirement was raised with effect from 10 Jan 13.
RAF Form 7535.
5
JPA Business Guide (in conjunction with JPA Focal Point).
JSP 754
3–6–C-2–2
4
Edition 19 dated 1 Oct 13
Applicants
9.
Applicants are to apply in accordance with AIP policy. In particular, they are
to ensure that:
a.
Their applications for AIP are made using the AIP Application Form
(RAF Form 7535).
b.
Any qualification(s) and/or Credit Accumulation & Transfer Scheme
(CATS) points used to secure their initial AIP 6 is/are not used in a subsequent
AIP application.
c.
For AIPs where more than one qualification is needed, they provide
evidence of each qualification required.
Back to Chapter Contents Page
6
Back to Main Contents Page
Including qualifications that form part of an overarching qualification used to claim an AIP;
for example, where an NVQ forms part of an apprenticeship, the apprenticeship and the
linked NVQ are not to be used to claim 2 AIPs.
JSP 754
Edition 19 dated 1 Oct 13
3–6–C-2–3
CHAPTER 3
SECTION 7
PAY ON PROMOTION AND ON RELINQUISHMENT OF RANK FOR NONDISCIPLINARY REASONS
Aim
03.0701.
To define the changes in pay which apply on promotion to a paid
higher rank whether on a substantive or acting basis and on relinquishment of
rank for non-disciplinary reasons.
Scope
03.0702.
This Section applies to Regular and Reserve Forces’ personnel
in the main Armed Forces’ Pay Review Body (AFPRB) remit group 1, except
for those with separate pay arrangements as set out in Chapter 5 2.
Pay on Promotion
03.0703.
Individuals elevated to a paid higher rank will receive the rate of
pay for the new rank from the effective date of promotion. When the
promotion occurs during a period of unpaid leave, the Incremental Base Date
(IBD) will be deferred in accordance with Section 4.
03.0704.
On promotion to the higher rank, individuals move to the lowest
Increment Level (IL) on the appropriate pay range for the new rank. For ranks
which share a range, the individual will move to the lowest IL appropriate for
the new rank (for example, a marine or private promoted to lance corporal
would move to IL 5 in range 1). However, in all instances, a minimum 2% pay
increase on promotion is to apply, including personnel on Mark Time Rates of
pay (MTRP). In circumstances where movement to the lowest IL does not
deliver this 2% increase, an individual is to receive the minimum 2% increase
rounded up to the next IL within the applicable pay range 3. Separate rules
and regulations apply for Officers Commissioned from the Ranks (OCFRs)
which are covered in Chapter 5 Section 3.
03.0705.
In certain circumstances it may be that application of the 2% rule
results in a rate of pay above the maximum IL of the relevant range for the
rank. In such instances it will be necessary to apply a specially determined
rate of pay (SDRP) as defined in Section 1. SDRPs are individually
calculated to reflect the particular circumstances of the recipient..
1
The AFPRB remit group comprises all personnel up to OF6.
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 Reserve Forces Act 1996.
3
See 03.0715 for rules applicable to Royal Air Force LAC and SAC personnel.
JSP 754
Edition 19 dated 1 Oct 13
3–7-1
2
Pay on Promotion to OR6
03.0706. With effect from 1 April 2009 a minimum increase of 5% is to apply
on promotion to OR6. Where this results in an individual being paid above a
Qualification Point (QP) bar a SSRP will apply until all qualifying criteria is met
to enable Incremental Progression to resume. Regulations concerning MTRP
and SDRP are to apply as laid down in paras 03.0704 – 03.0705
Pay on Promotion OR4 to OR7
03.0707. With effect from 1 April 2009 a minimum increase of 5% is to apply
on direct promotion from OR4 to OR7. Where this results in an individual
being paid above a Qualification Point (QP) bar a SSRP will apply until all
qualifying criteria is met to enable Incremental Progression to resume.
Regulations concerning MTRP and SDRP are to apply as laid down in paras
03.0704 – 03.0705
Incremental Progression
03.0708.
In all instances, Yearly Incremental Progression (YIP) will apply
on the anniversary date of promotion to the paid rank, subject to all the
necessary progression criteria being met. When an individual has been
assimilated to an IL above the lowest in a range YIP will apply from this entry
level point. If, however, an individual is in receipt of a SDRP they will not
receive YIP.
03.0709.
When an individual has previously held the paid higher rank,
whether on an acting or substantive basis, any paid reckonable time gained in
the higher rank is to count for the purposes of incremental progression and
the IBD is to be adjusted accordingly (see Section 4). When determining the
appropriate IL for pay in such circumstances, the minimum percentage
increase is to be applied before applying any seniority previously held in the
higher rank.
03.0710.
In circumstances where promotion falls on the same day as
other pay changes, promotion will be applied in the order shown in Section 1.
Relinquishment of Paid Rank
03.0711.
Personnel relinquishing a paid substantive rank (for example on
Long Service List terms) will revert to the point on the relevant pay table with
appropriate adjustment for length of service in the higher rank. Any AIP
awarded in the higher rank will be retained on reversion to the lower rank.
Royal Air Force LAC and SAC Personnel
03.0712.
RAF personnel assume the rank of LAC on advancement (not
promotion) from AC so that the rules for pay on promotion are not applicable
in this instance. On assuming the rank of LAC there is no change to pay if
movement off the New Entrant Rate of Pay (NERP) has already occurred.
JSP 754
Edition 19 dated 1 Oct 13
3–7-2
However, if the individual is still in receipt of the NERP they are to move to
IL1. On promotion to the rank of SAC, individuals move to IL2 of the relevant
pay range.
Business Process Guide
03.0713.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN910003.htm
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
3–7-3
CHAPTER 3
SECTION 8
SUBSTITUTION PAY
Aim
03.0801.
To set out the conditions under which Substitution Pay (SUPA)
is paid and how it is calculated.
Scope
03.0802.
This Section covers Regulars (including MODOs 1), Full-Time
Reserve Service (FTRS) and, unless explicitly excluded, other categories of
Reserve Forces in the main Armed Forces’ Pay Review Body (AFPRB) remit
Group 2, and the Senior Salaries Review Body (SSRB) remit group3.
Personnel on the Professional Aviator Pay Spine (PAS)/Pilot Employment
Stream (Army) (PES(A)) should consult Chapter 5 Sections 6 and 7.
03.0803.
These conditions apply in all Service and multi-national
establishments. In the latter case, the conditions of payment may be applied
regardless of whether the absent incumbent of the post in the higher rank is a
member of the UK forces or the forces of another nation. Although it has been
MOD policy, since 2009, not to fund SUPA for any UK personnel appointed to
NATO or EU appointments and undertaking other nations’ established duties
in those organisations (see NEP/ADMIN/NATO MANPOWER-SUPA dated 6
Nov 09). SUPA is not payable for loan service or exchange personnel serving
with the Armed Forces of another country unless there is specific provision for
this in a Memorandum of Understanding (MOU) between the two countries
when the appointment is made.
Eligibility Criteria
03.0804.
SUPA is not an entitlement, but may be paid to an officer or
other rank (OR) who is required temporarily 4 to undertake the full range 5 of
duties and responsibilities of a post established for an officer, OR, or civil
servant of a rank/grade higher than his/her own which is vacant, subject to the
exceptions at 03.0806. A table showing the equivalent Service and civilian
ranks/grades for SUPA purposes is at Annex A.
1
Reference SP Pol letter D/SP Pol P+C/7/12/15/417 dated 17 March 2004.
The AFPRB remit group comprises all personnel up to OF6.
3
The SSRB remit group comprises all personnel OF7 and above.
4
Typically, but not exclusively, SUPA is paid for no more than 6 months; for longer periods
AR should be considered.
5
If an individual is required to assume additional responsibilities but is unable to carry out the
full range due to lack of knowledge etc, and is therefore appointed as a temporary augmentee
in the substantive rank as an alternative to leaving the post empty, SUPA is not appropriate.
JSP 754
Edition 19 dated 1 Oct 13
3–8–1
2
03.0805.
SUPA may be authorised only where the Commanding Officer
(CO) is unable to make alternative arrangements to cover temporary
vacancies in established posts e.g. by redistribution or reorganisation of work.
The authority for payment of SUPA to individuals on operational tours rests
with the single Service Manning authorities.
03.0806.
SUPA will not be granted when:
a.
the normal incumbent or designated incumbent of a post is
absent due to annual leave 6, except when it forms part of a continuous
period of resettlement and/or terminal leave prior to the individual’s
retirement/discharge date.
b.
the incumbent or designated incumbent of a post is absent on
Post Operational Leave (POL) that does not directly follow the
detachment/tour.
c.
the incumbent or designated incumbent of a post is absent due
to relocation, re-engagement leave or paternity leave.
03.0807.
SUPA is not intended to supersede or to be used as an
alternative to the granting of paid Acting Rank (AR) (see Chapter 3, Section
9) (including local acting), which should be considered ahead of the award of
SUPA. Personnel holding paid AR may substitute for an individual of a higher
rank and be paid SUPA. Personnel holding local AR (unpaid) may, provided
the relevant criteria are being met (see 03.0812 and 03.0813), be paid SUPA
but the calculation to determine the level of SUPA will be based on the
individual’s substantive rank.
03.0808.
COs are to ensure that the ripple effect resulting in a chain of
claims for SUPA arising from a single absence is, in all cases, avoided. There
is no entitlement to SUPA for an individual required to undertake the duties of
another person who is in receipt of SUPA, since the provisions at 03.0804 are
not met. Where SUPA is admissible in respect of a civilian post, the officer or
OR will be entitled to receive the rate of pay for the Service rank equivalent to
the civilian post.
03.0809.
An individual who substitutes in a post which is two or more
ranks higher than their own, will only be entitled to receive SUPA appropriate
to that for the first higher rank. SUPA may be authorised to personnel already
holding paid AR 7.
6
Excluding compassionate leave, ordinary maternity leave, additional maternity leave,
ordinary adoption leave, additional adoption leave, parental leave, sick leave and unpaid
leave. SUPA is payable in these circumstances, subject to the qualifying period laid down at
03.0813.
7
Exceptional authority must be obtained from the appropriate single Service Manning
Authority.
JSP 754
Edition 19 dated 1 Oct 13
3–8–2
03.0810.
When an officer or OR is required to fill a complemented post
that is rank ranged, SUPA may only be authorised in respect of the lowest
rank within that post’s rank range.
03.0811.
SUPA is not normally payable for posts established at a rank
below OR3. Where no equivalent Civilian Grade / Military Rank exists only
those Grades / Ranks one substantive rank below are permitted to substitute
(see chart at Annex A) – accordingly ORs are not permitted to substitute for
civilian Band Ds.
03.0812.
Where a period of SUPA subsequently goes beyond the period
initially envisaged, the granting of AR should be considered by single Service
Manning authorities. If the Service person fulfils all of the eligibility criteria for
AR it may be awarded retrospectively from the time the individual took up
post.
03.0813.
To qualify for SUPA, the officer or OR must perform the duties of
the higher rank for a minimum of 21 duty days 8 out of the first 35 calendar
days 9 when SUPA is applicable and must assume the duties prior to
proceeding on leave, i.e. the start date can not fall during a period of leave.
The period for which SUPA is payable is from the first day the substitute
undertakes the duties and responsibilities of the higher rank up to and
including the day preceding that on which an officer, OR or civilian of the
appropriate rank is available to fill the established post. The qualifying period
is varied for Reservists on the following commitments:
a.
Reserve Forces Act 1996 Sections 22 and 23 (Obligatory
Training). The qualifying period is 15 consecutive training days for
which pay is received. Consecutive training days are training days as
scheduled in the unit training programme (e.g. training weekends, drill
nights, operational role training, camp and additional training) which
may not necessarily be actual consecutive days over a 2-plus week
period 10.
b.
Reserve Forces Act 1996 Section 25 (Additional Duties
Commitment) and Section 27 (Voluntary Training and Other
Duties). The qualifying period is 15 consecutive paid working days
(however, if the individual is paid for 7 days a week, then the qualifying
period is 21 days). Personnel in receipt of SUPA for their Section 22
and 23 duties are not entitled to retain SUPA while carrying out duties
under Section 25.
03.0814.
COs have authority to approve SUPA for periods up to 6 months.
Beyond 6 months, approval must be sought from the appropriate Service
Manning authority.
8
Duty days are made up of working days, weekends and periods of scheduled standown
within the working week; applying equally to both shift and day workers.
9
This is to allow for up to 14 days leave to be taken, within the qualifying period.
10
So that, for example, an individual who attends on 15 consecutive programmed days
(which could be 5 sets of Friday – Sunday inclusive) would be eligible.
JSP 754
Edition 19 dated 1 Oct 13
3–8–3
Calculation of SUPA
03.0815.
SUPA is the difference between the recipient’s rate of pay in
their paid rank and the rate applicable in the next higher paid rank that would
apply to the individual. For Reserve Forces’ personnel the calculation of
SUPA will be based on the substituting individual’s commitment type and Xfactor rate.
03.0816.
Individuals are not eligible for Yearly Incremental Progression
(YIP) in the higher rank although they remain eligible for it in their normal paid
rank. When YIP is due in the individual’s paid rank, the amount of SUPA will
be reassessed to ensure that the correct differential pay percentage between
that and the rate applicable in respect of the higher rank is maintained. SUPA
will also be recalculated to take account of annual pay awards or any other
changes to rates of pay. SUPA does not count towards seniority in the higher
rank.
03.0817.
The calculation of pay for all RN, RM and Army WO1s and RAF
WOs (including SF Pay Spine) substituting for officers is to be determined by
basic pay in issue plus 5% (the minimum percentage increase on promotion
applicable to officers commissioned from the ranks (OCFRs)) rounded up to
the next highest IL on the OF1 range of the officer pay spine. If the 5%
increase results in a pay level above the maximum level in the OF1 range, the
individual will be placed on to a Specially Determined Rate of Pay (SDRP).
03.0818.
Individuals in receipt of Mark Time Rates of Pay (MTRP) will be
able to receive the pay in respect of the higher rank/grade only where the
higher rank/grade attracts a higher rate of pay than the MTRP currently in
issue.
03.0819.
An individual in receipt of a SDRP (other than as shown in
03.0819) is to receive SUPA calculated in accordance with 03.0814 and
03.0815. However, if when calculated, the rate of pay on promotion exceeds
the highest IL in the higher rank, the individual is to be paid a new SDRP
derived by applying the minimum pay on promotion increase to the SDRP in
the substantive rank.
Impact on Recruitment & Retention Payment and Charges
03.0820.
The rate of any Recruitment & Retention Payment (RRP) in
issue to an individual is not affected by the payment of SUPA.
03.0821.
Accommodation charges are not affected by receipt of SUPA.
Where a change in accommodation is requested normal accommodation
charge rules apply.
JSP 754
Edition 19 dated 1 Oct 13
3–8–4
Impact on Allowances
03.0822.
Substitution Pay attracts the rates of allowances and travel
entitlements associated with the higher rank. However, if the rate of an
allowance for a higher rank is lower than that for the substantive rank held
(e.g. LOA for a WO substituting for an officer), the higher rate will continue to
be paid.
Continuity of Payment
03.0823.
SUPA will cease immediately an OR, officer or civilian of the
appropriate rank/grade fills the post in the higher rank/grade or, when a post is
downgraded, from the date of the new establishment.
03.0824.
If, following the initial qualifying period, a Service person in
receipt of SUPA is away from their unit on authorised absence, including
leave, for a period of 15 working days or less they may continue to draw
SUPA. An officer or OR who is away from their unit for 16 working days or
more will cease to be entitled to draw SUPA from the first day of absence;
there will be no requirement to re-qualify for SUPA on the individual’s return to
the duties and responsibilities of the higher rank. SUPA will continue where
the absence (e.g. detached duty) involves the responsibilities of the higher
rank. When an officer or OR ceases to qualify for SUPA in one post and is
then transferred to another post without a break, the individual will not be
required to serve a second qualifying period although a separate application
must be made.
Medical Downgrading
03.0825.
Where an individual is medically downgraded, and rendered
unable to perform the duties of the higher rank/grade, due to reasons which
were within their own control, payment is to cease from the date of
downgrading
03.0826.
Where an individual is medically downgraded and therefore
rendered unable to perform the duties of the higher rank/grade, due to
reasons outside the individual’s control, payment will cease after 4 calendar
months from the date of a medical downgrading unless there is a Service
reason for continuing payment and the individual is still able to carry out the
majority of the duties of the higher rank/grade. The decision to retain the
individual on SUPA rests with the single Service Manning Authority.
Business Process Guide
03.0827.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905008.
htm
JSP 754
Edition 19 dated 1 Oct 13
3–8–5
Annex:
A.
Substitution Pay – Equivalent Civilian Grades to Service Ranks.
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
3–8–6
ANNEX A TO CHAPTER 3 SECTON 8
SUPA – EQUIVALENT CIVILIAN GRADES TO SERVICE RANKS
NATO Rank
RN
RM
Army
RAF
Civilian
OF9
Admiral
General
General
Air Chief Marshal
SCS 1 – PUS/ 2nd PUS –
4-star
OF8
Vice
Admiral
Lieutenant
General
Lieutenant
General
Air Marshal
SCS – 3-star
OF7
Rear
Admiral
Major
General
Major General
Air Vice-Marshal
SCS – 2-star (Director
General)
OF6
Commodore
Brigadier
Brigadier
Air Commodore
SCS – 1-star (Director)
No
equivalent
No
equivalent
No
equivalent
No equivalent
No equivalent
B1 Level
OF5
Captain
Colonel
Colonel
Group Captain
B2 Level
OF4
Commander
Lieutenant
Colonel
Lieutenant
Colonel
Wing Commander
C1 Level
OF3
Lieutenant
Commander
Major
Major
Squadron Leader
C2 Level
OF2
Lieutenant
Captain
Captain
Flight Lieutenant
D Level
OF1
Sub
Lieutenant
Lieutenant
2nd Lieutenant
Flying Officer/Pilot Officer
No equivalent
OR9
Warrant
Officer 1
Warrant
Officer 1
Warrant
Officer 1
Warrant Officer
No equivalent
OR8
Warrant
Officer 2
Warrant
Officer 2
Warrant
Officer 2
No equivalent
No equivalent
OR7
Chief Petty
Officer
Colour
Sergeant
Colour/Staff
Sergeant
Flight Sergeant
No equivalent
OR5-6
Petty Officer
Sergeant
Sergeant
Sergeant
E1 Level
OR4
Leading
Rate
Corporal
Corporal
Corporal
No equivalent
OR3
No
equivalent
Lance
Corporal
Lance
Corporal
Lance Corporal (RAF
Regt only)
No equivalent
No
equivalent
Able Rate
Marine
Private
Aircraftman/Leading/Seni
or Aircraftman/Junior
Technician
No equivalent
NOTE: Where no equivalent Civilian Grade / Military Rank exists only those Grades / Ranks one
substantive rank below are permitted to substitute.
1
Senior Civil Service level
JSP 754
Edition 19 dated 1 Oct 13
3–8–A–1
Example 1. Only OF1’s are permitted to substitute for a Civilian Band D and will be paid as a Captain.
Example 2. Colonel and equivalents are permitted to substitute for a Civilian Band B1, but will be paid
as a Brigadier.
Military Ranks are only permitted to substitute one Rank higher than their own substantive Rank.
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
3–8–A–2
CHAPTER 3
SECTION 9
ACTING RANK
Aim
03.0901.
To set out the general conditions under which Acting Rank 1 (AR)
is granted and how pay is calculated.
Scope
03.0902.
This Section covers Regular (excluding MODOs, PAS/PES(A)),
Full-Time Reserve Service (FTRS) and, unless explicitly excluded, other
categories of Reserve 2 Forces in both the main Armed Forces’ Pay Review
Body (AFPRB) 3 and the Senior Salaries Review Body (SSRB) remit groups 4.
Regulations for those on the Professional Aviator Pay Spine (PAS)/Pilot
Employment Stream (Army) (PES(A)) are covered in Chapter 5 Sections 6
and 7. Regulations for MODOs are covered in Chapter 5 Section 1. In
addition NRPS(TA) and Sponsored Reserves are also excluded.
03.0903.
These conditions apply in all Service and multi-national
establishments. In the latter case, the conditions of payment may be applied
regardless of whether the post would be filled by a member of the UK forces
or the forces of another nation however, AR is not payable for exchange
personnel serving with the Armed Forces of another country unless specific
provision has been made for this in the Memorandum of Understanding
(MOU) between the two countries.
Eligibility Criteria
03.0904.
AR may only be granted to a Service person 5 who fulfils all of
the following criteria:
a.
is required to undertake the full range 6 of duties and
responsibilities of a post established for a Service person or civil
servant of one rank/grade higher 7 than his/her own.
1
a. RN (Ratings) – AHR and AHR(Local Acting) as in BR3 Chp 69.
b. RM – AR and Local AR as in BR3 Chp 91.
c. RN & RM Officers – AHR as in BR3 Chp 66.
d. Army – As in Queens Regulations 9.147-158.
e. RAF – Paid or Unpaid AHR as defined in AP3376.
2
In addition, Reserve personnel should view the appropriate manning regulations for their
Service (i.e. TA Regulations 1978 (Chapters 4 and 5).
3
The AFPRB remit group comprises all personnel up to OF6.
4
The SSRB remit group comprises all personnel above OF6.
5
See single Service regulations for suitability criteria and single Service specific rules.
6
AR is not appropriate if an individual is required to assume additional duties but is unable to
carry out the full range due, for example, to a lack of knowledge and is therefore appointed as
a temporary augmentee in the substantive rank as an alternative to leaving the post vacant.
JSP 754
Edition 19 dated 1 Oct 13
3–9-1
b.
the post is vacant;
c.
the single Service manning authority 8 authorises the
Service person to wear the acting rank.
Qualifying Period
03.0905.
There is no qualifying period for the granting of AR as the
vacancy is long term 9 and would normally be anticipated. Therefore AR
should commence on the day an individual takes up post.
Authorisation
03.0906.
AR will only be authorised where the established post is for the
higher rank/grade with no alternative 10 for filling it with a lower rank/grade and
where no suitable individual of the correct substantive rank is available, AND,
the Commanding Officer (CO) is unable to make alternative arrangements to
cover the duties of the post by, for example, redistribution or reorganisation of
work. AR can also be used to fill a vacant post temporarily or more
permanently with a Service person selected for the higher rank, but before
his/her normal substantive promotion date becomes effective.
03.0907.
If the vacancy is not a UK established post, for instance in an
International Organisation where the post is allocated to another nation, the
appropriate UK manning authority should be contacted. The authority to grant
AR to individuals on operational tours rests with the single Service Manning
authorities.
03.0908.
AR is not payable for posts established at a rank below OR3.
Calculation of AR
03.0909.
For individuals granted AR, the total amount payable as basic
pay will be the amount that would be payable under the rules for calculating
the increase in basic pay on promotion to the next paid higher rank Chapter
3, Section 7.
03.0910.
Where AR is granted in respect of a civilian post, the Service
person is entitled to receive the rate of pay for the Service rank equivalent.
7
In the RN/RM, the AR (Local Acting) of WO1 or WO2 will not be granted to CPOs/CSgts
who have not been selected for promotion to the higher rank. A CPO undertaking a WO's
day duties may be granted SUPA. AR is not available for OR’s substituting for Officers,
however, SUPA may be paid (See 03.0817).
8
In the RN/RM, COs of OF3 and above may grant AR to Ratings; an OF2, if a CO in
command of a sea going vessel, is also authorised to grant AR to Ratings.
9
More than 6 months – See single Service rules for minimum period of vacancy prior to use of
AR.
10
When a Service person is required to fill a post that is rank ranged, AR may only be
authorised in respect of the lowest rank range.
JSP 754
Edition 19 dated 1 Oct 13
3–9-2
03.0911.
A Service person in receipt of Mark Time Rates of Pay (MTRP)
will be able to receive the pay in respect of the higher rank/grade only where
the higher rank/grade attracts a higher rate of pay than the MTRP currently in
issue.
03.0912.
A Service person in receipt of a Specially Determined Rate of
Pay (SDRP) for previous service in a higher rank is, for AR purposes, deemed
already to be in receipt of the higher rate of pay. Therefore no additional
payment will be made.
03.0913.
AR for a Service person in receipt of a SDRP (other than as
shown in 03.0912) is calculated in accordance with 03.0909 and 03.0910.
However, if when calculated, the rate of pay on promotion exceeds the
highest IL in the higher rank, the individual is to be paid a new SDRP derived
by applying the minimum pay on promotion increase to the SDRP in the
substantive rank.
03.0914.
An individual in receipt of paid AR for a minimum period of 35
days immediately prior to starting Initial Officer Training (IOT) may retain this
higher rate of pay while undergoing IOT. Where the period of paid AR is less
than 35 days the individual is to revert to their normal paid rank at the start of
IOT.
Incremental Progression (IP)
03.0915.
Individuals may count reckonable time, 11 including the award of
AIP for ORs, in the higher rank:
a.
towards increments of pay in their substantive rank if AR
is subsequently relinquished;
or
b.
towards increments of pay in the substantive rank, if
promoted (whether such promotion follows immediately or is
achieved later). On direct promotion from acting to substantive
rank, the Service person's IBD will remain as the date of
promotion to AR.
03.0916.
ORs who transfer to a new branch or trade may count time
spent in AR in the previous branch towards IP in the new branch on further
promotion to either AR or substantive rank.
03.0917.
Where there has been a break in service of not more than 30
days 12, and the acting time was served prior to the break, such time may be
11
AR prior to 1 April 2001 will not count for incremental progression.
Excluding compassionate leave, ordinary maternity leave, additional maternity leave,
ordinary adoption leave, additional adoption leave, parental leave, sick leave and unpaid
leave.
12
JSP 754
Edition 19 dated 1 Oct 13
3–9-3
permitted to count towards increments for either AR or on substantive
promotion.
03.0918.
ORs who have been granted AR following selection for
promotion are eligible to apply for AIPs relevant to the higher rank. ORs who
have been made AR on a temporary basis may apply only for AIPs relevant to
their substantive rank.
Impact on Recruitment & Retention Payment, Allowances, Charges and
Pension
03.0919.
The rate of any Recruitment & Retention Payment in issue to a
Service person will be affected in the same way as if substantively promoted.
03.0920.
AR attracts the rates of allowances and travel entitlements
associated with the higher rank. However, if the rate of an allowance for an
acting rank is lower than that for the substantive rank held, the higher rate will
continue to be paid.
03.0921.
SFA / SLA charges are unaffected, unless the Service person
moves to a property appropriate to the AR, when normal SFA / SLA
regulations would then apply.
03.0922.
AR may be reckonable for an increase of retired pay. Service
personnel should consult single Service Warrants and JSP 764 for further
information.
Continuity of Payment and Relinquishment of AR
03.0923.
Pay for AR is on a continuous basis and does not cease for
periods of absence, unless the Service person is not returning to the AR post.
See single Service regulations for specific rules on holding AR during courses,
time between assignments, graduated resettlement, terminal leave, when
captured whilst holding AR etc.
03.0924.
AR will cease immediately a Service person or civilian of the
appropriate substantive rank/grade fills the post or when a post is
downgraded, from the date of the new establishment.
03.0925.
Where a Service person reverts to his/her substantive rank pay
will be recalculated as if the individual had not held AR.
03.0926.
Personnel relinquishing the AR will revert to the point on the
relevant pay table they held before assuming the higher rank, with appropriate
adjustment for length of service in the higher rank. Any AIP awarded in the
higher rank will be retained on returning to the substantive rank.
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Medical Downgrading
03.0927.
Where an individual is medically downgraded, and rendered
unable to perform the duties of the higher rank/grade, due to reasons which
were within their own control, payment is to cease from the date of
downgrading
03.0928.
Where an individual is medically downgraded and rendered
unable to perform the duties of the higher rank/grade, due to reasons outside
the individual’s control, payment will cease after 4 calendar months from the
date of a medical downgrading unless there is a Service reason for continuing
payment and the individual is still able to carry out the majority of the duties of
the higher rank/grade. Subject to the provisions outlined above, the decision
to retain the individual on AR rests with the single Service Manning Authority.
Local Rank (Unpaid)
03.0929.
A CO may authorise a Service person Local Rank (Unpaid)
subject to single Service Manning Authority regulations. Local Rank (Unpaid)
carries no entitlement to pay, allowances or pension rights of the higher rank,
e.g. Recruitment & Retention Payment will continue to be paid for the
substantive rank held. Similarly, entitlement to AIP is limited to substantive
rank. The award of Local Rank (Unpaid) has no effect on IBD.
03.0930.
A Service person awarded Local Rank (Unpaid) can receive
SUPA, subject to meeting the eligibility criteria (See Section 8).
Business Process Guide
03.0931.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN910002.h
tm
Annex:
A.
Acting Rank - Equivalent Civilian Grades to Service Ranks.
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6
JSP 754
Edition 19 dated 1 Oct 13
3–9-5
ANNEX A TO CHAPTER 3 SECTON 9
AR – EQUIVALENT CIVILIAN GRADES TO SERVICE RANKS
NATO Rank
RN
RM
Army
RAF
Civilian
OF9
Admiral
General
General
Air Chief Marshal
SCS 1 – PUS/ 2nd
PUS – 4-star
OF8
Vice Admiral
Lieutenant
General
Lieutenant
General
Air Marshal
SCS – 3-star
OF7
Rear Admiral
Major
General
Major General
Air Vice-Marshal
SCS – 2-star
OF6
Commodore
Brigadier
Brigadier
Air Commodore
SCS – 1-star
No
equivalent
No
equivalent
No
equivalent
No equivalent
No equivalent
B1 Level
OF5
Captain
Colonel
Colonel
Group Captain
B2 Level
OF4
Commander
Lieutenant
Colonel
Lieutenant
Colonel
Wing Commander
C1 Level
OF3
Lieutenant
Commander
Major
Major
Squadron Leader
C2 Level
OF2
Lieutenant
Captain
Captain
Flight Lieutenant
D Level
OF1
Sub
Lieutenant
Lieutenant
2nd Lieutenant
Flying Officer/Pilot
Officer
No equivalent
OR9
Warrant
Officer 1
Warrant
Officer 1
Warrant Officer 1
Warrant Officer
No equivalent
OR8
Warrant
Officer 2
Warrant
Officer 2
Warrant Officer 2
No equivalent
No equivalent
OR7
Chief Petty
Officer
Colour
Sergeant
Colour/Staff
Sergeant
Flight Sergeant
No equivalent
OR5-6
Petty Officer
Sergeant
Sergeant
Sergeant
E1 Level
OR4
Leading Rate
Corporal
Corporal
Corporal
No equivalent
OR3
No
equivalent
Lance
Corporal
Lance Corporal
Lance Corporal (RAF
Regt only)
No equivalent
No
equivalent
Able Rate
Marine
Private
Aircraftman/Leading/
Senior
Aircraftman/Junior
Technician
No equivalent
1
Senior Civil Service level
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Edition 19 dated 1 Oct 13
3–9–A-1
NOTE: Where no equivalent Civilian Grade / Military Rank exists only those Grades / Ranks one
substantive rank below are permitted to be granted Acting Rank.
Example 1. OF1’s may be granted Acting Rank for a Civilian Band D and will be paid as a Captain (or
equivalent).
Example 2. Colonel (or equivalent) are permitted to be granted Acting Rank for a Civilian Band B1, but
will be paid as a Brigadier (or equivalent).
Service Personnel are only permitted Acting Rank for one Rank higher than their own substantive
Rank.
Service Personnel are permitted to substitute one Rank up from their Acting Rank.
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Edition 19 dated 1 Oct 13
3–9–A-2
CHAPTER 3
SECTION 10
PAY ON REDUCTION IN RANK AND ON LOSS OF SENIORITY DUE TO
DISCIPLINARY REASONS
Aim
03.1001.
To define the changes in pay which apply on reduction 1 to a
lower paid rank from a higher paid rank held on a substantive or acting basis,
and when seniority in rank is lost as a result of disciplinary action.
Scope
03.1002.
This Section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces in the
main Armed Forces’ Pay Review Body (AFPRB) remit group 2. While different
pay rules for promotion may apply for personnel in employment groups with
separate pay arrangements (as set out in Chapter 5) the principles for
assessing pay on reduction in rank for all groups are as set out in this section.
Pay on Reduction in Rank
03.1003.
Individuals who are reduced or reverted to a lower paid rank, or
who are reduced in rank to a rank not previously held, will receive the
appropriate rate of pay for the new paid rank. However, in all cases an
individual’s pay is to be reduced by at least the amount awarded on promotion
for that group (so that where a minimum 2% increase applies on promotion, a
minimum 2% decrease in pay must apply on reduction in rank). Such
decreases, if not equal to an Increment Level (IL) on a pay range, are to be
rounded down to the next IL.
03.1004.
Where this involves a change from the higher to lower range, the
individual will be paid from the lower range. Where the lower rank range has,
during the period that the individual has been holding the higher paid rank,
been re-banded from higher to lower range, the individual will be eligible for
MTRP in the range on the lower rank in accordance with Section 2, as though
the higher paid rank had not been held.
03.1005.
On reduction to the lower rank, the allocation of an individual to
an IL in the range for the new substantive rank is to be determined as follows:
a.
Where an individual has been reduced in rank the time achieved
in the higher rank, including any Accelerated Incremental Progression
(AIP) awarded will be included in the assessment to determine the pay
point at which the individual is to be placed in the lower rank. Any
1
This does not include reversion to normal substantive rank through non-disciplinary action
(see Section 7).
2
The AFPRB remit group comprises all personnel up to OF6.
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3 – 10 – 1
Incremental Base Date (IBD) suspension in the higher rank is not taken
into account when assessing the IBD in the lower rank. Personnel will,
therefore, revert to the IL on the relevant pay range they held before
assuming the higher rank, with appropriate adjustment for length of
service in the higher rank and AIP gained. In no case will it be possible
for individuals to be paid above the highest IL in the relevant range.
For the purposes of calculating any incremental progression due, the
IBD from their original promotion to the lower substantive rank is to be
used and should continue to be used to determine progression in the
lower rank. See the examples below:
(1)
A corporal, who had 6 years seniority before being
promoted to sergeant, who then spent 3 years as a sergeant
and then reverted to corporal, will be assessed as having 9
years seniority in the lower rank. However, they will be placed
on IL7 of the OR4 range which is the highest IL available for the
rank.
(2)
2 soldiers are promoted to lance corporal on the same
day and move to IL5 on range 1. Soldier A is granted paid
Acting Rank (AR) of corporal and moves to IL1 on range 2. Both
individuals qualify for an AIP, soldier A moves to IL2 on range 2,
Soldier B to IL6 on range 1. On reversion to his substantive
rank, Soldier A (who has not in the meantime earned any Yearly
Incremental Progression (YIP)) moves to IL6 on range 1 (as the
AIP is counted in the lower rank).
b.
Where an individual has been reduced by more than one rank,
or is reduced in rank to a rank not previously held, the individual will:
(1)
Retain the pay of the highest IL in the lower rank provided
their pay is reduced by at least the amount applicable by the
promotion rule for that group. The individual will then remain at
this IL, attracting annual pay uplifts only until they are promoted.
(2)
Where the minimum decrease in pay is not achieved by
placing the individual on the highest IL of the lower rank, they
should be placed on the next lower IL that ensures a 2%
reduction has been applied, after which normal incremental
progression will apply. The IBD will be reset to coincide with the
effective date of reduction to the lower rank.
03.1006.
Entitlement to any increments of pay in the lower rank will be in
accordance with the progression criteria set out in Section 4. Any new
qualifications that are applicable for the award of AIP (see Section 6) earned
while in the lower rank are eligible for AIP, provided that all the other criteria
for progression are met.
03.1007.
An individual reduced in rank while in receipt of a Mark Time
Rate of Pay (MTRP) (see Section 1) is to be treated in accordance with the
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3 – 10 – 2
criteria outlined in 03.1003 and any remaining period of reserved right or mark
time is forfeited.
Reinstatement of Rank
03.1008.
An individual reduced in rank who is subsequently reinstated to
a previously held higher rank will re-enter the appropriate pay range at the
same IL prior to the reduction in rank, taking into account any previous
suspension of the IBD in that rank. No adjustment will be made in respect of
the time spent in the lower rank. Thereafter, normal incremental progression
will apply subject to the normal progression criteria.
Pay on Loss of Seniority
03.1009.
In circumstances where an officer’s seniority is lost as a result of
disciplinary action, the individual’s IBD is to be adjusted accordingly by the
Joint Personnel Administration Centre Pay Delivery Team (JPAC PDT) to
reflect their new seniority. This will result in a reduction to the individual’s
current IL with effect from the date of the punishment. If an individual is
already on the lowest IL, their pay is to stand still on that level for the period of
the loss 3.
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3
For example, if a OF3 (IBD 20 March 1999) currently on Pay Level 7 loses 2 years seniority
on 8 June 2005 (this effectively makes a new IBD of 20 March 2001), they will be moved to
Pay Level 5 on that date, and will then move to Pay Level 6 on 20 March 2006 (anniversary of
IBD). If the IBD had been 20 March 2005, then the OF3 would be placed on a SSRP and not
move on to Pay Level 2 until 20 March 2006.
JSP 754
Edition 19 dated 1 Oct 13
3 – 10 – 3
CHAPTER 3
SECTION 11
PAY ON CHANGE OF BRANCH OR TRADE
Aim
03.1101.
To define the changes in pay which apply when an individual
changes branch or trade 1.
Scope
03.1102.
This Section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces in the
main Armed Forces’ Pay Review Body (AFPRB) remit group 2 although
separate rules apply for personnel transferring into and out of the Special
Forces.
Change of Branch or Trade
03.1103.
Basic Pay. Personnel who transfer to a new specialisation,
Corps or branch or re-muster to a new trade (including on the attainment or
relinquishment of a qualification) or re-categorise from one trade to another,
will have their basic pay aligned in the new trade with their existing experience
and qualifications in rank from the date of transfer.
03.1104.
Except where specified in 03.1105 – 03.1112 the following apply
on such transfers:
a.
The Incremental Base Date (IBD) will be unchanged and Yearly
Incremental Progression (YIP) will be due as if no transfer had taken
place.
b.
Where a change results in an individual being placed on an
Increment Level (IL) above a Qualification Point (QP) or other bar to
incremental progression on the range (see Section 4), and the
individual does not hold the qualification or other criteria to cross the
bar, then all incremental progression is suspended until the necessary
qualification or other criteria are gained.
Transfers Between Trades Within the Same Pay Range and Rank
03.1105.
When a transfer is from a trade in one rank pay range to another
in the same rank pay range there will be no change in pay.
1
Section 12 gives additional guidance that applies on a change of Service.
The AFPRB remit group comprises all personnel up to OF6.
JSP 754
Edition 19 dated 1 Oct 13
3 –11 – 1
2
Transfers from Lower to Higher Range Within the same Rank
03.1106.
Transfers from a lower to higher pay range will be made on a
level-for-level basis with the following exception:
a.
Where a transfer results in an individual being placed on an
increment level higher than the maximum admissible for the rank and
trade on transfer, the increment level is to be reduced to the maximum
admissible for that rank.
03.1107.
Where an individual on the lower range is in receipt of a
Specially Determined Rate of Pay (SDRP) (see Section 1), they are
automatically to be placed on the highest IL in the higher range. In any
instance where this does not provide for an increase in pay, the SDRP is to be
retained.
Transfers from Higher to Lower Range Within the same Rank
03.1108.
Where an individual transfers from a trade paid from the higher
range to one paid from the lower range the individual may retain the rate of
pay in issue on a Mark Time Rate of Pay (MTRP) basis (see Section 1). The
entitlement to a MTRP applies only where the individual changes trade for:
a.
Medical reasons outside their control;
b.
Service reasons (not as a result of inefficiency or unsuitability);
c.
In response to a Service request for volunteers to change trade
or for other manning considerations to aid retention.
03.1109.
A MTRP commences at the end of employment in the former
trade 3. An individual will remain on this rate until they have gained the
necessary criteria to entitle them to a higher rate of pay on the relevant range
for their trade/rank. However, the maximum period an individual will remain
on a MTRP will always be either:
a.
Two years, or;
b.
The period of the conversion training plus 6 months:
whichever is the greater.
03.1110.
On reversion to pay in the lower range, the full period of paid
reckonable service in rank, including that whilst in receipt of the MTRP, is to
3
A RSM of a major unit posted to a WO1 appointment in which they would normally be
entitled to pay in the lower band, or to attend a resettlement course, may retain the higher
range rates of pay on a mark time basis until such time as their normal rate of pay in the lower
band for their seniority and qualifications in rank overtakes the rate they were receiving in
relinquishment of the RSM appointment.
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be taken into account when determining the IL the individual is to be moved to
on the lower range.
03.1111.
Service Manning Branches will notify individuals of the
appropriate period of pay protection. At the end of this period, the individual’s
pay is to be aligned with their time in rank and qualifications held with no
eligibility to pay in the higher pay range.
03.1112.
When an individual is not entitled to an MTRP, they are to be
paid at the new lower rate from the date of transfer, this being the date of
qualification in the new lower banded branch or trade.
Recruitment & Retention Payment
03.1113.
In the case of personnel voluntarily transferring from a trade
attracting any form of Recruitment & Retention Payment (RRP), their RRP
(including Reserve Bands) will cease on entry into training for their new trade
if the trade they are transferring to does not also attract RRP (as they will no
longer be fulfilling the duties for which the RRP is awarded) or if other criteria
for payment are no longer met. This regulation also applies to Army
personnel from the date of transfer to the Long Service List (LSL) or to a
Versatile Engagement (Long) (VEng (Long)) contract (see 06.0124h). For
personnel who transfer branches/trades for Service needs to a Branch or
Trade not attracting RRP, tapering Reserve Band arrangements will apply for
payment of Continuous Career Basis RRP from the date of entry into training
(i.e. An individual entering training will receive Reserve Banding at 100% of
the full rate for the first 2 years and 50% in year 3) 4.
Change of Trade in Conjunction with Reduction in Rank
03.1114.
If an individual is reduced in rank on transfer, their pay is to be
aligned at the appropriate IL in the range for the lower rank taking into account
all time spent in the lower and higher rank (see Section 1).
Failure to Complete Conversion Training
03.1115.
If transfer to a new trade is dependent on the successful
completion of conversion training, then an individual’s failure to achieve this
will result in them remaining on their existing rate of pay or previous rate of
pay if they have already changed pay spines.
03.1116.
An individual who voluntarily reverts to their original trade will
have their pay assessed as though no transfer took place. They will revert to
the previous rate of pay in issue with an adjustment for any seniority gained in
the interim period.
4
Effective from 1 Apr 12.
JSP 754
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Payment
03.1117.
In circumstances where a transfer occurs on the same day as
other pay changes, the changes are to be applied in the order shown in
Section 1.
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JSP 754
Edition 19 dated 1 Oct 13
3 –11 – 4
CHAPTER 3
SECTION 12
PAY FOR DUAL CAREER EMPLOYMENT QUALIFICATIONS
Aim
03.1201.
To define the impact on pay for individuals who hold dual career
qualifications.
Scope
03.1202.
The rules in this section apply to Royal Navy (RN) and Army
Regular and Reserve Forces’ personnel in the main Armed Forces’ Pay
Review Body (AFPRB) remit group 1 who meet the eligibility criteria in this
chapter.
Eligibility
03.1203.
In normal cases an individual will be remunerated accordingly
for any career employment qualifications through the Job Evaluation (JE)
process and the allocation of trades to ranges (see Section 2). The dual
career employment scheme allows, in certain circumstances, individuals to be
paid from the higher spine, even though their trade is assigned to the lower
spine. The scheme is applied differently in the RN and the Army as follows:
a.
RN personnel who are paid from the lower pay spine may, on a
temporary basis, be assigned to a post which is established for a trade
paid from the higher pay spine. In circumstances where it is assessed
that the individual is sufficiently qualified to undertake significant
elements of that post, then that individual may be paid from the higher
spine for the time spent in the higher spine post.
b.
For the Army, a dual career employment qualification is where
an individual, holds two or more active 2 employment qualifications
(EQ) that are relevant to their Arm/Service and classification to rank of
which one or more would qualify the individual for pay in the higher
spine.
Royal Navy Scheme
03.1204.
For the RN scheme, to determine whether payment of the more
advantageous rate is applicable, the following criteria must be applied in all
cases:
1
The AFPRB remit group comprises all personnel up to OF6.
An active EQ is one which has not been relinquished, is not suspended or expired, and
against which the individual would, or could, therefore be posted.
JSP 754
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2
a.
The Service Manning Authority will consider the factors
considered in the last round of JE and assess the extent to which the
duties of the secondary career qualification were taken into account in
that process.
b.
The individual must have undertaken additional training, or
gained appropriate experience through previous employment, beyond
that expected for their primary trade.
c.
Cases will be considered on an individual basis taking into
account the requirements of the particular post incumbent. Each case
will be reconsidered on a change of post.
03.1205.
Approval for the higher rate of pay must be authorised by the RN
Pay Colonel (Col) through the Service Manning Authority. In notifying the
individual that they are to be paid from the higher range, the Manning
Authority is to ensure that they are informed in writing of the pay implications
when the entitlement for pay from the higher range ceases and that this may
result in a reduction in pay.
Army Scheme
03.1206.
Individuals with more than one active EQ that is relevant to their
Arm/Service and classification to rank will be paid for the EQ that is most
financially advantageous.
03.1207.
However, in the case of Temporary Armoured Fighting Vehicle
(AFV) Commanders (i.e. non-RAC) the scheme is to be applied in an identical
fashion to 03.1203a above, i.e. individuals are only eligible to draw pay
against the more financially advantageous EQ when appointed to that
employment.
Pay for Dual Career Employment Qualifications
03.1208.
For both schemes, where pay from the higher range is
authorised, the individual will be paid from the same Increment Level (IL) on
the higher range as they would be paid from in the lower one (so that if on IL 5
on range 1 lower, they will move to IL 5 on range 1 higher). In such
circumstances the Incremental Base Date (IBD) and Yearly Incremental
Progression (YIP) are unaffected. Where an individual on the lower range is
in receipt of a Specially Determined Rate of Pay (SDRP) (see Section 1), they
are automatically to be placed on the highest IL in the higher range. In any
instance where this does not provide for an increase in pay, the SDRP is to be
retained.
03.1209.
Where payment from the higher range has been approved,
individuals are subject to any qualification bars which apply to the trade in the
JSP 754
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3 –12 – 2
higher range 3. Where such a transfer would result in the individual being
placed on an IL above a Qualification Point (QP) or other bar to incremental
progression on the higher range (see Section 4), and the individual does not
hold the qualification or other criteria to cross the bar, then the individual will to
transfer to the IL progression bar in the higher range: this may result in a
transfer to a lower IL than the individual held in the lower range, but with a
higher rate of pay. The individual will then remain at this point until qualified to
progress further or dual career qualification ceases. In the event that a move
to a lower IL, or the time accrued on a bar in the higher range would result in a
lower rate of pay, the individual is to revert to the higher rate of pay in the
lower range. However, when the Dual Career Employment pay is withdrawn,
the full reckonable service in the higher range will be counted towards
incremental progression on reversion to the lower range.
Pay on Promotion
03.1210.
If an individual is promoted while being paid from the higher pay
range as a result of being in receipt of pay for a dual career employment
qualification, the calculation for pay on promotion will be made as follows:
a.
RN (and Army Temporary AFV Commanders). The minimum
2% increase on promotion will be applied to the rate of pay applicable
to the individual’s primary trade (which may be in the lower pay range)
as explained in Section 7, and rounded up to the nearest IL on the new
pay range. Should the individual continue to fill the post that merited
pay from the higher pay range under the dual career employment
qualification scheme, a case for continued payment (by implementing
the appropriate level-to-level transfer in the new rank) is to be
submitted to the single-Service Pay Col through the appropriate
Service Manning Authority for continuation of payment. Once the
individual vacates the post they are to return to the lower pay range at
the same IL as held in the higher range. In such circumstances there is
no entitlement to a Mark Time Rate of Pay (MTRP) (see Section 1).
b.
Army (other than Temporary AFV Commanders). The
minimum 2% increase on promotion should be applied to the rate of
pay in issue on the day prior to the promotion and then rounded up to
the nearest IL on the appropriate new pay range for the higher rank.
However, pay on promotion for Temporary AFV Commanders is to be
calculated in accordance with 03.1210a.
Cessation of Payment
03.1211.
RN (and Army Temporary AFV Commanders). Once the post
attracting the dual career employment qualification is vacated, or the relevant
qualification is lost, the individual is to revert to the lower pay range at the
same IL as that held in the higher pay range. However, where an individual
3
For example, a CPO RN mechanic filling an artificer post that is paid from the higher range
would be subject to the artificer bar at level 7 on that range.
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has been in receipt of a SSRP resulting from a qualification bar in the higher
range, the full reckonable service in the higher range will be counted on
reversion to the lower range, in which case they may be entitled to progress to
a higher IL on the lower range that they were barred from on the higher range.
In all instances there is no entitlement to any reserved or mark time rights to
the higher rate of pay.
Order of Payment
03.1212.
The priority for processing changes to rates of pay which affect
dual career employment qualifications are to be treated as a trade transfer or
the attainment of a new employment qualification in accordance with the order
of march in Section 1.
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JSP 754
Edition 19 dated 1 Oct 13
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CHAPTER 3
SECTION 13
PAY ON TRANSFER OF SERVICE, RE-ENTRY, RE-ENLISTMENT AND ON
TRANSFER FROM OR TO THE RESERVE FORCES OR TRANSFER FROM
A FOREIGN OR COMMONWEALTH FORCE
Aim
03.1301.
To define the changes in pay which apply on transfer of Service,
re-entry or re-enlistment and the pay arrangements for individuals who
transfer into the Regular and Reserve Forces’ or a foreign or Commonwealth
Force and for individuals who transfer from the Regular to the Reserve
Forces.
Scope
03.1302.
This Section covers Regular, Full-Time Reserve Service (FTRS)
and, unless explicitly excluded, other categories of Reserve Forces in the
main Armed Forces’ Pay Review Body (AFPRB) remit group 1 although
separate rules apply for personnel transferring into and out of the Special
Forces.
Immediate Transfer
03.1303.
When an individual transfers from one Service to another
without a break in service (deemed as a period not exceeding 30 days), their
rate of pay will be determined as if they were changing branch or trade in
accordance with Section 11. In such instances the Incremental Base Date
(IBD) is unchanged. In the case of Regular personnel transferring to or from
the Reserve Forces (including Army Officers Commissioned from the Ranks
(OCFRs) entering on Quarter Master (QM) Commissioning terms) they will be
paid at the same Increment Level (IL) within the pay range and spine on the
Reserve Forces pay structure as applied in the Regulars and vice-versa. In
some instances, personnel transferring to or from the Reserve Forces, may do
so in a different rank and/or branch or trade, in which case previous service
will be assessed in accordance with 03.1304.
Pay on Re-entry/Re-Enlistment after a Break of Service
03.1304.
Single-Service manning authorities will confirm what previous
service (including Reserve Force service for transfer to the Regular and
Regular service for transfer to the Reserve Force service), and Accelerated
Incremental Progression (AIP) awarded can be permitted when re-entering
either the Regular or Reserve Forces. This will be done on an individual basis
and depends on factors such as time served and qualifications gained outside
1
See Chapter 3 Section 1.
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the Service, skill fade etc. Depending on these factors, pay may be
reassessed as follows:
a.
If the individual is to re-enter at the same rank and branch or
trade they will enter at the same IL as that when the individual left the
Service, in the same range for their branch or trade.
b.
In some instances it may be determined that the individual
should re-enter in their former rank at a lower IL (for example to reflect
skill fade). Subject to Service manning requirements, an individual
may, in exceptional circumstances, be employed in a different branch
or trade attracting a higher level of pay if they have attained a
qualification outside the Service. Such instances will be boarded by
the Service manning authorities on re-entry.
c.
If it is decided that entry should be at a lower rank (e.g. where a
reserve officer is re-commissioning as a Direct Entrant officer and is
required to undergo Regular IOT) then former service in both lower and
higher rank should be used to determine the appropriate IL. However,
personnel will not be able to earn a higher rate than they could if they
rejoined in the previously held higher rank.
03.1305.
When any former service declared on re-employment has been
confirmed and authorised, pay may be reassessed to count the former paid
reckonable service towards incremental pay from the date of re-entry/reenlistment. In such instances the IBD is the date of re-entry/re-enlistment,
adjusted as necessary to reflect previous paid reckonable service.
03.1306.
Where the application of the rules in 03.1304 results in an
individual being placed on an IL above a Qualification Point (QP) or other bar
to incremental progression on the range (see Section 4), and the individual
does not hold the qualification or other criteria to cross the bar, then all
incremental progression is suspended until the necessary qualification or
other criteria are gained 2.
03.1307.
Single-Service Manning Authorities will confirm to the Joint
Personnel Administration Centre Pay Delivery Team (JPAC PDT) which
Accelerated Incremental Progression (AIP) awards earned during previous
service are to be included in the assessment of the pay IL on re-entry:
a.
Only complete 12 month credits may be applied. In any
situation where credit is given for AIP awarded during the previous
period of service these will then count towards any future entitlement.
However, if credit is not given, it is possible for the individual to re-gain
an AIP.
2
See Section 10.
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b.
AIP gained between periods of service may be credited on reentry in accordance with Section 6, as if the individual was a new
entrant.
Pay on Re-Entry/Re-Enlistment after Non-Completion of Initial Training
03.1308.
Where an individual re-enters as either an officer or other rank
(OR) following non-completion of an initial training course, (e.g. where a
reserve officer is re-commissioning as a Direct Entrant officer and is required
to undergo Regular IOT) the calculation of their basic pay may take into
account time spent on the course as if it were former service, subject to
approval by single-Service Manning Authorities. In instances where such
former service is to be counted, the IBD is to be adjusted accordingly.
Entrants with Former Service in a Foreign or Commonwealth Force
03.1309.
Entrants with former service in a foreign or Commonwealth force
may have this former service counted as service in the United Kingdom
Armed Forces. Each case will be considered on its merits 3. Where rank or
seniority is granted, the entrant will be placed on the relevant pay range at the
IL appropriate for the status granted. In all other circumstances the entrant
will be treated as a new entrant in accordance with Section 3.
Back to Chapter Contents Page
3
Back to Main Contents Page
The criteria identified in 03.1304 should also be used in this context.
JSP 754
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CHAPTER 3
SECTION 14
SUSPENSION / CESSATION / FORFEITURE OF PAY
Aim
03.1401.
To define when pay should be suspended, forfeited or cease.
Scope
03.1402.
This section applies to members of the regular forces, members
of the reserve forces in full-time service and, unless explicitly excluded, other
categories of the reserve forces.
General
03.1403.
Pay is suspended when a service person is suspected of being
absent without leave. Pay is forfeited when the Defence Council, or an officer
authorised by them, has made an order authorising the forfeiture of pay in the
circumstances outlined in 03.1406. Cessation of pay occurs when an
individual, through one of the reasons outlined in 03.1407, has left the
Services and is not expected to return.
Calculation
03.1404.
For the purpose of calculating the amount of pay that should be
suspended or forfeited, a day’s pay is deemed to be gross basic pay in issue 1.
The methodology for calculating a day’s pay is set out in Chapter 2 Section
1.
Suspension of Pay
03.1405.
Where the Commanding Officer of the unit involved, or an officer
authorised by the Commanding Officer, suspects that a Service person is
absent without leave they shall issue a certificate of absence and the
Service person will be declared to be a long-term illegal absentee. Unless
there is evidence to the contrary, or unless the Commanding Officer, or
authorised officer, has already issued a certificate of absence the certificate
shall be issued on the eighth day of unauthorised absence and the Service
person’s JPA absence record is to show the individual as a long term
absentee from the first day of absence. The certificate will be issued to
relevant agencies (e.g. the Service Police Crime Bureau or the Royal Navy
Missing Persons Unit) for appropriate action.
1
It should be noted that all Recruitment & Rentention Payments (RRP) cease when basic pay
is not in issue.
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03.1406.
When the service person has been declared a long-term illegal
absentee, normally after the eighth day of unauthorised absence, pay,
recruitment & retention pay, voluntary deductions and allowances 2 will be
suspended. The ‘period of absence’ begins on the day on which the
unauthorised absence commenced and ends on the day that the Service
person is arrested or surrenders in respect of the absence, is discharged from
duty or is otherwise declared to no longer be absent from duty. For the
purposes of calculating the amount of pay to be suspended, a day’s pay shall
be suspended for each whole or part day during the period of absence. The
suspended pay will be paid to the Service person after the end of the period of
absence once appropriate enquiries have taken place regarding the absence
but the payment will be subject to any forfeiture authorised by or under the
Armed Forces Act 2006 or any other Act and any deduction authorised by or
under the Armed Forces Act 2006, any other Act or Royal Warrant. In
particular, no payment will be made for any day in respect of which the
Service person’s pay is authorised to be forfeited as described in 03.1408.
03.1407.
Where the Commanding Officer of the unit involved, or an officer
authorised by him, finds that a certificate of absence was issued in error (i.e.
the Service person was not and is not absent without leave) he shall cancel
the certificate and inform relevant agencies who will take appropriate action.
Suspension of pay will be lifted.
Forfeiture of Pay
03.1408.
In accordance with the Armed Forces (Forfeitures and
Deductions) Regulations 2009, a day’s pay (as defined in 03.1404) of a
person subject to service law will be forfeited in the following circumstances:
a.
Where the Defence Council, or an officer authorised by them,
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty and in respect of which the
Defence Council are, or the authorised officer is, satisfied that his
conduct amounted to an offence under section 8 (Desertion) or 9
(Absence without leave) of the Armed Forces Act 2006 (or the
equivalent offences under the Service Discipline Acts 3) or section
97(1)(a) (Failure to attend for duty or training) of the Reserve Forces
Act 1996.
b.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty serving a sentence, awarded
under the Armed Forces Act 2006 4, of imprisonment or service
2
Some allowances may continue where appropriate and where no other payment facility is
available.
3
The Service Discipline Acts, in this context are: the Army Act 1955; the Air Force Act 1955;
or, the Naval Discipline Acts.
4
Serving a sentence, awarded under the Armed Forces Act 2006, of imprisonment or service
detention includes: being detained under a hospital order made under section 37 of the
Mental Health Act 1983; serving a sentence of detention under section 209 of the Armed
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detention (including any day counted under section 246(1) of the
Armed Forces Act 2006 as time served by him as part of the sentence).
Pay should continue whilst a Service person is held in post-charge
service custody but should be recovered in full if he is subsequently
found guilty and that period in service custody is counted as time
served by him as part of a sentence. If a sentence of service detention
is suspended, pay should continue unless and until the suspended
sentence is activated in which case pay should be forfeited from the
date that the activated sentence takes effect.
c.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty by reason of imprisonment or
detention awarded under the Service Discipline Acts 5.
d.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty:
(1)
serving a sentence of imprisonment or detention imposed
by a civilian court (anywhere);
(2)
detained under an order of a civilian court (anywhere)
other than an order within (3) (below); or,
(3)
detained under an order of a civilian court (anywhere) for
his detention awaiting or during trial or awaiting sentence, if that
day was counted as time served by him as part of a sentence of
a civilian court.
Pay should continue whilst a Service person is held on remand (unless
he is already imprisoned or detained in consequence of an order or
sentence) but should be recovered in full if he is subsequently found
guilty and that period on remand is counted as time served by him as
part of a sentence. If a sentence of imprisonment or detention is
suspended, pay should continue unless and until a committal order is
issued in which case pay should be forfeited from the date that the
activated sentence takes effect.
e.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty by reason of sickness or
Forces Act 2006; being subject to a period of detention and training under an order made
under section 211 of the Armed Forces Act 2006; being detained in youth detention
accommodation in pursuance of an order made under section 214(3) of the Armed Forces Act
2006; serving a sentence of detention during her Majesty’s pleasure under section 218 of the
Armed Forces Act 2006; serving a sentence of detention for public protection under section.
226 of the Criminal Justice Act 2003 passed as a result of section 221 of the Armed Forces
Act 2006; and, serving a sentence of detention under section 228 of the Criminal Justice Act
2003 passed as a result of section 222 of the Armed Forces Act 2006.
5
See footnote 3.
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injury and in respect of which the Defence Council are, or the
authorised officer is, satisfied that the sickness or injury was
contributed to or caused by conduct in relation to which he has been
found guilty of a Service offence or the equivalent offences under the
Service Discipline Acts 6.
f.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty by reason of his having been
captured by an enemy and in respect of which the Defence Council
are, or the authorised officer is, satisfied that the immediate cause of
his capture by the enemy was conduct amounting to an intentional
breach of his duty and in respect of which he has been found guilty of
an offence under Part 1 of the Armed Forces Act 2006 or the equivalent
offences under the Service Discipline Acts 7.
g.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty and the Defence Council are,
or the authorised officer is, satisfied that the absence was by reason of
conduct in relation to which he has been found guilty of an offence
under section 5(2) (Failure to escape) of the Armed Forces Act 2006 or
the equivalent offences under the Service Discipline Acts 8.
h.
Where the Defence Council, or an officer authorised by them
has made an order authorising the forfeiture of pay for each day that
the Service person was absent from duty and in respect of which the
Defence Council are, or the authorised officer is, satisfied that he has
been found guilty of an offence under section 1(2) (Assisting an enemy)
of the Armed Forces Act 2006 or the equivalent offences under the
Service Discipline Acts 9.
One day’s pay will be forfeited for each whole or part day during which the
Service person was absent from duty as described. This means, for example,
that a period of absence that started at 1600 hours on 10 October and
finished at 2359 hours on 10 October should count as 1 day. However, if the
absence had finished at 0800 hours on 11 October it should count as 2 days.
Cessation of Pay
03.1409.
The pay of an officer or other rank (OR) will cease on:
a.
The day following the date of retirement (officers) 10 or discharge
(ORs) from the Services.
6
See footnote 3.
See footnote 3.
8
See footnote 3.
9
See footnote 3.
10
This includes resignation and termination of commission.
7
JSP 754
Edition 19 dated 1 Oct 13
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b.
The date of transferring to the Reserve Forces.
c.
The day following the date of discharge from the Services due to
being invalided.
d.
The day following the death or presumed death of a Service
individual (see 03.1410 regarding missing personnel).
e.
The day after a Service individual has been detained or
imprisoned as a result of a court martial, summary dealing or an order
or sentence of a civil (UK or foreign) court. Pay will cease on the day
the warrant is read or the punishment is issued by a court martial or
summary dealing.
f.
The day after a Service individual is classified as being a
deserter or a Long-Term Illegal Absentee who is unlikely to return to
Service (03.1408f applies).
g.
The day employment commences in an appointment not
remunerated from MOD funds (this applies to officers permitted to
accept appointments not remunerated by MOD funds 11).
Pay for Missing Personnel
03.1410.
When an individual is reported missing and absence without
leave or death cannot be presumed in accordance with JSP 751 Chapter 5
Section 4 Volume 1 Part 1. , entitlement to pay, allowances and RRP will
continue for a period of 13 weeks from the date they went missing or until an
earlier determination of their whereabouts and circumstances. At the end of
13 weeks, MOD will conduct a review and where there are grounds for
believing the individual may still be alive, entitlement to pay, allowances and
RRP will continue for a further 13 weeks or until an earlier determination of
their whereabouts and circumstances.
Death or Presumed Death
03.1411.
When the death or presumption of death of a Service individual
is established in accordance with JSP 751 Chapter 5 Section 4, the issue of
pay, allowances and RRP will cease from the day following the date of the
confirmation of presumed death when relevant pension arrangements will
come into force. If it is subsequently established that an individual who was
declared missing is alive, and their pay, allowances and RRP had been
withdrawn, then their entitlements will be restored, retrospectively as
necessary, from the date upon which they were stopped.
11
Officers may be permitted to accept appointments not paid by MOD funds. They shall be
appointments that can reasonably be regarded as part of officers’ careers, which have been
officially offered to them, and to which they can bring their military knowledge and gain
additional experience of benefit to their Service, but see also 01.0203.
JSP 754
Edition 19 dated 1 Oct 13
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Business Process Guide
03.1412.
The relevant Business Process Guides (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR919201.
htm
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR919204.
htm
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN917013.h
tm
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
3 –14 – 6
CHAPTER 4
RESERVES
SECTION 1 – PAY PRINCIPLES FOR ATTENDANCE-BASED RESERVE FORCES
PERSONNEL
04.0101
04.0102 – 04.0105
04.0106 – 04.0107
04.0108
04.0109 – 04.0112
04.0113
-
Aim
Scope
Pay Structures
Pay Terminology
Basic Pay
Training Codes for Pay and Bounty Purposes
ANNEX A
-
Levels of Pay Applicable to Attendance-Based forms of
Reserve Service
SECTION 2 – PERIODS QUALIFYING FOR PAY AND ATTENDANCE-BASED PAY –
RESERVE FORCES PERSONNEL
04.0201
04.0202
04.0203 – 04.0204
-
04.0205
04.0206 – 04.0207
04.0208
04.0209 – 04.0210
04.0211
04.0212 – 04.0214
04.0215
04.0216
04.0217
04.0218 – 04.0220
04.0221 – 04.0222
04.0223
-
04.0224 – 04.0226
04.0227
-
Aim
Scope
Periods of Permanent Service on Call-out and Recall and
Full-Time Reserve Service
Reservist Award
Attendance-Based Pay
Eligibility for Pay
Continuous Training at Annual Camp
Authorised Attachments and Courses
Other Duty and Training Periods
Pay During Trial by Court Martial
Regular Reserve
Medical and Dental Officers
Travelling Time
Disability and Illness During Training
Pay for non-Working Saturdays, Sundays and Public
Holidays
Additional Duties Commitment
Suspension, Forfeiture and Cessation of Pay
SECTION 3 – COMMENCEMENT OF PAY – RESERVE FORCES PERSONNEL
04.0301
04.0302
04.0303 – 04.0305
-
Aim
Scope
Officers Pay on Initial Entry
04.0306 – 04.0307
-
Other Ranks Pay on Initial Entry (No Previous Military
Service)
04.0308
04.0309 – 04.0310
-
04.0311
-
04.0312
-
Immediate Transfer from the Regular Forces
Entry to the Reserve Forces, Call-Out and Recall with
Former Regular Service
Other Ranks Awaiting Enlistment or Re-engagement
Approval
University Cadets
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i
SECTION 4 – DISABILITY ALLOWANCE – RESERVE FORCES PERSONNEL
04.0401
04.0402
04.0403 – 04.0405
04.0406 – 04.0408
04.0409
04.0410 – 04.0411
04.0412 – 04.0416
04.0417
04.0418
04.0419
04.0420 – 04.0422
04.0423 – 04.0424
04.0425
04.0426
04.0427
-
Aim
Scope
Definitions
Entitlement
Assessment of Disability Allowance Claims
Eligibility to Receive Pay
Payment Conditions
Cessation of Disability Allowance
Extension of Service
Additional Duties Commitment
Rate of Disability Allowance
Treatment Allowance
Pension and Gratuity
Claims
Business Process Guide
SECTION 5 – BOUNTIES – RESERVE FORCES PERSONNEL
04.0501
04.0502 – 04.0505
04.0506
04.0507 – 04.0508
04.0509
04.0510
04.0511 – 04.0514
04.0515
04.0516
04.0517 – 04.0526
04.0527
04.0528
04.0529 – 04.0530
04.0531
-
04.0532 – 04.0533
04.0534 – 04.0535
-
Aim
Introduction and Scope
Certificate of Efficiency
Previous Service
Pregnant Servicewomen
Advances of Bounty
Special Conditions
The Reserve Year
Mobilisation
Full Annual Training Commitment Bounty
Lower Annual Training Commitment Bounty
Ex-Regular Officers and Other Ranks Training Bounty
University Cadet Bounty
Sponsored Reserves Annual Training Commitment
Bounty
Reduced Annual Training Commitment Bounty
High Readiness Reservist Bounty
ANNEX A
-
Types of Bounty Available to Reserve Personnel
SECTION 6 – CALL-OUT GRATUITY – RESERVE FORCES PERSONNEL
04.0601
04.0602
04.0603 – 04.0605
-
Aim
Introduction
Eligibility and Entitlement
SECTION 7 – REPORTING GRANTS
04.0701
04.0702
04.0703 – 04.0704
04.0705 – 04.0706
04.0707 – 04.0709
-
Aim
Scope
Annual Reporting Grant
Postal Reporting Grant
Payment
SECTION 8 – CADET FORCE ADULT VOLUNTEERS
04.0801
04.0802 – 04.0803
04.0804 – 04.0805
-
Aim
Scope and Eligibility
General
JSP 754
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ii
04.0806
04.0807
04.0808
04.0809
04.0810
-
Remuneration Structure
Rates of Remuneration
Remuneration on Promotion
Substituting or Acting in a Higher Rank
Personnel on Rates of Remuneration Higher than Normal
Entitlement
ANNEX A
-
Cadet Force Adult Volunteers Remuneration Tables
SECTION 9 – EARLY YEARS COMMITMENT BONUS – TERRITORIAL ARMY
04.0901 – 04.0902
04.0903
04.0904
04.0905
04.0906
-
Introduction
Conditions
Changes to the Conditions of Payment
Breaks in Service
Business Process Guide
ANNEX A
-
TA Early Years CB Scheme Tables
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
iii
CHAPTER 4
SECTION 1
PAY PRINCIPLES FOR ATTENDANCE-BASED RESERVE FORCES
PERSONNEL
Aim
04.0101.
To define the principles under which pay and other emoluments
are paid to attendance-based personnel in the Reserve Forces.
Scope
04.0102.
This Section covers Reserve personnel in the main Armed
Forces’ Pay Review Body (AFPRB) remit group 1 except those groups listed at
04.0107 and Sponsored Reserves when paid by a Contractor.
04.0103.
All Reserve Forces personnel will be eligible to receive the
following pay and emoluments provided the necessary criteria are satisfied as
detailed in the following Sections:
a.
Sections 2 and 3 – Basic Pay;
b.
Section 4 – Disability Allowance;
c.
Section 5 – Bounties;
d.
Section 6 – Call-Out Gratuities;
e.
Section 7 – Reporting grants.
04.0104.
All pay and emoluments granted to an individual are liable to be
stopped, on the order of the Defence Council or an officer authorised by it, to
meet wholly or in part the amount of any public or Service claim that may be
made against them.
04.0105.
This Chapter should be read in conjunction with other relevant
chapters within this document.
Pay Structures
04.0106.
The detailed pay structures from which basic pay is determined
are set by the Ministry of Defence (MOD) and these may be varied to reflect
manning requirements. For all Reserve Forces’ groups, the pay structures
mirror those of the corresponding Regular Forces cadres. However to reflect
the different types of commitment and forms of service and the variation in the
levels of X-factor applicable to each; 3 sets of rates are published for each
1
All Reserve Forces personnel up to OF6.
JSP 754
Edition 19 dated 1 Oct 13
4–1–1
table applicable to Reserves. The table showing the pay structure for the
main AFPRB remit group is in Chapter 3 Section 1.
04.0107.
Separate pay spines apply for Reserve Forces personnel in the
following groups:
a.
Cadet Force Adult Instructors and Officers (including Medical
Officers and Chaplains) of the Combined Cadet Force, the Sea Cadet
Corps, the Army Cadet Force and the Air Training Corps (Section 8).
b.
Medical and Dental Officers (Chapter 5 Section 1).
c.
Veterinary Officers (Chapter 5 Section 2).
d.
Officers Commissioned from the Ranks (Chapter 5 Section 3).
e.
Chaplains (Chapter 5 Section 4).
f.
Special Forces (Chapter 5 Section 5).
g.
Professional Aviators (Chapter 5 Sections 6 and 7).
h.
University Cadets (Chapter 5 section 10).
i.
Senior officers (Chapter 5 Section 13).
Pay spines for these groups are explained in the Sections/Chapters specific to
the individual group.
Pay Terminology
04.0108.
The detailed terminology used to define the pay structures is set
out in Chapter 3 Section 1.
Basic Pay
04.0109.
Basic pay comprises base pay and, where applicable, X-factor 2.
Rates of basic pay for Reserve Forces’ personnel are derived from the annual
rates in force for Regular Forces’ personnel, albeit that they are expressed,
and for the most part paid, on a daily basis (see Chapter 3 Section 1). For
Reserve Forces’ personnel the level of X-factor applied to the basic pay rate
differs due to the different balance between positive and negative factors of
Service life that apply to this group. There are 3 levels of X-factor for the
Reserve Forces, the full rate, the reduced rate and the zero rate depending on
commitment type and form of service. These rates taper from the mid-pay
point for OF4s to a fixed point. The levels of pay (determined by the level of
X-factor) applicable to the various forms of Reserve Forces service are at
Annex A. As appropriate the different forms of Reserve employment are
2
See Chapter 1 Section 2.
JSP 754
Edition 19 dated 1 Oct 13
4–1–2
defined by reference to the Reserve Forces Act 1996 (RFA 96).
04.0110.
The rate of basic pay payable to an individual in the Reserve
Forces is determined by:
a.
Type of Reserve Forces commitment type or form of service
(which will determine the level of X-factor as described above).
b.
Rank.
c.
Profession/branch or trade.
d.
Length of service.
e.
Qualifications held.
f.
Satisfactory performance.
04.0111.
All officers and other ranks (ORs) are allocated to a pay range
on the basis of their rank and profession, branch or trade. The Job Evaluation
(JE) score 3 is used to determine which of the two spines an OR should be
paid from. Their position within the range, their pay increment level (IL), and
hence their rate of pay, will be determined by their length of service,
qualifications held and performance.
04.0112.
Changes to rates of pay and changes affecting an individual’s
position on a pay range may occur on the same day. In the event that more
than one event occurs together on the same day they are to be applied in the
order listed in 03.0112.
Training Codes for Pay and Bounty Purposes
04.0113.
To enable JPA to identify the type of training undertaken by
individuals and to ensure that the correct level of pay is issued for the training
that was undertaken, each period of training will be identified by a training
code as detailed below:
CODE
TYPE OF TRAINING
A
B
C-1
Normal Training
Normal Training Overseas
Normal Training (Voluntarily
unpaid)
Training of Restricted Value
(Voluntarily unpaid)
Activity Not Classed as Trg or Duty
Training or duties paid for by
employer (Sponsored Reserves
only)
C-2
D
E
BOUNTY
EARNING
Y
Y
Y
PAYMENT
TYPE
Paid
Paid
Unpaid
N
Unpaid
N
Y4
Unpaid
Unpaid
3
See Chapter 1 Section 3 for details of JE.
RN/RAF SR are paid bounty by their employers who are refunded by MOD. Army SR have
bounty paid direct by MOD.
4
JSP 754
Edition 19 dated 1 Oct 13
4–1–3
F
G
H
CT
ADC
Continuous Training in Excess of
16 days
Voluntary Training or Other Duties
Continuous Training (Camp)
N
Y
Paid
Paid
N
Y
Paid
Paid
The way in which these codes should be input into JPA is detailed in the
Business Process Guides.
Annex:
A.
Levels of Pay Applicable to Attendance-Based forms of Reserve
Service.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
4–1–4
ANNEX A TO CHAPTER 4 SECTION 1
LEVELS OF PAY APPLICABLE TO ATTENDANCE-BASED FORMS OF RESERVE SERVICE
Serial
No
1
Form of Employment
Level of Pay
Form of Reserve Service
Obligatory Training, Voluntary Training and
Other Duties (s22 and s27 of the RFA 96)
Basic pay with the reduced
(5%) rate of X-factor – paid on
daily basis
Basic pay with the reduced
(5%) rate of X-factor – paid on
daily basis
Basic pay with the full rate of
X-factor – paid on annual
basis
Basic pay with the reduced
(5%) rate of X-factor – paid on
annual basis
Basic pay with no X-factor (the
zero rate) – paid on annual
basis
Basic pay with no X-factor (the
zero rate) – paid on annual
basis
Basic pay inclusive of the full
rate of X-factor. Reservists
whose civilian salary is more
than their military salary may
be entitled to receive financial
assistance, as a supplement
to their military salary, to make
up the difference between
their military and civilian salary
(contained in SI 859/2005).
RFR, RNR, RMR, TA (less
NRPS), Army Reg Reserve,
RAFR and RAuxAF
Part-time service under ADC
2
Additional Duties Commitment (s25 of the
RFA 96)
3
Full–Time Reserve Service (s24 of the RFA
96) – Full Commitment
4
Full–Time Reserve Service (s24 of the RFA
96) – Limited Commitment
5
Full–Time Reserve Service (s24 of the RFA
96) – Home Commitment
6
Non-Regular Permanent Staff
7
Permanent Service
JSP 754
All FTRS FC
All FTRS LC
All FTRS HC
All NRPS(TA)
All Reserve personnel calledout or recalled for Permanent
service.
a. Called-out.
Personnel ‘called-out’
are those Volunteer
Reserve and Regular
Reserve personnel
with a continuing
liability to be
mobilised.
Edition 19 dated 1 Oct 13
4–1–A–1
8
Officers and Adult Instructors of the Cadet
Forces
Basic pay with no X-factor (the
zero rate) – paid on daily basis
(all rates are spot rates with
no incremental progression
and a separate set of spot
rates for CFAV MODOs).
9
University Cadets
10
Sponsored Reserves.
Basic pay as published in
separate AFPRB pay table
Depending on terms of the
contract between their
employer and MOD under s38
RFA 96, individuals will either
be paid by the civilian
employer when undertaking
military training and mobilised
service, or, be treated as an
ordinary member of the
Reserve Forces in accordance
with Serial 7.
Back to Chapter Contents Page
b. Recalled.
Personnel ‘recalled’
for duty are individuals
who are not members
of a Reserve Force
and can be brought
into Service under a
legal power to serve in
their former regular
force.
Officers of the CCF(RN/RM,
Army and RAF), Army Cadet
Force Officers and RAFVR
(Trg Branch) Officers. NCO
Instructors of the CCF
(RN/RM, Army and RAF), Sea
Cadet Corps, Army Cadet
Force and Air Training Corps
URNU, DTUS, OTC and UAS.
Personnel who have joined
the Reserve Forces because
of their civilian employer’s
obligations to the Ministry of
Defence (MOD) for the
provision of agreed services in
an operational theatre as set
out in Part V RFA 96.
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
4–1–A–2
CHAPTER 4
SECTION 2
PERIODS QUALIFYING FOR PAY AND ATTENDANCE-BASED PAY –
RESERVE FORCES PERSONNEL
Aim
04.0201.
To define the mechanisms for the payment of the different
categories of Reserve personnel distinguishing between those who are paid in
parallel with Regular personnel and those who are paid on an attendance
basis, and the circumstances in which such personnel are entitled to pay.
This Section relates to basic pay: the arrangements for the payment of
Recruitment & Retention Payment are covered in Chapter 6.
Scope
04.0202.
This Section covers all categories of attendance-based Reserve
1
personnel , with the attendance-based arrangements applying principally to
the Volunteer Reserves and Regular Reserve that is those in the Royal Naval
Reserve (RNR), Royal Marines Reserve (RMR), Royal Fleet Reserve (RFR),
Territorial Army (TA), Regular Army Reserve and the Royal Auxiliary Air Force
(RAuxAF) and the Royal Air Force Reserve (RAFR). Sponsored Reserves are
only covered by this section when they are paid by the MoD under the terms
of the contract between the employer and the MoD.
Periods of Permanent Service on Call-out and Recall and Full-Time
Reserve Service
04.0203.
Former Regular personnel who have a recall liability for
permanent service and all other categories of Reserve personnel who are
called-out for permanent service or undertake Full-Time Reserve Service
(FTRS) commitments are paid on a whole time basis as though they are
Regular personnel in accordance with the provisions of Section 3 2. In all
cases, the entitlement to pay will commence from the date that the recall/callout/FTRS is effective and cease with effect from the day following
demobilisation from permanent service or discharge from FTRS. If an
individual is declared ‘missing’ or a prisoner of war the provisions of Chapter
3 Section 13 apply.
04.0204.
Personnel may be granted paid leave as laid down in JSP 760
(The Tri-Service regulations on Leave and other types of Absence). There will
be no compensation for untaken leave.
1
See Chapter 5 Section 12 for Non-Regular Permanent Staff (NRPS) of the Territorial Army
(TA); and Section 8 for Cadet Force Adult Instructors.
2
See JSP 764 for the regulations relating to the payment of retired pay/pension during any
period of recall.
JSP 754
Edition 19 dated 1 Oct 13
4–2–1
Reservist Award
04.0205.
The Reservist Award (RA) is a taxable payment that is designed
to make good any loss in earnings and/or company benefits arising from
mobilised service. If an individual’s military salary exceeds their previous
civilian income then they will not be entitled to receive a RA. There is a ceiling
on the maximum payment (military salary plus RA) that can be made the
details of which are laid out in SI 2005/859 3 and explained further in JSP 753
Chapter 5. The RA is initially calculated by an Adjudication Officer (AO) and is
shown as a daily rate. The AO is also responsible for reviewing the rate of RA
should there be an increase or decrease in a Reservists civilian salary or
benefits. Changes to the RA due to an increase or decrease in a Reservists
military salary will be calculated automatically under JPA. This calculation,
however, will be for Regular Reserve personnel only. Volunteer Reserve
personnel will continue to have all elements of RA calculated manually.
Entitlement to a RA must be re-assessed each time an individual’s military
salary changes and the table below shows how these changes will affect RA.
Occurrence
Increase in Military
Salary
Decrease in Military
Salary
Increase in Civilian
Salary and/or benefits
Decrease in Civilian
Salary or Benefits
Military Fine
Detention
Effect on RA
Decreases
proportionately
Increases
proportionately
Increases
proportionately
Decreases
proportionately
No change
Ceases
Attendance-Based Pay
04.0206.
All other categories of Reserve personnel (i.e. those not covered
in 04.0203 and NRPS(TA)) are paid on an attendance basis and therefore
basic pay for this cadre is expressed as a daily rate, calculated using the
annual rate divided by 365.25, as of 1 April 2009 annual salaries in JPA are
divisible by 365.25 days to take account of leap years. In all circumstances a
day is counted from midnight and pay is issued for a period of continuous
attendance within that period. Entitlement to pay should be calculated as
follows:
a.
For a period of continuous attendance of at least 8 hours up to
24 hours inclusive, whether wholly in one day or partly in one day and
partly in another, one day’s pay is to be issued. Only one day’s pay
may be paid within a period of 24 hours so that, for example,
continuous attendance from 1700 hours on a Friday to 1700 hours on
the Saturday entitles the individual to one day’s pay.
3
The Reserve Forces (Call-Out and Recall) (Financial Assistance) Regulations 2005
JSP 754
Edition 19 dated 1 Oct 13
4–2–2
b.
For periods of continuous attendance of more than 24 hours,
one day’s pay is to be issued for each consecutive day (midnight to
midnight) during which the Reservist is required to attend for 8 hours or
more.
c.
When a quarter, a half or three-quarter of a day’s pay is issued
for a day preceding or succeeding a full day’s duty, training, weekend
or camp 4, care is to be taken to ensure that the conditions of 04.0206b
above are observed, so that, for example, continuous attendance from
1700 hours on a Friday to 1700 hours on the Sunday entitles the
individual to 2¾ days’ pay, even though the period is only/under 48
hours.
04.0207.
An individual will be entitled to a full day’s pay when undertaking
a period of annual continuous training, annual camp or a course in lieu (see
04.0213). In all other circumstances, pay is based on the total hours attended
in each day and the formula applied to determine whether a full day or a part
day’s pay is appropriate is as follows (the figures shown are hours and
minutes):
a.
If the total number of paid duty hours is less than 2.00, then no
pay is applicable.
b.
If the total number of paid duty hours is between 2.00 and 3.59
(inclusive) then a quarter of a day’s pay is applicable.
c.
If the total number of paid duty hours is between 4.00 and 5.59
(inclusive) then half a day’s pay is applicable.
d.
If the total number of paid duty hours is between 6.00 and 7.59
(inclusive) then three-quarters of a day’s pay is applicable.
e.
If the total number of paid duty hours is equal to or greater than
8.00, then a full day’s pay is applicable.
Eligibility for Pay
04.0208.
Depending on their terms of service, officers and other ranks
(ORs) are eligible for pay (by the Ministry of Defence) for attendance at all
training activities or duties that they are authorised to attend except for those
at 04.0113 classified as categories C1, C2, D or E. The criteria for payment
are explained further below.
4
The term “Camp” is used generically and covers Operational Role Training (ORT) for the
RN/RM, Annual Training Camp for the Army and Annual Continuous Training (ACT) for the
RAF.
JSP 754
Edition 19 dated 1 Oct 13
4–2–3
Recoveries from Pay
04.0209.
Pay will be recovered from an attendance based reserve 5
Service individual’s pay account in the following circumstances:
a.
An Overissue of Pay Has Been Made. This usually occurs as
a result of the late notification of an event that would affect an
individual’s level of entitlement to basic pay or allowances such as a
reduction in rank.
b.
A Service Individual Has Been Under Charged. As with
02.0605a this would normally occur as the result of late notification of
an event that would affect the level of charges payable by a Service
individual, such as food and accommodation charges.
c.
A Fine, Stoppage or Penal Deduction Has Been Awarded
Summarily or by Court Martial. Any fines, stoppages or penal
deductions awarded summarily or by Court Martial.
d.
An Individual is the Subject of a Judgement Debt Order.
Deductions from pay may be authorised by an individual’s
Commanding Officer (CO) (not below the rank of OF4) where a
Judgement Debt Order has been received by a unit and the individual
concerned has demonstrated an unwillingness to comply with the
Order.
e.
An Individual is Liable for Barrack Damages. Deductions in
pay may be made when an individual has a stoppage summarily
authorised as a result of them being involved in action that has caused
damage to, or loss of, Service property or where they have voluntarily
signed a debit voucher for the damages.
f.
When an Individual Has Received an Advance of Pay.
Deductions in pay in respect of advances of pay are to be recovered in
accordance with the provisions set out in Chapter 2 Section 5.
g.
When an Individual has Received an Early Payment in Cash.
Where, for whatever reason, it has been necessary to make a an Early
Payment in Cash (EPIC) to an individual then the total EPIC will be
recovered in full at the next pay run.
Recovery Periods
04.0210.
Recoveries of pay for attendance based reserve personnel
should be made in chronological order over the following periods:
5
Regulations regarding recoveries of pay for former Regular personnel who have a recall
liability for permanent service and all other categories of Reserve personnel who are calledout for permanent service or undertake Full-Time Reserve Service (FTRS) commitments are
covered in 02.0605 and 02.0606.
JSP 754
Edition 19 dated 1 Oct 13
4–2–4
a.
Recovery of Public Debt Not Exceeding 1 Days Gross Pay.
Where the recovery of public debt does not breach the Minimum
Drawing Rate (MDR) (see Chapter 2 Section 4) public debt of less
than 1 days gross pay will be recovered in the current pay period,
provided the individual is not already paying an existing public debt 6.
In these circumstances no prior notification of the recovery will be given
but details of the recovery will be shown on the pay statement. Multiple
debts each of less than 1 days gross pay will be recovered
simultaneously although the rate of recovery will not exceed 1 days
gross pay in any pay month (see 04.0210b). When recovery of a
public debt would lead to a breach of the MDR then the part of the new
debt that would breach the MDR will be held in suspense until the
existing debts are satisfied.
b.
Recovery of Public Debt Exceeding 1 Days’ Gross Pay.
Where a public debt is greater than 1 days gross pay, even when this
debt is made up of individual debts which when aggregated total more
than 1 days gross pay, or the individual is already having a previous
public debt recovered from pay, the individual will be notified by the
JPAC that they have two pay periods within which they may appeal
against the debt(s), or for them to volunteer to pay the debt(s) off at a
rate greater than 1 days gross pay per month (see 04.0211). If the
individual unsuccessfully appeals against the debt(s) and does not
elect to pay of the debt(s) at a higher rate, then the debt(s) will be
recovered at a maximum rate of 1 days gross pay per month and the
outstanding debt(s) will be carried forward for recovery in succeeding
months also at a rate not greater than 1 days’ gross pay per month.
c.
Recovery of Public Debt on Termination of Service. All
reasonable measures to recover outstanding public debt from an
individual’s final pay on termination of service must be undertaken.
d.
Recovery of Military Fines, Stoppages and Penal
Deductions. Fines, penal deductions and stoppages awarded
summarily or by a Court Martial.
Early Repayment
04.0211.
Should an individual wish to repay a public debt at a rate greater
than the specified requirement for that particular debt, they are at liberty to do
so provided it would not be at the expense of liabilities that have greater
precedence (see Chapter 2 Section 5). In such circumstances the
individual’s unit is to retain evidence that the individual has voluntarily elected
to repay the debt at a rate greater than that specified.
6
Public debt comprises overissues, under charges and miscellaneous debt (this includes
barrack damages, clothing and lost equipment).
JSP 754
Edition 19 dated 1 Oct 13
4–2–5
Hardship Cases
04.0212.
In cases of hardship an individual may apply to have the
recovery period extended up to a maximum of 12 months. These applications
will be judged by the SPVA Recoveries and Write-Offs (R&WO) on a case-bycase basis.
Continuous Training at Annual Camp
04.0213.
An individual is entitled to a full day’s pay, without conditions as
to hours of work, for all days of actual attendance at annual camp, including
days of arrival and departure, days of leave authorised with pay and days
spent with advance and rear parties. Travelling time outside the recognised
period of annual in-camp training is dealt with in 04.0222.
04.0214.
When an individual is authorised to fulfil their annual training
requirement either on attachment to a Regular unit or on attachment to a
Commonwealth force or the force of an NATO ally, the period of training, and
that for which pay is to be issued, is not normally to exceed the duration of the
individual’s annual training requirement. However, an individual may exceed
their annual training requirement under s22 RFA 96 and be paid for this
period of duty providing the training is authorised by their Commanding Officer
(CO).
Authorised Attachments and Courses
04.0215.
An individual is entitled to pay for the recognised duration of
courses lasting at least 4 working days and for attachments lasting at least
one week, including days of arrival and departure, irrespective of whether
these activities are carried out as an alternative or in addition to annual
training in camp.
Other Duty and Training Periods
04.0216.
Pay is admissible for attendance at whole time courses of
instruction carried out either as an alternative to annual training in camp or in
addition to such annual training; for attendance of not less than 2 hours on
training nights for the purpose of actual military training as specified by the CO;
for periods of service on authorised 7 training; and, for attendance at voluntary
additional training or other duties, attendance at examination or medical board,
attendance at commissioning or selection boards; Additional Duties
Commitment (ADC) (see also 04.0228 – 04.0230), and when otherwise
deemed to be on duty as determined in single-Service regulations. Although
an ADC and s22/27 commitment may run concurrently, an individual may not
receive more than one day’s pay in respect of both commitments on the same
day. In such circumstances individuals are to be paid in accordance with the
provisions at 04.0206 – 04.0208. In all cases:
7
Authorised by CO’s.
JSP 754
Edition 19 dated 1 Oct 13
4–2–6
a.
Attendance reckons from the time of assembly to the time of
dismissal and may therefore include, in the case of Regional
(Independent) units, travelling time from the normal duty station to the
training location and vice versa. Exceptionally, and in the case of
National (Specialist) units, attendance may include the periods
between leaving home and arrival at place of duty and vice-versa
provided they are spent wholly on travelling to and from the place of
duty (or necessary overnight detention when travel is impossible) and
provided that the travelling time of any single journey exceeds 2 hours.
The minimum period of 4 hours actual training must not include
travelling time (see also 04.0222 – 04.0224).
b.
The travelling time of staff officers and other personnel who are
required to travel to a place other than their normal duty station to carry
out military duties is admissible for pay and bounty purposes.
Examples of such travel are for the purpose of carrying out a
reconnaissance of a range or training area for future military activities,
attendance at conferences, meetings, presentations or seminars, or
staff visits to other units or headquarters.
04.0217.
In addition to the above:
a.
The period of duty whether a quarter, half or three quarter-day
may be counted against the unit’s allocation of military training (Man
Training Days (MTDs)) and will qualify towards the individual’s
reckonable time for payment of the bounty.
b.
When a quarter, half or three quarter-day’s pay is issued for a
day preceding or succeeding a full day, weekend or camp, care should
be taken to ensure that the conditions of 04.0206 are observed.
04.0218.
In the following cases, individuals are entitled to pay, but the
periods of duty do not count towards qualification for the payment of bounties
or towards the issue of the Certificate of Efficiency.
a.
Individuals who guard their normal duty station will receive one
day’s pay for each day’s duty, provided that a minimum of 8 hours is
spent on duty in that day.
b.
Attendance at the Central Meetings of Service Rifle Associations
and attendance at Service sponsored National Rifle Association (NRA)
events in accordance with single-Service regulations.
Pay During Trial by Court Martial
04.0219.
An individual charged with an offence to be tried by Court
Martial, will receive pay for any day of attendance before an inquiry concerned
with matters for which the charge arose and for all the days spent in military
custody until the charge is dismissed or the individual is acquitted, or found
JSP 754
Edition 19 dated 1 Oct 13
4–2–7
guilty and such finding is promulgated. Thereafter the provisions of Chapter 3
Section 13 apply.
Regular Reserve
04.0220.
A member of a Regular Reserve Force who attends training
authorised under the appropriate Reserve Forces’ regulations is to receive the
pay of their rank for the period of training or other duties authorised by their
CO in accordance with the provisions of 04.0206 – 04.0207.
Medical and Dental Officers
04.0221.
The pay structure for Reserve medical and dental officers
(MODOs) is covered in Chapter 5 Section 1. Their pay is attendance-based
and is subject to the regulations set out in this Section. However, specific
attendance-based rules for this group apply as follows:
a.
Where one MODO is relieved by another at annual training
camp, both may receive pay for the day of handover provided that both
officers are in camp on that day.
b.
Where a second MODO is employed in a unit where the
establishment is for only one, the second may not receive pay for more
than 15 days annual training in any one year.
Travelling Time
04.0222.
Days of arrival at or departure from annual camp are to count as
days of training for pay, incremental progression and bounty purposes.
04.0223.
Travelling time outside the programmed duration of the training
periods referred to will not reckon as training for bounty or attendance
qualifying towards the issue of the Certificate of Efficiency. However, pay for
such days may be issued in accordance with 04.0206 – 04.0207 for periods of
training exceeding 8 hours of which at least 4 hours is actual training as
follows:
a.
When travel is unavoidable on the day before the training starts
that day is to count for pay.
b.
When travel is unavoidable on the day after the last day of the
period of training that day is also to count for pay.
c.
If the training starts on a Monday and travel on the preceding
Saturday is unavoidable, pay is admissible for the intervening Sunday.
The Saturday is also to count for pay.
d.
In all other circumstances the CO of the Unit may exceptionally
authorise the issue of pay for travelling time, subject to the individual
proving that financial loss has been incurred.
JSP 754
Edition 19 dated 1 Oct 13
4–2–8
04.0224.
In authorising any claims for travelling time, line managers are
required to satisfy themselves that:
a.
Travel on any day preceding the start of actual training was
essential.
b.
That the start time for the journey was reasonable, e.g. that the
individual did not leave earlier than necessary solely for the purposes
of qualifying for a full day’s pay. An exception to this may only be made
where an individual has forfeited a day’s civilian pay in order to make
the journey.
Disability and Illness during Training
04.0225.
When individuals have commenced, but are unable to complete
a period of paid training due to disability or illness, they will continue to be
paid up to the end of the period for which they were required for training
subject to the following conditions:
a.
Pay is not to be issued for more than 30 days from the
commencement of a disability or illness not due to military service.
b.
If the disability or illness is due to military service and extends
beyond the training period for which the individual was required, then
disability allowance will become payable (see Section 4).
c.
This period shall not preclude incremental progression.
04.0226.
Reservists who are Government employees in civil life will not
be eligible (except during any period for which special paid leave has been
arranged) to receive more public funds during the period of injury or illness
than their Service pay or their ordinary full civil pay, whichever is the greater.
An appropriate reduction is to be made in the amount which would otherwise
be issued to such Reservists in order to bring their total emoluments from
public funds within the maximum amount permitted. In all such instances, the
Government Department employing the Reservist and the Joint Personnel
Administration Centre (JPAC) are to be notified of all details by the unit
concerned, and wherever necessary JPAC is to ensure that the Service
Person’s pay (or disability allowance) is abated by the appropriate amount.
Pay for non-working Saturdays, Sundays and Public Holidays
04.0227.
Pay will only be admissible on non-working Saturdays, Sundays
and/or public holidays provided they fall within a period of attendance for an
authorised course of instruction or for an attachment. The Saturday, Sunday
and/or public holiday must be between 2 working days. Such payment will
only be authorised for an individual if they are unable to travel home at public
expense, and in no circumstances will pay be authorised in addition to travel
at public expense. For those serving on ADC, pay for Saturdays, Sundays
and Public Holidays may only be paid up to the maximum of an individual proJSP 754
Edition 19 dated 1 Oct 13
4–2–9
rata leave and public holiday entitlement. The regulations relating to travelling
time are at 04.0222.
Additional Duties Commitment
04.0228.
An individual serving on an ADC is eligible to be paid for public
holidays and stand downs granted in accordance with JSP 760.
04.0229.
ADC personnel will be eligible for paid annual leave subject to
operational requirement and the exigencies of the Service. There will be no
compensation for untaken leave at the end of a commitment.
04.0230.
ADC personnel will also be eligible to normal rates of pay for any
days of sickness on which they would normally be required to work as
indicated in their commitment terms. The individual will be entitled to sick
absence with pay for those days of the commitment missed due to sickness.
An individual may be required to be examined by a Service doctor and have
their pay discontinued if the Service doctor advises that they are fit to return to
work and does not do so. For example; for a commitment based on working,
say, 15 days a month where the programmed/planned working days are
Monday, Tuesday and Wednesday, then sick pay is only admissible for those
days of the week. If the same individual has another part-time job for
Thursday to Sunday and the sickness is attributable to Service, there may be
a case for paying Disability Allowance for up to 26 weeks in accordance with
Section 4.
Suspension, Forfeiture and Cessation of Pay
04.0231.
This Section should be read in conjunction with Chapter 3
Section 13, which deals with the overarching rules on suspension, forfeiture
and cessation of pay.
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4 – 2 – 10
CHAPTER 4
SECTION 3
COMMENCEMENT OF PAY AND SUBSEQUENT INCREMENTAL PAY
PROGRESSION– RESERVE FORCES PERSONNEL
Aim
04.0301.
To define how and when a new entrant’s entitlement to pay will
commence.
Scope
04.0302.
This Section covers Reserve Force personnel in the main Armed
Forces’ Pay Review Body (AFPRB) remit group 1.
Officers Pay on Entry 2
04.0303.
No Previous Military Service. On entry as potential
commissioned Reserve Forces Officers the level of entitlement to pay will be
determined in accordance with 04.0306 – 04.0307. Individuals will continue to
be paid as an OR until successful completion of training prior to attendance at
their Initial Officer Training (IOT) course. Once the candidate commences the
IOT Course, with effect from 1 April 2013 for the Army and RAF, and with
effect from 1 September 2013 for the RN and RM, all Direct Entrant officers
will join at IL 5 on the OF1 range. On completion of IOT/ROIT they will
progress incrementally in accordance with published single Service early
officer career management policies 3. After promotion to OF2, normal Yearly
Incremental Progression (YIP) will occur on the anniversary of their
Incremental Base Date (IBD).
04.0304.
Personnel Already Serving as Other Ranks. Serving noncommissioned personnel undergoing IOT will be paid in accordance with
05.0305.
04.0305.
Professionally Qualified Officers. Certain individuals may be
granted a commission immediately on entering one of the Reserve Forces on
account of their professional status. Unless covered by separate pay
arrangements because of their status (see 04.0107), individuals will be paid
from the OF1 pay range at a minimum of IL 5; the appropriate Service
Manning Authority will determine the amount of seniority that should be
awarded in respect of relevant qualifications.
1
All Reserve personnel up to OF6. Personnel of OF7 rank and above are paid in accordance
with Chapter 5 Section 13.
2
Arrangements for determining Officers’ Pay on Initial Entry underwent significant change
during 2013 as detailed in 2012DIN01-235.
3
As originally outlined in AP 3392 Vol 7 – Regulations for Reserve Air Forces and 31/12
dated 1 Aug 12 and 16 Aug 12 respectively; RN Galaxy Message 30-2012 dated 4 Oct 12;
and Army Briefing Note 101/12 dated 5 Nov 12.
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Other Ranks Pay on Initial Entry (No Previous Military Service)
04.0306.
Entitlement to pay will commence from, and include, the day of
an individual’s first period of training or duty after attestation. On initial entry
(enlistment) into the Reserve Forces, individuals will be allocated to the New
Entrant Rate of Pay (NERP).
04.0307.
Personnel allocated to the NERP will remain on this rate of pay
for one calendar year or until completion of basic trade or special to arm
training as defined by single-Service trade sponsors whichever is the earlier.
Thereafter, personnel will be allocated to a trained trade for pay category and
paid from the OR main pay spine on IL 1 of the appropriate pay range for their
rank, branch or trade. The date of transfer to this IL will become the
individual’s initial Incremental Base Date (IBD) for incremental purposes.
Thereafter progression will be in accordance with the rules at Chapter 3
Section 4.
Immediate Transfer from the Regular Forces
04.0308.
Individuals who transfer into the Reserve Forces from the
Regular Forces will be paid at the same IL within the pay range and spine on
the Reserve pay structure as applied in the Regular Forces, assuming there
are no other changes in employment status (such as a change of trade or
branch).
Entry to the Reserve Forces, Call-Out and Recall with Former Regular
Service
04.0309.
Entrants to the Reserve Forces with former Regular service,
Regular Reservists who are called out for mobilised service and former
Regulars who are recalled will be paid on the lowest IL for the rank in which
they are employed. Any former Service declared on re-employment is to be
confirmed by the appropriate Service Manning Authority, and pay will be
reassessed to count the former Service towards incremental pay from the
date of employment, thus realigning the individual’s IL on the appropriate
range.
04.0310.
If entry is at a lower rank then former Service in both lower and
higher ranks should be used to determine the appropriate IL. Personnel
should not, however, be able to earn a higher rate of pay than they could have
earned if they rejoined in the previously held higher rank.
Other Ranks Awaiting Enlistment or Re-engagement Approval
04.0311.
An OR who undertakes training while waiting for their enlistment
or re-engagement to be approved is entitled to pay carried out from the date
of attestation. If enlistment or re-engagement is not approved, pay is not
permissible for any period after this decision has been communicated to the
individual.
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University Cadets
04.0312.
Cadets serving in the University RN Reserve Units (URNU),
Officer Training Corps (OTC) and Royal Air Force Volunteer Reserve
(University Air Squadron) (RAFVR(UAS) will join the pay table at OF 1 IL1
where they will remain until they graduate. University Officer Training Cadets
(UOTCs) will join at OF 1 IL1 until they have completed at least 1 year’s
service and passed MTQ2 when they will move to OF 1 IL 3 where they will
remain until they graduate.
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JSP 754
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CHAPTER 4
SECTION 4
DISABILITY ALLOWANCE – RESERVE FORCES PERSONNEL
Aim
04.0401.
Allowance.
To define the rules applicable to the payment of Disability
Scope
04.0402.
The rules in this Section apply to attendance-based paid
1
Reservists eligible to receive a Disability Allowance and Treatment Allowance
as described below. Terms and conditions relating to the discharge of
attendance-based Service personnel on medical grounds and appropriate
pension regulations are covered in JSP 764.
Definitions
04.0403.
Disability Allowance. Disability Allowance is a temporary nontaxable allowance paid in lieu of their pay to attendance-based Reservists
incurring an injury or illness while on duty providing the injury or illness can be
directly attributed to the Service and the individual is likely to return to duty
and therefore retained in the Reserve Service.
04.0404.
Total Incapacity. The term total incapacity is used when an
injury or illness renders a Service individual totally incapable of performing
any type of military duty. In such instances an individual is to obtain a
supporting statement from their medical authority which is to be endorsed by
the individual’s Commanding Officer (CO).
04.0405.
Partial Incapacity. The term partial incapacity is used when an
injury or illness renders a Service individual incapable of performing some but
not all military duties. In such circumstances, the appropriate medical board
will provide details of such limitations in their report.
Entitlement
04.0406.
A Reservist will only be entitled to Disablement Allowance if the
injury or illness is attributable to Reserve service. Such injury must be
certified by a competent medical authority, and authorised by the individual’s
CO. Wounds or injuries sustained in the following circumstances, unless due
to the negligence or misconduct of the individual, are normally regarded as
attributable to service. They include:
1
Attendance-Based Reservists are those serving under s22 and 27 of the RFA 96 or on
ADCs.
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a.
Those arising while on duty, including training, permanent
service.
b.
Those occurring on Service premises during attendance for the
purpose of training, whether or not arising directly from training, but not
during attendance for amenity purposes unless formally recorded as
training.
c.
Those occurring while proceeding directly to and from training;
travel on detached duty from their unit; travel to and from operations
and exercises overseas; and travel from home to duty only when
recalled to duty for emergency reasons. It will not cover travel in their
own, public or official Service transport from home to their unit.
d.
Those injuries incurred during rest and recuperation activities
carried out during periods of training only when the activity was formally
organised and supervised in accordance with JSP 765.
04.0407.
Disability Allowance is not payable for a day when pay is in issue
(see 04.0226).
04.0408.
Individuals may only receive Disability Allowance after being
released from a period of Service training or duty as a result of a Service
Medical Authority certifying that the individual is unable to fulfil any military
duties and their injury or sickness precludes them from resuming their normal
civilian employment.
Assessment of Disability Allowance Claims
04.0409.
Claims should wherever possible be submitted within one month
of the wound or injury being incurred. Any claims submitted later than this are
to be accompanied by a statement by the individual’s CO explaining the
reason for the late submission. Any claims for Disability Allowance caused by
an individual’s misconduct or negligence may be subject to reduction or
dismissal according to the circumstances of the case. Claims are to be
submitted through single-Service chains of command through to the SPVA for
approval and payment by JPAC.
Eligibility to Receive Pay
04.0410.
Non-Attributable Disabilities. Where a disability is not due to
Reserve service but occurs during a period of training for which pay is
admissible, the individual will receive pay up to the end of that training period
providing this period does not exceed 30 days from the date that the nonattributable disability occurred, even if the training is scheduled for more than
30 days.
04.0411.
Attributable Disabilities. Where an attributable disability occurs
resulting in total incapacity, full pay and allowances are to be paid to an
individual until the end of the training period. If it is apparent that the
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incapacity is likely to continue beyond the end of the training period, the CO is
to ensure that the individual submits a claim for Disability Allowance, and is to
organise this with the Unit HR Admin Staff. If it was not apparent prior to the
end of the training period that the individual would not recover, following the
training period the individual is to submit a claim for Disability Allowance
through the Unit HR Admin Staff.
Payment Conditions
04.0412.
Maximum Period of Allowance. An individual who is totally
disabled as a result of an injury or illness attributable to the Service may be
granted Disability Allowance during periods of total incapacity, for a period of
up to 182 days from the date on which the wound or injury was sustained, or
on which the individual was first incapacitated by the disease. Exceptionally,
where there is a recurrence arising from the same injury or illness, this period
may be extended.
04.0413.
Full Incapacity. Disability Allowance will be issued until the
Reservist is pronounced fit by the individual’s own doctor to resume civil
employment or for a period of up to 182 days, whichever is the sooner. Under
no circumstances will an individual in receipt of Disability Allowance for total
incapacity be permitted to attend any training, and in cases of belated
payment claims, the CO is to attach a statement to the claim giving details of
any training undertaken by the individual since the injury was incurred and
explaining why such training was carried out. If an individual who has ceased
to receive Disability Allowance submits a further claim for the same disability
within one month of cessation of the payment, payment may be resumed,
provided that the further period of incapacity is still within 182 days of the date
of the original wound or injury.
04.0414.
Once a Reservist has received Disability Allowance for 4 months
they are to be examined by a medical board, and the board is to assess the
degree of disablement which will determine the individual’s allowance at
pension rate when the allowance at pay rates ceases after the 182 day point.
Claims for Disablement Allowance in excess of the 182 day period will attract
payment of the allowance at pension rates as detailed in 04.0415. Where the
findings of the medical board are delayed or no board is convened on expiry
of the payment of the allowance at pay rates, an interim award at 50% of the
pension rate may be made on production of a medical certificate relating to
the injury. On receipt of the findings of the board, payment will be adjusted to
take account of the findings of the board.
04.0415.
Partial Incapacity. Where an individual suffers a wound or
injury which results in partial incapacity and is therefore unable to perform the
full range of military duties, payment of the Disability Allowance at pension
rates may be authorised. In addition, the Disability Allowance at pension rates
may also be payable to an individual submitting a claim, who has ceased to
be eligible for Disability Allowance for total incapacity. To receive such
payment, the individual must attend and participate in training and duties
within the limits prescribed by the medical board (which is responsible for
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providing details of the limitations on the activities to be undertaken). Failure
to attend training without good cause would justify the CO to take steps for
formal warning for failure to attend as set out in single-Service regulations.
Payment will continue, subject to reviews by the medical board and the
payment will continue to be paid until the individual is either discharged from
the Service or regains full fitness. The rate of allowance payable at the
pension rate will be determined by the degree of disability based on the
findings of a medical board. When an individual does not qualify for payment
of Disability Allowance at pension rates, a Disablement Gratuity may be
authorised.
04.0416.
A hospitalised individual may authorise the payment of Disability
Allowance to their spouse.
Cessation of Disability Allowance
04.0417.
Disability Allowance is to cease on retirement, discharge or callout and when an individual is able to resume normal duties and recommences
their entitlement to pay. COs are responsible for notifying the Joint Personnel
Administration Centre of circumstances where an individual in receipt of
Disability Allowance is due to retire, resigns or is discharged.
Extension of Service
04.0418.
COs must advise the manning authority of any proposals to
extend the service of an individual in receipt of Disability Allowance. A
decision on retention or discharge should be taken by the manning authority in
conjunction with the medical evidence. Receipt of Disability Allowance is no
bar to administrative discharge and any decision to authorise re-engagement
or retention is to be made to meet the needs of the Service and a medical
prognosis that the individual will be fit to return to full duties (without
entitlement to Disability Allowance) before their planned exit date. If the
medical prognosis is not fulfilled, the individual is to be medically discharged
at their exit date.
Additional Duties Commitment
04.0419.
The parameters in 04.0406 – 04.0408 apply equally to personnel
serving on an Additional Duties Commitment (ADC) except that, for the duty
days of the Commitment, the Reservist’s normal Service pay rate is
appropriate.
Rate of Disability Allowance
04.0420.
The calculation to determine the payment of Disability Allowance
is based on the individual’s substantive rank. For total incapacity, payment
consists of a basic payment equivalent to the full rate of Reserve pay in issue
on the date that the wound, injury or illness was sustained or the date on
which the individual was first totally incapacitated. For the individuals in
receipt of substitution pay, the rate of Disability Allowance is to be based on
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the individual’s substantive rank. For individuals in receipt of pay for an acting
higher rank, this will only be taken into account if the qualifying period specific
to the individual for pension purposes is met (dependent upon the pension
scheme that the individual is in).
04.0421.
Where a Reservist’s pay includes Recruitment & Retention
Payment (RRP), this is only to be included in the level of Disability Allowance
payable for the first 91 days.
04.0422.
The level of Disability Allowance issued beyond the end of the
original duty period is to be abated by the amount of Jobseeker’s Allowance, if
in issue, or any National Insurance sickness benefit payable, which should be
paid by the civil employer or claimed by the Reservist from the local office of
the Department for Work and Pensions (DWP). Any other payments received
from public bodies or corporations (including for example the DWP) received
in respect of the same wound, injury or illness will be deducted from the level
of Disability Allowance issued, but payments funded by private employers will
not be deducted. If the total amount of sick pay received by an employee of a
public body or corporation is equal to, or exceeds the appropriate rate of
Disability Allowance, the allowance will not be payable and any overpayment
will be recovered by JPAC in accordance with 04.0222.
Treatment Allowance
04.0423.
If an individual in receipt of Disability Allowance at pension rates
requires further medical treatment for the attributable injury and attendance
involves loss of earnings, the JPAC will authorise payment of the Treatment
Allowance subject to the conditions outlined below:
a.
Treatment Allowance may not be paid for more that 8 weeks.
b.
The individual must either be undergoing hospital treatment as
an in-patient, or attending hospital as an out-patient at least 3 times a
week.
c.
Evidence of attendance is to be supported by medical
certificates and loss of earnings supported by and employer’s
statement.
d.
The individual must not participate in any training or duties.
04.0424.
The total amount received by the individual as treatment
payment will increase the total amount paid as Disability Allowance to 100%
Disability Allowance at pension rate.
Pension and Gratuity
04.0425.
An individual who is medically discharged as a result of a
disability (whether full or partial) may be eligible for attributable benefits from
the Ministry of Defence under the Reserve Forces (Attributable Benefits)
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regulations or Armed Forces’ Compensation Scheme (JSP 765) depending on
the date and cause of injury.
Claims
04.0426.
It should be noted that the provisions of this Section do not
preclude the rights of individuals to make a claim in Common Law against the
Ministry of Defence, or other third party, for compensation for a personal
accident or injury due to negligence. However, any compensation awarded
for loss of earnings for the same injury or illness would be abated by any
Disability Allowance and/or Treatment Allowance received.
Business Process Guide
04.0427.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=9700
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JSP 754
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CHAPTER 4
SECTION 5
BOUNTIES – RESERVE FORCES PERSONNEL
Aim
04.0501.
To define the regulations under which the annual tax-free
bounties are paid to entitled Volunteer Reservists.
Introduction and Scope
04.0502.
The types of bounty available to Reserve personnel are shown
at Annex A to this Section. With the exception of HRR, Ex-Regular Officers
and ORs Training Bounty, which are paid at a single rate, all others are paid at
different rates depending upon the number of years Service provided by an
individual.
04.0503.
Bounties are paid to entitled individuals who complete a
specified annual training requirement. If for any reason a bounty is withheld,
in the following year an individual will be entitled to the bounty they would
have received in the preceding year. For example, if a bounty is withheld in
the first year, but the individual qualifies for a bounty in their second year, then
the bounty will be payable at the year 1 rate. This will also apply in
succeeding years so the year 2 rate will be payable in year 3 and so on.
04.0504.
Details of the eligibility criteria for each are explained in this
Section, along with general principles which apply to all forms of bounty.
04.0505.
The rates payable for each of the bounty types, and the different
levels within those types, where applicable, are recommended by the Armed
Forces’ Pay Review Body (AFPRB) and promulgated annually by CDP
Remuneration in a Directed Letter.
Certificate of Efficiency
04.0506.
In all instances, other than a HRR bounty (see 04.0535), a
bounty will only be paid on receipt of a Certificate of Efficiency (which will
confirm that the appropriate attendance, training requirements and training
performance standards have been met) from the individual’s Commanding
Officer (CO) (issued on either an individual or group basis).
Previous Service
04.0507.
Previous full-time service in any of HM Regular Forces, or
service in any of the Reserve Forces in which the full training bounty has been
earned by the completion of obligatory training 1, may count towards qualifying
1
Service as a University Cadet does not count towards full training commitment bounties.
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service for higher rates of bounty, provided such service terminated less than
3 years before joining/re-joining any of the volunteer Reserve Forces.
Previous Regular service does not automatically entitle an individual to the
Year 5 bounty rate. The following table shows the rate of bounty that is
awarded when a reservist qualifies for bounty in their 1st year with any
previous qualifying service included:
Years Previous Service
0
1
2
3
4
Bounty Rate to be Awarded
Year 1
Year 2
Year 3
Year 4
Year 5
04.0508.
A member of a Regular Reserve Force who undertakes training
under s22 or s27 of RFA 96 (obligatory training or voluntary training or other
duties) and who subsequently joins a volunteer Reserve Force may count the
Regular Reserve Force training undertaken during the same training year
towards their volunteer Reserve Force Bounty. If a Regular Reservist who
has already received the Regular Reserve Training Bounty qualifies for the
Volunteer Reserve Forces’ Bounty, payment is to be abated by the amount
already received for the Regular Reserve Training Bounty.
Pregnant Servicewomen
04.0509.
The Ministry of Defence (MOD) is committed to ensuring that
bounty qualification rules are fairly and sensibly applied to entitled pregnant
reservist servicewomen. Chains of Command and COs are to observe the
following principles in determining qualification for annual training bounty (or
that for the Lower Annual Training Commitment if appropriate) by entitled
Reservist servicewomen during pregnancy:
a.
Every opportunity is to be allowed for a pregnant reservist to
fulfil her bounty earning obligations.
b.
Servicewomen are not to be prevented from attending for
training on grounds of pregnancy. It may be that alternative tasks or
duties need to be identified to make up the training, but pregnant
servicewomen should be allowed to continue to attend training for as
long as they feel able.
c.
A bounty is not to be denied on the sole ground that a pregnant
servicewoman has not been available for call-out for at least 9 months
of the training year.
d.
A bounty is not to be withheld simply because a pregnant
servicewoman is unable to complete or attempt some of the
compulsory annual test requirements.
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e.
A Reservist servicewoman may receive her training bounty
where there are reasonable grounds to conclude, on the balance of
probabilities, that she would have received such a payment had she
not become pregnant i.e. where the servicewoman had received
training bounty on a regular basis in the past.
Advances of Bounty
04.0510.
Advances of Bounty are not permitted.
Special Conditions
04.0511.
Payment of Bounties on Death. In the event of death during
training, any bounties due are payable. In each case the CO is to certify that
the individual concerned had not indicated their intention of leaving the
Reserve Service. If an individual dies during the course of the Service year
other than during training, and provided they have completed their mandatory
training, their estate is to receive the full training bounty to which they would
have been entitled. The CO is to certify in every case that the full bounty
would otherwise have been paid at the end of the Service year if the individual
had not died. If an individual dies in the first or last year of expected service
then the proportion of the bounty that would have been otherwise due will be
paid, provided they have completed their mandatory training.
04.0512.
Transfer to Regular Armed Forces. If a Reservist breaks their
engagement to join the Regular Armed Forces on a Career engagement, or in
the case of the Territorial Army (TA) to join the Non-Regular Permanent Staff
(NRPS), before the end of the Reserve Service year they will receive a
proportion of the full training bounty in accordance with 04.0515b provided
that no other bounty payment has been made for this period of service.
04.0513.
Withholding a Bounty. All or part of a bounty may be withheld
in accordance with 04.0104.
04.0514.
Suspension of Qualifying Entitlement. Qualifying entitlement
to any bounty will be suspended when called out for permanent service except
when such permanent service is authorised to count in lieu of obligatory
training.
The Reserve Year
04.0515.
Unless otherwise specified, the Service Year for Reservists runs
from the date of commissioning or enlistment on their current engagement.
However, all full annual training bounties (and lower annual training bounties
(see below)) are based on the Reserve Year which commences on 1 April and
ends on 31 March. As the Service Year and Reserve Year are unlikely to
coincide, payments will be paid on a proportionate basis as follows:
a.
In the first and last years of service, payment of one twelfth of
the Annual bounty will be paid for each month of completed service.
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Such payments are subject to the individual receiving a completed
Certificate of Efficiency for the periods to confirm that the full training
commitment has been completed. If an individual has not completed
the minimum training requirement in their first, or subsequent years, the
bounty will be withheld until such time as the Certificate of Efficiency is
received, at which point the first year’s bounty will be paid
retrospectively up to the 31 March only.
b.
No person may receive more full bounty entitlements than they
have complete years of service. The payment of one twelfth of the
annual bounty per completed month in a Training Year is subject to the
CO’s Certificate of Efficiency and the following limitations:
(1)
On non-voluntary premature termination of service, the
whole of the training obligation must have been satisfactorily
completed.
(2)
For an incomplete Training Year (i.e. entry in mid-Training
Year), the annual camp 2 requirement and a proportionate
amount of Out-of-camp 3, as specified by the OC Unit, must have
been satisfactorily completed.
(3)
For exit in mid-Training Year, as a result of having entered
in mid-Training Year, the full training commitment must be
completed.
c.
Payments will be processed 1 April each year at the rate in issue
on that date. The payment will be for training completed in the year
immediately prior to 1 April of that year and will be paid at the end of
the April pay period. All part year payments will be made at the rate
currently in issue.
d.
Extensions to Training Year. When it has not been possible
for a Reservist to complete his in annual camp or out of camp training
by 31 March because of illness or for valid business reasons or, in the
case of a recruit, because there has been insufficient time allocated for
training since his enlistment, the Commanding Officer may grant an
extension up to 30 April for the training bounty. A further extension up
to 30 June may be authorized by the next higher authority within the
Chain of Command. Exceptional extensions beyond these limits may
be granted on the authority of the JPAC to personnel who have been
2
The term “Camp” is used generically and covers Operational Capability Training (OCT) for
the RNRRMR, Annual Training Camp for the Army and Annual Continuous Training (ACT) for
the RAF.
3
The term “Out-of-Camp” is used generically and covers Support Activity (SA) for the
RNR/RMR and Additional Training Requirement for the RAC.
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mobilized. Extensions are not to be authorized for members of Units
who are required to complete less than 15 days training.
Mobilisation
04.0516.
The obligation to complete annual training requirements is
unaffected by any period of permanent service, but training completed during
mobilisation and deployed duty may, when authorised, count for bounty
qualification in the year in which it is completed.
a.
Call-Out During Annual Camp. Personnel taken into
permanent service during Annual Camp who have signified their
intention of attending for the full period of training will, for the purpose
of assessing entitlement to bounty, be regarded as having attended the
specified period of annual camp.
b.
Call-Out Prior to Annual Camp. Personnel taken into
permanent service prior to attending Annual Camp may, for bounty
earning purposes, count 16 days of mobilised service in lieu of
continuous training. Additionally, if this period, or an additional period
of 16 days mobilised service falls during 01 January to 31 March, it
may be allowed to count in lieu of Annual Camp for the following
training year if this years training requirement has been met by this
date. It is therefore possible to earn exemption from Annual Camp for
both the present and following training years if mobilised for more than
30 days, and if at least one period equalling or exceeding the training
requirement, of that mobilised service falls in the period 1 January - 31
March).
c.
Non-continuous Training. The proportion of the training year
spent on permanent service may count for the same proportion of the
non-continuous training requirement in that same year. So that, for
example, one calendar month of mobilised service may count as one
day towards any additional training requirement for bounty purposes
where the non-continuous training requirement is for 12 days.
However, in all cases, at least one day’s non-continuous training must
be undertaken with the individual’s parent unit, this training must be
completed in the training year either before or after the period of
mobilisation.
d.
Additional Training Requirements (see 04.0517). The training
qualification requirement remains unaffected by any period of
permanent service, but training completed during mobilisation and
deployed duty can count for bounty in the year in which it is completed,
if recorded properly. Service discretion to vary the training requirement
is allowed in consideration of individual cases.
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Full Annual Training Commitment Bounty
04.0517.
A tax-free Full Annual Training Bounty is paid to personnel who
meet their annual training obligation. Reservists must fulfil all the minimum
training criteria as determined by the Unit’s Command HQ:
a.
RNR. The Annual Training Commitment for members of the
RNR comprises a combination of Operational Capability Training (OCT)
as defined by each individual's Personal Training Plan (PTP) and
Support Activity (SA). Additional OCT may be undertaken in lieu of SA
but not vice-versa. The minimum Annual Training Commitment which
is required for the award of Annual Training Bounty, which varies
between Lists is as follows (RFA 96 s22 (2) refers):
List
1
2
3
4
5
6(No Bounty)
7 a, b, and c 4
Sponsored Reserves
Annual Training Commitment
OCT(Days)
SA(Days)
12
0.5
17
0
12
12
12
6
12
0
0
0
iaw BR 60A 0709
b.
RMR. The minimum Annual Training Commitment for members
of the RMR, which is required for the award of Annual Training Bounty
is as follows (RFA 96 s22 (2) refers):
List
1
2
3 (see 04.0524)
c.
Annual Training Commitment
Continuous
Non Continuous
14
12
No Bounty
14
12
Army.
(1)
Regional (Independent) members of the TA are required
to complete 12 days Out of Camp training in addition to the 16
days continuous (In-Camp) training, equating to a total of 27
days MTDs per year as a minimum for full Bounty qualification.
(2)
National (Specialist) members of the TA are required to
complete 4 days Out of Camp training in addition to the16 days
continuous (In-Camp) training, equating to a total of 19 days
MTDs per year as a minimum for full Bounty qualification.
4
Training Officers and student members of the URNU are encouraged to complete 42 training
days per annum of which 12 should be continuous. To qualify for Bounty URNU Training
Officers must complete 22 days training and student members 24.
JSP 754
Edition 19 dated 1 Oct 13
4–5–6
d.
RAF. Satisfactory completion of 15 days Annual Camp (known
as Annual Continuous Training) or on an approved course in lieu to the
required standard and 12 days or 96 hours (or a combination of days or
hours) additional training to complete annual training requirement to the
required standard.
04.0518.
In addition, to receive the bounty payment, individuals may be
required to complete satisfactorily any other annual requirements as
mandated by single-Service Command HQs. For example, an annual fitness
test. Volunteer Reservists may count mobilised service towards their bounty
earning obligations as laid down in 04.0516 and 04.0525.
04.0519.
Exceptions to annual training requirements may apply only when
the Command HQ determines that, for operational reasons, the minimum
annual training obligation for a specific unit/individual may be waived.
Applications for such dispensation with full details are to be forwarded to the
single-Service Command HQ for approval and then to the JPAC for payment.
Guidance may be sought from RF&C Cap Pers 1.
04.0520.
During training years when no arrangements are made for an
annual camp or other obligatory training, the Unit’s Command HQ may issue
special instructions regarding payment, or part payment of the annual bounty.
04.0521.
Incomplete Training. Personnel who commence the
mandated training period as shown at 04.0517, but who are unable to
complete the training due to circumstances beyond their control, and are
unable to undertake the training at any other time may, following the
recommendation of their CO, and on the authority of the higher Chain of
Command, be regarded as having attended such training for the purpose of
assessing training bounty. Approved applications are to be forwarded to
JPAC for payment.
04.0522.
Training Qualification Periods. Personnel may be allowed to
count a period of Annual Camp from a different qualifying Reserve Year
towards a bounty for a year in which they had no opportunity of attending
annual camp in either of the following circumstances:
a.
When, owing to a variation from year to year in the dates of
Annual Camp an individual has no opportunity of attending Annual
Camp in one year but have the opportunity of attending twice in a
subsequent year,
b.
When, an individual attends for 2 periods of Annual Camp in one
year but will serve a subsequent year without an opportunity of
attending Annual Camp.
04.0523.
Full details of training requirements for the Reserve Forces are
contained in single-Service Reserve Force Regulations made under the
Reserve Forces Act 1996 (RFA 96), namely BR60, BR60A, BR63, BR64,
the Compendium of Reservist Regulations and Administrative
JSP 754
Edition 19 dated 1 Oct 13
4–5–7
Instructions for the Army 1997 (AC63819), TA Regulations 1978, Air
Publication 3392 Volume 7.
04.0524.
Full Time Reserve Service (FTRS) comprising Full
Commitment (FC), Limited Commitment (LC) and Home Commitment
(HC). FTRS is a period of service undertaken by a member of a reserve
force, in accordance with Sect 24 RFA (96), to fill a specific FTRS post for a
set period of time that is formalised by means of an FTRS Commitment.
Bounty is paid to members of the volunteer reserves for completing training
under Sects 22&27 of the RFA(96), therefore completing service under Sect
24 alone does not qualify for Bounty. While serving on FTRS a reservist has a
continuous liability for duty and therefore should not undertake, concurrently,
paid employment under Sect 22 & 27.
04.0525. A Reservist serving on FTRS(FC,LC,HC) is not entitled to
Bounty if such service covers the whole of the Reserve Year unless:
a.
Within any Reserve Year, the individual begins FTRS having
already completed the Bounty earning obligation.
b.
Having been released from the period of FTRS, the individual is
able to complete the Bounty earning obligation before the end of the
Reserve Year.
c.
The individual is able to complete the Bounty earning obligation
in the Reserve Year either before and/or after the intervening period of
FTRS.
d. Where all or part of a Reservist’s training year is served on an
FTRS commitment, this may count in lieu of the annual camp
requirement, but not in lieu of non-continuous training requirement, for
bounty earning purposes subject to the following conditions:
(1). 16 days of FTRS(FC, LC or HC) may count as the annual
camp requirement in the same year only where the CO is satisfied
that the period of FTRS was relevant to the individual’s role as a
volunteer reserve. Annual camp is a maximum period of 16
consecutive days comprising 2 or 3 periods of continuous training,
where at least one period must not be less than 8 consecutive
days. Where such service is less than the requirement shown in
04.0517, the balance of days required to meet the annual camp
requirement must be made good by attending additional out of
camp training. However, in all cases, at least one day’s out of
camp training must be undertaken with the individual’s parent unit.
(2)
Where the aggregated period of time spent on an
approved short course (which is eligible to count in lieu of annual
camp) is less than the requirement shown in 04.0517, the balance
is to be made good by attending additional out of camp/additional
training.
JSP 754
Edition 19 dated 1 Oct 13
4–5–8
(3)
All or part of FTRS service during the period from 1
January to 31 March may be carried forward to count in lieu of
annual camp/continuous training for the following training year if the
training requirement for the current year has already been met by
that date, subject to the provisions of 04.0525d1 - 04.0525d2
above 5.
04.0526.
Defence Reserves Council Concessions.
Exceptionally
there will be occasions when individuals are mobilised to support operations
for short periods of less than 16 days, in such circumstances the following
rules apply:
a.
Where such periods of mobilised service during a training year
aggregate to 8 or more but less than 16 days, this service may count in
lieu of a reduced annual camp. The individual is to make good the
outstanding balance of in camp training by attending extra out of camp
training days.
b.
Where such periods of aggregated mobilised service during a
training year amount to less than 8 days, they may be aggregated with
a short course or courses and/or modular training amounting to a total
of 16 days to count in lieu of annual camp.
c.
Where periods of aggregated mobilised service during the
training year amount to less than 8 days, they may be counted in lieu of
out of camp training.
04.0527.
Additional Duties Commitment. Those serving on Additional
Duties Commitment (ADC) remain eligible to receive a training bounty
although ADC service will not count towards the qualifying criteria. To receive
a bounty, such personnel must undertake the mandatory training requirements
as laid down by their Chain of Command.
Lower Annual Training Commitment Bounty
04.0528.
In certain individual cases involving special business or
domestic reasons, an individual’s CO may permit them to undertake a lower
annual training commitment in return for a Lower Annual Training Commitment
Bounty 6. Parameters to be met in applying this reduced training liability are
detailed in single-Service Reserve Regulations. In all other respects the
payment criteria are the same as those for the Higher Annual Training Bounty.
5
Where a Reservist has qualified for Bounty having served on FTRS in any Reserve Year,
the total accumulation of pay and Bounty (grossed up to reflect rates of tax and ERNIC) is not
to exceed the gross annual emoluments payable had the Reserve Year been served on
regular rates of pay without entitlement to Bounty. In cases where rates are exceeded, the
Bounty payments are to be abated accordingly
6
Excludes Non-Regular Permanent Staff (TA) Staff Officers and soldiers.
JSP 754
Edition 19 dated 1 Oct 13
4–5–9
Ex-Regular Officers and Other Ranks Training Bounty
04.0529.
The Ex-Regular Officers and ORs Training Bounty is paid to all
ex-Regular officers and ORs who have a reserve commitment who undertake
5-10 days annual training as authorised by their CO. The Bounty is payable
on completion of the training required.
University Cadet Bounty
04.0530.
Cadets serving in the University RN Reserve Units (URNU),
Officer Training Corps (OTC), Royal Air Force Volunteer Reserve (University
Air Squadron) (RAFVR(UAS)) or the Tri-Service Defence Technical
Undergraduate Scheme (DTUs) may be paid a full training bounty under the
conditions in 04.0517 – 04.0524 except that the training year runs from 1
October to 30 September and Certificates of Efficiency will be issued on this
basis. Eligibility for such cadets’ training bounty is therefore to be reckoned
for training carried out between 1 October and 30 September and payment
will be made on 1 October each year based on the rate in issue on 1 April of
the same year. Officer cadets who are not discharged from the Reserves on
completion of their academic studies may not receive a second bounty in that
year. If an ex-officer cadet subsequently takes a commission as a Volunteer
Reserve, the period between 30 September and 31 March is to be considered
as a part first year of service for bounty earning purposes and payment will be
dependent on meeting the relevant criteria for the engagement on which the
officer has taken up their commission.
04.0531.
For personnel of the OTC, training at Basic Training Units is to
count in lieu of all or part of the annual camp.
Sponsored Reserves Operational Training Supplement
04.0532. Sponsored Reserves will qualify for the payment of the Sponsored
Reserve Operational Training Supplement (OTS) if they satisfactorily
undertake the required annual training obligation specified in an individual’s
employment agreement. In such instances, OTS is payable at the end of the
Reserve Year, except for the RAF SRs whose OTS is payable on the
anniversary of the Reservist being allocated to the post. RN/RAF SRs are
paid their OTS by their employers and the employer is reimbursed in bulk by
the MOD while the Army is responsible for the payment of the OTS to its
SRs. Individuals who fulfil the required training obligations are entitled to
receive half of the appropriate rate of full annual OTS, plus a further
proportion of the OTS calculated based on the Volunteer Reserves Bounty
rates and the number of Man Training Days (MTDs), as follows:
JSP 754
Edition 19 dated 1 Oct 13
4 – 5 – 10
Full annual bounty rate x MTDs completed 7
54
In these circumstances, the maximum number of training days that may be
used for the purpose of calculating bounty is not to exceed 27.
Reduced Annual Training Commitment Bounty
04.0533.
Personnel in the Reserve Forces entitled to a Reduced Annual
Training Commitment Bounty will receive a half of the full annual training
bounty plus a further proportion, calculated on the number of MTDs, using the
formula at 04.0532, noting that the RAFR (VRR) bounty is paid on the
anniversary of becoming RAFR (VRR). In these circumstances, the maximum
number of training days that may be used for the purpose of calculating
bounty is not to exceed 27.
04.0534.
If an individual separately becomes eligible for payment of a full
Annual Training Bounty, the total amount payable in any year is not to exceed
the value of the full Annual Training Bounty.
High Readiness Reservist Bounty
04.0535.
Individuals in the HRR are members of the Reserve Forces who
have accepted an increased liability for call-out under Part IV of RFA 96.
Such individuals are normally ex-Regular personnel or experienced Volunteer
Reservists who have and maintain the requisite skills for specific roles.
04.0536.
The HRR bounty is payable in addition to normal training bounty
and any call-out gratuity, providing all qualifying criteria are met. It is paid in
full on the anniversary of an individual joining the HRR or if the individual is
called-out under the provisions of Section 38 of RFA 96 and accepted into
permanent service on the following basis:
a.
If the special agreement is terminated due to acceptance into
permanent service in response to call-out under Part VI of RFA 96
then the bounty will be paid on a proportionate basis as described
below.
b.
If the special agreement has been in force for more than one
month but less than 12 months, except as provided in 04.0536d, HRR
bounty will be payable at a rate of one twelfth of the current rate for
each complete month. Any period of 7 days or less for which liability is
suspended because the individual has entered into a new qualifying
employment will not cause a reduction in bounty under this provision;
but any period in excess of 7 days will count for this purpose as if the
special agreement was not in force.
7
Not to exceed total requirement of MTDs for an individual.
JSP 754
Edition 19 dated 1 Oct 13
4 – 5 – 11
c.
Servicewomen who elect to terminate their HRR agreement
because of pregnancy, and those who continue HRR service until no
longer able to do so, are to be paid their full HRR Bounty whether or
not they elect to terminate their agreement.
d.
If the special agreement has been terminated because the
individual has failed to comply with his training or other obligations, or
the individual has been called-out under any power but they have not
been accepted into service because they or their employer have
applied for exemption from or deferral of call-out under s78 of RFA 96,
no HRR bounty shall be payable.
e.
If the special agreement is terminated as a result of an attributable
injury or illness the case should be referred, through the relevant singleService authority.
Annex:
A.
Types of Bounty Available to Reserve Personnel.
JSP 754
Edition 19 dated 1 Oct 13
4 – 5 – 12
ANNEX A TO CHAPTER 4 SECTION 5
TYPES OF BOUNTY AVAILABLE TO RESERVE PERSONNEL
BOUNTY TYPE
Full Annual Training Commitment
Bounty
Lower Annual Training Commitment
Bounty
Regular Reserves - Ex-Regular Officers
and Other Ranks Training Bounty
University Cadet Bounty
Sponsored Reserves Annual Training
Commitment Bounty
Reduced Annual Training Commitment
Bounty
Higher Readiness Reserve Bounty
RECIPIENT TYPE 1
5TH YEAR+
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
YEARS
3&4
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
YEAR 1
YEAR 2
RNR List 1 – Merchant Navy Seagoing Deck Officer
RNR List 2 – Naval Air Branch
RNR List 3 – General, RMR List 1 - General
RNR List 4 – General
Army Group A – Higher training obligations for officers and soldiers
RAF Full Training Bounty – Reserve and Auxiliary Forces – General
RNR List 5, RMR List 2 (Lower Training Commitments)
Army Group A – Lower training obligation for officers and soldiers
RAF Lower Annual Training Commitment Bounty
Army Regular Reserve - Ex-Regular Officers and Other Ranks
Training Bounty
Undergraduate URNU students
Army Group B – Officers, Officer Cadets and soldiers in the OTC
RAF University Air Squadrons
Defence Technical Undergraduate Scheme
Sponsored Reserve Personnel
Y
Y
Y
Y
Y
Y
Y
N
N
Y
RAF Volunteer Ex-Regular (VRR) Bounty (paid as a Reduced Annual
training Commitment Bounty iaw 04.0532)
All personnel with an increased liability for call-out under Pt IV RFA 96
Back to Chapter Contents Page
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
A single bounty rate paid each year, with
proportionate payment based on whole
months served permitted if the HRR contract
ceases in under a year.
Back to Main Contents Page
1
For Army personnel only: Full-time Reserve Service (FTRS) and Additional Duties Commitment. (ADC) type Service are not eligible to count towards
qualification for the annual Training Bounties by virtue of the nature of their duties.
JSP 754
Edition 19 dated 1 Oct 13
4–5–A–1
CHAPTER 4
SECTION 6
CALL-OUT GRATUITY – RESERVE FORCES PERSONNEL
Aim
04.0601.
To define the regulations under which the tax-free call-out
gratuity is paid to entitled Reservists who are called out for permanent service.
Introduction
04.0602.
The payment of a call-out gratuity reflects the Ministry of
Defence’s (MOD) obligation to ensure that immediate financial aid is provided
for the dependants of a Reservist and to compensate the Reservist and their
dependants for the immediate disruption caused by call-out.
Eligibility and Entitlement
04.0603.
Entitled Personnel. Any individual 1 who is recalled / called out
and accepted into permanent service is entitled to receive a tax-free call-out
gratuity provided that confirmation of acceptance for service is effective within
28 days of the date on which the individual is required to report.
04.0604.
Successive Call-Outs. In the case of successive call-outs, an
individual will not be eligible to receive more than one gratuity unless there is
a period of more than 90 days 2 between the individual's release from a period
of called-out service for which they received a gratuity and the date on which
they are required to report for the new call-out.
04.0605.
Suspension and Rates of Gratuity. The Defence Council
reserves the right to suspend the gratuity at any time. The rate of call-out
gratuity is recommended by the Armed Forces’ Pay Review Body (AFPRB)
and promulgated annually by CDP Remuneration in a Directed Letter.
Back to Chapter Contents Page
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1
This does not include Sponsored Reserves unless specified in the terms of the contract
between the employer and MoD under S38 RFA 96.
2
The last day of a period of mobilised service (i.e. the day upon which an individual is
demobilised) will count as day 1 of the next reckonable period of demobilised service.
JSP 754
Edition 19 dated 1 Oct 13
4–6–1
CHAPTER 4
SECTION 7
REPORTING GRANTS
Aim
04.0701.
To define the circumstances in which an Annual Reporting Grant
and Postal Reporting Grant are payable.
Scope
04.0702.
This Section applies to all members of the Regular Reserve
Forces and individuals liable to call-out or recall.
Annual Reporting Grant
04.0703.
An Annual Reporting Grant is a taxable grant that will be paid to
a member of a Regular Reserve Force who:
a.
is served with a notice in writing issued by their Reserves’
Manning Branch to the effect that they will be eligible for an Annual
Reporting Grant if they report at the time and place specified and
comply with any other condition specified in the notice, and
b.
complies with the terms of the notice to the satisfaction of the
Head of the Manning Branch.
04.0704.
An Annual Reporting Grant will not be paid to a Reservist more
than once in any calendar year.
Postal Reporting Grant
04.0705.
A Postal Reporting Grant is a taxable grant that is made at the
discretion of the single-Services who may fund them as and when required.
An individual who is either a member of the Regular Reserve Force or has a
recall liability may be paid a Postal Reporting Grant if served with a notice
which confirms their eligibility and they provide the information specified and
comply with any other requirements in the notice.
04.0706.
A Postal Reporting Grant will not be paid to an individual more
than once in any calendar year, nor in a year in which the individual is paid an
Annual Reporting Grant.
Payment
04.0707.
The Joint Personnel Administration Centre (JPAC) Reserves
Mobility Cell are responsible for sending of Postal Reporting Grant notices to
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Edition 19 dated 1 Oct 13
4–7–1
individuals and once the notice is completed and returned by the individual
the relevant payment will be made by JPAC.
04.0708.
The Reserves’ Manning Branch will issue letters to individuals to
the effect that they will be eligible for an Annual Reporting Grant if they report
at the time and place specified and comply with any other condition specified
in the notice. Once the individual has reported and fulfilled the terms of the
notice to the satisfaction of the Head of the Manning Branch, JPAC will issue
the payment of the Grant.
04.0709.
The rates payable in respect of the Reporting Grants are
published by CDP Remuneration in a Directed Letter.
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
4–7–2
CHAPTER 4
SECTION 8
CADET FORCE ADULT VOLUNTEERS
Aim
04.0801.
To define the remunerative arrangements for all Cadet Force
Adult Volunteers (CFAVs).
Scope and Eligibility
04.0802.
This section covers uniformed adult volunteers serving with the
Cadet Forces in the following:
a.
Combined Cadet Force (CCF).
b.
Army Cadet Force (ACF).
c.
Air Training Corps (ATC).
It does not include civilian instructors and civilian assistants who do not
receive remuneration.
04.0803.
Regulations specific to personnel serving with the above
mentioned groups are covered in this section, otherwise remuneration for this
group is governed by the regulations set out in Chapter 3.
General
04.0804.
The Cadet Forces are youth organisations which stand apart
from the Regular and Reserve Forces and their members are not liable for
military service or compulsory training with the Armed Forces. CFAVs are
responsible for the conduct of training and the provision of administrative
support in the Cadet Forces.
04.0805.
CFAVs hold rank and the structures mirror those in the Regular
and Reserve Forces.
Remuneration Structure
04.0806.
For the main CFAV cadre (including the Chaplaincy branch)
there is a single rate of remuneration for each rank. Individuals are therefore
limited to this spot rate for their time in rank. Previous time served in either
the Regular of Reserve Forces does not count for pay purposes on entry to
the CFAV cadre. CFAVs are not eligible for Yearly Incremental Progression
(YIP). The tables for CFAVs can be found at Annex A. CFAV Medical and
Dental Officers are paid from a separate spot rate table also shown at Annex
A. Members of the Reserve Forces also holding CFAV appointments may
JSP 754
Edition 19 dated 1 Oct 13
4–8–1
only be paid for complete days for the CFAV appointment, and such payments
may be made concurrently with payments for the individuals other Reserve
assignment. Regular personnel may not hold CFAV appointments. Reserve
Force ORs may not hold a CFAV commission nor may a Reserve Force officer
hold a CFAV appointment as an other rank.
Rates of Remuneration
04.0807.
The annual rates of remuneration for CFAVs are based on the
recommendations made by the AFPRB in respect of other Regular personnel
and are set by Directorate of Reserve Forces and Cadets (DRFC) in
conjunction with CDP Remuneration and promulgated by Directed Letter.
Remuneration on Promotion
04.0808.
On promotion, other ranks personnel will be paid the rate of
remuneration of the next higher rank. Those commissioned or appointed to
officer rank from the other ranks will be paid as follows to ensure that their pay
does not decrease:
•
•
•
CPOs (SCC), CSgts (RM), RSM Instructors (ACF) and Adult WOs
(ATC) will be paid as Lieutenant (SCC) or equivalent.
SSgt Instructors (ACF/CCF), Adult Flight Sgt Instructors (ATC/CCF),
School Staff Instructors (CCF), POs (SCC), Sgts RM and Sgt Major
Instructors (ACF) will be paid as Sub-Lieutenant (SCC) or equivalent.
Sgt Instructors (ACF/CCF) or Adult Sgt Instructors (ATC/CCF) will be
paid as Acting Sub-Lieutenant (SCC) or equivalent.
04.0809.
There is no substantive promotion beyond OF2 although
personnel may be granted paid acting rank up to OF4.
Substituting or Acting in a Higher Rank
04.0810.
CFAVs are not eligible for Substitution Pay. Personnel acting in
a higher rank will be remunerated appropriate to the rank in which they are
acting. Any officers holding the honorary rank of OF5 will remain on OF4
rates of remuneration.
JSP 754
Edition 19 dated 1 Oct 13
4–8–2
Personnel on Rates of Remuneration Higher than Normal Entitlement
04.0811.
Those personnel who, on transfer from the previous
remuneration structure to the current spot rates, were placed on rates of
remuneration higher than their entitlement will continue to receive these
higher rates of remuneration on a Mark Time Rate of Pay (see 03.0105) until
such time that the appropriate rate of remuneration for their rank is equal to or
greater than their stand still rate of remuneration.
Annexes:
A.
Cadet Force Adult Volunteers Remuneration Tables.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
4–8–3
ANNEX A TO CHAPTER 4 SECTION 8
CADET FORCE ADULT VOLUNTEERS REMUNERATION TABLES
OFFICERS*
Midshipman (SCC/CCF) and Acting 2nd Lieutenant (RM)
Acting Sub Lieutenant (SCC/CCF), 2nd Lieutenant (RM/CCF), 2nd Lieutenant (ACF/CCF)
& Pilot Officer (ATC/CCF)
Sub Lieutenant (SCC/CCF), Lieutenant (RM), Lieutenant (ACF/CCF) & Flying Officer
(ATC/CCF)
Lieutenant (SCC/CCF), Captain (RM/CCF), Captain (ACF/CCF) & Flight Lieutenant
(ATC/CCF)
Lieutenant Commander (SCC/CCF), Major (RM/CCF), Major (ACF/CCF) & Squadron
Leader (ATC/CCF)
Commander (SCC/CCF), Lieutenant Colonel (RM/CCF), Lieutenant Colonel (ACF/CCF)
& Wing Commander (ATC/CCF)
MEDICAL AND DENTAL OFFICERS
Lieutenant (SCC/CCF), Captain (RM/CCF), Captain (ACF/CCF) & Flight Lieutenant
(ATC/CCF)
Lieutenant Commander (SCC/CCF), Major (RM/CCF), Major (ACF/CCF) & Squadron
Leader (ATC/CCF)
OTHER RANKS
Probationary Petty Officers (SCC/CCF) & Probationary Sergeant (RM)
Sergeant Instructor (ACF/CCF) & Adult Sergeant Instructors (ATC/CCF)
Staff Sergeant Instructors (ACF/CCF) & Adult Flight Sergeant Instructors (ATC/CCF)
School Staff Instructor (CCF), Petty Officers (SCC), Sergeant (RM), Sergeant Major
Instructors (ACF) & Adult Warrant Officers (ATC)
Chief Petty Officers (SCC), Colour Sergeant (RM) & Regimental Sergeant Major
Instructors (ACF)
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
4–8–A–1
CHAPTER 4
SECTION 9
EARLY YEARS COMMITMENT BONUS – TERRITORIAL ARMY
Introduction
04.0901.
The payments made under this Commitment Bonus (CB) Scheme are
paid as standalone payments and are made as an incentive to serve during the early
stages of a TA career. CBs are used by the Services as a flexible measure to assist
them in meeting their manning requirements. They are taxable lump sums and are
subject to National Insurance contributions.
04.0902.
This scheme is only applicable to certain part-time reservist personnel
joining the Territorial Army (TA) on or after 1 April 2013. A breakdown of the new
scheme is given at Annex A.
Conditions
04.0903.
Eligible Reserve personnel are eligible to apply for a CB on reaching a
specified point in their career determined by their Service. CBs will be payable to
eligible individuals following the submission of a completed application form. The
following general principles regarding payment apply:
a.
Each CB point is accessible to those who have delivered the required
reckonable service and have not given notice to leave. The total
maximum value of the CB is as recommended by the AFPRB and set out
in the annual CDP Remineration Pay and Manning Directed Letter.
b.
Personnel who do not meet the satisfactory performance requirements for
YIP (see Chapter 3 Section 5) on the date a CB is due will not be eligible
to receive a payment at that point. An individual will not become eligible,
again, for a CB payment, until they have been re-assessed as satisfactory.
c.
Personnel can claim a CB at any time once they become eligible for the
payment. However, should there be an increase in the rate of CB before
the individual has claimed the sum paid will be restricted to the amount
payable at the time of eligibility for the payment. Claims should be made
via JPA.
d.
Once a payment has been made, an individual cannot repay a CB in order
to access higher payments at a later date.
Changes to the Conditions of Payment
04.0904.
In order to assist in maintaining manning balance it is anticipated that
CB mechanisms will be required to remain flexible. Therefore the structure of this or
any future schemes may change, and/or their value increase or decrease, in order to
meet the manning requirements of the Services. When changes occur the details will
be publicised,
JSP 754
Edition 19 dated 1 Oct 13
4–9–1
including any transition arrangements that may apply, and reflected in due course
within these regulations.
Breaks in Service
04.0905.
Where a break in TA service occurs and a Service Person has
received any CB payment(s) this will affect the individual’s eligibility to receive any
further CB payments. A Service Person whose break in service exceeds 30 days,
and who have previously received all or part of a CB are not eligible to receive any
further CB payments. Where the break in service does not exceed 30 days, service
will be deemed to be continuous. A Service Person who has not received any CB
payment during previous TA Service and who subsequently rejoins after more than
30 days break will be eligible to receive CB payments under the scheme current at
the time of re-joining subject to completion of full qualifying criteria from date of reentry.
Business Process Guide
04.0906.
The relevant Business Process Guide (BPG) relating to this Section
will be added here once available. See link for Early Years Commitment Bonus.
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/IN905012.htm
Annex:
A.
Breakdown of TA Early Years Commitment Bonus Scheme.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
4–9–2
ANNEX A TO CHAPTER 4 SECTION 9
TA EARLY YEARS CB SCHEME
TA Group A Direct Entrant Junior Officers
joining the Territorial Army.
Specialist Ex-Regular Lieutenants, Captains &
Other Ranks recruited into eligible key part-time
TA appointments.
AMOUNT
OF
PAYMENT
KEY MILESTONE
AMOUNT
OF
PAYMENT
Completion of Phase 2 officer training
£2,000
6 months after qualification within
respective Career Employment Group
and completion of 14 MTDs
£2,000
Completion of the annual obligation
applicable to the existing Regional TA
Annual Bounty, referred to as Yr 1
£1,000
Completion of the annual obligation
applicable to the existing Regional TA
Annual Bounty, referred to as Yr 1
£1,000
£1,000
Completion of the subsequent year’s
annual obligation applicable to the
existing Regional TA Annual Bounty,
referred to as Yr 2
£1,000
£1,000
Completion of the subsequent year’s
annual obligation applicable to the
existing Regional TA Annual Bounty,
referred to as Yr 3
£1,000
KEY MILESTONE
Completion of the subsequent year’s
annual obligation applicable to the
existing Regional TA Annual Bounty,
referred to as Yr 2
Completion of the subsequent year’s
annual obligation applicable to the
existing Regional TA Annual Bounty,
referred to as Yr 3
For eligibility and criteria for Ex-Regular Direct Entry Junior Officers, Ex-Regular
Soldiers (Other Ranks) and for Direct Entry TA Group A Junior Officers see link to
PS10(A)
JSP 754
Edition 19 dated 1 Oct 13
4–9–A–1
CHAPTER 5
EMPLOYMENT GROUPS WITH SEPARATE PAY ARRANGEMENTS
SECTION 1 – MEDICAL AND DENTAL OFFICERS’ PAY
05.0101
05.0102 – 05.0103
05.0104
05.0105
05.0106 – 05.0107
05.0108 – 05.0112
05.0113 – 05.0116
05.0117 – 05.0119
05.0120 – 05.0124
05.0125 – 05.0130
05.0131 – 05.0138
-
Aim
Scope
Basic Pay
Pay Structure
Types of Entry
Yearly Incremental Progression
Pay on Promotion
Transfer Between Pay Spines
Higher Medical Management Cadre Pay Spine
Substitution
Medical Incremental Progression
05.0131
-
05.0132
-
Reserve Officers on Pre-Medical Manning and Retention
Review Pay Arrangements
Cadet Force Adult Volunteers
ANNEX A
ANNEX B
-
Clinical Excellence Awards for Consultants
General Medical Practitioner Trainer Pay
ANNEX C
-
General Medical Practitioner Associate Trainer Pay
SECTION 2 – VETERINARY OFFICERS’ PAY
05.0201
05.0202 – 05.0203
05.0204 – 05.0206
05.0207
05.0208
05.0209
05.0210
05.0211
05.0212
-
Aim
Scope
Pay Structure
Commencement of Pay
Pay on Re-entry
Pay on Promotion
Pay on Regular Commission
Substituting or Acting in a Higher Rank
Yearly Incremental Progression
SECTION 3 – OFFICERS COMMISSIONED FROM THE RANKS
05.0301
05.0302 – 05.0303
05.0304
05.0305
05.0306
05.0307 – 05.0311
05.0312 – 05.0314
05.0315 – 05.0316
-
Aim
Scope
Reserve Officers
Pay During Initial Officer Training
Pay on Commissioning
Separate OCFR Pay Spine
Pay on Promotion to OF2
Pay on Promotion to OF3
SECTION 4 – CHAPLAINS’ PAY
05.0401
05.0402 – 05.0403
05.0404
05.0405 – 05.0407
05.0408
05.0409
05.0410
-
Aim
Scope
General
Pay Structure
Rates of Pay
Commencement of Pay
Pay on Promotion
JSP 754
Edition 19 dated 1 Oct 13
i
05.0411
05.0412
05.0413
-
Yearly Incremental Progression
Fees for Ministerial Duties
Cadet Force Adult Volunteers
SECTION 5 – SPECIAL FORCES’ PAY
05.0501
05.0502
05.0503
05.0504
05.0505
05.0506
05.0507 – 05.0508
05.0509
05.0510
05.0511
05.0512
05.0513 – 05.0514
05.0515
05.0516
05.0517
05.0518 – 05.0520
-
Aim
Scope
Eligibility
Determination of Pay
Rates of Pay
SAS/SBS Pay Ranges
Pay on Entry
Seniority and Incremental Progression
Accelerated Incremental Progression
Pay on Change of Rank
Substitution Pay
Recruitment & Retention Payment (Special Forces)
Commitment Bonuses
SF Personnel Returning to Normal Duties
Assessment of Pay on Re-entry/Re-enlistment
Commissioning
SECTION 6 – ROYAL NAVY AND ROYAL AIR FORCE PROFESSIONAL AVIATORS’ PAY
SPINE AND PILOT EMPLOYMENT STREAM (ARMY)
05.0601
05.0602 – 05.0603
05.0604
05.0605
05.0606
05.0607
05.0608 – 05.0609
05.0610
05.0611
05.0612
05.0613
05.0614 – 05.0615
05.0616 – 05.0617
05.0618 – 05.0620
05.0621
05.0622 – 05.0624
-
Aim
Scope
General
Eligibility
Pay Structure
Rates of Pay
Entry onto the Professional Aviator Spine
Yearly Incremental Progression
Promotion
Pay on Promotion
Substitution Pay
Pay for Acting Higher Rank
Medical Downgrading
Transfer of Specialisation/Branch and Re-Entry
Premature Voluntary Release
Pensions
SECTION 7 – ROYAL NAVY AND ROYAL AIR FORCE NON-COMMISSIONED AIRCREW
PROFESSIONAL AVIATORS’ PAY SPINE AND PILOT EMPLOYMENT STREAM (ARMY)
05.0701
05.0702 – 05.0703
05.0704
05.0705 – 05.0706
05.0707 – 05.0708
05.0709
05.0710 – 05.0711
05.0712
05.0713
05.0714
05.0715
05.0716
05.0717 – 05.0718
05.0719 – 05.0721
-
Aim
Scope
General
Eligibility
Pay Structure
Rates of Pay
Entry on to the Professional Aviator Spine
Promotion
Pay on Promotion
Substitution Pay
Pay for Acting Higher Rank
Yearly Incremental Progression
Medical Downgrading
Transfer of Specialisation/Branch and Re-Entry
JSP 754
Edition 19 dated 1 Oct 13
ii
05.0722
05.0723 – 05.0724
-
Premature Voluntary Release (PVR)
Pensions
SECTION 8 – SPECIALIST AIRCREW
05.0801
05.0802
05.0803
05.0804 – 05.0806
05.0807 – 05.0808
05.0809
05.0810
05.0811
-
Aim
Scope
Pay Structure
Eligibility for Promotion
Pay on Promotion
Substitution Pay
Rates of Pay
Yearly Incremental Progression
SECTION 9 – MILITARY PROVOST GUARD SERVICE
05.0901
05.0902 – 05.0903
05.0904 - 05.0907
05.0908
05.0909
05.0910
05.0911
05.0912
05.0913
05.0914
05.0915 – 05.0916
-
Aim
Scope
General
Pay Structure
Commencement of Pay
Yearly Incremental Progression
Accelerated Incremental Progression
Pay on Promotion
Substitution Pay
Pay on Re-engagement
Rates of Pay
ANNEX A
-
Military Provost Guard Service Pay Spine
SECTION 10 – UNIVERSITY CADET ENTRANTS’ PAY
05.1001
05.1002 – 05.1003
05.1004
05.1005
05.1006
05.1007
05.1008 – 05.1009
05.1010
-
Aim
Scope
Pay Structure
Commencement of Pay
Army Welbexian Officer Cadets
RAF University Placement Scheme
Yearly Incremental Progression
Payment
SECTION 11 - ROYAL NAVY CLEARANCE DIVERS
05.1101
05.1102 – 05.1103
05.1104
05.1105
05.1106
05.1107
05.1108 – 05.1109
05.1110
05.1111
05.1112
05.1113
05.1114 – 05.1115
05.1116 – 05.1117
05.1118 – 05.1119
05.1120
05.1121
-
Aim
Scope
General
Eligibility
Pay Structure
Rates of Pay
Entry onto the Clearance Divers’ Pay Spine
Yearly Incremental Progression
Accelerated Incremental Progression
Promotion
Pay on promotion
Substitution and Pay for Acting Rank
Medical Downgrading
Transfer in/out of Diving Branch
Premature Voluntary Release
Pensions
JSP 754
Edition 19 dated 1 Oct 13
iii
SECTION 12 – NON-REGULAR PERMANENT STAFF (TERRITORIAL ARMY)
05.1201
05.1202
05.1203
05.1204 – 05.1205
05.1206 – 05.1207
05.1208
05.1209 – 05.1210
05.1211
05.1212 – 05.1216
05.1217
-
Aim
Scope
Pay Structure
Payment
Commencement of Pay
Officers Commissioned From the Ranks
Yearly Incremental Progression
Accelerated Incremental Progression
Substitution Pay
Recruitment & Retention Payment
SECTION 13 – SENIOR OFFICERS’ PAY
05.1301
05.1302
05.1303 - 05.1304
05.1305
05.1306
05.1307 – 05.1310
-
Aim
Scope
Pay Structure
Commencement of Pay
Pay on Promotion
Yearly Incremental Progression
SECTION 14 – NURSING OFFICERS’ AND NURSING OTHER RANKS’ PAY
05.1401
05.1402
05.1403 – 05.1405
05.1406
05.1407
05.1408
05.1409
05.1410
-
Aim
Scope
Pay Structure
Commencement of Pay
Pay on Promotion
Pay on Commissioning from Other Ranks
Substituting or Acting in a Higher Rank
Recruitment & Retention Payment
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Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
iv
CHAPTER 5
SECTION 1
MEDICAL AND DENTAL OFFICERS’ PAY
Aim
05.0101.
To define the pay arrangements for basic pay, Clinical
Excellence Awards, Trainer Pay and Associate Trainer Pay specific to medical
officers (MO) and dental officers (DO).
Scope
05.0102.
This section includes the basic pay regulations for all Regular
and Reserve MOs and DOs for whom there are bespoke pay spines and rules
about incremental progression 1. 05.0104 – 05.0130 cover the arrangements
implemented following the 2003 Medical Manning and Retention Review
(MMRR) and these apply to all Regular personnel and those in the Reserves
who have transitioned to the new arrangements by taking up the Reserve
MOs’ and DOs’ Commission. The pay arrangements for those Reserve
personnel who have not taken up the new commission, and therefore remain
on the pre-MMRR structure, are covered at 05.0131. In both instances,
regulations specific to this group are covered in this chapter, otherwise pay for
this group is governed by the regulations set out in Chapters 3 and 4.
05.0103.
Clinical Excellence Awards and Trainer Pay unique to MOs and
DOs are covered in Annexes A - C. Eligible MOs and DOs may also receive
Recruitment & Retention Payment as detailed in Chapter 6.
Basic Pay
05.0104.
1
The rate of basic pay payable to a MO or DO is determined by:
a.
Profession.
b.
Length of service.
c.
Qualifications held.
d.
Satisfactory performance.
e.
Experience.
f.
Seniority (for direct entrants).
g.
Rank.
There are specific rules relating to accelerated progression (known as Medical Incremental
Progression (MIP) (see 05.0125 - 05.0130), not Yearly Incremental Progression (YIP).
JSP 754
Edition 19 dated 1 Oct 13
5–1–1
Pay Structure
05.0105.
The pay tables specific to MOs and DOs are as follows:
a.
ILs.
All medical and dental cadets are paid from a pay range with 3
b.
All OF1s are paid from a pay range with one IL.
c.
All OF2s are paid from one of two pay ranges, either
unaccredited or accredited. Both pay ranges have 5 ILs.
d.
All unaccredited personnel and non-consultant career grade
doctors at OF3 and above are paid from an unaccredited OF3–OF5
pay range with 29 ILs.
e.
A combined pay spine for all OF3–OF5 accredited General
Medical Practitioners (GMPs) and General Dental Practitioners (GDPs)
with 35 ILs.
f.
An accredited consultant pay spine for personnel from OF3-OF5
with 32 ILs.
g. 2
A Higher Medical Management (HMM) pay spine for selected
personnel at OF5 and all OF6s comprising 2 pay ranges: one for OF5s
with 15 ILs and one for OF6s with 7 ILs. In addition there are 2 further
spot rates of pay, one reserved for OF7 Medical Directors General
(MDG) and other MOs and DOs holding OF7 appointments within the
Defence Medical Services (DMS), the second for the OF8 Surgeon
General (SG).
05.0106.
Details relating to the above types of entry are contained in JSP
527. Officers are allocated to a pay spine according to their profession and
then allocated to an entry IL on the appropriate pay range.
Yearly Incremental Progression
05.0107.
Eligibility for incremental progression is assessed annually in
accordance with the progression criteria, experience and performance,
detailed below:
a.
Experience: one year’s reckonable (paid) service counts
towards incremental progression to the next level in the appropriate
spine. Any time on the unaccredited pay spine will be recognised as
service counting towards progression on the accredited (combined
GMP/GDP or consultant) spine.
2
The final selection of PQO candidates to the HMM cadre was completed on 30 Jun 2010.
HMM regulations therefore only apply to those selected and who took up post on or prior to 4
July 2011 – 2010DIN01-125 dated 30 June 2010 refers.
JSP 754
Edition 19 dated 1 Oct 13
5–1–2
b.
Performance: pay progression is dependent upon the
maintenance of a satisfactory level of performance. Where the
satisfactory performance standard is not attained, progression may be
suspended in accordance with the regulations for the main officer
cadre set out in Chapter 3 Section 5.
05.0108.
Entitlement to YIP will not be withheld if it becomes due during
the period of an individual’s invaliding or terminal leave.
05.0109.
Individuals will not progress beyond the maximum increment
level appropriate to their spine or rank. There is a bar to incremental
progression at IL 10 on the unaccredited pay spine for OF3 MOs and DOs.
05.0110.
Cadets will be allocated to the appropriate rate of cadet pay.
Subsequent progression will be dependent upon the successful completion of
each academic year of study. Cadets that are required to repeat a year will
remain on their extant IL for the whole of the year being re-taken. On
successful completion of the re-taken academic year, pay progression will
recommence on the anniversary of the original IBD.
05.0111.
The incremental base dates (IBDs) will be calculated as follows:
a.
For OF2s (including any holding Acting Rank (AR)) increments
will be paid on the anniversary of promotion to OF2.
b.
For OF3s and above (including any holding AR) increments will
be paid on the anniversary of promotion to OF3.
Pay on Promotion
05.0112.
move from:
Promotion from OF2 to OF3. This promotion results in the
a.
The unaccredited OF2 pay spine to the first IL on the OF3–OF5
unaccredited spine, or
b.
The unaccredited OF2 pay spine to the first IL on the OF3–OF5
accredited (combined GMP/GDP) spine, or
c.
The accredited OF2 pay spine to the first IL on the OF3–OF5
accredited (combined GMP/GDP) spine.
05.0113.
Promotion from OF3 to OF4 and OF4 to OF5. Those
selected for promotion from OF3 to OF4 and from OF4 to OF5 will acquire
one increment of pay on promotion on the relevant pay spine.
05.0114.
Of those paid from the unaccredited pay spine, only nonconsultant career grade doctors may be promoted above OF3 and this will be
JSP 754
Edition 19 dated 1 Oct 13
5–1–3
on a ‘to requirement’ basis. On promotion to OF4 individuals can access ILs
above the bar at IL 10.
05.0115.
All the above rules for pay on promotion should also be applied
to calculate substitution pay where this is appropriate in accordance with
Chapter 3 Section 8.
Transfer Between Pay Spines
05.0116.
Transfer from the unaccredited, to one of the accredited pay
spines, is determined as follows 3:
a.
Appointment as a GMP. The individual is issued a Certificate
of Completion of Training (CCT) from the General Medical Council
(GMC). This date of formal certification marks transition to accredited
status and is the date from which pay on the accredited pay spine
should commence.
b.
Appointment as a GDP. On successful completion of Dental
Foundation 1 training, the individual is granted formal certification by
the Defence Dental Service. This date of formal certification marks
transition to accredited status and is the date from which pay on the
accredited pay spine should commence.
c.
Appointment as a consultant. An MO or DO who has applied
for, and has successfully been appointed as a consultant by the Armed
Services Consultant Appointments Board (ASCAB) in their speciality
will transition to the accredited consultant pay spine. This will take
place on the date that the relevant MDG signs MOD Form 423 or the
date the Service appoints the individual as a locum consultant,
whichever is the earlier, providing the individual has received their
CCT. Accredited Consultant pay rates are not to be paid for any period
prior to the award of a CCT. If a Consultant fails their first ASCAB, they
will only move on to the Consultant payscale on the date of their
eventual successful ASCAB, with no backdating.
05.0117.
In all cases, the individual transfers from the unaccredited spine
to the same IL on the relevant accredited pay spine. The IBD is unchanged.
05.0118.
Personnel who transfer from the accredited OF3-OF5 GMP/GDP
pay spine to the corresponding accredited consultant pay spine will transfer to
the same IL on the new pay spine. If, however, the transfer delivers a lower
level of pay, the individual will transition to the IL that gives a rate of pay equal
to or next highest to the level of the GMP/GDP pay. The individual will then
stand still at this IL for the number of years necessary to recover the seniority
granted in pay terms by the award of additional pay increments on transfer
3
Authoritative guidance on this can be found in JSP 527.
JSP 754
5–1–4
Edition 19 dated 1 Oct 13
and through the removal of any MIP 4. Once the required seniority has been
achieved, YIP may resume.
Higher Medical Management Cadre Pay Spine 5
05.0119.
The higher medical management (HMM) cadre pay spine is
applicable to those OF5s and OF6s who have been selected for the cadre.
Promotion to OF7 and OF8 will only be possible for those on the HMM cadre
pay spine and will be by selection to a specific appointment. In such cases
appointment to the higher level will allow access to higher rates of pay. The
HMM cadre is not open to Reserve personnel.
05.0120.
Personnel selected for transfer to the HMM cadre pay spine will,
on the date that they take up an approved HMM post as a substantive OF5,
transfer from the OF3 - OF5 consultant or GMP/GDP pay spine to the HMM
cadre pay spine. This transfer is a ‘one-way’ move for pay purposes but not
necessarily for professional employment purposes. For personnel already in
an HMM cadre approved post when selected for transfer to the cadre, transfer
to the HMM cadre pay spine will be effective from 1 April in the year of
selection (assuming that they were in post on that date and accept the offer to
transfer to the HMM cadre) or the date of taking up the approved HMM cadre
post, if later 6. Transfer to the HMM cadre will occur in one of three ways. In
all cases individuals remain eligible for yearly incremental progression (YIP).
a.
On promotion to OF5. The individual will receive an
incremental jump as a result of promotion on the appropriate pay spine.
They will then be transferred to the HMM cadre and start pay
progression at the lowest IL unless the sum of their newly calculated
OF5 pay (plus Trainer Pay if accredited 7) is greater. In such cases they
transfer to the IL equal to or next highest to their newly calculated OF5
pay so that they do not suffer a reduction in pay. If the rate of pay so
determined is higher than the highest IL on the OF5 HMM cadre pay
spine, the individual is to be placed on a specially determined rate of
pay (SDRP) (see Chapter 3 Section 1).
b.
As a substantive OF5. The individual will transfer to the IL
equal to or next higher than their OF5 pay (plus Trainer Pay, if
accredited) (see 05.0121a) in issue on the date of transfer.
c.
On promotion to OF6. Individuals selected for transfer to the
HMM cadre (and who accept the offer) but who are unable to transfer
because they have not moved to an approved HMM cadre post, remain
4
See 05.0131 - 05.0136.
The final selection of PQO candidates to the HMM cadre was completed on 30 Jun 2010.
HMM regulations therefore only apply to those selected and who took up post on or prior to 4
July 2011 – 2010DIN01-125 dated 30 June 2010 refers.
6
This is to allow for the fact that the single Service HMM cadre selection boards might sit at
different times and to ensure consistency of treatment across the 3 Services.
7
If not accredited at the time of transfer, safeguards are in place to ensure that experienced
trainers with a proven track record are not disadvantaged.
JSP 754
Edition 19 dated 1 Oct 13
5–1–5
5
eligible for promotion to OF6. Should selection to OF6 take place, the
individual will move to the lowest IL, or the next highest level within the
OF6 range equal to or next higher than their OF5 rate of pay (plus
Trainer Pay, if accredited) (see 05.0121a), after which normal
incremental progression will continue. Selection for transfer to the
HMM pay spine and selection for promotion to OF6 should not,
however, normally take place in the same year.
05.0121.
Promotion from OF5 to OF6. On promotion from OF5 to OF6
an individual will move to the lowest IL or the next highest level within the OF6
range above their OF5 rate of pay, after which normal YIP will continue.
Surgeon Captains (including non-substantive OF6s) promoted prior to 1 April
2003 will retain Reserved Rights to OF6 levels of pay.
05.0122.
Promotion to OF7 and OF8. Individuals on the HMM cadre
pay spine will not progress beyond the maximum IL for OF6 unless they are
promoted, at which point they will be transferred to one of the two spot rates
for OF7 and OF8 Medical Officers according to their rank.
05.0123.
Promotion rules specific to the HMM cadre should also be used
to calculate substitution pay where appropriate.
Promotion to OF6 for Non-HMM Cadre
05.0124.
Eligibility for substantive promotion of a Professionally Qualified
Officer (PQO) to OF6 is no longer 8 dependent on being in the HMM cadre.
Promotion to OF6 will be on merit, based upon the fulfilment of the following
criteria, with exigencies of the Single-Services taking priority:
a.
In promotion zone. In principle, PQO’s will become eligible for
promotion to OF6 having attained a minimum of 3 years seniority in the
substantive rank of OF5.
b.
Merit.
(i)
(ii)
c.
Satisfactory Performance Standard.
Positive Recommendation.
Requirement. Promotion into a specific OF6 appointment.
8
Effective from 1 July 2010.
JSP 754
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5–1–6
Substitution
05.0125.
See Chapter 3, Section 8.
Acting Rank (Paid)
To OF3
05.0126.
An officer appointed to OF3 in an Acting Rank (AR) is to be
treated as if they had been substantively promoted for pay progression
purposes. Any time served in the higher rank on an acting basis will be
recognised as service counting towards incremental pay progression, both in
the current rank and in the higher rank, upon substantive promotion or
appointment to a further period of AR at OF3. Personnel relinquishing AR will
revert to the point on the relevant OF2 pay spine they held before assuming
the higher rank, with adjustment for subsequent incremental progression as
appropriate.
From OF3 to OF4 and from OF4 to OF5
05.0127.
Personnel granted AR will receive an additional increment of
basic pay from the date on which they assume the new rank. Entitlement to
annual increments of pay will continue, based on the date of the individuals’
incremental base date. Personnel relinquishing AR will lose the promotion
increment from the date they revert to their substantive rank. If an
unaccredited OF3 at increment level 10 (the bar for unaccredited MO/DOs) is
granted AR, on relinquishing the higher rank the individual will return to the
bar at increment level 10. If following this an individual is subsequently
substantively promoted, the time spent as an acting OF4 will be recognised as
service counting towards incremental pay progression in the higher rank.
From OF5 to OF6 and above
05.0128.
An officer granted AR is to be treated as if they had been
substantively promoted for pay progression purposes. Time served in the
higher rank will be recognised as service counting towards incremental pay
progression, both in the current rank and in the higher rank upon substantive
promotion or appointment to a further period of AR. Personnel relinquishing
AR will lose the promotion increments awarded from the date they relinquish
AR.
General
05.0129.
The effective date of taking up appointment of AR is the date of
the appointment to the unit/establishment or date of promotion where the
individual takes up AR in their existing unit/establishment.
05.0130
Officers who are certified sick for reasons beyond their own
control whilst holding AR may continue to retain the rank for a maximum
period of four months from the date of being first certified sick, or until
JSP 754
Edition 19 dated 1 Oct 13
5–1–7
cessation of AR, whichever is the sooner. An officer who is still sick after four
months will revert to their substantive rank. When fit for duty, and if not given
an immediate effective appointment, the officer will be eligible to resume the
former AR. Where sickness is for a reason within the officer’s own control, AR
is to be relinquished from the date of ceasing duty in the appointment.
Medical Incremental Progression
05.0131.
Eligible GMPs and GDPs are awarded accelerated progression
up the incremental range through the award of Medical Incremental
Progression (MIP) 9. Each award of MIP is marked by the award of one
increment at the career points identified below. The process of YIP is
unaffected by MIP. The criteria for the award and retention of MIP are
promulgated by CDP Remuneration as required 10.
05.0132.
There are three awards of MIP as follows:
a.
Award 1 – One year’s service after promotion to OF3
b.
Award 2 – 6 years service after promotion to OF3
c.
Award 3 – 11 years service after promotion to OF3
05.0133.
MIP.
Promotion does not disqualify an individual from eligibility for
05.0134.
Failure to maintain the professional standards required for
retention of MIP will result in loss of the MIP. In other words if an individual
has achieved two incremental jumps through the award of MIP they will lose
both increments from the moment they fail to meet the necessary standard.
Having failed to meet the necessary standard for the award of MIP, and had
the appropriate incremental levels withdrawn, the individual will continue to
progress up the appropriate pay spine receiving YIP provided their
performance also continues to be satisfactory.
05.0135.
Consideration would need to be given as to whether failure to
maintain professional standards should also class as unsatisfactory
performance in which case the arrangements for suspension of YIP might also
apply.
05.0136.
From the date that an individual successfully re-qualifies they
will be re-awarded the appropriate number of incremental jumps according to
the level of MIP they are eligible for as determined by length of qualifying
service since promotion to OF3.
9
MIP has superseded the entitlement to Sustained Quality Payments.
Currently D/SP Pol P+C/7/12/15/4 dated 17 March 2004.
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10
Reserve Officers on Pre-Medical Management Retention Review Pay
Arrangements
05.0137.
Those officers who did not transfer to the Reserve Medical and
Dental Officers’ Commission were, on transition to JPA, placed on an SDRP
equal to their existing rate of pay. They will remain on this rate with no
opportunity for incremental progression until they leave the Services or are
promoted. In the event that such an individual is selected for promotion, they
will be required to transition to the new commission arrangements and their
position on the MMRR pay structure will be determined by the Defence
Medical Services Directorate (DMSD) with reference to the transitional
arrangements promulgated when the new commission was established 11.
DMSD will then notify the Joint Personnel Administration Centre Pay Delivery
Team (JPAC PDT) where to place the individual on the MMRR pay table. In
the event of such personnel substituting for an officer of higher rank, or being
awarded acting higher rank, their rate of pay is to be assessed on the basis of
their pay in their substantive rank plus 2%.
Cadet Force Adult Volunteers
050138.
Medical and Dental Officers of the Cadet Force Adult Volunteers
will be paid a separate spot rate (specific to CFAV MODOs) according to their
rank. See Chapter 4 Section 8.
Annexes:
A.
B.
C.
Clinical Excellence Awards
General Medical Practitioner Trainer Pay
General Medical Practitioner Associate Trainer Pay
Back to Chapter Contents to Page
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11
D/SP Pol P+C/7/11d dated 25 May 2005.
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Edition 19 dated 1 Oct 13
ANNEX A TO CHAPTER 5 SECTION 1
CLINICAL EXCELLENCE AWARDS FOR CONSULTANTS
Award Levels
1.
There are 4 levels of Clinical Excellence Awards (CEAs) for
consultants: Bronze, Silver, Gold and Platinum. These awards replace
Distinction Awards (DA). Consultants already in receipt of a DA will be
‘actively encouraged’ to transfer to the new scheme. Those DA holders not
wishing to transfer to the new scheme will continue to receive their DA as
detailed in paragraph 4.
Selection
2.
Selection of the recipients of these CEAs is made by a MOD Clinical
Excellence Awards Committee (MODCEAC). The maximum value of the
awards is the same as in the NHS less the value of five Discretionary Points
above the notional top of the NHS consultants’ scale which were consolidated
into Defence Medical Services consultants’ pay from 1 April 1997.
Payment
3.
CEAs (and DAs where paid) are issued as a taxable pay credit each
month based on the annual rate. The amount of the credit paid each month is
the annual amount divided by 12. Rates will be reviewed each year and
announced in the annual Medical and Dental Pay Directed Letter issued by
CDP Remuneration.
Eligibility
4.
Continued eligibility for the award of CEAs and DAs will be the
responsibility of the MODCEAC, who will issue instructions to either vary or
cease the award, should the recipient’s circumstances change.
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ANNEX B TO CHAPTER 5 SECTION 1
MEDICAL AND DENTAL OFFICERS – GENERAL MEDICAL
PRACTITIONER TRAINER PAY
Aim
1.
To define the criteria and eligibility for Defence Medical Service (DMS)
personnel to receive General Medical Practitioner Trainer Pay (GMPTP).
Scope
2.
Appropriately qualified Medical and Dental Officers are eligible to
receive Trainer Pay as follows:
a.
General Medical Practitioner Trainer Pay (GMPTP);
b.
General Dental Practitioner Trainer Pay (GDPTP).
Eligibility
3.
GMPTP or GDPTP is paid to Regular GMPs/GDPs in one of the
following circumstances:
a.
to an individual who is an accredited trainer for general medical
or general dental practice. For those currently training to be trainers,
payment will start from the date of approval by the General Practitioner
Education Committee (GPEC) or the Defence Postgraduate Dental
Dean (DPDD).
b.
to an individual who is filling a post in which the regular duties
include a responsibility to train or supervise postgraduate trainers and
or trainees for general medical or dental practice (the relevant posts
are listed below). It is expected that the individuals filling these posts
will be accredited trainers. Payment will be made for the duration of
the individual’s accreditation subject to the restrictions in para. 9(d).
4.
Full Time Reserve Service officers can receive GMPTP or GDPTP if
they meet the criteria laid down for Regular officers. GMPTP and GDPTP is
not payable to mobilised Reserves if they are in receipt of Trainer Pay from
their civilian employer as this is remunerated through the Reservists’ Award in
accordance with SI 859 of 2005. However, if the officer is undertaking training
duties and meets the requirements of paragraph 2 then GMPTP or GDPTP
may be payable.
5.
OF6 personnel are not eligible for Trainer Pay as the value of these are
taken into consideration when calculating the entry level onto the HMM.
6.
Trainers who are on the posted strength of a practice that fails to gain
re-approval are to have their personal training status reviewed by the GPEC
or DPDD. If, as a result, accreditation is withdrawn, receipt of GMPTP or
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GDPTP ceases, either from the date that the practice fails accreditation, or the
date that the practice is assessed as unsuitable to be presented for
accreditation, whichever date is the earlier.
7.
Accredited trainers already in receipt of GMPTP or GDPTP, filling a
post that carries an entitlement to the additional pay, can only receive the
additional pay once.
Payment
8.
GMPTP or GDPTP will be paid throughout the accreditation period
subject to the restrictions in para. 9(d).
9.
GMPTP or GDPTP is not paid in the following circumstances:
a.
Trainers who fail to retain the standards required for award of
MIP are to cease receipt of trainer pay from the date that MIP is
withdrawn. Payment may only be resumed when the qualifying criteria
for MIP has again been met and the individual is re-accredited as a
trainer by the GPEC or the DPDD.
b.
If an individual refuses to take responsibility for a trainee or
refuses to move to a post in which the regular duties include a
responsibility to train or supervise postgraduate trainees for general
medical or dental practice.
c.
To OF6 / HMM personnel as the value of this is taken into
consideration when calculating the entry level onto the HMM.
d.
To trainers who are not engaged in training activities (affirmed by
DPMD, DPDD or AGP) one year after cessation of a recognised
training activity. Educational activities requiring GPEC or DPDD
approval that attracts GMPTP or GDPTP are:
•
•
•
10.
GP training;
Dental foundation training;
Sustained commitment to Defence Deanery Educational Activity.
A GMP is not able to claim both GMPTP and GMPATP concurrently.
Multiple Trainer Supervision
11.
Multiple trainees do not attract multiple payments. GMPTP or GDPTP
is only paid for the first trainee.
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ANNEX C TO CHAPTER 5 SECTION 1
MEDICAL AND DENTAL OFFICERS - GENERAL MEDICAL
PRACTITIONER ASSOCIATE TRAINER PAY 1
Aim
1.
To define the criteria and eligibility for Defence Medical Service (DMS)
personnel to receive General Medical Practitioner Associate Trainer Pay
(GMPATP).
Scope
2.
The following categories of DMS personnel may receive GMPATP:
a)
General Medical Practitioners (GMPs) with a specific
responsibility to supervise junior Medical Officers (MOs) who are fully
registered with the General Medical Council but who have yet to start
postgraduate training in their intended specialty as Specialty Registrar
(StRs) (previously known as General Duties Medical Officers
(GDMOs));
b)
those with the responsibility for the management of pre-StRs
within General Practice.
Eligibility
3.
Appropriately qualified DMS personnel are eligible for GMPATP as
follows:
a.
GMPs that are accredited by the Defence Medical Service
Speciality Board in General Practice (DMSSBGP) and are supervising
one or more pre-StRs;
b.
Full Time Reserve Service officers if they meet the criteria laid
down for Regular officers.
Accreditation
4.
The award of accreditation as a GMPAT will occur where there is a
requirement for pre-StRs to be supervised.
a.
nominations 2 for General Medical Practitioner Associate
Trainers (GMPATs) will be made under the authority of the sS Director
of Primary Care 3 through their Advisor General Practice (AGP).
1
GMPATP was introduced from 1 December 2008.
Nominated GMPs must be experienced, demonstrate good medical practice and have an up
to date annual appraisal.
3
Or equivalent as authorised by MDGs.
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2
Accreditation will be conferred by the DMS Specialty Board in General
Practice.
b.
nominees must have attended a suitable educational course 4
that provides training in educational needs assessment, delivery of
education, assessment processes and poor performance procedures.
c.
initial accreditation as a GMPAT will be awarded for a period
determined by the DMSSBGP.
d.
the policy for re-accreditation 5 will be the responsibility of the
DMSSBGP. Appeals against non-endorsement of re-accreditation will
be through the sS MDGs with advice from DPMD. There is no limit on
the number of times re-accreditation may be granted.
Qualifying Period
5.
To qualify for GMPATP the GMP must be accredited and undertaking
pre-StR supervision irrespective of the numbers being supervised at any one
time, for a minimum of 21 consecutive days 6 following the first day of
supervision. GMPATP will be authorised retrospectively from the first day on
which pre-StR supervision began. Payment of GMPATP will be triggered
through JPA via an additional competency.
Payment
6.
GMPATP is only paid to:
a.
Service GMPs that are accredited by the DMSSBGP and are
supervising one or more pre-StRs;
b.
Full Time Reserve Service officers if they meet the criteria laid
down for Regular officers.
7.
GMPATP is not paid to:
a.
OF6 / HMM personnel as the value of this is taken into
consideration when calculating the entry level onto the HMM.
b.
mobilised Reserves in receipt of Associate Trainer Pay from their
civilian employer as this is remunerated through the Reservists’ Award
in accordance with SI 859 of 2005.
4
The RCDM Department of General Practice course, ‘Introduction to Medical Education’ is
considered suitable.
5
Re-accreditation endorsement will depend on; continued requirement for supervision;
positive comments from both the sS AGP and the pre-StRs themselves; continued good
medical practice; no PVR date due.
6
In this context, the term consecutive days are to reasonably include the claimant’s normal
non-working days, weekends and leave periods.
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8.
A GMP is not able to claim both GMPATP and GMPTP concurrently.
Multiple Associate Trainer Supervision
9.
The sS Director of Primary Care (or equivalent) through their AGP
may, provided that the roles and responsibilities are being carried out,
authorise more than one GMP to be awarded GMPATP for supervising a
single pre-StR.
10.
Multiple trainees do not attract multiple payments. GMPATP or
GDPATP is only paid for the first trainee.
Continuity of Payment
11.
GMPATP will cease after 28 days if the accredited Associate Trainer
has no pre-StRs to supervise. If supervision re-starts within this period then
GMPATP will continue without stoppage.
12.
Individuals in receipt of GMPATP must inform their line management
and paying authorities if they cease to be eligible for payment of GMPATP.
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Edition 19 dated 1 Oct 13
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CHAPTER 5
SECTION 2
VETERINARY OFFICERS’ PAY
Aim
05.0201.
To define the pay arrangements for veterinary officers (VOs) of
the Royal Army Veterinary Corps (RAVC).
Scope
05.0202.
This section covers all officers commissioned on either Regular
or Short Service terms into the RAVC 1 up to and including the rank of
lieutenant colonel.
05.0203.
Regulations specific to this group are covered in this section,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
Pay Structure
05.0204.
VOs are paid from a separate pay spine with positioning on the
pay range determined by length of reckonable service for the ranks of captain
to lieutenant colonel inclusive. Antedated seniority is awarded to those who
enter the Service with relevant previous professional experience.
05.0205.
The VOs’ pay range is a sequence of pay increment levels (ILs)
to provide Yearly Incremental Progression (YIP). There are 22 ILs for VOs in
the range covering the ranks of captain and major and five ILs for VOs in the
rank of lieutenant colonel. On promotion to colonel and above VOs join the
main officer pay spine shown in Chapter 3 Section 1.
05.0206.
The annual rates of pay are recommended by the AFPRB and
set out in the annual CDP Remuneration Directed Letter.
Commencement of Pay
05.0207.
VOs join the Service as qualified veterinary surgeons and are
granted the rank of captain. They enter the pay scale at IL1 (the onappointment rate) although the manning authority (MCM Div) may grant
antedated seniority for pay purposes to an officer who has been engaged in
civil practice or who has held an approved whole time appointment (full-time
appointment with hours of 37½ per week) in a recognised civil veterinary
institution for the period of this civilian duty up to a maximum of 4 years 2.
1
At present the Army is the only Service with a veterinary cadre. However, the RAVC
supports the whole defence community.
2
So that where 4 years seniority is granted the entrant will enter at IL 5. See DCI Army
49/2004.
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Pay on Re-entry/Re-enlistment
05.0208.
The rules to be applied to a VO re-entering the Service are as
set out in Chapter 3 Section 12.
Pay on Promotion
05.0209.
Captains promoted to major will advance 2 ILs up the range
within the maximum for Majors, however their Incremental Base Date (IBD) for
YIP will not change on promotion. Majors promoted to lieutenant colonel and
lieutenant colonels promoted to colonel move to the lowest IL on the relevant
pay range unless this does not provide for a minimum 2% pay increase. In
such circumstances, they move to the next highest IL that delivers this
minimum increase. Promotions to lieutenant colonel and colonel will re-set
the incremental base date (IBD) for YIP.
Pay on Regular Commission
05.0210.
On conversion to Regular Commission, VOs will advance 2 ILs
up the range within the maximum allowed for their rank. Personnel will be
eligible for YIP on the anniversary of their IBD subject to attaining all other
necessary progression criteria.
Substituting or Acting in a Higher Rank
05.0211.
VOs are eligible for substitution pay and for holding acting higher
rank (AR) in accordance with the regulations set out in Chapter 3 Section 8.
In such circumstances the relevant rate of pay is assessed with reference to
the regulations governing the calculation of pay on promotion to the higher
rank. VOs continue to be eligible for YIP while holding acting higher rank
although only on acting promotion to lieutenant colonel and above is the IBD
changed to the date of assuming the acting rank. In all other circumstances
the IBD remains that in accordance with the substantive rank. When
substitution pay is in issue YIP is awarded in the lower rank which means that
the rate of pay in the higher rank must be recalculated to ensure that the
appropriate promotion increase is maintained. On reversion to substantive
rank, VOs will move to the point on their substantive pay spine that they would
be at had substitution or AR not occurred. Account is to be taken of any YIP
awarded during the period of substitution or holding AR.
Yearly Incremental Progression
05.0212.
VOs are eligible for YIP as set out Chapter 3 Section 4.
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JSP 754
Edition 19 dated 1 Oct 13
5–2-2
CHAPTER 5
SECTION 3
OFFICERS COMMISSIONED FROM THE RANKS
Aim
05.0301.
To define the pay arrangements specific to Officers
Commissioned from the Ranks (OCFRs).
Scope
05.0302.
This section covers all Regular and Reserve OCFRs in the main
AFPRB remit group.
05.0303.
Regulations specific to this group are covered in this section,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
Reserve Officers
05.0304.
The regulations below are also applicable to Reserve Officers,
however separate rates of pay are issued by Directed Letter for the Reserve
Forces and rates of pay for all Reserve OCFRs are to be taken from the
appropriate table of the Reserve Pay Letter.
Pay During Initial Officer Training
05.0305.
Serving non-commissioned personnel undergoing initial officer
training (IOT) will continue to receive pay at the rate appropriate to their
substantive rank until commissioned 1. An individual in receipt of paid acting
rank for a minimum period of 35 days immediately prior to starting IOT may
retain this higher rate of pay whilst undergoing IOT. Individuals are eligible to
receive any increments of pay that become due during this period. Individuals
are then assimilated onto the appropriate officers’ pay spine on the date of
commissioning.
Pay on Commissioning
05.0306.
On commissioning 2, OCFRs (except those detailed in para
05.0307) will transition to the main officers’ pay spine and will be allocated to
an increment level (IL) on the OF1 range based on their:
a.
1
Officer rank and seniority or, if more favourable;
However, for RN and RM personnel, commissioning is date of entry to BRNC and CTCRM
respectively.
2
For RN this will be on date of entry to BRNC. For RM this will be on date of entry to
CTCRM.
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b.
Basic pay in issue on the day prior to commissioning plus a 5%
promotion increase; with assimilation to the appropriate IL on a range
at the nearest pay IL equal to or above the amount so determined.
Officers will remain at this point as a stand still rate of pay (SSRP),
where necessary, until their seniority catches up, whereupon normal
incremental progression will commence. If the 5% increase results in a
pay level above the rank level in the OF1 range, the resulting amount
will form a Specially Determined Rate of Pay (SDRP). An officer will
then remain on this SDRP (subject to the normal annual pay uplift),
until such time as they are promoted.
c.
Late Entry Officers transferring to a regular commission. On
transfer to regular commissions, officers in receipt of the special rates
of pay for short service commission (late entry) or intermediate regular
commission (late entry) officers shall be assigned to the incremental
level equal to or next higher than the rate of pay for their rank before
conversion, where they will standstill until seniority catches up with the
incremental level on to which they have been assimilated. In the event
of the maximum increment within the pay range for the rank being
exceeded, the officer shall be assimilated to a specially determined
rate of pay.
Separate OCFR Pay Spine
05.0307.
On commissioning, all other OCFRs (Senior Upper Yardmen
(SUY(RN)) 3, Senior Corps Commission (SCC(RM), Naval Personal and,
Family Service Officers and Naval Careers Service Officers 4), Late Entrant
(LE)(Army) 5), Commissioned Warrant Officer (CWO(RAF) 6, Regular RAF
Officers in the Medical Technician Branch 7 and Director of Music) 8, will be
paid from a separate OCFR pay range which comprises 15 ILs containing
enhanced rates of pay. Subject to 05.0308, entry points to this separate
OCFR pay table are determined by length of reckonable service 9 as an OR.
There are three entry points as follows:
3
To be selected for SUY(RN) an individual must be at least 26 years old and of the rate of
PO or above, except for the Logistics Branch, where individuals must be at least 26 years old
and have held the rank of LH for 12 months prior to selection.
4
See para 05.0309
5
These include, Regular Commission (LE), Intermediate Regular Commission (LE) and Short
Service Commission (LE) Officers
6
RAF WOs not commissioned under the CWO(RAF) scheme will be paid from the main
officers’ pay spine on commissioning and in accordance with 05.0305 during IOT. RAF
Branch Officers commissioned from the ranks prior to 2 April 2002 will hold reserved rights to
this Pay Spine.
7
Officers in the Medical Technician Branch as well as appointed to commissions before 1
June 1998
8
Directors of Music on pre Music 2000 rates of pay.
9
Reckonable service for RAF personnel recruited on or after 6 April 2005 is from date of
enlistment. For RAF personnel recruited prior to this date and all RN/Army personnel,
reckonable service is from age 18 or date of enlistment, whichever the later.
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a.
IL1 - Entry point for those with less than 12 years’ reckonable
service.
b.
IL4 - Entry point for those with 12 but less than 15 years’
reckonable service
c.
IL7 - Entry point for those with 15 or more years’ reckonable
service.
In the case of Reserve personnel on attendance based pay, a year’s service
is counted as each year for which a certificate of efficiency has been issued.
05.0308.
However, for the group defined at 05.0307 above, if the
individual would receive higher pay by moving to the IL equal to or next higher
to the rate of OR basic pay applicable on the day prior to commissioning plus
5% then this formula is to be applied.
05.0309.
Following assimilation to this table, all OCFRs are entitled to
Yearly Incremental Progression (YIP). There is a bar to incremental
progression for RN Careers Service Officers at IL11.
05.0310.
UK Special Forces (SF) ORs who are paid from the UKSF
permanent cadre pay spine on the day prior to commissioning as UKSF
OCFRs are commissioned in accordance with the regulations at 05.0306 –
05.0308. However they will be paid from a separate SF OCFR Pay spine on
commissioning which also comprises 15 ILs.
05.0311.
The annual rates of pay are recommended by the Armed Forces
Pay Review Body (AFPRB) and are set out in the CDP Remuneration
Directed Letter.
Pay on Promotion to OF2
05.0312.
For officers assimilated onto the main officer spines, on
promotion to OF2, following application of the 2% minimum promotion pay
rise, the officer will be assimilated to the appropriate point on the OF2 range
at the pay IL equal to or above the amount so determined, whereupon normal
incremental progression will commence. If the 2% increase results in an IL
above the current rank range maximum, then the resulting amount will form a
SDRP. An officer will then remain on this SDRP (subject to the normal annual
pay uplift), until such time as they are promoted to the next rank. On further
promotion, the rules in Chapter 3 Section 7 apply.
05.0313.
Officers already in receipt of an SDRP will, on promotion to the
next rank, have the 2% minimum pay rise applied to the SDRP and will be
assimilated to the appropriate point on the new rank range at the nearest IL
above the amount so determined. Should the increase result in a pay level
above the new rank range then a new SDRP will be calculated based on a 2%
increase on the current SDRP. An officer will then remain on this SDRP
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(subject to the normal annual pay uplift), until such time as they are promoted
to the next rank.
05.0314.
For OCFRs paid from the separate OCFR pay scales (including
SF OCFRs), on promotion from OF1 to OF2 there will be no further monetary
increase in pay or change to the individual’s Incremental Base Date (IBD).
Pay on Promotion to OF3
05.0315.
For all non-SF OCFRs, on promotion to OF3, pay will be
assessed on the basis of existing pay plus a 5% increase rounded up, or
equal to, the nearest IL on the OF3 pay range on the main Officer Pay Spine.
Officers will remain at this point as a SSRP, where necessary, until their
seniority catches up, whereupon normal incremental progression will
commence in accordance with Chapter 3 Section 4.
05.0316.
For SF OCFRs paid from the separate SF OCFR pay spine, on
promotion to OF3, pay will be assessed on the basis of existing pay plus a 5%
increase rounded up to the nearest IL on the OF3 pay range on the separate
SF OCFR OF3 Pay Spine. Officers will remain at this point on an SSRP,
where necessary, until their seniority catches up, whereupon normal
incremental progression will commence in accordance with Chapter 3
Section 4.
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JSP 754
Edition 19 dated 1 Oct 13
5–3–4
CHAPTER 5
SECTION 4
CHAPLAINS’ PAY
Aim
05.0401.
To define the pay arrangements for all Service chaplains.
Scope
05.0402.
This section covers Service chaplains commissioned into the
Regular or Reserve chaplaincy branches up to and including Chaplain
General (or equivalent).
05.0403.
Regulations specific to this group are covered in this chapter,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
General
05.0404.
Service chaplains are recruited as ordained clergy. They are
non-combatant officers and are responsible for providing for the spiritual well
being of Service personnel and their families. RN chaplains do not wear rank;
Army and RAF chaplains are given relative rank solely for the purpose of
defining their status with regard to precedence, discipline and administration
in relation to other officers 1.
Pay Structure
05.0405.
Up to appointment as Principal Chaplain the length of an
individual’s Service experience will determine rates of pay. From Principal
Chaplain the length of service in appointment will determine the appropriate
rate of pay.
05.0406.
The chaplains’ pay spine has 3 ranges and each range has a
sequence of pay Increment Levels (ILs) to provide Yearly Incremental
Progression (YIP). There are 27 ILs for chaplains at basic level, 4 ILs for
Principal Chaplains and 5 ILs for the Heads of Chaplaincy.
05.0407.
as below:
In addition, there are 2 pay ranges unique to the Army and RAF
a.
Army & RAF only: There is a 2 IL range for chaplains (class 1)
which contains 2 rates. The level 1 rate is for chaplains with less than
24 years service. The level 2 rate is for chaplains with 24 years or more
1
Whilst Heads of Chaplaincy (Chaplain of the Fleet, Chaplain General and Chaplain-in-Chief
(RAF)) have the relative rank of 2-Star they are part of the Armed Forces’ Pay Review Body
remit group.
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service. There is no YIP in this range. An officer will move to the
higher rate on completion of the 24 years reckonable service.
b.
Army Only: There is a 5 point range for Deputy ChaplainGeneral. Pay on promotion to this range and from this range is in
accordance with the provisions of 05.0410.
Rates of Pay
05.0408.
The annual rates of pay are recommended by the Armed Forces’
Pay Review Body (AFPRB) and set out in the annual CDP Remuneration
Directed Letter.
Commencement of Pay
05.0409.
Service chaplains enter at the on-appointment (chaplain level 1)
rate although they are entitled to up to 6 years antedated seniority for
approved experience as civilian clergy after the age of 25. Such discretionary
awards of seniority are awarded as follows:
a.
RN/RM. All antedated seniority is set by the Chaplain of the
Fleet under the authority of BR3.
b.
Army. All antedated seniority policy is set by the Directorate of
Manning (Army) (DM(A)). The Occurrences Wing at APC, Glasgow
calculates antedated seniority according to current policy. In the case
of the Chaplains, the Department Chaplains’ (Army) is the authority for
the award of antedated seniority and acts as the MCM Div for
calculation of antedated seniority for each chaplain entering the Army.
c.
RAF. All antedated seniority is set by Director General
Chaplaincy Services (RAF).
Pay on Promotion
05.0410.
Chaplains do not receive any increase in pay on promotion until
appointment to Deputy Chaplain of the Fleet (DCOTF) / Principal Chaplain
(except for the Army where promotion to chaplain class 1 is permissible, pay
is then in accordance with 05.0407). On appointment as DCOTF / Principal
Chaplain, individuals move to the lowest IL on the Principal Chaplains’ pay
range unless this does not provide for a minimum 2% pay increase. Similarly,
on appointment as Chaplain General (and Deputy Chaplain General for the
Army), the individual moves to IL1 on the appropriate pay range unless this
does not deliver the minimum 2% pay increase. In circumstances where the
minimum promotion increase is not delivered, the individual moves to the next
highest IL that provides the minimum increase. Each of these promotions to
higher rank will re-set the incremental base date (IBD) for YIP.
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Yearly Incremental Progression
05.0411.
Chaplains are eligible for YIP as set out in Chapter 3 Section 4.
Fees for Ministerial Duties
05.0412.
A chaplain is not entitled to receive any additional fees for the
performance of pastoral or liturgical duties for any Service person or their
family. In addition, a chaplain may not receive a fee for providing copies of
baptism, marriage or burial certificates.
Cadet Force Adult Volunteers
05.0413.
Chaplains of the Cadet Force Adult Volunteers will be paid a
spot rate according to their rank. See Chapter 4 Section 8.
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JSP 754
Edition 19 dated 1 Oct 13
5–4–3
CHAPTER 5
SECTION 5
SPECIAL FORCES’ PAY
Aim
05.0501.
(UKSF).
To define the basic pay arrangements for all UK Special Forces
Scope
05.0502.
This chapter deals with the pay arrangements for all Regular
Special Air Service (SAS) and Special Boat Service (SBS) other ranks (ORs).
It also deals with pay arrangements for all Regular Special Reconnaissance
Regiment (SRR) ORs who, with effect from 1 April 2008, transferred to the
same broad pay arrangements.
Eligibility
05.0503.
This chapter covers ORs of the SAS, SBS and SRR whilst
employed on SF duties, to which a separate pay spine is assigned. Except
where otherwise stated, this section refers to all ORs who are serving in the
SAS, SBS and SRR irrespective of the post being filled. In cases where SF
(permanent cadre) personnel are placed on a non-SF assignment, providing
they remain badged, SF Pay will continue. Basic pay arrangements for Direct
Entry (DE) officers remain in accordance with Chapter 3 Section 1.
Determination of Pay
05.0504.
The rates of SF pay payable are determined by an individual’s
SF rank and time in rank.
Rates of Pay
05.0505.
Rates of basic pay are recommended by the Armed Forces’ Pay
Review Body (AFPRB) and promulgated annually by CDP Remuneration in a
Directed Letter.
SAS/SBS/SRR Pay Ranges
05.0506.
In addition to the 2 normal spines at each rank for ORs set out in
Chapter 3 Section 1, a 3rd spine exists for personnel specifically employed in
the SAS, SBS and SRR. The structure of this spine and the number of
increment levels (ILs) within each range is shown below.
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OTHER RANKS’ SF PAY TABLE
Range 1 - OR2 and OR3
OR2
OR2
OR3
SAS/SRR: Trooper
SBS: Marine
Lance Corporal
ILs 1 – 7
ILs 1 – 7
ILs 5 – 9
Range 2 - OR4
Corporal
ILs 1 – 7
Range 3 - OR5/6
Sergeant
ILs 1 – 7
Range 4 - OR7 and OR8
OR7
Staff Sergeant/Colour Sergeant
OR8
Warrant Officer 2
ILs 1 – 7
ILs 5 – 9
Range 5 - OR9
Warrant Officer 1
ILs 1 – 7
Pay on Entry 1
05.0507.
Volunteers retain their existing rates of pay throughout the 26
week training phase (28 week for SRR). On completion of their training,
known as Badging Day, personnel enter the SF in the rank of Trooper for the
SAS and SRR, or Marine for the SBS, and transfer to the SF Pay Spine,
Range 1 (OR2), IL1. Where SF Pay plus Recruitment & Retention Payment
(RRP) (see 05.0313 below) is less than the current rate of pay, personnel will
be placed on to a Mark Time Rate of Pay (MTRP) for two years or the period
of conversion training, whichever is the greater.
05.0508.
A ‘shadow rank’ is created which tracks their normal career path
in their parent unit, including IBDs and promotion boards, so as not to
disadvantage them should they return to normal duties in the future.
Seniority and Incremental Progression
05.0509.
SAS, SBS and SRR seniority for pay and yearly incremental
progression (YIP) will be assessed as SF seniority only, commencing on
Badging Day, and only include time spent on SF duty. YIP rules will otherwise
be in accordance with Chapter 3 Section 4.
1
SRR Personnel who transferred to the SF pay scale between 1 April 2008 and 31 March
2010 are entitled to transitional arrangements and placed on to a Stand Still Rate of Pay
(SSRP) where they will remain until such time as the normal pay for Rank is equal to or
greater than the SSRP.
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Accelerated Incremental Progression
05.0510.
There is no scope for AIP for SAS/SBS/SRR.
Pay on Change of Rank
05.0511.
Basic pay on change of paid rank will be in accordance with
Chapter 3 Sections 7 and 9, but applied to the SF basic pay spine.
Substitution Pay
05.0512.
Substitution pay (SUPA) will be paid in accordance with Chapter
3 Section 8.
Recruitment & Retention Payment
05.0513.
Subject to qualifying criteria SAS/SBS personnel are entitled, to
Recruitment & Retention Payment (Special Forces) as detailed in Chapter 6
Section 12.
05.0514.
Subject to qualifying criteria, SRR personnel are entitled to
Recruitment & Retention Payment (Special Reconnaissance) as detailed in
Chapter 6 Section 15.
Commitment Bonuses
05.0515.
Commitment Bonuses are payable in accordance with the
regulations laid down in Chapter 7 Sections 1-3.
SF Personnel Returning to Normal Duties
05.0516.
On return to normal duties (known as Return To Unit (RTU)):
a.
SAS/SBS/SRR personnel who have not attained permanent
cadre status will transfer back to the normal pay range based on their
shadow rank and seniority. Personnel whose SAS/SBS/SRR rank on
RTU is higher than their shadow rank, will be assessed for rank and
seniority by the receiving Manning Authority, and will have their pay
assessed accordingly by JPAC.
b.
SAS/SBS/SRR permanent cadre personnel, who no longer hold
a shadow rank, would be assessed for rank and seniority by the
receiving MCM Division, and will have their pay assessed accordingly by
JPAC.
Assessment of Pay on Re-entry/Re-enlistment
05.0517.
Assessment of pay on re-entry/re-enlistment will be in
accordance with the regulations laid down in Chapter 3 Section 12.
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Commissioning
05.0518.
Pay arrangements for SAS/SBS/SRR ORs upon commissioning
are in accordance with the regulations laid down in Chapter 5 Section 3.
Where a SAS/SBS/SRR OR is commissioned as a permanent cadre
SAS/SBS/SRR OCFR, they will be placed at the relevant level on the OCFR
(SF) pay spine. However, if the individual is commissioned into the wider
(non-SF permanent cadre) Service community, prior to commencing their
commissioning course they are to revert to their shadow rank in accordance
with 05.0516, then on commissioning they will be placed at the relevant level
on the standard OCFR pay spine; such officers who later return to SF
employment will be treated for Recruitment & Retention Payment (RRP)
purposes in the same way as direct entrant officers, and will remain on the
normal OCFR pay spine.
05.0519.
Once transferred to the standard OCFR pay spine, such officers
(former SAS/SBS/SRR ORs) who later return to SF employment will be
treated for Recruitment & Retention Payment (RRP) purposes in the same
way as direct entrant officers, and will remain on the normal OCFR pay spine.
However, personnel who have a minimum of two years left to serve, and are
offered a transfer into the permanent SAS/SBS/SRR cadre as an OCFR, will
transfer to the OCFR (SF) pay spine and be placed on IL1 of the applicable
range, i.e. OF1/OF2 or OF3. Incremental progression will be in accordance
with Chapter 3 Section 4.
05.0520.
Direct entrant officers and OCFRs without prior SF permanent
cadre experience are not permitted to be paid from the OCFR (SF) pay spine.
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JSP 754
Edition 19 dated 1 Oct 13
5–5–4
CHAPTER 5
SECTION 6
ROYAL NAVY AND ROYAL AIR FORCE PROFESSIONAL AVIATORS’ PAY
SPINE AND PILOT EMPLOYMENT STREAM (ARMY)
Aim
05.0601.
To define the pay arrangements for all officers on the
Professional Aviators’ pay spine (PAS) / Pilot Employment Stream (Army)
(PES(A)). 1
Scope
05.0602.
This section applies to all aircrew officers who have been
selected, and have chosen to serve, on the PAS. The PAS replaced the
Specialist Aircrew (SA) scheme for the RAF on 1 April 2003, although some
personnel continue to serve on SA Terms of Service (SATOS) (see Chapter 5
Section 8).
05.0603.
Regulations specific to commissioned PAS aircrew are covered
in this section, otherwise pay for this group is governed by the regulations set
out in Chapter 3. The regulations for non-commissioned aircrew PAS are
outlined in Chapter 5 Section 7.
General
05.0604.
Personnel on the PAS are not eligible for Recruitment &
Retention Payment (Flying) (RRP(F)), as their basic rates of pay are
enhanced to recognize their aircrew skills and employment in flying and flying
related appointments. Those aircrew not serving as PAS officers are
categorized as Career Stream (CS) 2 officers and continue to receive basic pay
and RRP(F), if appropriate.
Eligibility
05.0605.
The following officer aircrew are eligible to be considered for
entry to the PAS, subject to selection by the appropriate manning authority:
a.
RN/RM.
(1)
Individuals at or beyond their Immediate Pension Point
3
(IPP )/Early Departure Point (EDP 4).
1
From here, all references to PAS also apply to the Pilot Employment Stream (Army)
(PES(A))
2
Career Stream is a generic term for personnel in all Services on the main pay scale.
3
IPP – after 16 years’ reckonable service for officers and 22 years’ reckonable service for
ORs for personnel serving on AFPS 75.
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(2)
RN Warfare Branch Officers (OF2 and OF3) on an initial
commission 5, a career commission, full term commission or an
extension of Service that takes them past their IPP.
(3)
RM Aircrew Officers (OF2, OF3 and OF4) on an initial
commission 6, a career commission, full term commission or an
extension of Service that takes them past their IPP.
b.
Army.
(1)
Army Air Corps (AAC) Direct Entry officers on
intermediate regular commission or regular Commission at the
IPP/EDP.
(2)
c.
AAC LE officer aircrew at, or beyond their IPP/EDP.
RAF.
(1)
Aircrew sqn ldrs or aircrew flt lts at or beyond their Initial
Retirement Date (IRD) as defined by AP 3393 Volume 1.
(2)
RAF Branch Officers 7.
(3)
Under exceptional circumstances and at the discretion of
the RAF Manning Organisation, those aircrew officers who have
passed their IPP.
d.
Tri-Service additional Criteria
(1)
Personnel must be in receipt of RRP(F) (either at full or
Reserve Band rates).
(2)
Personnel must not have applied for Premature Voluntary
Release (PVR).
(3)
Personnel must not have had a PVR exit date approved.
(4)
Personnel must not have been permanently medically
downgraded as unfit for flying duties. Personnel who are
temporarily downgraded will have their suitability for entry onto
the PAS assessed on a case-by-case basis by single-Service
Manning Authorities.
4
EDP – available to officers’ and ORs on reaching age 40 and completion of at least 18 years
reckonable service for personnel serving on AFPS 05.
5
RN Senior Upper Yardmen (SUY) Observers only.
6
RM Staff Officer (Late Entry) only.
7
Personnel at or beyond their Specialist Aircrew Terms of Service (SATOS) designation date,
or SATOS personnel who are offered and accept a transfer to PAS in 2010.
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(5)
Personnel must be able to provide a minimum of 5 years
service from their date of entry to the PAS to their Normal
Retirement Date (NRD).
Pay Structure
05.0606.
The PAS is a sequence of 35 incremental levels (ILs) on one
range that provides scope for Yearly Incremental Progression (YIP). Pay on
the PAS is based on length of service rather than rank although pay bars exist
for the following groups:
(1)
At IL30 for all OF2 aircrew 8 (unless they joined the PAS
prior to 1 April 2010 in which case they may be subject to
reserve rights 9).
(2)
At IL33 for RAF OF3 Non-pilots. 10
Rates of Pay
05.0607.
The rates of pay for PAS officers are recommended annually by
the Armed Forces’ Pay Review Body (AFPRB) and promulgated by CDP
Remuneration in a Directed Letter.
Entry onto the Professional Aviator Spine
05.0608.
Entry onto the PAS is by selection and the number of personnel
selected each year is commensurate with each Service’s manning
requirement. The age and experience of those selected must assist the
Services in moving towards their respective Sustainable Experience Profiles
(SEP). The selection arrangements for each Service may differ but they will
share a number of common features.
05.0609.
Upon transfer to the PAS, aircrew will enter at the IL that
equates to the aggregate of their basic pay and RRP(F), in the paid rank on
the day of transfer 11. If no direct equivalent exists then an individual will be
placed on the next highest IL on the PAS. If applying the above mentioned
criteria leads to an entry point that exceeds an IL bar for the individual’s
particular specialisation, then the individual will standstill on that IL. There are
no circumstances under which an individual’s pay on the PAS should be less
8
Prior to April 2010 Weapons Systems Officer (WSO) (Rear crew) were subject to a pay bar
at IL28.
9
OF2 pilots who transferred to the PAS on or before 31 March 2010 remain eligible to
continue to increment to IL35.
10
Prior to April 2010 WSO (Navigators) were subject to a pay bar at IL30.
11
Personnel joining the PAS who were on a ‘standstill’ rate of pay on the pay spine relating to
Senior Upper Yardmen/Senior Corps Commission Officers of the RN and RM, Regular
Commission (Late Entry) Officers, Short Service Commission (Late Entry) Officers, Regular
RAF Branch Officers and Regular RAF Officers in the Medical Technician Branch will transfer
at the increment level that either matches or is one level up from the standstill rate of pay in
issue and will be entitled to Yearly Incremental Progression on the next anniversary of their
Incremental Base Date however soon that might occur.
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Edition 19 dated 1 Oct 13
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than their remuneration prior to joining it. In all instances, an individual’s
Incremental Base Date (IBD) will not be reset as a result of transfer to the
PAS. JPAC are responsible for transferring an individual onto the appropriate
level on the PAS.
Personnel Returning to Regular Service 12
05.0610.
Should an individual choose (i.e. not for medical reasons) to
leave the PAS their pay is to be reassessed by subtracting the top rate of
RRP(F) from their PAS level of pay. If there is no equivalent IL then they
should move to the next highest IL for their rank and trade. If the new rate of
pay is greater than the maximum IL for their rank and range then they should
be placed on the maximum IL. There is no entitlement to an SDRP or MTRP.
05.0611.
Subject to satisfying normal criteria, PAS officers will advance
one IL on the anniversary of their IBD until such time that they reach the
maximum IL or a pay bar associated with their aircrew specialisation,
whereupon they will stand still. For detailed regulations regarding YIP see
Chapter 3 Section 4.
Promotion
05.0612.
The following rules govern promotion arrangements for
personnel of the PAS:
a.
Promotion from OF2 to OF3. OF2 PAS personnel remain
eligible for promotion to OF3 in accordance with single Service criteria
and, if selected for promotion, may apply to either remain on the PAS
or transfer to the CS 13. The decision will depend upon the individual
Services’ manning requirements at the time. Depending on Service
requirements, OF2 PAS officers who transfer to the CS on promotion to
OF3 may, subject to satisfying the relevant criteria, be later offered a
transfer back to the PAS.
b.
Promotion from OF3 to OF4. OF3 PAS personnel remain
eligible for promotion to OF4 in competition with OF3 CS personnel.
However, on promotion to OF4 they must transfer to the CS and cannot
rejoin the PAS at any future point.
Pay on Promotion
05.0613.
The rates of pay on the PAS are determined by experience
rather than rank. For those officers remaining on the PAS after promotion
there will be no change to their rate of pay; neither will there be any resetting
of their IBD. However, for those officers who transfer to the CS on promotion,
pay in their new rank will be calculated by subtracting the top rate of RRP(F)
12
Also applies to personnel joining the Reserve Forces
Personnel transferring back to the CS will do so on the understanding that they abide by
the terms and conditions of service associated with it.
13
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from the PAS remuneration in the lower rank they were receiving on the day
prior to their promotion becoming effective and then applying normal rules for
pay on promotion (see Chapter 3 Section 7).
Substitution Pay
05.0614.
PAS personnel are not eligible to receive substitution pay
(SUPA). However, exceptionally, PAS personnel substituting for CS personnel
filling flying or flying related appointments that have a command/managerial
responsibility are entitled to receive SUPA provided they meet the eligibility
criteria in Chapter 3, Section 8. SUPA is then effective from the date upon
which the substitution began. An individual undertaking substitution duties will
be paid the ‘on appointment’ rate of basic pay in the next higher rank or, if the
individual’s current PAS rate is greater, they remain on the PAS and receive a
2% addition to their PAS rate of pay rounded up to the nearest IL. The
circumstances under which PAS personnel would substitute for a CS officer
should be exceptional and instances are to be closely monitored by the singleService Manning Authorities and reported annually to CDP Remuneration.
Pay for Acting Higher Rank
05.0615.
OF2 PAS personnel appointed to acting OF3 will not receive a
pay increase on assuming the acting higher rank. OF3 PAS personnel
appointed to acting OF4 will receive a pay increase, and their IBD will change
to reflect their new rank. The individual should be placed at the ‘on
appointment’ IL for an OF4 or, if this figure is lower than their normal rate of
pay, 2% should be added to their existing PAS pay rate rounded up to the
nearest IL. The rationale for this is that if, on transfer, the PAS rate is higher
than the OF4 on appointment rate plus RRP(F) then the individual will, in
normal circumstances, have received a pay increase. If this is not the case
then 2% should be added to their existing PAS rate. An individual’s IBD will
not change as a result of holding acting higher rank. If an individual’s IBD falls
during a period of acting in a higher rank then their pay must be recalculated
to ensure that they still receiving 2% above their substantive PAS rate of pay.
The circumstances under which PAS personnel would be required to act in a
higher rank for an officer on the CS should be exceptional and instances
monitored and reported annually to CDP Remuneration.
05.0616.
Upon relinquishing acting rank, personnel will revert to the PAS
IL commensurate with their OF3 IBD taking due account of any incremental
bars associated with their aircrew specialisation. If an individual’s IBD occurs
during a period of acting in a higher rank then this will be taken into account
when they revert to their substantive rank.
Medical Downgrading
05.0617.
PAS personnel who are temporarily medically downgraded will
remain on the PAS. However, PAS personnel who are permanently medically
downgraded and cannot fill either flying or flying related posts cannot remain
on the PAS. In such circumstances personnel may, depending on Service
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requirements, be offered a transfer to a non-flying post. Alternatively they
may elect to exit the Services on invaliding terms (if offered) or be medically
discharged.
05.0618.
Should an individual move into a non-flying post they will be
placed on the IL on the CS pay range appropriate to their rank. The new rate
of pay will be determined by subtracting the top rate of RRP(F) from their PAS
level of pay on the CS. If there is no equivalent level then they should move
to the next higher IL for their rank. If the new rate of pay (PAS less top rate
RRP(F)) is greater than the maximum IL for their rank and range then the
individual will receive a Specially Determined Rate of Pay (SDRP).
Transfer of Specialisation/Branch and Re-entry
05.0619.
Aircrew who have rejoined the Services and had previously held
a permanent commission are eligible, provided there is a Service requirement,
for selection to the PAS under the rules outlined above. However, individuals
would normally be expected to rejoin the CS and compete for transfer to the
PAS.
05.0620.
Personnel training to move from one aircrew specialisation to
another will, on transfer, be subject to any pay bars associated with their new
specialisation. If a pay bar has already been passed they will standstill on their
existing rate of pay and normal rules will apply (Chapter 3, Section 10).
05.0621.
Personnel undertaking aircrew conversion training cannot join
the PAS until they have successfully completed their conversion training and
have been selected in accordance with the PAS eligibility criteria.
Premature Voluntary Release
05.0622.
The pay of PAS personnel will not reduce on approval of an
application for Premature Voluntary Release (PVR).
Pensions
05.0623.
Under AFPS 75, pensions for PAS personnel will be enhanced
by adding a daily supplement to the standard representative rank based
pension that an individual is entitled to on leaving the Services. For RAF PAS
OF2s, this will be the standard Specialist Aircrew (SA) representative rank
based pension and for RAF PAS OF3s this will be the standard CS
representative rank based pension. For RN and Army PAS/PES(A) OF2s and
OF3s this will be the CS standard representative rank based pension. The
supplements will be calculated each year to reflect the pension headroom
differential between the normal maximum representative pay rate for rank and
the maximum pay point on the PAS that an individual can reach. The
appropriate daily supplement will be earned for each day of service on the
PAS, provided that a minimum of 5 years paid and pensionable service on
PAS terms has been given before retirement. The pension supplements are
promulgated annually by Directed letter.
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05.0624.
RAF PAS OF2s who exit the Service prior to giving the requisite
5 years of service on the PAS will receive the standard SA representative
pension based on rank without any supplements. RN and Army PAS/PES(A)
OF2s who exit the Service prior to giving the requisite 5 years of service on
the PAS/PES(A) will receive the standard CS representative rank based
pension. PAS/PES(A) OF3s who exit the Service prior to giving the requisite
5 years of Service on the PAS/PES(A) will receive the standard CS
representative rank based pension.
05.0625.
Pensions for those serving under AFPS 05 will be based on the
final pensionable salary; there are no supplements payable under AFPS 05.
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JSP 754
Edition 19 dated 1 Oct 13
5–6–7
CHAPTER 5
SECTION 7
ROYAL NAVY AND ROYAL AIR FORCE NON-COMMISSIONED AIRCREW
PROFESSIONAL AVIATORS’ PAY SPINE AND PILOT EMPLOYMENT
STREAM (ARMY)
Aim
05.0701.
To define the pay arrangements for all non-commissioned
aircrew (NCA) personnel on the Professional Aviators’ pay spine (PAS)/Pilot
Employment Scheme (Army) (PES(A)) 1.
Scope
05.0702.
This section applies to all NCA/Army Air Corps (AAC) NCO
2
Aircrew who have been selected, and have chosen to serve on the PAS.
PES(A) was introduced on 1 April 2003 and the PAS for NCA on 1 April 2004.
05.0703.
Regulations specific to this group are covered in this section,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
General
05.0704.
The PAS is compatible with the principles of Pay 2000. PAS
NCA do not receive Recruitment & Retention Payment (Flying) (RRP(F)) as
their basic rates of pay are enhanced to recognise their aircrew skills and
employment in flying and flying related appointments. Those NCA not on the
PAS will continue to receive basic pay and RRP(F) appropriate to their rank
and specialism.
Eligibility
05.0705.
PAS:
a.
The following NCA are eligible to be considered for entry to the
Royal Navy/Royal Marines.
(1)
1
Individuals at or beyond their IPP/EDP.
From here the generic term PAS is used throughout this Chapter but also refers to PES(A).
From here the generic term NCA is used throughout this Chapter but also refers to AAC
NCO Aircrew.
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2
b.
c.
05.0706.
Army.
(1)
Individuals on an open engagement at IPP 3/EDP 4.
(2)
Individuals on an ‘S’ type engagement beyond IPP/EDP.
Royal Air Force. Individuals at or beyond their IPP/EDP
Tri-Service Additional Criteria
a.
Individuals in receipt of RRP(F) (either at full or reserve band
rates).
b.
Individuals who have not applied for Premature Voluntary
Release (PVR).
c.
Individuals who have not had a PVR exit date approved.
d.
Individuals who have not had a General Right to Notice
Discharge (NGR) date approved.
e.
Individuals who have not applied for an NGR.
f.
Individuals who are not permanently medically downgraded as
unfit for flying duties. Personnel who are temporarily downgraded will
have their suitability for entry onto the PAS assessed on a case-bycase basis by single-Service Manning Authorities.
g.
Individuals who can provide a minimum of 5-years service from
their date of entry to the PAS to their Normal Retirement Date (NRD).
h.
Individuals who do not have an application for a commission in
progress.
Pay Structure
05.0707.
The PAS is a sequence of 35 incremental levels (ILs) on one
range that provides scope for Yearly Incremental Progression (YIP). Pay on
the PAS is based on length of service rather than rank although pay bars
exist for the following groups:
3
(1)
At IL12 for RAF NCO Aircrew Sergeants.
(2)
At IL16 for RAF NCO Aircrew Flight Sergeants.
(3)
At IL20 for RAF NCO Master Aircrew.
IPP – after 16 years’ reckonable service for officers and 22 years’ reckonable service for
ORs.
4
EDP – available to officers’ and ORs on reaching age 40 and completion of at least 18 years
reckonable service.
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(4)
At IL22 for all non-AAC NCO pilots.
(5)
At IL22 for AAC Sergeant pilots.
(6)
At IL24 for AAC Staff Sergeant pilots. 5
(6)
At IL27 for AAC WO2 pilots.5
(7)
At IL30 for AAC WO1 pilots.5
Subject to satisfying the criteria in Chapter 3 Section 4 PAS NCA will
advance one IL on the anniversary of their Incremental Base Date (IBD) until
such time that they reach the maximum IL or a pay bar associated with their
aircrew specialisation or rank, whereupon they will stand still.
05.0708.
For Army NCO Pilots pay bars exist at level 30 for OR9 Pilots,
level 27 at OR8, level 24 at OR7 and level 22 for OR6. Similar bars exist at
level 20 for RN, RM & RAF OR 9 Non Commissioned Aircrew (NCA) and RM
OR 8 NCA, IL 16 for RN, RM & RAF OR 7 NCA and IL 12 for RN, RM & RAF
OR 6 NCA.
Rates of Pay
05.0709.
The rates of pay for PAS NCA are recommended annually by the
AFPRB and promulgated by CDP Remuneration in a Directed Letter.
Entry onto the Professional Aviator Spine
05.0710.
Entry onto the PAS will be by selection and the number of
personnel selected each year will be commensurate with each Service’s
manning requirement. The age and experience of those selected must assist
the Services in moving towards their respective Sustainable Experience
Profiles (SEP). The selection arrangements for each Service may differ but
they will share a number of common features.
05.0711.
Upon transfer to the PAS, aircrew will enter at the IL that
equates to the aggregate of their basic pay and RRP(F), in the paid rank on
the day of transfer. If no direct equivalent exists then an individual will be
placed on the next highest IL on the PAS. If applying the above mentioned
criteria leads to an entry point that exceeds an IL bar for the individual’s
particular specialisation, then the individual will standstill on that IL. There are
no circumstances under which an individual’s pay on the PAS should be less
than their remuneration prior to joining it. In all instances, an individual’s
Incremental Base Date (IBD) will not be reset as a result of transfer to the
PAS. JPAC are responsible for transferring an individual onto the appropriate
level on the PAS.
5
Prior to April 2010 all AAC pilots were subject to a pay bar at IL22.
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Personnel Returning to Regular Service 6
05.0712.
Should an individual choose (i.e. not for medical reasons) to
leave the PAS their pay is to be reassessed by subtracting the top rate of
RRP(F) from their PAS level of pay. If there is no equivalent IL then they
should move to the next highest IL for their rank and trade. If the new rate of
pay is greater than the maximum IL for their rank and range then they should
be placed on the maximum IL. There is no entitlement to an SDRP or MTRP.
Promotion
05.0713.
PAS NCA personnel remain eligible for promotion in competition
with their non-PAS NCA counterparts. PAS RM/AAC SNCOs remain eligible
for promotion to the next higher rank in competition with CS SNCOs. If
promoted, they remain on the PAS. PAS personnel who are promoted and
remain on the PAS will not receive a pay rise. PES(A) personnel are subject
to the standard rules for promotion whilst on extended service, if promoted
they will remain on the PES(A).
Pay on Promotion
05.0714.
Rates of pay on the PAS are determined by experience rather
than rank. There will be no change to an individual’s rate of pay on
promotion.
Substitution Pay
05.0715.
PAS personnel are not eligible to receive substitution pay
(SUPA). However, exceptionally, PAS personnel substituting for CS personnel
filling flying or flying related appointments that have a command/managerial
responsibility are entitled to receive SUPA provided they meet the eligibility
criteria in Chapter 3, Section 8. SUPA is then effective from the date upon
which the substitution began. An individual undertaking substitution duties will
be paid the ‘on appointment’ rate of basic pay in the next higher rank or, if the
individual’s current PAS rate is greater, they remain on the PAS and receive a
2% addition to their PAS rate of pay rounded up to the nearest IL. The
circumstances under which PAS personnel would substitute for a CS officer
should be exceptional and instances are to be closely monitored by the singleService Manning Authorities and reported annually to CDP Remuneration.
Pay for Acting Higher Rank
05.0716.
As pay and rank are decoupled on the PAS, OR7 aircrew
personnel who are appointed to acting OR8 or OR9 rank will not receive a pay
increase on assuming the higher rank. Equally, an individual's IDD will not
change as a result of holding acting higher rank. This means that PAS NCA
will not be able to progress further than the maximum incremental level for
their substantive rank in any circumstances.
6
Also applies to personnel joining the Reserve Forces
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Yearly Incremental Progression
05.0717.
Section 4.
PAS personnel are eligible for YIP under the rules in Chapter 3
Medical Downgrading
05.0718.
PAS personnel who are temporarily medically downgraded will
remain on the PAS. However, PAS personnel who are permanently medically
downgraded and cannot fill either flying or flying related posts cannot remain
on the PAS. In such circumstances personnel may, depending on manning
requirements, be offered a transfer to a non-flying post. Alternatively they
may elect to exit the Services on invaliding terms or be medically discharged.
05.0719. Should an individual move into a non-flying post they will be
placed on the range commensurate to their rank and trade. The new rate of
pay will be determined by subtracting the top rate of RRP (FP) from their PAS
level of pay. If there is no equivalent level then they should move to the next
highest IL for their rank and trade. If the new rate of pay is greater than the
maximum incremental level for their rank and range then the individual will
receive a Specially Determined Rate of Pay (SDRP) and normal Pay rules will
apply (see Chapter 3).
Transfer of Specialisation/Branch and Re-entry
05.0720.
NCA with previous service on a full-time engagement who have
rejoined or transferred to NCA prior to the PAS implementation date of 1 April
2004 are eligible for immediate selection to the PAS. Similarly, ground trades
personnel undertaking aircrew conversion training prior to the PAS
implementation date will be eligible for PAS selection once they have
successfully completed operational conversion training, subject to the
requirements of 05.0705.
05.0721.
NCA with previous service on a full-time engagement who rejoin
or transfer to NCA and ground trades personnel undertaking aircrew
conversion training after the PAS implementation date of 1 April 2004 will not
be eligible for selection to the PAS unless they have completed 10 years
reckonable service, five of which must have been as NCA.
05.0722.
Personnel training to move from one aircrew specialisation to
another will, on transfer, be subject to any pay bars associated with their new
specialisation. If a pay bar has already been passed they will stand still on
their existing rate of pay and normal pay rules will apply (see Chapter 3).
Premature Voluntary Release
05.0723.
The pay of PAS personnel will not reduce on approval of an
application for Premature Voluntary Release (PVR).
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Pensions
05.0724.
Under AFPS 75 the rates of pension applicable to PAS NCA will
be calculated by adding a supplement to the standard representative pension
rates. From 1 April 2004 the pension supplement is paid on a daily basis for
all PAS NCA. The pension supplement will be based on the maximum pay
point on the PAS i.e. the progression bar, that an individual can reach, and will
be payable for each day of service given on the PAS, provided that the
requisite period of 5 years has been served. Personnel who PVR prior to
giving the requisite 5 years of service will receive the standard representative
pension based on rank without any pension supplements. The pension
supplement rates will be promulgated annually by Directed Letter.
05.0725.
Under AFPS 05, pension is based on final salary no
supplements are payable under this scheme.
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JSP 754
Edition 19 dated 1 Oct 13
5–7–6
CHAPTER 5
SECTION 8
SPECIALIST AIRCREW
Aim
05.0801.
To define the pay arrangements for RAF squadron leaders and
flight lieutenants who elected to continue to serve as Specialist Aircrew (SA)
under the terms of the Specialist Aircrew Terms of Service (SATOS) rather
than join the Professional Aviator Scheme (PAS).
Scope
05.0802.
The SA scheme closed for new entrants with the introduction of
the PAS. However, under the terms of PAS it was agreed that SA personnel
could remain on the existing SA scheme if they chose to do so under the
original SATOS. There are also some personnel with reserved rights to join
the SA scheme.
Pay Structure
05.0803.
The SA pay spine for flight lieutenants is based on length of
service rather than rank and is a sequence of 17 Incremental Levels (ILs) on
one range that provides scope for Yearly Incremental Progression (YIP).
Squadron leader SA join the Career Stream (CS) pay spine but receive the
enhanced rate of Recruitment & Retention Payment (Flying) (RRP(F)).
Eligibility for Promotion
05.0804.
SA flight lieutenants may be considered for promotion as follows:
a.
Flight lieutenants (SA) will be considered for promotion to
squadron leader with their mainstream flight lieutenant counterparts
until their 45th birthday. If promoted they will revert to normal terms of
service of the General Duties (GD) Branch (with the exception that they
will be given an Optional Retirement Date (ORD)) and will be eligible to
compete for further promotions. Officers not promoted to squadron
leader by the 38/16-year point (Armed Forces’ Pension Scheme 1975
(AFPS 75)) or 40/18 point (Armed Forces’ Pension Scheme 2005
(AFPS 05)) may be offered an extension of service to age 55. These
officers will be eligible for promotion to squadron leader from their
38/16-year point onwards. In the Flying Branch (FG), those SA
promoted on, or before their 45th birthday may revert to single list terms.
b.
All SA personnel will be considered for promotion to squadron
leader (SA) from age 45 onwards. These promotions are subject to an
annual limitation and will provide a limited number of management
opportunities which would otherwise not exist for SA. SA squadron
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leaders will normally be employed in junior officer posts, but may fill
single list squadron leader appointments. On promotion to wing
commander they will lose their entitlement to enhanced rates of RRP
(Flying) but their total emoluments will not be less than those for which
they were eligible on the day preceding the effective date of promotion.
05.0805.
Squadron leaders on the pre 1 April 1970 Supplementary List
retain an eligibility to be considered for promotion to wing commander.
05.0806.
SA personnel are not eligible to join the PAS.
Pay on Promotion
05.0807.
SA flight lieutenants promoted to the rank of squadron leader will
enter the squadron leader pay scale at a point that ensures that their total
emoluments (that is, basic pay plus entitled rate of RRP(F)) are not less than
their total emoluments as flight lieutenants. Irrespective of flying
specialisation, the point of entry on the squadron leader basic pay scale is
determined by subtracting the top rate of RRP(F) from the total emolument as
flight lieutenant SA (basic pay plus SA rate of RRP(F)), going to the nearest
point on the regular officers’ (squadron leader) pay scale and advancing one
increment. The total squadron leader emolument is then determined by
adding the entitled rate of RRP(F) enhanced rate (pilots), enhanced rate
(navigators), top rate for other SA) to the established basic pay rate. Where
an individual is assimilated onto the CS pay table at a point higher than IL1,
yearly incremental progression (YIP) will start from this entry point subject to
satisfying the necessary progression criteria, that is to say one year’s
experience in rank, satisfactory performance and qualifications if appropriate.
05.0808.
When SA squadron leaders leave the RAF a review will be
carried out to ensure that their total emoluments (basic pay and RRP(F)) post
promotion were not less than they would have been had they not been
promoted. In the unlikely event that they were less, then an appropriate
reimbursement will be made to the individual.
Substitution Pay
05.0809.
SA personnel are not generally eligible to receive substitution
pay (SUPA). However, in exceptional circumstances SA personnel
substituting for CS personnel who are filling flying or flying related
appointments and have a command/managerial responsibility will be entitled
to receive SUPA provided they have performed the duties of the higher rank
for 21 consecutive days or longer. Payment of SUPA is effective from the date
upon which the substitution began. An individual undertaking substitution
duties will receive a 2% addition to their SA rate of pay rounded up to the
nearest IL on the SA pay spine. Where a 2% increase to pay will take the
individual to a point above the highest IL on the pay table then they will
receive a Specially Determined Rate of Pay (SDRP). The circumstances
under which SA personnel would substitute for a CS officer should be
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exceptional and instances monitored and reported annually to Pay Policy
staffs.
Rates of Pay
05.0810.
The annual rates of pay are recommended by the AFPRB and
promulgated by CDP Remuneration in a Directed Letter.
Yearly Incremental Progression
05.0811.
SA are eligible for YIP as set out Chapter 3 Section 4.
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JSP 754
Edition 19 dated 1 Oct 13
5–8–3
CHAPTER 5
SECTION 9
MILITARY PROVOST GUARD SERVICE
Aim
05.0901.
To define the pay arrangements for personnel serving with the
Military Provost Guard Service (MPGS).
Scope
05.0902.
This chapter covers personnel serving with the MPGS from the
rank of Private to Warrant Officer Class 1.
05.0903.
Regulations specific to this group are covered in this chapter
otherwise pay for this group is governed by the regulations set out in Chapter
3.
General
05.0904.
MPGS personnel are Regular Army personnel.
05.0905.
MPGS personnel will normally be considered for engagement if
they have less than a 6 year break in Service between the date their previous
service ended in HM Forces (RN, Army, FAR, RNR, TA or RAFR) and the date
of their reenlistment into the MPGS, provided their final military conduct was
assessed as ‘Very Good’ or above. The Service considers suitable candidates
without previous military experience for an engagement but applicants will
have to attend Common Military Syllabus (Recruits) (CMS(R)).
05.0906.
All MPGS personnel are recruited on a 3-year Military Local
Service Engagement (MLSE) with the opportunity, subject to
recommendation, medical fitness and the availability of a suitable post, to
serve until age 55.
05.0907.
MPGS service is pensionable but there are financial implications
on pensions, Early Departure Payments (EDP), Lump Sums, Resettlement
Grants and Redundancy Payments that have already been paid or are in
payment from previous regular Service. Pension benefits and abatement
mechanisms are complex; therefore SPVA should be contacted for detailed
personal implications.
Pay Structure
05.0908.
The pay table for MPGS shown at Annex A comprises a single
spine with 5 ranges as follows:
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a.
The NERP range, with a single incremental level (IL), that is for
new entrants without previous military experience.
b.
Range 1 for Privates and Lance Corporals that has 9 ILs.
c.
Range 2 for Corporals that has 7 ILs.
d.
Range 3 for Sergeants that has 7 ILs and
e.
Range 4 for Staff Sergeants and Warrant Officer Class 2s that
has 9 ILs.
f.
Range 5 for Warrant Officer Class 1s that has 7ILs.
Commencement of Pay
05.0909.
On entry to the MPGS, individuals requiring Phase 1 training will
be paid as new entrants until successful completion of Phase 1 training when
they will assume the rank of Private and move to Range 1, IL1. Ex-service
personnel on enlistment into the MPGS will be granted 3 years antedated
seniority 1, and will therefore join the pay scale on Range 1 IL4. Thereafter,
subsequent progression will be in accordance with 05.0908.
Yearly Incremental Progression
05.0910.
MPGS personnel are, subject to meeting the standard
requirements (see Chapter 3 Section 4) such as, satisfactory performance
and not being at the top of the range or at a pay bar (see Annex A) for their
rank, eligible for Yearly Incremental Progression (YIP) and will move one
place up the incremental scale on their Incremental Base Date (IBD).
Accelerated Incremental Progression
05.0911.
MPGS personnel do not have access to Accelerated Incremental
Progression (AIP).
Pay on Promotion
05.0912.
The rules in respect of pay on promotion are covered in Chapter
3 Section 7.
Substitution Pay
05.0913.
The rules in respect of Substitution Pay (SUPA) for MPGS
personnel are covered in Chapter 3 Section 8.
1
In accordance with AGAI Vol 2 Chapter 46, Part 5, paragraphs 46.165
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Pay on Re-engagement
05.0914.
MPGS personnel who give notice of their intention to re-engage
at the end of their MLSE commitment will, on re-engagement, retain their IBD
and continue to receive pay at the same level as in issue immediately prior to
their re-engagement and move forward to the next incremental level as
service is accumulated. Subsequent progression will be in accordance with
05.0910.
Rates of Pay
05.0915.
The annual rates of pay for the MPGS are recommended by the
Armed Forces’ Pay Review Body (AFPRB) and promulgated annually by CDP
Remuneration in a Directed Letter.
05.0916.
Due to the fact that MPGS personnel are on separate terms and
conditions of service they receive a reduced rate of X-Factor which is included
in the published rates of pay.
Annex:
A.
Military Provost Guard Service Pay Spine.
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JSP 754
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ANNEX A TO CHAPTER 5 SECTION 9
MILITARY PROVOST GUARD SERVICE PAY SPINE
OTHER RANKS’ PAY TABLE
RANK
INCREMENT LEVEL
OR2 and OR3 - Range 1
OR2
Private
1–7
OR3
Lance Corporal
5–9
OR4 – Range 2
OR4
Corporal
1–7
OR5/6 – Range 3
OR5/6
Sergeant
1–7
OR7/8 – Range 4
OR7
Staff Sergeant
1–7
OR8
Warrant Officer 2
5–9
OR9 – Range 5
OR9
Warrant Officer Class 1
1-7
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JSP 754
Edition 19 dated 1 Oct 13
5–9–A–1
CHAPTER 5
SECTION 10
UNIVERSITY CADET ENTRANTS’ PAY
Aim
05.1001.
(UCE).
To define the pay arrangements for university cadet entrants
Scope
05.1002.
cadets 1.
This chapter covers all UCEs except medical and dental officer
05.1003.
Regulations specific to this group are covered in this chapter,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
Pay Structure
05.1004.
UCEs are paid from a separate pay range comprising 4
incremental levels (ILs).
Commencement of Pay
05.1005.
Pay commences from the date of entry and this date of entry is
the incremental base date (IBD) for pay progression purposes. All UCEs
commence pay on level one and progress annually through the ILs while at
university.
Army Welbexian Officer Cadets
05.1006.
Welbexian Officer Cadets carrying out an in-Service degree
course are to be paid at IL1 of the UCE scale on appointment, moving to IL3
in year 2 and IL4 in year 3.
RAF University Placement Scheme
05.1007.
The RAF University Placement Scheme permits undergraduates
to be commissioned for one year in the rank of pilot officer. Undergraduates
participating in the Scheme are paid at Level 2 of the UCE pay scale for the
duration of their commission.
1
See Section 1.
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Yearly Incremental Progression
05.1008.
Yearly Incremental Progression (YIP) is dependent upon the
successful completion of each academic year of study. UCEs required to
repeat a year will remain on their extant IL for the whole of the year being retaken. On successful completion of the re-taken academic year, pay
progression will recommence on the anniversary of the original IBD. UCEs on
the top of the incremental scale are not eligible for further YIP, irrespective of
the length of their degree course.
05.1009.
On graduation, a UCE enters the main officer pay spine in
accordance with the regulations set out in Chapter 3 Section 3.
Payment
05.1010.
The annual rates of pay are recommended by the Armed Forces’
Pay Review Body (AFPRB) and promulgated annually by CDP Remuneration
in a Directed Letter. An amount comprising an education grant is included in
the published daily rate of pay for UCE personnel.
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JSP 754
Edition 19 dated 1 Oct 13
5 – 10 – 2
CHAPTER 5
SECTION 11
ROYAL NAVY CLEARANCE DIVERS’ PAY SPINE
(Effective from 1 August 2009)
Aim
05.1101.
To define the pay arrangements for all Other Ranks on the
Clearance Divers’ Pay Spine (CDPS).
Scope
05.1102.
This section applies to all RN Clearance Divers of Petty Officer
(Diver) (PO(D)) rank and above who have been selected, and have chosen to
serve, on the CDPS. The CDPS was introduced into Service on 1 Aug 09.
05.1103.
Regulations specific to PO(D) and above serving on CDPS are
covered in this section, otherwise pay for PO(D) and above not on CDPS is
governed by the regulations set out in Chapter 3.
General
05.1104.
Personnel on the CDPS are not eligible for Recruitment &
Retention Payment (Diving) (RRP(D)), as their basic rates of pay are
enhanced to recognize their diving and EOD skills and employment in diving
and diving related billets. Those ratings not serving on CDPS continue to
receive basic pay and RRP(D), if appropriate.
Eligibility
05.1105.
Substantive Petty Officers, Chief Petty Officers and Warrant
Officers of the RN Diving Branch will be eligible to transfer to the CDPS who:
a.
Have completed the Petty Officer (Diver) Professional Qualifying
Course (including DEODS elements).
b.
Have completed 15 years paid service.
c.
Are assigned to a permanent pensionable engagement.
d.
Are in receipt of RRP(D).
e.
Are not permanently medically downgraded as unfit to dive.
Pay Structure
05.1106.
The CDPS structure consists of 3 ranges (for PO, CPO and WO)
each with a sequence of incremental levels (ILs) that provide scope for Yearly
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Incremental Progression (YIP). Pay on the CDPS is therefore based on both
rank and length of service with bars at the top IL of each range, which may
only be passed on promotion. The CDPS is compatible with Pay 2000
principles and personnel will transfer to a rate commensurate with their
current Higher range pay scale and RRP(D) level.
Rates of Pay
05.1107.
The rates of pay for CDPS personnel are recommended
annually by the Armed Forces’ Pay Review Body (AFPRB) and promulgated
by SP Pol Directed Letter.
Entry onto the Clearance Divers’ Pay Spine
05.1108.
Entry onto the CDPS is by selection and the number of
personnel selected each year is commensurate with the Service’s manning
requirement. The age and experience of those selected must assist the
Service in moving towards its Sustainable Experience Profile (SEP).
Applicants for transfer must have completed PO(D) professional course and a
minimum Service qualification (currently 15 years).
05.1109.
Entry onto the CDPS will be by application and selection for
those having completed the requisite paid service and professional
qualification. They will enter at their current Increment Level (IL) and will
retain their current Incremental Basic Date (IBD). There are no circumstances
under which an individual’s pay on the CDPS should be less than their
remuneration prior to joining it. Eligible personnel may also transfer to the
CDPS beyond their IPP, but will only be subject to the enhanced pension
award provided that they complete a minimum of 5 years on the CDPS prior to
their Normal Retirement Age (NRA) 1. They will continue to benefit from any
annual pay awards made by the AFPRB. JPAC are responsible for
transferring an individual onto the appropriate level on the CDPS.
Yearly Incremental Progression
05.1110.
Subject to satisfying normal criteria, CDPS personnel will
advance one IL on the anniversary of their IBD, subject to meeting
performance criteria until such time that they reach the maximum IL or bar
associated with their rank, whereupon they will standstill. These personnel will
continue to benefit from any annual pay awards made by the AFPRB. For
detailed regulations regarding YIP see Chapter 3 Section 4.
Accelerated Incremental Progression
05.1111
AIP for personnel on the CDPS will continue in accordance with
Chapter 3 Section 6. Where an award of AIP is given and an immediate
increase in pay becomes due, the next pay level will be payable from the date
1
Age 55 for RN personnel.
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that the qualification was submitted for AIP purposes; there will be no
retrospective payments.
Promotion
05.1112.
All personnel on CDPS will remain eligible for promotion to the
next higher rank in accordance with current policy and as merited by the
Service manning authority.
Pay on Promotion
05.1113.
On promotion to CPO(D) or above personnel will remain on the
CDPS and move to the first level beyond their current pay bar in accordance
with normal rules for pay on promotion (see Chapter 5 Section 7). In all
instances, a minimum 2% pay increase on promotion is to apply, including
personnel on Mark Time Rates of Pay (MTRP). In circumstances where
movement to the lowest IL does not deliver this 2% increase, an individual is
to receive the minimum 2% increase rounded up to the next IL within the
applicable pay range. Individuals on CDPS will have their IBD reassessed to
reflect the date of promotion.
Substitution and Pay for Acting Rank
05.1114.
Personnel serving on the CDPS are only to receive Acting
Higher Rank or Substitution Pay for duties associated with Diving/EOD or
Diving/EOD Related posts. Those substituting for an individual of higher rank
on the CDPS will receive a rate of pay equivalent to the first incremental level
above the bar to which their rank is restricted. Warrant Officers substituting
for a Mine Clearance Diving Officer (MCDO) will be paid a 2% addition to their
CDPS rate of pay. There will be no incremental progression whilst serving in
substitute or Acting Rank posts.
05.1115.
On relinquishing the acting rank or completion of substitution
duties, personnel will revert to the CDPS increment level commensurate with
their substantive rank and IBD. An individual’s IBD will not change as a result
of either holding acting rank or Substitution Pay. Consequently incremental
progression will increase CDPS pay and therefore if an individual’s IBD falls
during a period of holding acting rank or Substitution Pay, a recalculation of
the entitled rate of pay may be required.
Medical Downgrading
05.1116.
The current single-Service regulations for medical downgrading
will remain unchanged for CDPS personnel. CDPS personnel who are
temporarily medically downgraded will remain on the CDPS. However, CDPS
personnel who are permanently medically downgraded cannot fill both diving
and diving related posts and therefore they cannot remain on the CDPS. In
these circumstances personnel should be offered a transfer to a non-diving
specialisation (manning requirements permitted), reversion to Pay 2000
scales and employed on EOD duties only (when RRP(EOD) may be paid) or
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discharge from the Service. If transferred to a non-diving specialisation or
reverted to the Pay 2000 scales, personnel will move back to a commensurate
Pay 2000 incremental level, or, if this is not possible, a Specially Determined
Rate of Pay (SDRP). The IL will be determined by subtracting the relevant
rate of RRP(D) from their CDPS level of basic pay. If there is no equivalent
level then they should move to the nearest higher IL for their rank, or an
SDRP if the sum is greater than the maximum level for their rank. They will
not normally be eligible to receive RRP(D). However, if there is an overriding
requirement to retain SNCOs in a diving supervisory role in an RRP(D) billet
then they may, at the discretion of the Superintendent of Diving, be paid the
“unfit for diving rate” of RRP(D). Notwithstanding this, these personnel will
have been removed from the CDPS and reverted to Pay 2000 scales as
described above.
05.1117.
Personnel who elect for, or are compulsorily, medically
discharged, have 5 years or more on the CDPS and qualify in all other
respects for an immediate pension will qualified for an enhanced pension.
Personnel who have less than 5 years continuous service on the CDPS will
not be eligible for an enhanced pension and will receive a pension in
accordance with existing Armed Forces Pension Scheme regulations.
Personnel who remain in Service, have 5 years or more on the CDPS, but are
subsequently removed from the pay spine, may count the time spent on the
CDPS only towards an enhanced pension at the Immediate Pension Point.
Transfer in/out of Diving Branch
05.1118.
Eligible PO(D)s and above who have previously served on a full
time engagement and who have rejoined the Service are eligible for
immediate transfer to the CDPS, provided that there is a manning
requirement. On re-joining the individual will enter the CDPS in accordance
with 05.1105 and 05.1108 – 05.1109. Their IBD will be the date that they
enter the CDPS. Transfers from other branches/Services will transfer in
accordance with single-Service regulations 2 at the Able Seaman level.
05.1119.
Personnel who transfer out of the Diving Branch will move back
to a commensurate Pay 2000 IL, or, if this is not possible, a Specially
Determined Rate of Pay (SDRP). The IL will be determined by subtracting the
relevant rate of RRP(D) from their CDPS level of basic pay. If there is no
equivalent level then they should move to the nearest higher IL for their rank,
or an SDRP if the sum is greater than the maximum level for their rank.
Unless the transfer is due to medical downgrading, personnel will forego their
entitlement to an enhanced pension.
Premature Voluntary Release
05.1120.
The pay of CDPS personnel will not reduce on approval of an
application for Premature Voluntary Release (PVR).
2
BR3 Ch 78.
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Pensions
05.1121.
Under AFPS 75, pensions for CDPS personnel will be enhanced
by adding a daily supplement to the standard representative rank based
pension that an individual is entitled to on leaving the Services. The
supplements will be calculated each year to reflect the pension headroom
differential between the normal maximum representative pay rate for rank and
the maximum pay point on the CDPS that an individual can reach. The
appropriate daily supplement will be earned for each day of service on the
CDPS, provided that a minimum of 5 years paid and pensionable service on
CDPS terms has been given before retirement. The pension supplements are
promulgated annually by Directed letter.
05.1122.
CDPS personnel who exit the Service prior to giving the
requisite 5 years of service on the CDPS will receive the standard
representative pension based on rank without any supplements.
05.1123.
Pensions for those serving under AFPS 05 will be based on the
final pensionable salary; there are no supplements payable under AFPS 05.
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JSP 754
Edition 19 dated 1 Oct 13
5 – 11 – 5
CHAPTER 5
SECTION 12
NON REGULAR PERMANENT STAFF (TERRITORIAL ARMY)
Aim
05.1201.
To define the pay arrangements for non regular permanent staff
(NRPS) of the Territorial Army (TA). 1
Scope
05.1202.
Regulations specific to NRPS officers and soldiers employed in
appointments on the establishment of TA formations and units are covered in
this section, otherwise pay for this group is governed by the regulations set
out in Chapter 3.
Pay Structure
05.1203.
NRPS(TA) personnel are paid from the Full-Time Reserve
Service (Home Commitment) (FTRS(HC)) (0% X-factor) spine as follows:
a.
Officers. The 3 officer ranks established for NRPS personnel
(Captain, Major and Lieutenant Colonel) are paid from the appropriate
range on the FTRS(HC) pay spine, each of which comprises 9
Increment Levels (ILs) to provide Yearly Incremental Progression (YIP).
b.
Other Ranks. As a default, NRPS personnel are to be awarded
the Trade for Pay 4732 'NRPS Soldier' and all other Trades for Pay
should be relinquished. NRPS may be awarded, or retain, another EQ
under the exceptional circumstances detailed below:
(1) The individual must be qualified to hold the relevant Trade
for Pay.
And
(2) Either:
(a) The individual must occupy a PID for which the
relevant Trade for Pay is required.
1
Following the Review of FTRS and NRPS TACOS, published in March 2010, AG accepted
the recommendation that the NRPS scheme should be phased out, i.e. on expiry of current
NRPS commitments (resignation or NRA for NRPS 75 and end of current 5-year commitment
for NRPS 05), the establishment liability for NRPS posts should be changed to FTRS(HC) –
DIN 2011DIN01-024 refers.
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Edition 19 dated 1 Oct 13
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(b) The Unit must hold written authority from the relevant
Arms/Service Director to allow NRPS to be awarded, or
retain, the Trade for Pay.
Payment
05.1204.
All personnel are paid monthly in arrears in accordance with
Chapter 2 Section 1.
Rates of Pay
05.1205.
NRPS(TA) personnel are paid basic pay with no X-factor (the
zero rate) from the Full Time Reserve Service (Home Commitment)
(FTRS(HC)) (0% X-factor) spine (see Chapter 4 Section 1). The annual
rates of pay are based on the recommendations for Regular personnel by the
Armed Forces’ Pay Review Body (AFPRB) and promulgated annually by CDP
Remuneration in a Directed Letter.
Commencement of Pay
05.1206.
On assumption of an NRPS appointment, an individual with no
former NRPS(TA) service is to be paid from the lowest IL applicable to their
rank.
05.1207.
Where an individual has previous NRPS service their rate of pay
is to be assessed in accordance with Chapter 3 Section 13 with the proviso
that only former NRPS(TA) service is reckonable for NRPS pay. In
circumstances where an individual had previous NRPS service prior to the
implementation of the Pay 2000 structure (November 2002), the individual is
to have their previous rate of pay uprated by the value of intervening pay
increases to determine a rate of pay at current levels and they are to be
assimilated onto the IL identical to or next highest to the resulting rate of pay.
Officers Commissioned from the Ranks
05.1208.
In all cases, NRPS soldiers who become NRPS officers
commissioned from the ranks (OCFRs) will be allocated to an IL on the
NRPS(TA) captain’s pay range 2:
a.
at that appropriate to their officer rank and seniority awarded or,
if more favourable;
b.
at the IL which is identical to or next highest to their basic pay in
issue on the day prior to commissioning plus 5%, subject to the
maximum of the captain’s pay range. Officers will remain at this point
as a stand still rate of pay 3 (SSRP) where necessary, until their
2
Any individual commissioned on joining the NRPS with previous OR experience in the
Regular or Reserve Forces is to be treated as a new entrant in accordance with 0x.0x06.
3
Pay terminology, including an explanation of SSRP and SDRP, is included in Chapter 3
Section 1.
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Edition 19 dated 1 Oct 13
5 – 12 – 2
seniority catches up, whereupon normal incremental progression will
commence. Exceptionally, if the basic rate of pay prior to
commissioning plus 5% is above the range maximum, the resulting
amount will be payable as a Specially Determined Rate of Pay (SDRP).
The officer will remain on this SDRP (which is subject to the normal
annual pay uplift) until such time as they are promoted.
Yearly Incremental Progression
05.1209.
Section 4.
NRPS personnel are eligible for YIP as set out in Chapter 3
05.1210.
Arms and Service Directors may impose bars to incremental
progression in accordance with Chapter 3 Section 4. The bars applicable to
NRPS personnel are consistent with those for Regular personnel as set out in
Annex B to Chapter 3 Section 4.
Accelerated Incremental Progression
05.1211.
NRPS personnel are not entitled to Accelerated Incremental
Progression (AIP).
Substitution Pay
05.1212.
NRPS personnel are entitled to receive substitution pay (SUPA)
in accordance with Chapter 3 Section 8 when temporarily undertaking duties
in connection with a post established for either a Regular or NRPS Service
individual or civil servant.
05.1213.
In exceptional circumstances NRPS personnel may substitute
for a member of the Volunteer Reserves (VR) when no suitably qualified
Volunteer is available and the post is essential to the efficient running of the
unit.
05.1214.
In exceptional circumstances an NRPS officer may also be
granted SUPA for a VR officer, when required to perform the duties of a post
carrying a rank higher than that of their own, subject to the approval of the
Div/Dist Commander. In these circumstances SUPA will be paid for any such
duties performed for the whole period of camp. Approval is normally to be
obtained before proceeding to camp.
05.1215.
Additionally, the pay of a major may be granted to a captain who
performs the duties of a regular officer in a post established as major or
upwards in circumstances similar to those for which substitution pay is
currently authorised for Regular Army officers. Exceptionally, where no TA
suitably qualified officer is available, an officer may (subject to the approval of
the Div/Dist or Regional Bde Commander) carry out the duties of a sub unit
commander and be eligible for substitution pay while performing those duties.
JSP 754
Edition 19 dated 1 Oct 13
5 – 12 – 3
05.1216.
In all cases, the rate of SUPA payable to an NRPS individual is
determined by reference to the relevant rate of NRPS pay appropriate for the
higher rank. No account is made of the rate of pay (or X-factor) payable to the
normal incumbent of the post.
Recruitment & Retention Payment
05.1217.
NRPS personnel are eligible for Recruitment & Retention
Payment (RRP) in accordance with Chapter 6. Regulations specific to the
payment of RRP(Parachute) are at Chapter 6 Section 10 and those relating
to RRP(Flying) are at Chapter 6 Section 17.
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JSP 754
Edition 19 dated 1 Oct 13
5 – 12 – 4
CHAPTER 5
SECTION 13
SENIOR OFFICERS’ PAY
Aim
05.1301.
To define the pay arrangements for Senior Officers.
Scope
05.1302.
This section applies to all senior officers except Medical and
Dental Officers and the Services’ Chaplains 1. Senior Officers are defined as
those officers of OF7 and above.
Pay Structure
05.1303.
There is a separate incremental range for each rank. The OF7,
OF8 and OF9 ranges consist of 6 Increment Levels (ILs) each and the range
for the Chief of Defence Staff (CDS) has 4 ILs.
05.1304.
The annual rates of pay are recommended by the Senior
Salaries Review Body (SSRB) and set out in the annual CDP Remuneration
Directed letter.
Commencement of Pay
05.1305.
IL1.
On promotion to OF7 officers will enter the range for that rank at
Pay on Promotion
05.1306.
On promotion to a more senior rank, the officer will enter the
range for the new rank at increment IL1.
Yearly Incremental Progression
05.1307.
Yearly incremental progression (YIP) is dependent on
satisfactory performance as defined by the Performance Management and
Pay System (PMPS) 2. Authorisation for the payment of increments is passed
to the JPAC by CDP Remuneration annually, after the PMPS process has
been completed.
05.1308.
CDS and the Service Prosecuting authorities will automatically
receive a single increment each year as long as the requirement to have
1
Pay arrangements for these groups are included in the chapters on Medical and Dental
Officers’ Pay and Chaplains’ pay respectively.
2
JSP 757 part IV.
JSP 754
Edition 19 dated 1 Oct 13
5 – 13 – 1
served in the rank (or post in the case of CDS) for 6 months of the reporting
period is met.
05.1309.
All senior officers have a common incremental base date (IBD)
of 1 April. The entitlement for YIP is based on the outcome of the annual
performance appraisal for the year ending in February. Officers are not
eligible for incremental progression if they have served in the rank for less
than 6 months of the reporting period. Therefore, officers who assume
promotion after 31 August will not be eligible for incremental progression in
the following April.
05.1310.
Because of the time needed to complete reports, decisions
about the award of increments can only ever be made after the IBD and will
be backdated to 1 April of that year.
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JSP 754
Edition 19 dated 1 Oct 13
5 – 13 – 2
CHAPTER 5
SECTION 14
NURSING OFFICERS’ AND NURSING OTHER RANKS’ PAY 1
Aim
05.1401.
To define the pay arrangements specific to Nursing Officers (NO)
and Nursing Other Ranks (NORs), effective from 1 Aug 09.
Scope
05.1402.
This section covers NO and NORs up to and including the rank
of OF5. Regulations specific to this group are covered in this section,
otherwise pay for this group is governed by the regulations set out in Chapter
3.
Pay Structure
05.1403.
NOs and NORs are paid from a separate pay spine with
positioning on the pay range determined by rank and seniority. Antedated
seniority is awarded to those who enter the Service with relevant previous
professional experience. Specific rules on this are contained within JSP 527 2.
05.1404.
The NO and NOR pay spine structures of pay ranges and
increment levels (ILs) mirror the main military pay spine structures.
05.1405.
The annual rates of pay are recommended by the AFPRB and
set out in the annual CDP Remuneration Directed Letter.
Commencement of Pay
05.1406.
Rules regarding rank and seniority for NOs and NORs are
contained within JSP 527.
Pay on Promotion
05.1407.
Movement between pay ranges on promotion will follow the
same rules as main scale Officers and Other Ranks.
Pay on Commissioning from Other Ranks
05.1408.
Rules regarding rank and seniority for NOs and NORs are
contained within JSP 527.
1
Individuals who are registered with the Nursing and Midwifery Council.
Career Management regulations for DMS MOs, DOs and Nursing Personnel.
JSP 754
Edition 19 dated 1 Oct 13
5 – 14 – 1
2
Substituting or Acting in a Higher Rank
05.1409.
NOs and NORs are eligible for substitution pay and for holding
acting rank (AR) in accordance with the regulations set out in Chapter 3
Sections 8 and 9.
Recruitment & Retention Payment
05.1410.
NOs and NORs up to and including the rank of OF4 are eligible
for Recruitment & Retention Payment (Nursing) (RRP(N)) as set out in
Chapter 6 Section 22.
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JSP 754
Edition 19 dated 1 Oct 13
5 – 14 – 2
CHAPTER 6
RECRUITMENT & RETENTION PAYMENT
SECTION 1 – RECRUITMENT & RETENTION PAYMENT - OVERARCHING POLICY
06.0101
06.0102
06.0103
06.0104 - 06.0107
06.0108 - 06.0113
-
06.0114 – 06.0115
06.0116
06.0117 - 06.0118
06.0119 - 06.0123
-
06.0124 - 06.0125
06.0126
06.0127 – 06.0128
-
06.0129 – 06.0130
06.0131 – 06.0132
-
06.0133
-
ANNEX A
Aim
Scope
Principles
Definitions
Recruitment & Retention Payment and Recruitment &
Retention Payment-Related Posts
Administration of Recruitment & Retention Payment
Rates of Recruitment & Retention Payment
Overarching Payment Conditions
Premature Voluntary Release/Giving Notice to Leave
Early
Medical Downgrading
Attendance-Based Reserve Personnel
Career Continuous Basis Recruitment & Retention
Payment
Non-Continuous Basis Recruitment & Retention Payment
Completion of Task Basis Recruitment & Retention
Payment
Business Process Guides
Recruitment & Retention Payment – Payment by JPA
SECTION 2 – RECRUITMENT & RETENTION PAYMENT (DIVING)
06.0201
06.0202
06.0203
06.0204
06.0205 – 06.0206
-
Aim
Scope
Regulations for Payment
Categories of Payment
Special Instructions RN/RM
SECTION 3 – RECRUITMENT AND RETENTION PAYMENT (SUBMARINE)
06.0301
06.0302
06.0303
06.0304
06.0305 – 06.0309
06.0310
-
06.0311
-
Aim
Scope
Regulations for Payment
Categories of Payment
Special Instructions (RN)
Non-submariners temporarily serving on board a
submarine
Transfers from General Service
RECRUITMENT AND RETENTION PAYMENT (SUBMARINE) SUPPLEMENT
06.0312
06.0313
06.0314
06.0315
06.0316 – 06.0317
Scope
Aim
Regulations for Payment
Categories of Payment
Special Instructions
JSP 754
Edition 19 dated 1 Oct 13
i
SECTION 4 – RECRUITMENT AND RETENTION PAYMENT (SUBMARINE ESCAPE TANK
TRAINING)
SECTION 5 – RECRUITMENT AND RETENTION PAYMENT (NUCLEAR PROPULSION)
06.0501
06.0502
06.0503
06.0504
06.0505 – 06.0507
-
Aim
Scope
Regulations for Payment
Categories of Payment
Special Instructions (RN)
SECTION 6 – RECRUITMENT AND RETENTION PAYMENT (HYDROGRAPHIC)
06.0601
06.0602
06.0603
06.0604
06.0605
-
Aim
Scope
Regulations for Payment
Categories of Payment
Special Instructions (RN)
SECTION 7 – RECRUITMENT AND RETENTION PAYMENT (MOUNTAIN LEADER)
06.0701
06.0702
06.0703
06.0704
06.0705
-
Aim
Scope
Regulations for Payment
Categories of Payment
Reserve Bands
SECTION 8 – RECRUITMENT AND RETENTION PAYMENT (EXPERIMENTAL DIVING)
Recruitment & Retention Payment (Experimental Diving) has been reclassified as an
allowance. See JSP 752 Chapter 10, Section 14 (from version 7) – Experimental Diving
Allowance.
SECTION 9 – RECRUITMENT AND RETENTION PAYMENT (AIR DISPATCH)
Ceased 31 March 2010. Those previously in receipt of RRP(AD) are eligible for
Recruitment & Retention Payment (Flying Crew) – see Chapter 6 Section 18.
SECTION 10 – RECRUITMENT AND RETENTION PAYMENT (PARACHUTE)
06.1001
06.1002
06.1003
06.1004
06.1005
06.1006
-
Aim
Scope
Regulations for Payment
Categories of Payment
Reserve Bands
Special Instructions
SECTION 11 – RECRUITMENT AND RETENTION PAYMENT (JOINT HELICOPTER
SUPPORT UNIT HELICOPTER CREW)
Ceased 31 March 2010. Those previously in receipt of RRP(JHSU HC) are eligible for
Recruitment & Retention Payment (Flying Crew) – see Chapter 6 Section 18.
SECTION 12 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL FORCES)
06.1201
06.1202
06.1203 – 06.1204
06.1205 – 06.1206
06.1207 – 06.1208
06.1209
-
Aim
Scope
Regulations for Payment
Categories of Payment
Reserve Bands
Level Progression
JSP 754
Edition 19 dated 1 Oct 13
ii
06.1210
06.1211
-
Commissioning
Swimmer Delivery Vehicle Troop
SECTION 13 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL
COMMUNICATIONS)
06.1301
06.1302
06.1303
06.1304
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 14 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL FORCES
COMMUNICATIONS)
06.1401
06.1402
06.1403
06.1404
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 15 -RECRUITMENT AND RETENTION PAYMENT (SPECIAL
RECONNAISSANCE)
06.1501
06.1502
06.1503 – 06.1504
06.1505
06.1506 – 06.1507
06.1508 – 06.1509
-
Aim
Scope
Regulations for Payment
Categories of Payment
Reserve Bands
Level Progression
SECTION 16 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL INTELLIGENCE)
06.1601
06.1602
06.1603
06.1604
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 17 – RECRUITMENT AND RETENTION PAYMENT (FLYING)
06.1701
06.1702
06.1703
06.1704 – 06.1706
06.1707 – 06.1712
06.1713 – 06.1718
06.1719
-
06.1720
-
ANNEX A
-
APPENDIX 1
-
ANNEX B
-
Aim
Scope
Regulations for Payment
Categories of Payment
Special Instructions (RAF)
Categories of Payment (RAF Specific)
Professional Aviator Spine/Pilot Employment Stream
(Army)
Cessation of Entitlement
Assessment of Qualification and Authorisation for the
Award of Recruitment & Retention Payment (Flying) to
Pilots, Observers and Weapons System Officers (RAF
only)
Nominal Course Length and Planned Interfaces Between
Flying Training Courses (in weeks)
Recruitment & Retention Payment (Flying) - Ground
Branch Officers and Ground Trades Personnel
JSP 754
Edition 19 dated 1 Oct 13
iii
SECTION 18 – RECRUITMENT AND RETENTION PAYMENT (FLYING CREW)
06.1801
06.1802
06.1803
06.1804
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 19 – RECRUITMENT AND RETENTION PAYMENT (AEROMEDICAL AND
ESCORT DUTY)
06.1901
06.1902
06.1903
-
Aim
Scope
Regulations for Payment
SECTION 20 – RECRUITMENT AND RETENTION PAYMENT (PARACHUTE JUMP
INSTRUCTOR)
06.2001
06.2002
06.2003
06.2004 – 06.2006
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 21 – RECRUITMENT AND RETENTION PAYMENT (EXPLOSIVE ORDNANCE
DISPOSAL OPERATORS)
06.2101
06.2102
06.2103 – 06.2104
06.2105 – 06.2106
-
Aim
Scope
Regulations for Payment
Categories of Payment
SECTION 22 – RECRUITMENT AND RETENTION PAYMENT (NURSING)
06.2201
06.2202
06.2203 – 06.2204
-
Aim
Scope
Regulations for Payment
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JSP 754
Edition 19 dated 1 Oct 13
iv
CHAPTER 6
SECTION 1
RECRUITMENT & RETENTION PAYMENT – OVERARCHING POLICY
Aim
06.0101.
The purpose of this section is to define Recruitment & Retention
Payment (RRP) and to set out the policy which is common to all forms of RRP.
Scope
06.0102.
These regulations apply to all Regular and Reserve personnel in
receipt of RRP and should be read in conjunction with Sections 2 – 22, which
set out detailed entitlements and specific policy for each individual form of
RRP.
Principles
06.0103.
RRP is paid at Departmental discretion (with the endorsement of
the Armed Forces’ Pay Review Body (AFPRB)) to specific groups within the
Armed Forces to assist with specific recruitment or retention requirements. It
is paid in addition to the military salary. In order to achieve cost-effectiveness
and appropriate targeting, the following principles apply:
a.
All forms of RRP (including any Reserve Band payments) cease
on promotion to OF7 1.
b.
RRP rates can both increase and decrease.
c.
RRP can be withdrawn when the requirement for the payment
ceases to exist. Similarly, new forms of RRP can be introduced subject
to the requirements of the Services.
d.
In the event of a requirement to decrease or withdraw RRP,
every attempt will be made to give 12 months notice to all affected
recipients.
e.
RRP is subject to Income Tax and National Insurance, but is not
pensionable.
f.
Where there are different levels of RRP dependent on rank,
RRP entitlement is determined by the paid rank:
1
In some cases it ceases at an earlier rank and there is one exception to this rule for the OF7
DSF appointment – see subject sections for specific cessation details.
JSP 754
Edition 19 dated 1 Oct 13
6–1-1
(1)
Where an individual is in receipt of Substitution Pay
(SUPA), they are to retain the RRP applicable to their
substantive rank.
(2)
Where an individual holds paid Acting Rank they will be
paid the RRP applicable to that rank.
g.
Where reckonable 2 service is counted towards progression
along the respective RRP scales, for RAF personnel recruited on or
after 6 April 2005 it is to be counted from date of enlistment 3. In the
case of attendance-based Reserve personnel, an individual’s balance
will be credited for actual days attended and, at the end of each
Reserve Year, the individual’s RRP record will be credited with the
remaining number of days on which the individual was available for
service and qualified for RRP in that year, subject to the award of a
Certificate of Efficiency.
h.
Payment of RRP and any Reserve Band RRP will be suspended
for periods when pay is not in issue (e.g. unpaid leave). Such time will
not count towards progression to the next level of RRP nor will it count
against the clock as part of the Reserve Band countdown period.
i.
To receive position based RRP, entitled personnel must be
assigned to a RRP or RRP-Related post (as defined at 06.0108 –
06.0110), and meet all the qualification criteria specified for each form
of RRP as covered in 06.0127 - 06.0132, further amplified where
appropriate in the individual RRP sections, except for the payment of
CTB for which specific qualification requirements are detailed in the
respective RRP sections. To receive RRP Reserve Band (RB)
payment, following payment of RRP on a Continuous Career Basis, all
criteria, less the occupation of an RRP or RRP-Related post, must be
met (See 06.0107).
j.
Entitlement to RRP (including Reserve Bands) will cease from
the date an individual is declared professionally unsuitable by the
Services for the specialist duties.
k.
Entitlement to RRP and RRP(RB) on a change of Branch or
Trade is set out in Chapter 3 Section 11. RRP and RRP(RB) will not
be paid concurrently, unless the change of Branch or Trade is for
Service needs.
2
i.e. total reckonable service, as opposed to qualifying service in a SP post.
For RAF personnel recruited on or after 6 April 2005 it is to be counted from date of
enlistment. For RAF personnel recruited prior to this date, reckonable service is from age 18
or date of enlistment, whichever is the later.
4
Exceptionally, such time will count towards progression to the next level of SP (but not
against the Reserve Band countdown period) where individuals are on unpaid Additional
Maternity Leave, unpaid Additional Paternity Leave, or unpaid Additional Adoption Leave.
3
JSP 754
Edition 19 dated 1 Oct 13
6–1-2
l.
Entitlement to RRP will cease 4 on approval of an application for
Early Termination / Premature Voluntary Release in accordance with
06.0119 and is affected when an individual is medically downgraded in
accordance with 06.0124 – 06.0125.
m.
Upon becoming pregnant eligibility continues for the RRP or
RRP (RB) in issue, including those Servicewomen medically
downgraded and/or unable to carry out the full range of RRP duties due
to pregnancy. During the 26 weeks of Ordinary Maternity Leave
(OML), whilst in receipt of full pay, Servicewomen will continue to
receive the level of RRP or RRP (RB) in issue immediately prior to
OML.
n.
On entry to either the Regular Armed Forces or the Reserves,
individuals with previous service either in the Regular Armed Forces or
the Reserves who re-enter the same Branch or Trade for RRP, singleService manning authorities will confirm whether individuals are eligible
to commence on the level of RRP in issue on the last day of their
previous period of service. This will be done on an individual basis and
depends on factors such as time spent outside the Service, any
qualifications gained and skill fade. If the individual left the Armed
Forces on Early Termination / Premature Voluntary Release the rate
payable on re-entry will be the full rate of RRP. New entrants to the
Reserve Forces will enter on the initial rate of the relevant RRP.
Definitions
06.0104.
Continuous Career Basis. Continuous Career Basis (CCB)
RRP is paid where the specialism is fundamental to the core role of the
individual, and will remain so for the duration of their career providing they
remain eligible for the relevant RRP.
06.0105.
Non-Continuous Basis. Non-Continuous Basis (NCB) RRP is
paid where the specialism is a secondary skill for the individual, but is a core
task within the unit in which the qualifying post has been established.
Individuals move in and out of the unit/post in question and, providing they are
qualified, whilst in a qualifying post they receive RRP.
06.0106.
Completion of Task Basis. Completion of Task Basis (CTB)
RRP is paid where the specialism is a secondary skill for the individual, and is
an occasional task undertaken in support of the unit within whose role the
use of the specialism is required. Individuals will be paid RRP only for the
days for which they are undertaking RRP duties.
06.0107.
A Reserve Band system applies to ensure continuity of payment
for CCB forms of RRP, during periods when individuals are temporarily not
employed in an RRP or RRP-Related post and still remaining within their
Branch or Trade. Reserve Band rates of RRP taper-off if an individual does
5
Effective from 1 April 2012.
JSP 754
Edition 19 dated 1 Oct 13
6–1-3
not return to an RRP or RRP-Related post within a specified period (see
06.0127d).
Recruitment & Retention Payment and Recruitment & Retention
Payment-Related Posts
06.0108.
A RRP Post is one that requires the individual to undertake the
specialist duties utilising their specialisation as required by the post
specification.
06.0109.
A RRP-Related Post is one that requires the individual to utilise
practitioner knowledge and expertise in the activity concerned, but which does
not necessarily require the individual to undertake the specialist activity.
06.0110.
Any change to RRP categories must be approved by CDP
Remuneration via single Service Pay Cols Staff. RRP and RRP-Related
Posts, are, however, reviewed annually by the single Services through the
single Service Pay Cols staff. Unit establishment variation action is to be
carried out in accordance with single Service procedures to amend the
position RRP flag status and, if necessary, Unit action should be taken to
add/delete personal competencies. See Annex A for definitions. In order that
there is a consistent approach in completing the review, the following
principles and guidance apply:
a.
Each Service is responsible for identifying which RRP and RRPRelated Posts should receive position based RRP. Pay Cols staff
should consult and task relevant single Service leads / manning
authorities / branch, trade sponsors to review each RRP or RRP-Related
Post. In reviewing RRP (Nursing) category, single-Service medical
manning authorities should consult with SGD. The review should
confirm either that the post remains valid for RRP or that the post
requires the removal of RRP.
b.
The annual review should occur in Oct each year and all posts in
receipt of RRP are to be reviewed. The lead single-Service Pay Col is
responsible for the planning, coordination and completion of reviews.
c.
Where RRP or RRP-related posts are filled by means of
competition or on a rotational basis, the current occupying Service
should conduct the review but notify the other two Services if there is a
change.
d.
The review should take into account the key principle of RRP
which is that it is paid to specific groups to assist with specific
recruitment and retention requirements.
e.
To aid coherence and enhance assurance, CDP Remuneration
will generate a JPA MISR for all RRP and RRP-related posts as at 1
Oct. Once obtained, the extract will be accessible for Pay Col staff to
action.
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Edition 19 dated 1 Oct 13
6–1-4
f.
A summary report is to be issued to the Remuneration Working
Group by the end of Dec each year. The report should show the number
of RRP and RRP-related posts in each RRP category:
(i) after the last review;
(ii) at the start of the current review;
(iii) after the current review; and
(iv) the total number, by Service, of medically downgraded
Service personnel in receipt of RRP.
06.0111.
In the event that a post formally loses a designation, the
incumbent will retain RRP for one year, or until posted, whichever is earlier.
06.0112.
An individual assigned to a post where notice of a future removal
of the RRP designation has already been given will be eligible for RRP only
until the forecast date of removal of the RRP designation.
06.0113.
In both instances entitlement to Reserve Band payments
commences from the date that the RRP designation is removed
Administration of Recruitment & Retention Payment
06.0114.
RRP can be paid as either CCB, NCB, or CTB to those in
particular specialisms which are judged to meet the principles and definitions
outlined at 06.0103 – 06.0107. Where it is paid the parameters are defined
elsewhere in this Chapter in the separate sections detailing entitlement.
06.0115.
Where, exceptionally, an individual without the necessary
specialist knowledge, expertise or competencies fills an RRP or RRP-Related
Post, they will not be eligible to receive the RRP associated with the post.
Rates of Recruitment & Retention Payment
06.0116.
The rates of RRP are recommended by the Armed Forces’ Pay
Review Body (AFPRB) and promulgated annually by CDP Remunerationin a
Directed Letter.
Overarching Payment Conditions
06.0117.
All forms of RRP are governed by tri-Service personnel policy.
Policy is reviewed, updated and maintained by the MOD and the Services and
as part of the Armed Forces Pay Review Body (AFPRB) review process. The
overarching payment conditions for all forms of RRP are set out in this
Section, with those specific to CCB at 06.0127 – 06.0128; NCB at 06.0129 –
06.0130 and CTB at 06.0131 - 06.0132.
06.0118.
It is possible, subject to meeting eligibility criteria, for individuals
to receive more than one form of RRP concurrently. See 06.0110 concerning
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Edition 19 dated 1 Oct 13
6–1-5
periodic review of posts and 06.0103k for entitlement to RRP and RRP(RB)
on a change of Branch or Trade.
Early Termination (Notice to Terminate/Premature Voluntary Release)
06.0119.
When an individual applies to terminate their service
prematurely 5, RRP (CCB, NCB and CTB) will cease 6 from the date of their
application being approved. Personnel who have an optional exit point 7 predetermined by the Service are unaffected by this rule.
06.0120.
(Spare)
06.0121.
Personnel applying for Early Termination (Premature Voluntary
Release (PVR)) to facilitate a transfer to the same specialist activity in another
Service in response to a Service requirement will remain in receipt of the full
rate of RRP or Reserve Band payment in issue until departure from their
former Service. Thereafter, the provisions of 06.0127i may apply.
06.0122.
Similarly, RRP for all full-time Reserve personnel, regardless of
the type of Commitment under which they are employed, who wish to
terminate their service before the expiry of their conditioned term will lose their
RRP in accordance with 06.0119. Additionally, Reserve aircrew terminating
their service before the expiry of their conditioned term are required to give a
minimum of 6 months notice.
06.0123.
Should the individual withdraw their application for Early
Termination (PVR) or their notice to leave early, their RRP will be reinstated to
the appropriate rate (as though the application had not been made) but only
from the date that the application to withdraw it is approved and will not be
backdated prior to this date.
Medical Downgrading
06.0124.
If an individual is medically downgraded, and rendered unable to
perform RRP duties, due to reasons which were within their own control,
payment of RRP ceases from the date of downgrading and the individual
forfeits any entitlement to Reserve Band RRP. The individual may either:
a.
be posted to a non-RRP post, or be retained in post until the end
of the current assignment but without receiving RRP.
or;
5
Army personnel serving on an Open Engagement (all ORs since 1 Jan 1991) are required to
give Notice To Terminate (NTT). Those serving on a Notice Engagement (pre 1 Jan 1991)
have the right to PVR.
6
With effect from 1 April 2012.
7
Each Service operates manning mechanisms with the aim of ‘pulling’ personnel through to a
certain period of service thus aiding retention.
JSP 754
Edition 19 dated 1 Oct 13
6–1-6
b.
where an individual is still able to perform in an RRP-Related
post and is required to do so for legitimate Service manning reasons,
cases for payment of RRP on a tour by tour basis should be submitted
to the single-Service Manning Authority. At the end of any authorised
payment periods, payment will cease immediately as the individual will
have forfeited any entitlement to Reserve Bands of RRP.
06.0125.
If an individual is medically downgraded and rendered unable to
perform RRP duties, due to reasons outside the individual’s control, RRP will
normally continue for 91 days from the date of a medical downgrading, at
which point:
a.
If there is no prospect of the individual returning to full medical
fitness, but the individual can still perform sufficient aspects of the RRP
activity to merit retention in the current assignment, then cases for
extension of the 91 day payment period should be submitted to the
single-Service Manning Authority. Extensions will only be considered
for CCB or NCB forms of RRP, and any grant of extension would be
subject to a maximum of 12 months from original downgrading or to the
end of the current assignment, whichever is the earlier. After the 91
days period (or any period of extension granted):
(1)
Where an individual can still perform in an RRP-Related
post and is required to do so for legitimate Service manning
reasons, cases for payment of RRP on a tour by tour basis
should be submitted to the single-Service Manning Authority. At
the end of any authorised payment periods:
(a)
for CCB RRP, the individual will be eligible for
Reserve Banding at 100% of the full rate for the first 2
years and 50% in year 3. 8
(b)
for NCB RRP, payment will cease.
b.
If there is no prospect of the individual returning to full medical
fitness and the individual either cannot still perform in an RRP-Related
post, or they could perform but are not required by the Service manning
authorities to do so, then:
(a)
for CCB RRP, the individual will be eligible for
Reserve Banding at 100% of the full rate for the first 2
years and 50% in year 3. 9
(b)
for NCB RRP, payment will cease.
c.
If there is a prospect of the individual being restored to full
medical fitness, RRP will continue to be paid to those on a CCB or
8
9
Effective from 1 Apr 12.
Effective from 1 Apr 12.
JSP 754
Edition 19 dated 1 Oct 13
6–1-7
NCB (providing they remain in the RRP annotated post) at the full rate
for up to 18 months, to allow for delays in medical treatment and
administration. However, the prospect of a return to medical fitness
must be reviewed every 3 months by the appropriate medical authority:
(1)
At the 18 month point, or earlier if at a periodic review the
prospect of returning to medical fitness no longer exists, then:
(a)
where the manning authority still wishes to retain
the individual in post until the end of the original
assignment, this is permitted but RRP is not payable.
However, in the case of the medical review finding that
there is no prospect of the individual returning to medical
fitness, an extension of payment up to a maximum of 12
months from the original downgrading may still be
authorised under 06.0125a.
(b)
where an individual can still perform in an RRPRelated post and is required to do so for legitimate
Service manning reasons, cases for payment of RRP on
a tour by tour basis should be submitted to the singleService Manning Authority. At the end of any authorised
payment periods:
(i)
for CCB RRP, the individual will be eligible
for Reserve Banding at 100% of the full rate for the
first 2 years and 50% in year 3. 10
(ii)
for NCB RRP, payment will cease.
(c)
where the individual still cannot perform in an
RRP-Related post, or could perform but is not required by
the Service manning authorities to do so:
(i)
for CCB RRP, the individual will be eligible
for Reserve Banding at 100% of the full rate for the
first 2 years and 50% in year 3. 11
(ii)
for NCB RRP, payment will cease.
(2)
Upon return to medical fitness, at any point, the individual
becomes eligible for RRP under normal rules.
10
11
Effective from 1 Apr 12.
Effective from 1 Apr 12.
JSP 754
Edition 19 dated 1 Oct 13
6–1-8
Attendance-Based Reserve Personnel
06.0126.
Where Reserve personnel are paid on an attendance- basis, the
RRP is to be paid for part days on the same proportional basis as for basic
pay (see Chapter 4 Section 2).
Continuous Career Basis Recruitment & Retention Payment
06.0127.
Commencement and Payment. Where RRP is paid on a
CCB, payment will commence once the following generic conditions have
been satisfied 12:
a.
One day’s RRP is paid every day that basic pay is drawn.
b.
RRP will be paid for the duration of an individual’s career,
provided the individual continues to fill an RRP or RRP-Related post
and that all other eligibility requirements are met.
c.
Medical and qualification currency requirements apply as
detailed in the individual RRP sections.
d.
A Reserve Band system 13 applies where individuals who have
been in receipt of RRP on a CCB cease to be employed in an RRP or
RRP-Related post. For the first 3 years away from RRP or RRPRelated posts, Reserve Band rates of RRP will be paid as follows:
(1)
For the first 2 of these years, the Reserve Band will be
paid at full rate. RRP Reserve Band payments will then continue
for the subsequent year at 50% of the full rate. Payment of RRP
will then cease (at this point the individual would have been
away from an RRP or RRP-related post for 3 years).
(2)
In exceptional circumstances, cases are to be submitted
to PACCC for Tri-Service Pay Col and CDP Remuneration
agreement to extend entitlement to retain 100% RRP Reserve
Band beyond the first 2 years. All Service personnel are entitled
to an extension to cover attendance at the Advanced Command
and Staff Course (ACSC) 14, Principal Warfare Officers’ (PWO)
Course 15 and Intermediate Command and Staff Course (Land)
(ICSC(L)) 16. Such extensions, if granted, will not affect the
subsequent entitlement to a further year at 50%.
(3)
Time spent on Reserve Band rates can under no
circumstances be counted as qualifying time towards increased
levels of RRP, where levels are based upon time served.
12
Further conditions may be specified in individual RRP sections.
Changed with effect from 1 April 2012.
14
Effective from 1 August 2007.
15
Effective from 1 October 2009.
16
Effective from 10 September 2012.
13
JSP 754
Edition 19 dated 1 Oct 13
6–1-9
(4)
RRP(F) at OF4 and OF5 decreases the longer the
individual is in rank. Time spent in rank will therefore continue to
affect the level of RRP(F) applicable irrespective of whether the
individual is on Full or Reserve Band rates.
(5)
When an individual in receipt of the Reserve Band rate of
RRP is promoted or reduced in rank, the Reserve Band rate of
pay is adjusted to that applicable to the new paid rank or ceases
if applicable. The calculation of time spent out of RRP or an
RRP-Related post is unaffected.
e.
Upon return to an RRP or RRP-Related post, after a period
away, payment of RRP will recommence as soon as qualification,
currency and medical requirements are met. Once a returning
individual has been in receipt of RRP for 182 17 consecutive days, their
Reserve Band entitlement will reset (i.e. they will once again become
eligible for the 2 years at full rate followed by 1 year at 50% upon their
next move away from an RRP/RRP-Related post). If the individual fails
to complete the required 182 days in receipt of RRP then they will
continue from their previous point on the Reserve Band clock.
f.
RRP will remain payable during periods of temporary
assignments, leave and courses providing the individual remains
assigned to the RRP/RRP-Related post. For those on Operational
Deployment moving from a CCB RRP post to a non-RRP Operational
post (i.e. who would receive RB payment) are eligible to submit a case
to the single-Services for this time to be added to their RB.
g.
Terminal/Invaliding Leave. RRP, including any reserve band
entitlement, will remain payable during periods of invaliding/terminal
leave provided that the payment of RRP was admissible on the day
before the beginning of such leave or, if serving overseas, on the day
prior to posting to the UK for retirement, discharge or transfer to the
Reserve Forces.
h.
Entitlement to CCB RRP will cease, including entitlement to
reserve band payments, from the date that an individual leaves a RRP
or RRP-Related post as a result of the individual’s voluntary decision to
leave the specialist area on a permanent basis (see 03.1113).
i.
Re-entrants/Transfers between Services (including transfer
to and from Reserves/Other Ranks on Commissioning. Personnel
transferring from one Service to another, re-joining their Service, or
commissioned from the ranks, who have previously undertaken duties
attracting CCB RRP, may count their former paid reckonable service
within the RRP area (if applicable, and other than where specified in
individual RRP sections that follow) towards the appropriate level of the
17
On instruction from the Defence Board (DB) the former 91 day criterion to refresh the
entitlement to Reserve Bands was replaced by one of 182 days and this became effective on
1 April 2007.
JSP 754
Edition 19 dated 1 Oct 13
6 – 1 - 10
same form of RRP in the new appointment. RRP will commence from
the date of occupying a post in the relevant RRP or RRP-Related
environment. Where it is considered that a higher level is appropriate,
the case should be referred via the appropriate Service Manning
Authority to the single-Service Pay Col for a decision.
06.0128.
Cessation. An individual’s entitlement to receive RRP
(including Reserve Bands) on a CCB will cease at the end of career service,
when one or more of the eligibility criteria are no longer met or when declared
professionally unsuitable for the specialist duties (see 06.0103j). However,
separate rules are detailed at 06.0124 – 06.0125 in the case of medical
downgrading. Entitlements to Reserve Bands of RRP are detailed at
06.0127d.
Non-Continuous Basis Recruitment & Retention Payment
06.0129.
Commencement and Payment. Where RRP is paid on a
NCB, the payment will commence once the following conditions apply:
a.
One day’s RRP is paid every day that basic pay is drawn
provided that:
(1)
The individual occupies an RRP/RRP-Related post; and
(2)
The individual holds the necessary qualifications, remains
current in such qualifications; and
(3)
The individual meets any medical requirements for the
specialist activity.
b.
RRP will remain payable during periods of temporary
assignments leave and courses providing the individual remains
assigned to the RRP/RRP-Related post. If an individual’s service in a
NCB RRP qualifying post is interrupted by assignment to a deployed
post which does not attract RRP, casework may be submitted to the
single-Service Pay Colonel staffs for continued payment, if that
individual is to return to a qualifying NCB RRP post.
c.
Reserve Bands do not apply.
06.0130.
Cessation. An individual’s entitlement to receive RRP on a
NCB will cease if any of the criteria shown at 06.0129 cease to be met.
Separate rules are detailed at 06.0124 – 06.0125 in the case of medical
downgrading. Entitlement will also cease on commencement of
invaliding/terminal leave.
Completion of Task Basis Recruitment & Retention Payment
06.0131.
Commencement and Payment. Where RRP is paid on a
CTB, the payment will commence once the following conditions apply:
JSP 754
Edition 19 dated 1 Oct 13
6 – 1 - 11
a.
One day’s RRP is paid every calendar day on which the
qualifying task is carried out and basic pay is in issue 18 provided the
individual meets any medical requirements for the specialist activity.
b.
Payment must be authorised by the Designated Authority, who is
responsible for ensuring that the task was carried out for Service
reasons and that all the criteria for payment are met.
c.
Reserve Bands do not apply.
06.0132.
Cessation. An individual’s entitlement to receive RRP on a
CTB will cease if any of the criteria shown at 06.0131 cease to be met.
Business Process Guides
06.0133.
The relevant Business Process Guide (BPG) relating to nonposition based Recruitment & Retention Payment (incl. CTB) can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905010.
htm
and the relevant BPG for position based Recruitment & Retention Payment
(i.e. CCB/NCB) can be found at:
http://jpa-portal.afpaa.r.mil.uk/Mains2.aspx
Annex:
A.
Recruitment & Retention Payment – Payment by JPA.
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18
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For RRP(SM) a calendar day includes spending a night onboard at sea (06.0310).
JSP 754
Edition 19 dated 1 Oct 13
6 – 1 - 12
ANNEX A TO CHAPTER 6 SECTION 1
RECRUITMENT & RETENTION PAYMENT – PAYMENT BY JPA
1. The Position RRP Flag. As part of the trigger for the payment of RRP, the
JPA system needs individual established positions to be annotated with a
Position RRP Flag to indicate that a particular type of RRP may be paid to an
individual filling the position. Positions may be annotated with up to 5 different
RRP flags to allow more than one type of specialist (e.g. pilot, WSO or
Airborne Ground personnel for flying duties) to fill a particular position. The
annotation of positions needing the addition or removal of RRP Flag is part of
the formal manage establishments process in JPA.
2. Establishment Variation Action. Formal single Service establishment
variation action needs to be taken in all cases where Position RRP Flag
changes are required against JPA positions. Action is to be taken by the
authorised single Service Establishment Administrator in accordance with the
instructions in the ‘Manage Establishments – Maintain Positions Business
Process Guide’ available on the SPVA Information Centre.
3. The Personal Competency RRP Flag. The marking of a position with an
RRP flag does not automatically trigger the payment of RRP to an individual
incumbent. To allow JPA to process a payment of RRP the individual filling
the position must also hold the related personal Competency RRP Flag.
When a position has the required RRP marker and the individual has the
associated personal competency RRP Flag the JPA system will automatically
pay the appropriate rate of RRP. Personal Competencies are awarded as a
result of successful completion of a course or the accumulation of appropriate
job experience. They may be withdrawn as a result of poor performance or if
not renewed within a formal time period.
4. Competency Action. Formal action needs to be taken by authorised
Course Administrators or Local Training Managers (or engineering
equivalents) when changes to personal competencies are required. Action is
to be taken by authorised staff in accordance with the instructions in the
‘Update Competencies against a Service Person’s Profile Business Process
Guide’ available on the SPVA Information Centre.
5. Business Process Guide (BPG). The relevant BPG can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/RE905032.
htm
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JSP 754
Edition 19 dated 1 Oct 13
6 – 1– A – 1
CHAPTER 6
SECTION 2
RECRUITMENT & RETENTION PAYMENT (DIVING)
Aim
06.0201.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Diving) (RRP(D)) (including Army Divers).
Scope
06.0202.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(D). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.0203.
Payment Basis
RRP(D) is payable as follows:
Royal Navy
CCB:
RN Clearance Divers (ORs).
Army
CCB: for ORs and Officers up to
OF3 rank.
Mine Warfare and Clearance
Diving Officer (MCDO) (Officers).
NCB: for OF4
RN Clearance Diving Officers
(CDO).
Entitled
Personnel (see
06.0204)
NCB: All other Divers
RN Clearance Divers (ORs) and
MCDOs (includes RN Clearance
Divers and MCDOs assigned to
Military EOD Positions).
Army Compressed Air Divers
(Army Diver Class 2).
Army Divers (Army Divers Class
1).
CDOs.
Army Unit Diving Supervisor
(Army Diving Supervisor Class 2).
Medical
Requirements
Currency
Annual Diving Medical in
accordance with UK Military
Diving Manual (BRd 2806) & BRd
1750A Medical Standards for
Diving.
All personnel occupying RRP and
RB posts.
Personnel must remain current in
accordance with
UK Military Diving Manual (BR
2806).
JSP 754
Army Diving Supervisor (Army
Diving Supervisor Class 1).
Army Diving Medical in
accordance with UK Military
Diving Manual (BRd 2806) & BRd
1750A Medical Standards for
Diving.
All personnel occupying RRP and
RB posts.
Personnel must remain current in
accordance with UK Military
Diving Manual (BR 2806).
Edition 19 dated 1 Oct 13
6–2–1
Qualifying Posts
Commencement
In accordance with Recruitment &
Retention Payment Working
Group (Diving) (RRPWG(D)) and
as annotated on assignment.
In addition to criteria in Section 1
those in receipt of CCB RRP(D)
must hold the qualification for
each Category (as per 06.0204) &
occupy a qualifying post
(whichever is later).
a. On failing to meet the currency
requirement in accordance with.
UK Military Diving Manual (BR
2806).
Cessation
b. RB divers failing to attend
annual medical in accordance
with BRd 2806 cease to be
entitled to RRP(D) in accordance
with 06.0103j.
All posts in units whose
Establishment Table authorises
the maintenance of a diving team.
In addition to criteria in Section 1
those in receipt of CCB RRP(D)
must hold the qualification for
each Category (as per 06.0204) &
occupy a qualifying post
(whichever is later).
Divers on promotion to OF4 or
OR8 1. CofW and MPF qualified
individuals are exempt due to a
continuing requirement to provide
professional engineering advice
and may continue to attract
RRP(D) up to and including OR9’
Supervisors on promotion to OF5.
On promotion to OF4 individuals
transfer from CCB to NCB and
Reserve Band payments cease.
c. For all Diving Officers on
promotion to OF5.
RB divers failing to attend annual
medical in accordance with BRd
2806 cease to be entitled to
RRP(D) in accordance with
06.0103j.
Categories of Payment
06.0204.
The rates of RRP(D) apply to the following categories of
personnel 2:
Category
1
2
Entitled Personnel
N/A
RN Clearance Divers (AB2).
On successful completion of AB
Professional Diving Course and deemed
to be at OPS for Diving.
Army Compressed Air Diver
(Army Diver Class 2) - up to but
not including OF5/OR8.
3
Qualifications
N/A
RN Clearance Divers (AB1)
When Qualified as an Army Compressed
Air Diver (Army Diver Class 2).
On promotion to AB1 ie qualified to
Category 2 standards and on completion
of Seamanship OJT TB.
RM Swimmer Canoeists serving in (SDV)
Tp provided they hold the ADQUAL
“SDV”.
1
This change is with effect from 1 Jun 2008.
RN EOD Supp is shown on payslips, where applicable, as a combined RRP(D) + EOD Supp
line entry.
JSP 754
Edition 19 dated 1 Oct 13
6–2–2
2
Army Diver (Army Diver Class 1)
– up to but not including
OF5/OR8.
3a 3
Army Unit Diving Supervisor
(Army Diving Supervisor Class 2)
– up to but not including
OF5/OR8.
RN & Army Other Ranks in
Category 3 above.
When qualified as Army Unit Diving
Supervisor (Army Diving Supervisor
Class 2).
When qualified to Category 3 standards
and on completion of:
RN personnel – 0804 Course
(Intermediate EOD) and 0813 Course
(Intermediate Underwater EOD)
Army personnel – 0804 Course
(Intermediate EOD)/Defence EOD
Operator Course/Advanced Defence
EOD Operator Course.
RN Clearance Divers (LH).
When qualified to Category 4 standards.
Army Diving Supervisor (Army
Diving Supervisor Class 1) - all
ranks.
When qualified as Army Diving
Supervisor (Army Diving Supervisor
Class 1).
4a 4
Army Officers and RN and Army
NCOs in Category 4 above.
5
RN MCDO (up to and including
rank of Cdr).
When qualified to Category 4 standards
and on completion of:
RN personnel – 0804 Course
(Intermediate EOD) and 0813 Course
(Intermediate Underwater EOD)
Army personnel – 0804 Course
(Intermediate EOD)/Defence EOD
Operator Course/Advanced Defence
EOD Operator Course.
When qualified to Category 5 standards
and filling a RRP(D) or RRP(D)-Related
post as determined by the DBWG. If in
an RRP(D) post, to remain current in
accordance with the UK Military Diving
Manual (BR 2806).
4
RN Clearance Diving Officers (up
to and including rank of Cdr).
3
When qualified as Army Diver (Army
Diver Class 1).
5a 5
RN MCDOs and SNCOs 6 in
Category 5 above.
67
RN MCDOs and SNCOs in
Category 5a above.
When qualified to Category 5 standards
and on completion of the Defence EOD
Operator Course/(legacy Advanced EOD
(0801) Course) and the 0808 Course
(RN Underwater Advanced EOD).
On completion of the Defence Advanced
EOD Operator Course and when filling
an Advanced EOD annotated
appointment.
An EOD supplement was incorporated into the RRP(D) payment under categories 3a, 4a
and 5a with effect from 1 August 2009.
4
See footnote 2.
5
See footnote 2.
6
RN SNCOs qualify for RRP at the Cat 5a rate only on successful completion of both the Cat
5 Diving Course AND the DEOD Operator/legacy 0801 Course.
7
Qualified personnel are entitled to receive a High Threat IEDD supplement in addition to
their RRP(D) and EOD Supplement on an NCB payment basis. The Supplement is
JSP 754
Edition 19 dated 1 Oct 13
6–2–3
Special Instructions (RN/RM)
06.0205. Disrating. As RRP(D) is based on qualification an RN Diver or
RM Swimmer Canoeist who is disrated or reduced in substantive rank retains
the level of RRP(D) to which the individual is entitled by professional
qualification.
06.0206. Reversion. Full details of the factors leading to the reversion in
substantive Rank or Rating in respect of an RN diver are to be reported to the
Superintendent of Diving RN, for decision of the rate of RRP(D) (if any) which
may be paid following reversion.
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equivalent to the difference between the rate of RRP(EOD) paid to those who have completed
the DEOD Operator Course and the rate of RRP(EOD) paid to those who have completed the
Defence Advanced EOD Operator Course.
JSP 754
Edition 19 dated 1 Oct 13
6–2–4
CHAPTER 6
SECTION 3
RECRUITMENT & RETENTION PAYMENT (SUBMARINE) AND
RECRUITMENT & RETENTION PAYMENT (SUBMARINE) SUPPLEMENT
Aim
06.0301.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Submarine) (RRP(SM)) and RRP(SM)
Supplement (RRP(SM)SUP).
RECRUITMENT & RETENTION PAYMENT SUBMARINE
Scope
06.0302.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(SM). The regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP. See articles
06.0311-06.0316 for RRP(SM)SUP regulations.
Regulations for Payment
06.0303.
RRP(SM) is payable as follows:
Payment Basis
CCB up to and including OF4 rank and NCB for OF5. CTB for nonsubmariners up to and including OF5 rank.
Entitled
Personnel
Officers and Ratings in the RN Submarine Service.
Non-submariners temporarily serving in a submarine.
Medical
Requirements
Qualifying Posts
(see 06.0304)
In accordance with BR 1750A.
Commencement
As identified by Recruitment & Retention Payment Working Group
(Submarine) (RRPWG(SM))
Level 1 is payable on completion of training which qualifies for the
award of the submarine badge. This submarine qualification, which
includes completion of SE001IPQ and BSQ, will act as the basic date
for all levels of Submarine Pay on a CCB.
For non-submariners, Level 1 is paid on completion of SETT and after
spending at least one night’s service on board a submarine at sea, in a
role specifically related to its operational tasking.
Cessation
On promotion to OF6 regardless of appointment.
JSP 754
Edition 19 dated 1 Oct 13
6–3–1
Categories of Payment
06.0304.
personnel:
Level
1
The 5 levels of RRP(SM) apply to the following groups of
Entitled Personnel
Officers and Ratings in
the Submarine Service.
Non-submariner
Officers and Ratings.
Qualifications
On qualification
2
Officers and Ratings in
the Submarine Service.
On completion of, and being in date for SETT,
and completion of one night or more onboard at
sea. It is only to be paid to qualified individuals
undertaking a role specifically related to the
operational tasking of the submarine as
authorised by the Commanding Officer.
After 5 years in receipt of RRP(SM) level 1
(excluding time spent on Reserve Band rates)
3
Officers and Ratings in
the Submarine Service.
After 5 years in receipt of RRP(SM) level 2
(excluding time spent on Reserve Band rates)
4
Officers and Ratings in
the Submarine Service.
After 5 years in receipt of RRP(SM) level 3
(excluding time spent on Reserve Band rates)
5
Officers in the
Submarine Service.
All Officers on qualifying Advanced Warfare
Course and remaining competent to act as a
Watch Leader and Engineer officers who are
qualified for ME or WE Charge and remain
competent and recommended for such
appointments.
Special Instructions (RN)
06.0305.
Suspension of RRP(SM). Suspension of RRP(SM) should
normally be the first step in dealing with an individual whose efficiency has
fallen below the standard required or who, for other reasons within his powers
to rectify, is not employable onboard SMs at sea. Suspension of RRP(SM)
also involves automatic suspension of RRP(NPP) for those in receipt.
06.0306.
Flag Officer Sea Training, the Cdre HMS SULTAN, the Cdre
MWS COLLINGWOOD, the Cdre HMS RALEIGH and COs of Submarines
have the authority to suspend RRP(SM) temporarily in the case of ratings and
order its resumption from the date on which these authorities decide that the
proper standards have been achieved; resumption is not to be back-dated and
RRP(SM) between the dates of suspension and resumption is forfeit.
06.0307.
RRP(SM) may not be withheld as a punishment, but authorities
concerned should not hesitate to suspend a rating's RRP(SM) as an
administrative measure if the individual fails to meet appropriate professional
standards. Unusual cases for the stoppage or suspension of RRP(SM),
including those involving medical downgrading, should be submitted through
normal channels to FLEET DNPers NPT(E) TL. COs of other units not
mentioned above should submit all requests for approval for suspension of
RRP(SM) to FLEET DNPers NPT(E) TL.
JSP 754
Edition 19 dated 1 Oct 13
6–3–2
06.0308.
Cases in which RRP(SM) has been or appears likely to be
suspended for more than 30 days are to be reported to NAVY PERS BM
DACOS at the earliest opportunity.
06.0309.
Any case involving the likely suspension of RRP(SM) for an
officer is to be referred to NAVY PERS BM DACOS who will forward to
NAVSEC for final decision.
06.0310.
Non-submariners temporarily serving on board a
submarine. Service personnel temporarily serving onboard a submarine but
who are not SM qualified may be paid RRP(SM) Level 1 when they spend one
night or more onboard at sea, subject to having completed, and being in date
for, the Submarine Escape Tank Training course. RRP(SM) Level 1 is to be
paid on CTB to such qualified individuals only when undertaking a role
specifically related to the operational tasking of the submarine, as authorised
by the Commanding Officer of the submarine.
06.0311.
Transfers from General Service. As implemented as part of
the SM Manning and Retention Review 2002 and endorsed in the APFRB
2003 Pay Award Report, personnel who transfer into the Submarine Service
from the GS Trained Strength on or after 1 Nov 03 will be eligible for a grant of
50% of reckonable GS time served on the trained strength towards qualifying
times for higher rates of submarine pay. The calculation of this grant will be
undertaken by the SPVA Process Team on receipt of a Service Request from
Unit HR staff. It will be effective on the award of SMQ(Wet) and will be
applied to those individuals who transfer from GS, pass SMQ (Wet) and so
are awarded their Dolphins after 1 Nov 03. This does not apply to reentrants from the GS, and re-entrants with former reckonable SM Service
time will be considered in accordance with JSP754 articles 06.0103n and
06.0124i.
RECRUITMENT & RETENTION PAYMENT (SUBMARINE) SUPPLEMENT
Scope
06.0312.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for the
payment of RRP(SM)SUP. The overarching regulations of RRP at Section 1
also apply to the Supplement, where relevant, with the exception of article
06.0119 Early Termination. RRP(SM)SUP will not be abated when an
individual applies to terminate their service prematurely.
Aim
06.0313.
RRP(SM)SUP is payable to SM qualified personnel assigned to
operational submarines. It supplements the existing RRP(SM) by recognising
the unique circumstances of serving in a submarine.
JSP 754
Edition 19 dated 1 Oct 13
6–3–3
Regulations for Payment
06.0314.
RRP(SM)SUP is payable as follows:
Payment Basis
Entitled
Personnel
Medical
Requirements
Qualifying Posts
(see 06.030)
Commencement
Cessation
Flat rate supplement to RRP(SM) paid on a NCB basis up to and
including OF5.
Personnel who are in receipt of RRP(SM) who are assigned to
operational Submarines. Where RRP(SM) ceases due to early
termination, RRP(SM)SUP will continue to be paid in full, subject to the
individual otherwise being eligible.
In accordance with BR 1750A.
Posts in Submarines in Basic (B) or Gold (G) role.
1. On arrival of SM qualified individual eligible for RRP(SM) at
Qualifying Post.
2. On transition of a submarine to either (B) or (G) role
1. When submarine reverts to another role other than (B) or (G) e.g.
entering Long Overhaul Periods (LOPs).
2. When personnel are assigned away from the qualifying unit.
Categories of Payment
06.0315.
RRP(SM)SUP is paid as a single daily rate to all eligible
ranks/rates.
Special Instructions
06.0316.
Assignment away from Qualifying Unit. This supplement is
specifically targeted at those individuals in receipt of RRP(SM), who are
performing duties on operational submarines. If an individual is assigned
away from the unit, for any reason, the payment of the RRP(SM) Supplement
will cease. This includes assignment to courses and to the Recovery Cell.
(Payment will not be affected by the “move and track” process on JPA).
06.0317.
Suspension of RRP(SM). Suspension of RRP(SM) also
involves automatic suspension of RRP(SM)SUP for those in receipt.
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JSP 754
Edition 19 dated 1 Oct 13
6–3–4
CHAPTER 6
SECTION 4
RECRUITMENT & RETENTION PAYMENT (SUBMARINE ESCAPE TANK
TRAINING)
From 1 October 2013 personnel assigned to SETT who are nominated and
qualified for SPAG duties will continue to receive RRP (Para).
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JSP 754
Edition 19 dated 1 Oct 13
6–3–1
CHAPTER 6
SECTION 5
RECRUITMENT & RETENTION PAYMENT (NUCLEAR PROPULSION)
Aim
06.0501.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Nuclear Propulsion) (RRP(NP)).
Scope
06.0502.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(NP). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.0503.
RRP(NP) is payable as follows:
Payment Basis
CCB.
Entitled
Personnel
OF1, OF2, OF3 1, qualified as Category (Cat) A1 Watchkeepers, RN
OR6 - OR9, qualified as Cat A2 or B Watchkeepers, and RN OR4 –
OR7, qualified as Cat C Watchkeepers (as defined in NRPA Level 3-4
Documentation).
Medical
Requirements
Qualifying
Requirement
In accordance with BR 1750A.
Commencement
CCB: Payment begins from date of qualification, but recipients must
hold specified rank for each Cat & occupy annotated post (whichever
is later).
Cessation
On promotion to OF4.
No individual can be in receipt of RRP(NP) or RB RRP(NP) without
being in receipt of RRP(SM) or RB RRP(SM).
Removal of the following ADQUALs (whether voluntary or compulsory)
will have an effect on the payment of RRP(NP): Nuclear Marine
Engineer Artificer of the Watch (NMEAOW); Nuclear Reactor Panel
Operator (NRPO); Nuclear Main Control Desk Operator (NMCDO);
Nuclear Chief of the Watch (NCOW). In cases of doubt, advice should
be sought from FLEET DNPers NPT(E) TL and on vacating a
qualifying billet.
1
RRP(NP) CCB entitlement for OF3s commenced with effect from 1 April 2009 (previously
payment for OF3s was on an NCB basis).
JSP 754
Edition 19 dated 1 Oct 13
6–5–1
Categories of Payment
06.0504.
personnel:
Category
Cat ‘C’
Watchkeeper 2
The rates of RRP(NP) apply to the following groups of
Entitled
Personnel
RN OR4 – OR7
Qualifications
Completion of Cat C Watchkeeping qualification and
the individual’s continuance to serve in that Cat.
Cat ‘B’
Watchkeeper
– Single
qualified
RN OR6 – OR9
Completion of Cat B Watchkeeping qualification at sea
(which follows the Nuclear Propulsion Operators
Course (NPOC) at HMS SULTAN) and the individual’s
continuance to serve in that Cat.
Cat ‘B’
Watchkeeper
– Double
qualified
Cat ‘A2’
Watchkeeper
RN OR6 – OR9
On achievement of both the additional qualifications
NRPO or NMCDO and NMEAOW and the individual’s
continuance to serve in that Cat.
RN OR6 – OR9
On achievement of the additional qualification of
NCOW and the individual’s continuance to serve in that
Cat.
Cat ‘A1’
Watchkeeper
RN OF1 – 3
Successful completion of Engineering Officer of the
Watch (EOOW) Board.
Special Instructions (RN)
06.0505.
Re-entrants. Personnel who have re-entered the Service and
are employed on RRP(NP) duties will become eligible on re-qualification as
Cat A1, A2, B or C Watchkeepers at sea.
06.0506.
Reversion. If a submariner in receipt of the Cat A rate of
RRP(NP) chooses voluntary reversion and so is employed in either the Cat B
Single or Double Qualified role, then the rate of RRP(NP) will be reduced to
the corresponding new rate. Similarly someone in receipt of Cat B who
chooses to revert to Cat C will also be reduced to the corresponding new rate.
06.0507.
Suspension of RRP(NP)/Reserve Band RRP(NP). RRP(NP)
(including reserve band payments) are suspended in the following
circumstances:
a.
for Cat A2 or Cat B Nuclear Watchkeepers who fail to
requalify at sea. On failure to requalify on the first occasion the
individual is to be formally warned. A second failure will entail
suspension of RRP(NP) and formal warning of the serious
2
RRP(NP) entitlement for Cat C Watchkeepers commenced with effect from 1 April 2011.
Payment of all new RRP levels introduced wef 1 April 11 will not begin to be paid until the end
of July 11 (backdated to April 11) but will then be paid monthly thereafter – see JPA Op
Bulletin No: 1104-001 at http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13848 for
details.
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Edition 19 dated 1 Oct 13
6–5–2
consequences of a 3rd failure. A 3rd failure to re-qualify will entail
removal from the submarine, permanent loss of RRP(NP) and
may, ultimately, involve return to the Surface Flotilla.
Exceptionally, if it is clear following a second failure that an
individual has no hope of achieving the required standard,
application may be made to FLEET DNPers NPT(E) TL for their
removal from the appropriate list of Cat A2, Cat B or Cat C
Nuclear Watchkeepers and permanent stoppage of RRP(NP).
b.
Suspension of RRP(NP) alone may be approved by a
submarine CO following a Cat A2, Cat B or Cat C Nuclear
Watchkeeper’s 2nd failure to requalify. Resumption of RRP(NP)
may be authorised if the individual re-qualifies at the 3rd attempt.
The resumption of RRP(NP) payments is not to be backdated.
c.
Any case involving the likely suspension of RRP(NP) for
an officer is to be referred to FLEET DNPers NPT(E) TL.
d.
Stoppage or temporary suspension of RRP(SM)
automatically involves concurrent suspension of RRP(NP).
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JSP 754
Edition 19 dated 1 Oct 13
6–5–3
CHAPTER 6
SECTION 6
RECRUITMENT & RETENTION PAYMENT (HYDROGRAPHIC)
Aim
06.0601.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Hydrographic) (RRP(H)).
Scope
06.0602.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(H). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.0603.
RRP(H) is payable as follows:
Payment Basis
CCB up to and including OF4 rank and NCB for OF5.
Entitled
Personnel
Officers of the Warfare Branch Hydrographic and METOC (X(HM))
sub-specialisation and RN ratings of the Survey Recorder (SR) and
OM(HM) specialisations (collectively known as the RN Hydrographic
Surveying specialisations) who are both qualified and eligible for
surveying duties.
Medical
Requirements
Qualification
Requirements
In accordance with BR 1750A.
Qualifying Posts
(see 06.0604)
Commencement
As authorised by the Recruitment & Retention Payment Working
Group (Hydrographic) (RRPWG (H)).
Occupation of an annotated billet, provided the recipient holds
specified qualification / rating for each level as detailed in 06.0604.
Cessation
On promotion to OF6 regardless of appointment. On promotion to
OF5 personnel will only be entitled to receive RRP(H) when they
remain in an appropriate RRP or RRP-Related post and then only on
an NCB basis.
Eligible personnel will have either H CH (Hydrographer (Charge)), H1
(Hydrographer (First Class)) or H2 (Hydrographer (Second Class)) or
SR (Survey Recorder) or OM(HM) noted alongside their appointment
in the Officer’s Appointment List (OAL) or as an ‘Additional
Qualification’ (ADQUAL) in Assignment Orders for ratings / other
ranks.
JSP 754
Edition 19 dated 1 Oct 13
6–6–1
Categories of Payment
06.0604.
personnel:
Level
1
The 6 rates of RRP(H) apply to the following groups of
Entitled Personnel
OR1
Qualifications
On successful completion of initial Hydrographic
Training.
2
OR2 – OR5
On promotion to Leading Hand.
3
OF 1 – OF5
Surveyor 2nd Class (H2).
OR1 – OR6
On promotion to OR6 or attainment of NVQ3
whichever is sooner.
4
OR7
On promotion to OR7 or attaining NVQ4
whichever is sooner.
5
OF2 – OF5
Surveyor 1st Class (H1).
6
OF2 – OF5
Hydrographic Charge Qualified (H CH) officers on
attaining Charge qualification.
Special Instructions (RN)
06.0605.
Commissioning. Ratings in receipt of RRP(H) who are
commissioned and who are to return to Hydrographic duties following their
commissioning course continue to receive the rate of RRP(H) in issue as a
rating until they obtain an officer's qualification.
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JSP 754
Edition 19 dated 1 Oct 13
6–6–2
CHAPTER 6
SECTION 7
RECRUITMENT & RETENTION PAYMENT (MOUNTAIN LEADER)
Aim
06.0701.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Mountain Leader) (RRP(ML)).
Scope
06.0702.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(ML). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.0703.
RRP(ML) is payable as follows:
Payment Basis
CCB up to and including the rank of OR8.
NCB from the date of promotion to OR9.
NCB when a ML qualified OF rank occupies an RRP(ML) qualifying
position 1.
Entitled
Personnel
Medical
Requirements
Qualifying Posts
RM Mountain Leader Qualified personnel.
Commencement
ML O/2 - On occupying a qualifying position, but payment will be
backdated to the start of the relevant ML course 2.
Cessation
1
In accordance with BR 1750A.
Eligible assignments will have either ML (Mountain Leader), ML1
(Mountain Leader 1) or ML2 (Mountain Leader 2) noted on their
assignment order.
ML1 - On successful completion of the ML 1 Course.
On promotion to OF4 3 or OR9 payment basis for regular personnel will
change to NCB. RRP(ML) is not payable at OF5 rank or above.
Effective from 1 Oct 12. Previously paid CCB up to and including the rank of OF3.
When payment is backdated to cover the relevant ML course only, it is not to cover any
periods not employed on the course (e.g. where an individual is re-coursed, or injured the
payment should cease, until the course is re-started).
3
See Note 1.
JSP 754
Edition 19 dated 1 Oct 13
6–7–1
2
Categories of Payment
06.0704.
personnel:
The 2 rates 4 of RRP(ML) apply to the following groups of
Level
Initial
Entitled Personnel
RN OF1 – OF4
Qualifications
Successful completion of the MLO course.
Initial
RN OR4 – OR9
Successful completion of the ML2 course.
Enhanced 5
RN OR4 – OR9 6
Successful completion of the ML1 course.
Reserve Bands
06.0705.
On promotion to OF4/OR9 7, personnel will have no entitlement
to Reserve Band payments, but will become subject to NCB rules for
RRP(ML); payment will therefore cease on assignment out of a qualifying
position.
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4
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A single rate of RRP(ML) was payable to all eligible personnel prior to 1 Apr 11.
RRP(ML) Enhanced Level commenced with effect from 1 Apr 11. See JPA Op Bulletin No:
1104-001 at http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13848 for details.
6
The enhanced rate of RRP(ML) was introduced to address specific recruitment and retention
issues within the Other Ranks and so the enhanced rate of RRP(ML) is not payable to any
MLOs who might choose to complete the ML1 course in addition to the MLO course.
7
See Note 1.
JSP 754
Edition 19 dated 1 Oct 13
6–7–2
5
CHAPTER 6
SECTION 8
RECRUITMENT & RETENTION PAYMENT (EXPERIMENTAL DIVING)
Recruitment & Retention Payment (Experimental Diving) has been reclassified
as an allowance. See JSP 752 Chapter 10, Section 13 (from version 13) –
Experimental Diving Allowance.
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JSP 754
Edition 19 dated 1 Oct 13
6–8–1
CHAPTER 6
SECTION 9
INTENTIONALLY BLANK
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JSP 754
Edition 19 dated 1 Oct 13
6–9–1
CHAPTER 6
SECTION 10
RECRUITMENT & RETENTION PAYMENT (PARACHUTE)
Aim
06.1001.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Parachute) (RRP(Para)).
Scope
06.1002.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(Para). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1003.
RRP(Para) is payable as follows:
RN/RM
Payment Basis
NCB
Army
Parachute Regiment
Personnel: CCB up to
and including the rank of
OF4 1, NCB from the date
of promotion to OF5 (see
OF5 – 6 comments
below).
RAF
NCB
Non-Parachute
Regiment Personnel:
NCB
Entitled
Personnel
Currency
Qualifying Posts
OF5 - 6
Commencement
of RRP (Para)
Basic Parachute Course qualified personnel filling appropriately annotated
posts.
Payment will cease if an individual ceases to remain in date for parachuting,
as defined by HQ 2 Gp RAF.
Annotated Para/Para-related posts on unit establishments in accordance
with the Establishment of Parachute Posts and Authorisation of Annual
Descents published annually by D Jt Cap
Only the appointments of DComd 16 Air Asslt Bde (OF5) and Comd 16 Air
Asslt Bde (OF6) are authorised to receive payment of RRP(Para) on a NCB.
Course dispersal date of the Basic Parachute Course (BPC) following
successful completion of the course (qualified as a parachutist) or gaining
currency.
Two exceptions exist for the commencement of RRP(Para):
1.
1
Where a non-military parachutist Service person starts a BPC but
With effect from 1 April 2014 CCB will be payable only up to OF3.
JSP 754
Edition 19 dated 1 Oct 13
6 – 10 – 1
does not formally qualify within the scheduled 3 week course timetable,
specifically due to either the lack of aircraft or adverse environmental
conditions; and
2.
Where a qualified military parachutist (assigned to an annotated
Para/Para-related post following an assignment of 24 months (771 days) or
more in a non-Para/Para-related post) starts a BPC but fails to complete
(and therefore be deemed ‘current’) the BPC Level 5 Ground Assessment
and a BPC Level 6 Live Descent (C130/Skyvan single stick, day, 800ft, with
equipment) specifically due to either the lack of aircraft or adverse
environmental conditions.
Authority is granted in each instance to back-date commencement of
RRP(Para) to the programmed dispersal date of the BPC upon which they
would otherwise have qualified/re-gained currency. Failure to qualify/re-gain
currency for any other reason will not warrant back-dating. Retrospective
payment of RRP(Para) will only occur once an individual is formally
‘qualified/current’. Such retrospective payments of RRP(Para) must be
supported by a copy of the BPC dispersal nominal roll, which contains the
individual as ‘unqualified/not current’ upon dispersal. This nominal roll, along
with the BPC nominal roll which confirms the individual as ‘qualified/current’
upon dispersal, is to be kept within the individual’s AF B9999. Back-dating
of RRP(Para) is not to exceed 182 days back from the qualifying date, or the
course dispersal date of the ‘original’ BPC, whichever is less.
These two exceptions are effective as of 1 Apr 12; back-dating should not
occur prior to this date.
Newly qualified non-Parachute Regiment parachutists who, at the conclusion
of their Basic Parachute Course, are posted to a holding unit of their own
arm to await further posting to an Airborne unit, may receive RRP(Para)
during the waiting period up to a maximum of 42 days from the concluding
date of the BPC.
Categories of Payment
06.1004.
The following rates of RRP(Para) will be paid as shown:
High Altitude Rate
Basic Rate
Qualifying posts in Pathfinder Platoon
All other RRP/RRP-related posts (less Submarine Parachute Assistance
Group (SPAG))
Reserve Bands
06.1005.
Reserve Bands are applicable to those personnel in receipt of
CCB RRP(Para) only. On promotion to OF5, a Parachute Regiment officer
will have no entitlement to Reserve Banding, but will become subject to NCB
rules for RRP(Para) if filling the appointment of DComd 16 Air Asslt Bde;
payment will therefore cease unless the individual is appointed to this
appointment.
Special Instructions
06.1006.
Pathfinder Platoon. The High Altitude Rate of RRP(Para) will
be paid on a NCB to personnel serving in established RRP posts in Pathfinder
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Edition 19 dated 1 Oct 13
6 – 10 – 2
Platoon only. This rate will be paid instead of the Basic Rate for the duration
of filling a qualifying post. Personnel will revert to the Basic Rate of
RRP(Para) upon vacating the post.
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JSP 754
Edition 19 dated 1 Oct 13
6 – 10 – 3
CHAPTER 6
SECTION 11
INTENTIONALLY BLANK
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JSP 754
Edition 19 dated 1 Oct 13
6 – 11 – 1
CHAPTER 6
SECTION 12
RECRUITMENT & RETENTION PAYMENT (SPECIAL FORCES)
Aim
06.1201.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Special Forces) (RRP(SF)) and
Recruitment & Retention Payment (Special Forces Swimmer Delivery Vehicle
Troop) (RRP(SF SDV)).
Scope
06.1202.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(SF). With effect from 1 April 2008 all Reserve Force SF personnel are
entitled to RRP(SF) in accordance with the regulations for Regular personnel
and where appropriate will be eligible for reserve bands providing the
necessary criteria are met. The level of RRP(SF) is based on the number of
bounty earning years since ‘badging day’. These regulations should be read
in conjunction with Section 1 which sets out the overarching regulations for all
forms of RRP.
Regulations for Payment
06.1203.
a.
RRP(SF) is payable as follows:
UKSF Officers:
Payment Basis
CCB up to and including the rank of OF4, NCB from the
date of promotion to OF5 (acting or substantive). RRP(SF)
and RRP(SF) Reserve Band ceases on promotion to OF7.
The one exception to this rule is the 2-Star Director SF,
who is eligible to receive NCB RRP(SF) for the duration of
the appointment only, with all other RRP NCB policies
being applied.
Entitled
Personnel
Qualifying Posts
All UKSF Officers
Commencement
Initially from Badging Day
b.
Payment Basis
Entitled
Personnel
All RRP(SF) and RRP(SF)-Related posts.
UKSF Other Ranks:
CCB
All UKSF Other Ranks
JSP 754
Edition 19 dated 1 Oct 13
6 – 12 – 1
Qualifying Posts
Commencement
All RRP(SF) and RRP(SF)-Related annotated posts
Initially from Badging Day
06.1204.
RRP(SF) is the only form of RRP that can be drawn during
SAS and SBS service (with the exception of RRP(SF-SDV) – see
06.1211).
Categories of Payment
06.1205.
UKSF Officers:
Level 1
Initial Level, payable on completion of SF training (known as Badging Day).
This is the basic date for all other levels of RRP(SF).
Level 2
Awarded after 3 years reckonable SF service.
Level 3
Awarded after 6 years reckonable SF service
or,
from the date of occupying a particular nominated SF or SF-related post. DSF
is to advise payment authorities on the movements of individuals who fall into
this category.
06.1206.
UKSF Other Ranks:
Level 1
Initial Level, payable on completion of SF training (known as Badging Day).
This is the basic date for all other levels of RRP(SF).
Level 2
Awarded after 3 years reckonable SF service.
Level 3
Awarded after 6 years reckonable SF service.
Level 4
Awarded after 9 years reckonable SF service.
Level 5
Awarded after 12 years reckonable SF service.
Level 6 1
Awarded after 15 years reckonable SF service.
Level 7 2
Awarded after 18 years reckonable SF service.
Reserve Bands
06.1207.
With effect from 1 April 2008 Reserve SF personnel receive
RRP(SF) under the same rules as Regular personnel and are therefore
entitled to receive RRP(SF) under CCB arrangements including entitlement to
Reserve Banding when applicable.
1
Effective from 1 April 2008.
Effective from 1 April 2008.
JSP 754
2
Edition 19 dated 1 Oct 13
6 – 12 – 2
06.1208.
On promotion to OF5, an officer will have no entitlement to
Reserve Banding, but will become subject to NCB rules for RRP(SF);
payment will therefore cease unless he is appointed to a qualifying post.
Level Progression
06.1209.
Any time spent outside the SF environment, including time spent
on Reserve Bands, will not count towards progression to the next higher
RRP(SF) Level.
Commissioning
06.1210.
UKSF ORs who are commissioned as SF Officers will be paid
the officer level of RRP(SF) appropriate to total reckonable SF service (i.e.
including SF OR reckonable service) completed since badging day.
Swimmer Delivery Vehicle Troop
06.1211.
In addition to the appropriate level of RRP(SF), qualified
personnel of all ranks filling established posts in the Swimmer Delivery Vehicle
Troop (SDV Tp) will be eligible for the payment of RRP(SF-SDV) for these
duties on a NCB. Payment will commence upon the award of the ADQUAL
“SDV” or the date of occupying a qualifying post, whichever is the later, and
will cease upon loss of the ADQUAL “SDV” or upon vacating a qualifying post.
Payment is effected using the code for RRP(D) Category 3. However, with
effect from 1 April 2008 this will be replaced by the payment of a formalised
RRP Special Forces Swimmer Delivery Vehicle (RRP(SF-SDV)) within the SF
structure, to replace the current ad hoc manner of these payments. RRP(SFSDV) will be paid at the same rate as RRP(D) Category 3.
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JSP 754
Edition 19 dated 1 Oct 13
6 – 12 – 3
CHAPTER 6
SECTION 13
RECRUITMENT & RETENTION PAYMENT (SPECIAL COMMUNICATIONS)
Aim
06.1301.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Special Communications) (RRP(SC)).
Scope
06.1302.
These regulations apply to all Regular Forces personnel, and set
out detailed arrangements and specific entitlements for RRP(SC). These
regulations should be read in conjunction with Section 1 which sets out the
overarching regulations for all forms of RRP.
Regulations for Payment
06.1303.
Payment
Basis
Entitled
Personnel
Qualifying
Posts
RRP(SC) is payable as follows:
NCB
SC Operators
SC Operator Posts within 299 Signal Squadron (SC) annotated SC on the Unit
Establishment Table.
And
SC Operators serving in either an RRP(SFC) or an RRP(SI) qualifying post
within any of the following units/organisations:
•
•
•
•
18 (UKSF) Sigs Regt (incl. 264 (SAS) Sig Sqn, SBS Sig Sqn, 267
(SRR) Sig Sqn or 268 (UKSF) Sig Sqn)
DHO
DSTO
JCTTAT
Categories of Payment
06.1304.
With effect from 1 Apr 11 the former rank-based rates of
RRP(SC) have been replaced by a single rate payable to all eligible
personnel.
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JSP 754
Edition 19 dated 1 Oct 13
6 – 13 – 1
CHAPTER 6
SECTION 14
RECRUITMENT & RETENTION PAYMENT (SPECIAL FORCES
COMMUNICATIONS)
Aim
06.1401.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Special Forces Communications)
(RRP(SFC)).
Scope
06.1402.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(SFC). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1403.
RRP(SFC) is payable as follows:
Payment Basis
NCB for Officers and Reserve ORs.
Entitled
Personnel
CCB for Regular ORs.
SFC qualified regular and reserve personnel; ORs, and Officers up to
and including OF4 rank.
Qualifying
Posts
Regular posts annotated RRP(SFC)/RRP(SFC)-Related on the 18 Sig
Regt establishment.
Reservist posts annotated RRP(SFC)/RRP(SFC)-Related on the
63(SAS) Sig Sqn(R) establishment. 1
Categories of Payment
06.1404.
OR4 (Cpl) and below.
Level 1
Level 2
Payment levels are based on rank:
2
OR6 (Sgt) and above.
Officers up to and including OF4.
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1
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Reserves eligible for RRP(SFC) with effect from 1 April 11.
RRP(SFC) Level 2 commenced with effect from 1 April 11. Payment of all new RRP levels
introduced wef 1 April 11 will not begin to be paid until the end of July 11 (backdated to April
11) but will then be paid monthly thereafter – see JPA Op Bulletin 1104-001at
http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13848 for details.
JSP 754
Edition 19 dated 1 Oct 13
6 – 14 – 1
2
CHAPTER 6
SECTION 15
RECRUITMENT & RETENTION PAYMENT (SPECIAL RECONNAISSANCE)
Aim
06.1501.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Special Reconnaissance) (RRP(SR)).
Scope
06.1502.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(SR). With effect from 1 April 2008 all Reserve Force SRR personnel are
entitled to RRP(SR) in accordance with the regulations for Regular personnel
and where appropriate will be eligible for reserve bands providing the
necessary criteria are met. The level of RRP(SR) is based on the number of
bounty earning years since ‘badging day’. These regulations should be read in
conjunction with Section 1 which sets out the overarching regulations for all
forms of RRP.
Regulations for Payment
06.1503.
RRP(SR) is payable as follows:
Payment Basis
CCB up to and including the rank of OF4, NCB from
the date of promotion to OF5-7 rank (acting or
substantive).
Entitled
Personnel
Special Reconnaissance Regiment (SRR) badged regular and reserve
personnel; ORs and Officers up to and including OF5-7 rank.
Qualifying Posts
Posts annotated RRP(SR) / RRP(SR)-Related.
Commencement
Initially from Badging Day
06.1504.
RRP(SR) is the only form of RRP that can be drawn during
SRR service.
Categories of Payment
06.1505.
a.
Payment of RRP(SR) will be at the following levels:
Officers.
Level 1
Initial Level, payable on completion of SRR training (known as Badging Day).
This is the base date for all levels of RRP(SR).
Level 2
Awarded after 3 years reckonable DSF service.
JSP 754
Edition 19 dated 1 Oct 13
6 – 15 – 1
Level 3
Awarded after 6 years reckonable DSF service
or,
from the date of occupying a particular nominated SRR/SF or SRR/SFrelated key command or staff post. DSF is to advise payment authorities on
the movements of individuals who fall into this category.
b.
Other Ranks.
Level 1
Initial Level, payable on completion of SRR/SF training (known as Badging
Day). This is the base date for all levels of RRP(SR).
Level 2
Awarded after 2 years reckonable DSF service.
Level 3
Awarded after 6 years reckonable DSF service.
Level 4
Awarded after 9 years reckonable DSF service. 1
Level 5
Awarded after 12 years reckonable DSF service.1
Level 6
Awarded after 15 years reckonable DSF service.1
Level 7
Awarded after 18 years reckonable DSF service.1
Reserve Bands
06.1506.
With effect from 1 April 2008 Reserve SRR personnel receive
RRP(SR) under the same rules as Regular personnel and are therefore
entitled to receive RRP(SR) under CCB arrangements including entitlement to
Reserve Banding when applicable.
06.1507.
On promotion to OF5, an officer will have no entitlement to
Reserve Banding, but will become subject to NCB rules for RRP(SR);
payment will therefore cease unless he is appointed to a qualifying post.
Level Progression
06.1508.
Any time spent outside the DSF environment, including time
spent on Reserve Bands, will not count towards progression to the next higher
RRP(SR) Level.
06.1509.
An Officer can be raised to level 3 on assumption of a key
command or staff post within DSF. Such posts are to be notified by DSF on a
case by case basis. Once raised to level 3 under this arrangement an
individual will remain at that level.
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1
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1
RRP(SR) Levels 4 to 7 commenced with effect from 1 April 11. Payment of all new RRP
levels introduced wef 1 April 11 will not begin to be paid until the end of July 11 (backdated to
April 11) but will then be paid monthly thereafter – see JPA Op Bulletin 1104-001at
http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13848 for details.
JSP 754
Edition 19 dated 1 Oct 13
6 – 15 – 2
CHAPTER 6
SECTION 16
RECRUITMENT & RETENTION PAYMENT (SPECIAL INTELLIGENCE)
Aim
06.1601.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Special Intelligence) (RRP(SI)).
Scope
06.1602.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(SI). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1603.
Payment Basis
Entitled
Personnel
RRP(SI) is payable as follows:
NCB.
Qualified HUMINT Operators up to and including OF4 rank.
Comd DHO (OF5).
Qualifying
Posts
HUMINT Operator posts annotated RRP(SI)/RRP(SI)-Related.
Categories of Payment
06.1604.
Rates of RRP(SI) will be paid to personnel in qualifying
posts as follows:
Level 0 1
Class 2 (Basic) qualified HUMINT Operators on completion of Phase 1
HUMINT training.
Level 1
Class 1 (Advanced) qualified HUMINT Operators following completion of Phase
2 HO training with less than 3 years’ reckonable AHO service.
Level 2
Class 1 (Advanced) qualified HUMINT Operators with 3 or more years’ post
Class 1 (Advanced) qualified reckonable service within a HUMINT
RRP(SI/RRP(SI)-Related post.
Comd DHO.
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1
RRP(SI) Level 0 commenced with effect from 1 April 11. Payment of all new RRP levels
introduced wef 1 April 11 will not begin to be paid until the end of July 11 (backdated to April
11) but will then be paid monthly thereafter – see JPA Op Bulletin 1104-001 at
http://www.ipublish.dii.r.mil.uk/nlapps/docs/default.asp?id=13848 for details.
JSP 754
Edition 19 dated 1 Oct 13
6 – 16 – 1
CHAPTER 6
SECTION 17
RECRUITMENT & RETENTION PAYMENT (FLYING)
Aim
06.1701.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Flying) (RRP(F)) for officers and noncommissioned personnel employed as aircrew.
Scope
06.1702.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(F). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1703.
follows:
RRP(F) is payable as a daily rate to qualified personnel as
Payment Basis
Entitled Personnel
Qualification
Requirements
Qualifying Posts
Commencement
RN/RM
CCB
Army
CCB or NCB
RAF
CCB
Officers and
ratings of the
Warfare, Air
Engineering or
Medical Branch,
qualified and
employed as
pilots, observers
or aircrewmen.
Successful
completion of
Operational
Conversion Phase
(OCP) training.
CCB: Qualified Service
pilots cap-badged Army
Air Corps.
Officers and NCOs of
the Flying Branch are
entitled to RRP(F).
Recruitment &
Retention
Payment Working
Group (Flying)
(RRPWG (F))
Payment begins
on the date on
which OCP
HQ DAAvn FBWG
NCB: Qualified Service
pilots not cap-badged
Army Air Corps.
Successful completion
of Conversion-to-Type
(CTT) training.
Successful completion
of Operational
Conversion Unit (OCU)
training. See 06.1709 &
06.1710 for RRP(F)
qualification
requirements & 06.1715
for pre 1 April 2003
RRP(F) qualification
requirements.
In accordance with the
Officers and NCA
Working Group
(ONCAWG).
For pilots entering flying
training after 1 April
2003, eligibility for
JSP 754
Payment begins on the
date on which OCU
training is completed
Edition 19 dated 1 Oct 13
6 – 17 – 1
training is
completed
successfully
RRP(F) will commence
from the successful
completion of
Conversion-to-Type
(CTT) training (the end
of CTT Course date).
This date is to be
recorded in flying
logbooks.
successfully. See
06.1709 & 06.1710 for
RRP(F) commencement
criteria & 06.1715 for
pre 1 April 2003 RRP(F)
commencement criteria.
For personnel who
commenced flying
training prior to 1 April
2003, the RRP(F)
qualifying date is the
date of the award of the
Army Flying Badge
(wings).
Cessation
See Section 1
and
supplementary
regulations at
06.1721.
See Section 1 and
supplementary
regulations at 06.1721.
See Section 1 and
supplementary
regulations at 06.1721.
Categories of Payment
06.1704.
Officers. Movement up the rates of RRP(F) is in accordance
with the table outlined below (see also 06.1714 – 06.1715 for further RAF
specific regulations):
Criteria 1
Category
Lt Cdr/Maj (P1 Aircraft
Commander)/Sqn Ldr
& below
Rate
Initial Rate
Middle Rate
Top Rate
Pilots: Lt Cdr/Maj/Sqn
Ldr & below
Enhanced Rate
Received the top rate of RRP(F) for 4
years
Observers and
Navigators Lt Cdr/Sqn
Ldr & below
Enhanced Rate
Payable to RN Observers and RAF
Weapons System Officers (Navigators) 2
(WSO(N)) only in the ranks of Lt Cdr/Sqn
Ldr and below who have received the top
rate of RRP(F) for 4 years
Cdr/Lt Col/Wg Cdr
On Appointment
After 6 yrs
After 8 yrs
On Appointment
After 6 years on the preceding rate
After 2 years on the preceding rate
1
On qualification
After 4 years on the preceding rate
After 4 years on the preceding rate
Time spent on Reserve Band rates is not counted towards increased levels of RRP.
06.0124 refers.
2
Only WSO(N) entitled to Enhanced Rate RRP(F) all other WSO branches can only progress
to the top rate of RRP(F).
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 2
Capt RN/Col/Gp Capt
Cdre/Brig/Air Cdre
On Appointment
After 2 yrs
After 4 yrs
After 6 yrs
After 8 yrs
On Appointment
On Appointment
After 2 years on the preceding rate
After 2 years on the preceding rate
After 2 years on the preceding rate
After 2 years on the preceding rate
On Appointment
06.1705.
Other Ranks. Movement up the rates of RRP(F) is in
accordance with the tables outlined below:
Category
Army NCO pilots.
06.1706.
Rate
Initial Rate
Middle Rate
Top Rate
Enhanced Rate
Criteria 3
On successful completion of CTT
After 4 years on the preceding rate
After 4 years on the preceding rate
After 4 years on the preceding rate
Non Commissioned Aircrew:
Category
RN/RM, Army 4 and
RAF NCA
Rate
Initial Rate
Criteria
On Qualification
Middle Rate
After 9 years reckonable service 5, subject to
a minimum 3 years' aircrew service in
receipt of RRP(F)
After 18 years reckonable service subject to
a minimum of 9 years' service in receipt of
RRP(F)
Top Rate
Special Instructions (RAF)
06.1707.
Non-Commissioned Aircrew (NCA) commissioned as a
Pilot, Weapons System Officer (N) (WSO(N)). Personnel will continue to
receive their NCA rate of RRP(F) during Initial Officer Training (IOT). On
commissioning and during Pilot, or WSO training, they will continue to receive
their NCA rate of RRP(F) until such time as they:
a.
NCA commencing IOT on or before 31 March 2003. Have
completed a 72 week Qualifying Period (QP), or are suspended from
such training. They will then transfer to the appropriate Rate of RRP(F)
for officers. Time spent in receipt of NCA rates of RRP(F) is to be
counted towards progression up the officer rates of RRP(F).
3
Time spent on Reserve Band rates is not counted towards increased levels of RRP.
06.0124 refers.
4
Only applicable to qualified personnel occupying specified posts on ASTOR as Airborne
Collection Managers and Airborne Imagery Analyst. Payment is on a NCB,
D/DPS(A)/4/4/PS10(A) dated 19 August 2004 refers.
5
In all instances for ORs, where reckonable service is counted towards movement to a new
rate of RRP(F) for the RN/Army, this is classed as being from age 18 or date of enlistment,
whichever is the later. For RAF personnel recruited on or after 6 April 2005 it is from date of
enlistment. For RAF personnel recruited prior to this date it is the same as for the RN/Army,
from age 18 or date of enlistment, whichever the later.
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 3
b.
NCA commencing IOT on or after 1 April 2003. Have
successfully completed OCU training or are suspended from training.
Following successful completion of OCU training, they will transfer to
the Initial Rate of RRP(F) for officers and will remain at this rate for 4
years. Time spent in receipt of NCA rates of RRP(F) is not counted
towards progression up the officer rate of RRP(F).
06.1708.
NCA commissioned in the same Aircrew Category.
Personnel will continue to receive their NCA rate of RRP(F) until the date of
their commissioning, if commissioned in the same aircrew category. On
appointment to commission, they will transfer from NCA rates of RRP(F) to
equivalent commissioned rates of RRP(F).
a.
NCA commencing IOT on or before 31 March 2003: Time
spent in receipt of NCA rates of RRP(F) is to be counted towards
progression up the officer rates of RRP(F).
b.
NCA commencing IOT on or after 1 April 2003: Transfer to
the officer rates of RRP(F) is based on the level of NCA rate of RRP(F)
being transferred from and not time spent in receipt of NCA rates. For
example, NCA in receipt of the Initial Rate of NCA RRP(F) on
commissioning will transfer to the Initial Rate of RRP(F) for officers and
remain on that rate for 4-yrs. This same principle applies for transfer to
middle and top-rate of RRP(F) for officers, with progress to the next
level, where entitled, dependent on receiving the preceding rate for 4yrs.
06.1709.
Aircrew undertaking refresher flying training including associated
courses, having previously received RRP(F) under reserve band
arrangements, will receive the appropriate full rate of RRP(F) on
commencement of that training. Should the individual fail to complete the
refresher training, they will either revert to the previous reserve band rate or
cease to receive RRP(F) depending on the circumstances in accordance with
06.0124d.
06.1710.
When an aircrew officer/SNCO is suspended from flying
activities (including courses of flying training or refresher flying training) for
professional reasons, the individual’s eligibility to RRP(F), if any, will be
reviewed on an individual basis by the single-Service Manning Authority.
06.1711.
An aircrew officer undergoing cross over training within the flying
branch will retain their existing rate of RRP(F).
06.1712.
Officers with Short Service Commissions (SSC) who take up
their option to serve on Permanent Commission terms of service, having
received the Initial Rate of RRP(F) for more than 4 years, only have to serve
sufficient time at the Middle Rate to complete 8 years in receipt of RRP(F)
before progressing to the Top Rate.
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 4
Categories of Payment (RAF Specific)
06.1713.
Categories of RRP(F) are shown below 6:
Initial Rate
All officers commissioned in the Flying Branch on a permanent commission
(PC) after 1 April 2003 will receive the Initial Rate of RRP(F) for 4 years from
successful completion of OCU Training. Those officers commissioned on a
PC in the Flying Branch before 1 April 2003 will receive the initial rate of
RRP(F) after completion of 72 weeks flying training. All SSC officers
commissioned in the Flying Branch after 30 June 1988 will receive the Initial
Rate for either a minimum of 4 years after successful completion of 72 weeks
flying training or until the later date of waiving their option to leave the Service
or actually leaving the Service. SSC officers commissioned into the Flying
Branch after 1 October 1998 will receive the initial rate of RRP(F) for 4 years
after completion of 72 weeks flying training. SSC officers commissioned into
the Flying Branch after 1 April 2003 will receive the initial rate of RRP(F) for 4
years after successful completion of their OCU Training.
Middle Rate
All officers on a PC in the Flying Branch will receive the Middle Rate for 4
years following completion of entitlement to the Initial Rate of RRP(F). All
SSC officers commissioned in the Flying Branch after 30 June 1988 who
waive their option to leave will receive the Middle Rate from either the date of
waiving their option to leave or after receiving the Initial Rate for 4 years
whichever date is the later. All SSC officers commissioned into the Flying
Branch after 1 October 1998 will receive the Middle Rate of RRP(F) after
completion of 4 years at the initial rate and until completion of their SSC.
Top Rate
All PC OF3 officers and below (excluding specialist aircrew flt lts) having
received Middle Rate for 4 years, will receive the Top Rate of RRP(F). OF4
officers (with more than 6 years in the rank), OF5 and 1-Stars will receive
tapering rates. The gradual reductions will preserve adequate differentials at
incremental and promotion points on the basic pay scales.
Enhanced
Rate
The Enhanced Rate of RRP(F) is payable in accordance with 06.1704. A
specialist aircrew flt lt pilot who is promoted back to single list terms and
conditions of service will also be eligible for the Enhanced Rate.
06.1714.
Specialist Aircrew (SA) Officers. OF2s of the Flying Branch
(not Branch officers) who are appointable for flying duties, are filling flying
appointments (or such other appointments as are approved by MOD) and who
are designated SA, will, from the 38/16 point, be paid RRP(F) at the rates
promulgated in the annual CDP Remuneration Directed Letter.
06.1715.
SA OF2s promoted to the rank of OF3 will enter the OF3 career
spine pay scale at a point that ensures that their total emoluments (i.e. basic
pay plus entitled rate of flying pay) are not less than their total emoluments as
flt lts in accordance with 05.0807.
06.1716.
Branch Officers of the Flying Branch. Rules for payment of
RRP(F) to Branch officers of the Flying Branch are as follows:
6
Time spent on Reserve Band rates is not counted towards increased levels of RRP.
06.0124 refers.
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 5
a.
OF2s (Branch Officer) of the Flying Branch who are appointable
for flying duties, are filling RRP or RRP-related appointments and who
are designated SA on completion of 8 years’ service in the rank, will,
from the date of designation, receive RRP(F) at the special rates
promulgated.
b.
OF2s (Branch Officer) with less than 8 years’ service in that rank
and OF3s (Branch Officer) will be paid RRP(F) only at the normal rates
of RRP(F) promulgated.
c.
OF2s (Branch Officer) specialist aircrew promoted to sqn ldr
may have their incremental position on the OF3 scale adjusted from
the date of promotion in accordance with 06.1716.
06.1717.
Non-Commissioned Aircrew (NCA). RRP(F) will be payable
to NCO aircrew who are appointable for flying or flying related duties.
Payment of the Initial Rate of RRP(F) to NCA will commence as follows:
a.
NCA who began NCA Specialist Training on or before 31 March
2003 will receive the Initial Rate from the date of award of their flying
badge.
b.
NCA who began NCA Specialist Training on or after 1 April 2003
will receive the Initial Rate on successful completion of Operational
Conversion Unit (OCU) training. The first day of payment is the date
on which OCU training is completed successfully and recorded in the
individual's Flying Log Book.
06.1718.
There are 3 rates of RRP(F) for NCA: the Initial Rate; the Middle
Rate and the Top Rate as follows:
Initial Rate
The Initial Rate will be paid until completion of 9 years’ reckonable service 7
(subject to completing 3 years’ aircrew service in receipt of RRP(F)) as a
minimum, or until either the later date of waiving their option to leave under
normal engagement rules or actually leaving.
Middle Rate
NCA will receive the Middle Rate following completion of the requisite period
at the Initial Rate.
Top Rate
NCA who draw the Middle Rate and who complete 18 years’ reckonable
service (subject to completing 9 years’ aircrew service in receipt of RRP(F))
will receive the Top Rate.
7
Reckonable service for RAF personnel recruited on or after 6 April 2005 is from date of
enlistment. For RAF personnel recruited prior to this date, reckonable service is from age 18
or date of enlistment, whichever the later.
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 6
Professional Aviator Pay Spine (PAS)/Pilot Employment Scheme (Army)
(PES(A))
06.1719.
The rules for payment of RRP(F) for aircrew who elect to join the
PAS/PES(A) are set out in Chapter 5 Sections 6 and 7.
Cessation of Entitlement
06.1720.
RRP(F) for all entitled personnel will cease in accordance with
Section 1 or from the earliest of the following dates as applicable:
a.
The date on which RRP(F) is suspended or grounded as the
result of court martial proceedings or civil offences; from the date of
suspension or grounding.
b.
The date on which an individual is suspended from flying
training (if in receipt of RRP(F)) including courses of refresher flying
training for professional reasons. In such circumstances the
individual’s eligibility to RRP(F), if any, will be reviewed on an individual
basis by the single-Service Manning Authority.
c.
The date on which a NCA is permanently withdrawn from RRP
or RRP-related duties although permitted to remain mustered as NCA
with NCA status and conditions of service.
d.
The date on which a reduction in rank to a level which precludes
an individual from undertaking the duties of the specific RRP or RRPrelated post in which they were serving at the time of the demotion. In
such cases the individual’s eligibility to RRP(F), if any, will be reviewed
on an individual basis by the single-Service Manning Authority.
e.
Is granted a non-flying Late Entry commission; from the date of
commissioning.
Annexes:
A.
B.
Assessment of Qualification and Authorisation for the Award of Flying
Pay to Pilots, Observers and Weapons System Officers (RAF only).
Recruitment & Retention Payment (Flying) - Ground Branch Officers
and Ground Trades Personnel.
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JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – 7
ANNEX A TO CHAPTER 6 SECTION 17
ASSESSMENT OF QUALIFICATION AND AUTHORISATION FOR THE
AWARD OF RECRUITMENT & RETENTION PAYMENT (FLYING) TO
PILOTS, OBSERVERS AND WEAPONS SYSTEM OFFICERS (RAF ONLY)
Introduction
1.
This Annex sets out the periods which count towards the 72 weeks
qualifying period (QP) for the payment of the Initial Rate of RRP(F) for officers
who entered Initial Officer Training (IOT) on or before 31 March 2003. In
addition, it explains the policy for the payment of Recruitment & Retention
Payment (Flying) (RRP(F)) for officers who entered IOT on or after 1 April
2003.
Qualification Criteria for the Payment of the Initial Rate of Flying Pay
2.
Officers Who Entered IOT on or Before 31 March 2003. Officers
who entered IOT on or before 31 March 2003 and those UAS students who
successfully completed Elementary Flying Training on or before 31 March
2003, but who will begin IOT after this date, are entitled to claim the initial rate
of RRP(F) after completing the 72 week qualifying period.
3.
Officers Who Entered IOT on or After 1 April 2003. For officers who
entered IOT on or after 1 April 2003, the first day of payment of the initial rate
of RRP(F) is the date on which Operational Conversion Unit (OCU) training is
completed successfully and which is annotated in the officer's Flying Log
Book. Flying pay for University Air Squadrons (UAS) students who have not
successfully completed Elementary Flying Training before 1 April 2003 will
also commence on successful completion of OCU training. Flying pay for
officers selected during flying training for a QFI appointment will commence
on successful completion of QFI training, as noted in their Flying Log Book.
Calculation of Entitlement to RRP(F) for Officers Who Entered IOT on or
Before 31 March 2003
4.
In general terms, any periods during aircrew training which are not part
of a flying course or an interface (a planned break between courses) do not
count towards the 72 week QP for the Initial Rate of RRP(F). The interface
periods between courses for the purposes of counting the QP, laid down by
the FT Branch, HQ PTC, are shown at Appendix 1. Officers who have been
awarded their flying brevet/badge prior to the completion of 72 weeks flying
training do not qualify for the award of RRP(F) until such time as they have
completed the requisite 72 weeks in accordance with this Annex.
5.
Course Lengths. Appendix 1 states the programmed duration of
courses during flying. However, on occasions the programmed duration may
be exceeded. Calculation of the QP is to be based on the actual length of
time an officer spent on each course. When the course graduation date is
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – A – 1
later than the completion date of the course, the actual course completion
date is to be used in calculating the aggregation of the QP.
6.
University Air Squadron Flying Training. Former university cadets
and RAFVR members of UAS who entered IOT on or after 1 August 1995 and
who have completed the pilot syllabus at UAS (i.e. have successfully
completed the Final Handling Test), may count a maximum of 24 weeks for
the purposes of calculating the QP. A copy of the Form 5201A report signed
by the UAS sqn cdr is required to support entitlement. Officers who are
entitled to count 24 weeks for completing the UAS pilot syllabus under the
terms of this paragraph may not, additionally, count time for periods
subsequently spent at JEFTS.
7.
Course Commencement. Course commencement dates are to be
counted from weekdays, not Saturdays or Sundays.
8.
Part Weeks. Where the number of days in the last week of a course
is 4 or more, a complete week is to be counted. Where the number of days is
less than 4, each day is to be counted separately.
9.
AMTC. A full week is to be allowed where attendance at AMTC is
required prior to the commencement of BFT. However, where attendance at
AMTC is included as part of Defence Elementary Flying Training
(DEFT)/Basic Flying Training (BFT) it is not to be counted separately.
10.
Pre-AFT Refresher Course. Pre-AFT Refresher Courses count
towards the 72 weeks QP. The same rules regarding part weeks detailed in
paragraph 8 above apply to refresher courses. Additionally, where the
intervening period between the Refresher Course and AFT is 14 days or less,
that period is to be counted towards the QP.
11.
Interfaces. Where an interface is exceeded, only the period detailed in
Appendix 1 is to be allowed. Where the break between successive courses is
less than the permissible interface, only the actual duration of the break is to
be counted towards the QP.
12.
Flying as Aircrew or Under Training Aircrew Whilst Holding
Between Courses (Non-Continuous Flying Training). Where such flying
is undertaken in a role which is related to the aircrew category of the student,
only those days on which sorties are flown are to count towards the QP. Only
single days are to be counted, irrespective of the number of sorties flown on a
particular day. Certified true copies of logbook entries will be required to
support such entitlements.
13.
Interfaces in Conjunction With Non-Continuous Flying Training.
Where interfaces and non-continuous flying training run in conjunction during
breaks between courses, both are to count towards the QP provided the
maximum period of interface plus total days of non-continuous flying training
does not exceed the actual break between courses.
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Edition 19 dated 1 Oct 13
6 – 17 – A – 2
14.
Suspension. When an individual is suspended from flying training,
the QP ceases from the date of suspension notified by the station in the
warning signal to JPAC; if the student is subsequently re-phased into training
in the same branch, qualifying time will recommence from the date of reentering training. A period of training in a previous branch will not count
towards the qualifying time in the new branch.
Appendix:
1.
Nominal Course Length and Planned Interfaces Between Flying
Training Courses (in weeks).
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JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – A – 3
APPENDIX 1 TO ANNEX A TO CHAPTER 6 SECTION 17
NOMINAL COURSE LENGTH AND PLANNED INTERFACES BETWEEN
FLYING TRAINING COURSES (IN WEEKS)
PILOTS UAS/EFT
Fast Jet 26
Interface BFJT Interface FJAFT
4-10
40
15-25
27
PILOTS
UAS/EFT
Multi-Engine 26
Pilots
Rotary
Wing
Interface
10-13
Interface FJT/W
2-6
16
MEPT
24
Interface
6-20
Interface OCU
10
Various
OCU
Various
UAS/EFT
Interfaces
SEBRW1
SEARW2
MEARW3
Interface
OCU
26
6-10
11
13
31
6-10
Various
NAVIGATORS
Fast Jet
Multi Engine
Rotary Wing
BNC4
31
31
31
Interface
0
0
7
ANC
30
23
35
Interface
12
12
8
OCU
Various
Various
Various
1
Single Engine Basic Rotary Wing.
Single Engine Advanced Rotary Wing.
3
Multi-Engine Advanced Rotary Wing.
4
Includes AMTC, CSR and GST.
2
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JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – A – 1– 1
ANNEX B TO CHAPTER 6 SECTION 17
RECRUITMENT & RETENTION PAYMENT (FLYING) - GROUND BRANCH
OFFICERS AND GROUND TRADES PERSONNEL
Introduction
1.
The regulations in this Annex apply to all Regular and Reserve Force
personnel, and set out detailed arrangements and specific entitlements to
RRP(F) for Ground Branch officers and Ground Trades personnel. These
regulations should be read in conjunction with Section 1 which sets out the
overarching regulations for all forms of RRP.
2.
Entitlement:
RN
NCB
Army
NCB
Entitled Personnel
Qualified Fighter
Controllers (see
paragraph 3) and
Airborne Imagery
Analysts.
Qualified Airborne
Collection Managers
and Airborne Imagery
Analysts.
Qualification
Requirements
Qualified Military
Aircrew and passed
OCU (for Fighter
Controller). Successful
completion of the
ASTOR Rear Aircrew
Course (for Airborne
Imagery Analysts).
Successful completion
of the ASTOR Rear
Aircrew Course.
Successful completion
of AWACS/ASTOR
Airborne Training
course.
Qualifying Posts
The following UPNs:
E3D|1622970
ASTOR IA1|1104757
The following LSNs on
the ASTOR Sqn (Army
Element) C7005
(031564 dated 1
September 2003):
As shown in paragraphs
3 and 4.
Payment Basis
LSN
No authorised
Commencement
The date from which a
qualified, entitled
individual occupies a
qualifying post.
0085
1
0090
2
0095
8
0075
2
0080
1
0455
1
The date from which a
qualified, entitled
individual occupies a
qualifying post.
Cessation
See rules at Section 1.
See rules at Section 1.
JSP 754
RAF
NCB (see paragraph 3)
and CTB (see
paragraph 4)
NCB – see paragraph 3
CTB see paragraph 4
The date on which
airborne training is
completed.
See rules at Section 1.
Edition 19 dated 1 Oct 13
6 – 17 – B – 1
Special Instructions
3.
NCB RRP(F). NCB RRP(F) will be paid only to Ground Branch
officers and Ground Trades personnel in established AWACS/ASTOR flying
posts, as recorded on their Job Profile (officers only), and equivalent for other
ranks, who are required to fly as part of their regular primary duties. Only the
following Ground Branch officer and Ground Trades posts are authorised to
receive NCB RRP(F):
a.
Qualified airborne ABM, AS Mgr, SNCO(WC) and qualified
airborne technicians
on:
(1)
8 Sqn, RAF Waddington.
(2)
54(R) Sqn RAF Waddington.
(3)
Sentry Operational Evaluations Sqn, AWC RAF
Waddington.
(4)
b.
Exchange flying posts with other AEW forces.
OC Ops Support Sqn, RAF Waddington.
c.
Qualified Mission Crew when formally activated by PMOC for
Emergency Reinforcement of Sentry Mission crews, while under
training, on standby or deployed for operational flying duties. (NCB
RRP(F) is to cease when Emergency Reinforcement is deactivated by
PMOC).
d.
Qualified Airborne Collection Managers and Airborne Imagery
Analysts on:
e.
(1)
5(AC) Sqn RAF Waddington.
(2)
Sentinel Operational Evaluation Unit, RAF Waddington.
(3)
Sentinel StanEval Flt, RAF Waddington.
(4)
Exchange flying posts with other ISTAR forces.
The following posts:
(1)
AWC TT C4ISR
(2)
RAF Waddington - SO2 Sentry Availability
(3)
NAEW&C FC Section Head (Standards)
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Edition 19 dated 1 Oct 13
6 – 17 – B – 2
The posts listed above are reviewed annually by DDP(P&A)(RAF).
4.
CTB RRP(F). CTB RRP(F) will be paid only to Ground Branch officers
and Ground Trades personnel in established AWACS/ASTOR flying related
posts, as recorded on their Job Profile (officers only), and equivalent for other
ranks, who are required to fly occasionally as part of their regular primary
duties. RRP(F) will be paid only on the days that an individual undertakes
airborne duties, as noted in his/her Flying Log Book. Only the following
Ground Branch officer and Ground Trades posts are authorised to receive
RRP(F) on a non-continuous basis:
a.
HQ 1 Gp – SO2 Safety/Trg (ISTAR).
b.
RAF Waddington – FsAST IPT, ISTAR FSLO.
c.
RAF Waddington – Mission Support Wg, User Requirements
Manager.
d.
RAF Waddington – Mission Support Wg, User Requirements
Manager.
e.
HQ DLO – Sentry IPT Requirements Mgr.
f.
NATO AEW&C Force Command – FC Ops, Tactics & Trg.
The posts listed above are to be reviewed annually by DDP(P&A)(RAF).
5.
Authorisation of Flying Pay for Other Posts. The entitlement of all
other Ground Branch officers and Ground Trades personnel to either
continuous or non-continuous RRP(F) will be assessed on a case-by-case
basis by single-Service Pay Cols. In such circumstances, all requests are to
be staffed through the chain of command, through the appropriate Branch or
Trade Sponsor. A case will then be staffed to the single-Service Pay Col
based on the following criteria:
a.
The primary duties of the post concerned are directly related to
present or future AWACS/ASTOR force mission output.
b.
The post is formally designated as an AWACS/ASTOR flying or
flying-related post.
c.
Only qualified ground personnel who are appointable for flying
duties can fill the post.
6.
Rates of RRP(F) – Ground Branch Officers. There are 3 rates of
RRP(F) for Ground Branch officers: the Initial Rate, the Middle Rate and the
Top Rate, payable as follows 1:
1
Time spent on Reserve Band rates is not counted towards increased levels of RRP.
06.0124 refers.
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – B – 3
Initial Rate
All officers will receive the Initial Rate of RRP(F) for a period of 4 years.
Middle Rate
All officers will receive the Middle Rate of RRP(F) for 4 years following
completion of entitlement to the Initial Rate.
Top Rate
All officers of the rank of Sqn Ldr and below having received the Middle
Rate for 4 years, will receive the Top Rate of RRP(F).
Only time spent in receipt of either NCB or CTB RRP(F) will be counted and
aggregated towards progression along the RRP(F) scales.
7.
Rates of RRP(F) – Ground Trades Personnel. There are 3 rates of
RRP(F) for Ground Trades personnel: the Initial Rate, the Middle Rate and the
Top Rate, payable as follows:
Initial Rate
The Initial Rate will be paid until completion
of 9 years’ reckonable service, including
3 years’ accumulative service in receipt of
RRP(F), as a minimum.
Middle Rate
Ground Trades personnel will receive the
Middle Rate following completion of the
requisite period at the Initial Rate.
Top Rate
Ground Trades personnel who draw the
Middle Rate and complete 18 years’
reckonable service, including 12 years’
accumulated service in receipt of RRP(F), will
receive the Top Rate.
Time spent in receipt of NCB RRP(F) will be counted and aggregated towards
progression along the RRP(F) scales.
8.
Retention of NCB RRP(F) in Issue. Personnel in receipt of NCB
RRP(F) retain their eligibility to receive it on the following occasions:
a.
Transfers. If a Ground Branch officer or OR transfers from one
Service to another, the individual will be required to submit an
application for Premature Release. However, they will maintain the full
rate of RRP until they leave their current Service, provided the transfer
is to an equivalent specialisation in the gaining Service, where the
individual will continue to fulfil a role for which they are entitled to
RRP(F). If the individual submits an application for Premature Release
prior to transferring to a branch that does not qualify for the RRP(F)
pay, their rate of RRP(F) will be reduced in accordance with Section 1.
b.
Crossover Training. A Ground Branch officer/airman in receipt
of NCB RRP(F) undergoing crossover training to pilot or WSO, and
JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – B – 4
Ground Trade airmen in receipt of continuous RRP(F) undergoing
crossover training to WSOp, will retain their existing rate of RRP(F). A
qualified SO who is selected for WC training will retain their RRP(F) for
the duration of the WC training course, providing they return to flying
duties on completion of the WC course.
c.
Aerosystems Course. A qualified airborne OSB(FC) officer or
NCO, having been in receipt of continuous RRP(F) in their last
appointment, who is required to attend the Aerosystems Course as preemployment training before posting to the Sentry OES is to retain
continuous RRP(F) for the duration of the Course.
9.
Officers and Airmen Who Undertake Refresher AWACS/ASTOR
Airborne Training. Officers and airmen returning to AWACS/ASTOR flying
duties are to receive RRP(F) from their first day of refresher training.
10.
Cessation of Entitlement to Continuous RRP(F) (to be read in
conjunction with Section 1). NCB RRP(F) for entitled personnel will cease
from the earliest of the following dates as are applicable:
a.
Officers.
(1)
The date on which the individual is suspended from flying
duties as a result of court martial proceedings or civil offences.
(2)
When an officer is suspended from AWACS/ASTOR flying
duties, including courses or refresher airborne training for
professional reasons, RRP(F) is to cease immediately.
(3)
The date on which Emergency Reinforcement is
deactivated by PMOC.
b.
Other Ranks.
(1)
The date on which RRP(F) is withdrawn from flying duties
following disciplinary action.
(2)
When an airman is suspended from AWACS/ASTOR
flying duties, including courses or refresher airborne training for
professional reasons, RRP(F) is to cease immediately.
(3)
The date on which an airman in receipt of RRP(F) begins
Initial Officer Training if commissioning into a non-flying branch.
(4)
The date on which Emergency Reinforcement is
deactivated by PMOC.
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JSP 754
Edition 19 dated 1 Oct 13
6 – 17 – B – 5
CHAPTER 6
SECTION 18
RECRUITMENT & RETENTION PAYMENT (FLYING CREW)
Aim
06.1801.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Flying Crew) (RRP(FC)).
Scope
06.1802.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(FC). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1803.
a.
Payment
Basis
Entitled
Personnel
RRP(FC) is payable as follows:
RN/RM, Army and RAF personnel, as detailed below:
RN/RM 1
NCB or CTB
Army
NCB or CTB
RAF
NCB or CTB
NCB: Members of
regular flying crews
of aircraft, including
Flying Maintainers
(FMs) 2 and
Winchmen 3, not in
receipt of RRP(F),
who are assigned to
appropriately
annotated
established posts 4.
NCB: Aviation Crewmen
NCB: No 1 AMW
personnel employed on
mobile duties, 51 Sqn Int
An(V) personnel,
Stewards employed in Air
Steward Role, Aircraft
Ground Engineers (AGEs)
who are assigned to
appropriately annotated
3
established posts .
NCB: Air Door
Gunners
CTB: CTB payments may
be authorised to REME
Aircraft Technicians on
the days they are
required to air- test
aircraft equipment.
CTB may also be
authorised at unit level to
personnel who undertake
a specific operational task
as part of the mission
CTB may also be
authorised at unit level to
the following categories of
1
Formerly known in the RN/RM as “Flying Extra Pay”.
RRP(FC) entitlement for FM’s was introduced with effect from 1 October 2009.
3
Previously paid manually within JPA by units, the addition of Winchmen within these
regulations formalises and approves the automatic payment method through JPA with effect
from 1 April 2011.
4
NCB RRP(FC) will not be payable to an individual merely covering a vacancy in the
establishment for a member of a flying crew without being regularly employed on flying duties,
nor will it be paid for casual flights. In such circumstances units may authorise payment of
CTB RRP(FC).
2
JSP 754
Edition 19 dated 1 Oct 13
6 – 18 – 1
CTB may also be
authorised to
qualified individuals
taken onto the
manifest of an aircraft
to undertake a task
specifically related to
the operational
tasking and/or air
worthiness of the
aircraft concerned.
crew whilst that aircraft is
directly employed on
Operations.
personnel taken onto the
manifest of an aircraft to
undertake a task
specifically related to the
operational effectiveness
and airworthiness of the
aircraft concerned:
a. Engineering staff
required to air-test aircraft
equipment.
b. Stewards held in the
Strike Command Reserve
(payment will be
authorised only for flights
undertaken for experience
and tuition under the
supervision of a senior
steward or Loadmaster).
Qualification
Requirements
NCB - Qualified to
meet the
requirements to fill an
authorised billet.
Qualifying
Posts
NCB: Flying
Maintainers (FMs) in
annotated
established posts
employed as Flight
Test Recorders and
Flight Test Engineers
within Typed Air
Station Flight Test
departments and
Squadron FMs
Also Winchmen in
annotated posts or
other annotated posts
as authorised in
CINCFLEET’s
663/006 dated 14
NCB: Annotated posts.
CTB: To qualified
individuals taken onto the
manifest of an aircraft to
undertake a task
specifically related to the
operational tasking and/or
airworthiness of the
aircraft concerned.
JSP 754
c. Personnel who
undertake a specific
operational task as part of
the mission crew whilst
that aircraft is directly
employed on Operations.
NCB: No 1 AMW Attendance at the No 1
AMW Deployed
Movements Course with a
positive recommendation
for employment on mobile
duties. Personnel on
promotion are to re-qualify
in rank within 6 months of
completion of TMT and
Mgt Leadership Courses.
Stewards – Basic Air
Stewards Course,
51 Sqn – Int An(V),
AGEs – AGEs Course.
NCB: In accordance with
the Minor Forms of
Aircrew Pay Review
Group (MFAPRG).
CTB: To qualified
individuals taken onto the
manifest of an aircraft to
undertake a task
specifically related to the
operational tasking and/or
air worthiness of the
aircraft concerned.
Edition 19 dated 1 Oct 13
6 – 18 – 2
July 2005.
Designated
Authority for
CTB
Payments
b.
CTB: To qualified
individuals taken onto
the manifest of an
aircraft to undertake a
task specifically
related to the
operational tasking
and/or air worthiness
of the aircraft
concerned.
Unit CO (authority
may be delegated to
Flight Commander).
Unit COs are authorised
to approve payment for
up to 20 qualifying days
per person per financial
year. Cases for payment
above this threshold are
to be submitted to the
single- Service Pay Col.
With effect from 1 April 2010, Air Dispatch personnel as detailed
below (including those previously in receipt of RRP(Air Dispatch)):
NCB
Payment
Basis
Entitled
Personnel.
Qualifying
Posts
CTB
Basic Air Dispatch Course qualified officer and soldiers.
Air Dispatch posts on the
establishment of 47 AD Sqn RLC, (incl
395 AD Tp RLC(V)) or Air Dispatch
Instructor posts in the Joint Air
Transport Establishment.
Air Dispatch posts in the Test Wing of
the Army Air Transport and
Development Centre, whilst employed
on air dispatch crew duties.
Commandant AAT&DC is authorised
to approve payment for up to 20
qualifying days per person per
financial year. Cases for payment
above this threshold should be
submitted to the single-Service Pay
Col.
Designated
Authority for
CTB
Payments
c.
Unit CO (authority may be
delegated to appropriate
level).
With effect from 1 April 2010, Helicopter crew members as detailed
below (including those previously in receipt of RRP(Joint Helicopter
Support Unit Helicopter Crew)):
Payment
Basis
Entitled
Personnel
Qualification
Requirements
Qualifying
Posts
Tri-Service
CTB
Qualified Helicopter Handling Instructors (HHI) and Landing Point Commanders
(LPC) who are required to fly as a helicopter crew member in the execution of
their HHI/LPC tasks.
Qualified HHI and LPC
Annotated posts on JHSU establishment.
JSP 754
Edition 19 dated 1 Oct 13
6 – 18 – 3
Designated
authority
Qualifying
Days
Officer Commanding JHSU is authorised to approve payment for up to 40
qualifying days per person per financial year. Cases for payment above this
threshold are to be submitted to the single-Service Pay Col.
Payment is authorised for the days that a qualified individual is required to fly in
a helicopter as a member of the crew in order to deploy to/from a location at
which they are required to carry out HHI/LPC duties.
Payment is not admissible for HHI/LPC duties that do not require flying in the
aircraft as a crew member, nor for helicopter flights that are not directly for the
purpose of executing HHI/LPC duties.
Categories of Payment
06.1804.
The following rates of RRP(FC) will be paid to personnel as
detailed below:
Initial Rate.
All groups outlined above, upon initial qualification.
Higher Rate. 5
The following groups only, after 4 years reckonable service on the Initial
Rate: 6
•
RAF Air Mobility Wing personnel and RAF Ground Engineers
included within 06.1803a above. 7 In the case of AGEs whose
qualifying service fell prior to the commencement of NCB
payment 8 4 calendar years service in receipt of CTB and NCB will
count.
•
Air Dispatch personnel as outlined in 06.1803b above. 9
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5
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Higher rate introduced with effect from 1 April 2010.
The 4-year period does not take account of leap years – therefore this period will be 365
days multiplied by 4 i.e. 1,460 days.
7
Accumulated reckonable service in the lower rate prior to the introduction of the higher rate
will count towards the 4-year period required to claim the high rate, i.e. those who have
already achieved 4 or more years RRP(FC) service as at 31 March 2010 will move straight to
the higher rate with effect from 1 April 2010.
8
NCB payment commenced on 28 Jun 06.
9
Those in receipt of the higher rate of RRP(AD) on 31 March 2010 will receive the higher rate
of RRP(FC) with effect from 1 April 2010. Similarly, the reckonable service of those in receipt
of the lower rate of RRP(AD) on 31 March 2010 will count towards the 4-year period required
to claim the high rate assuming they remain in an RRP post for the required period of time.
JSP 754
Edition 19 dated 1 Oct 13
6 – 18 – 4
6
CHAPTER 6
SECTION 19
RECRUITMENT & RETENTION PAYMENT (AEROMEDICAL AND ESCORT
DUTY)
Aim
06.1901.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Aeromedical and Escort Duty)
(RRP(AED)).
Scope
06.1902.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(AED). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.1903.
as follows:
RRP(AED) is payable as a daily rate to qualified RAF personnel
Payment
Basis
NCB
CTB
Entitled
Personnel
Personnel Qualified
for Aeromed Duties
and assigned to
established posts
on the Tactical
Medical Wing
(TMW) and
Deployable
Aeromedical
Response Team
(DART) Squadron
annotated for air
escort and
evacuation duties.
Flight Nursing Officers, Flight Nurses,
Flight Nursing Assistants, Medical Officers, MDSS
technicians who are members of Tactical and
Strategic Aeromedical Evacuation Squadron,
Forward Critical Care in the Air Support
Team (CCAST), Strategic CCAST (when
employed at TMW) and Medical Emergency
Response Team (MERT). No 2 Air Escort Sqn and
No 3 Casevac Sqn when deployed on operations
or detachments in direct support of TMW when
continuous AED duties are undertaken.
QML –Flight Nurse
Flight Nursing Officers
Qualification
Aeromed/Evacuation trained Flight Nursing
Officers, Flight Nurses, and Flight Nursing
Assistants in other Units when deployed on
operations or detachments in direct support of
TMW when continuous AED duties are
1
undertaken.
1
Does not include Aeromedical Evacuation Co-ordination Officer (AECO), Aeromedical
Evacuation Liaison Officers (AELO) or Aeromedical Evacuation Operations Officer (AEOO)
posts or Aeromedical Evacuation (AE) Ground Handlers. Cases of dispute over eligibility
should be staffed to TG 15 TS and HQ TMW.
JSP 754
Edition 19 dated 1 Oct 13
6 – 19 – 1
Requirements
QML - Flight Nurse
Assistant
QML – Registered
Mental Nurse
QML – SRP
(Registered
Paramedic)
Q-GE-MD(AM)
Flight Nurses
Registered Paramedics
Flight Nursing Assistants
RAF Medical Officers
MDSS technicians
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JSP 754
Edition 19 dated 1 Oct 13
6 – 19 – 2
CHAPTER 6
SECTION 20
RECRUITMENT & RETENTION PAYMENT (PARACHUTE JUMP
INSTRUCTOR)
Aim
06.2001.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Parachute Jump Instructor) (RRP(PJI)).
Scope
06.2002.
These regulations apply to all Regular and Reserve Forces
personnel, and set out detailed arrangements and specific entitlements for
RRP(PJI). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.2003.
follows:
RRP(PJI) is payable as a daily rate to qualified personnel as
Army
NCB
RAF
CCB
Soldiers qualified as PJIs while
assigned to appropriately annotated
established posts.
RAF Physical Education Officers and
RAF Physical Training Instructors.
Qualification
Requirements
Successful completion of PJI
Course.
Successful completion of PJI Course.
Qualifying
Posts
Annotated posts on unit
Establishments.
In accordance with the PJI Review
Group (PJIRG).
Payment
Basis
Entitled
Personnel
JSP 754
Edition 19 dated 1 Oct 13
6 – 20 – 1
Categories of Payment
06.2004.
follows:
Payment of RRP(PJI) will be made to qualified personnel as
Level 1
Qualified Parachute Jumping Instructors with less than 8 years’ Reckonable
Service in specialisation.
Level 2
Qualified Parachute Jumping Instructors with 8 or more years’ Reckonable
Service in specialisation.
Supplement
Qualified Parachute Jumping Instructors in receipt of RRP(PJI) who are posted
to the Airborne Trials Section (ATS) of the Joint Air Delivery Test & Evaluation
Unit (JADTEU) – this supplement is paid alongside RRP(PJI). 1
06.2005.
RRP(PJI) is not payable concurrently with RRP(Para).
06.2006.
Those in receipt of the RRP(PJI) supplement cannot claim
Experimental Test Allowance (ETA).
Back to Chapter Contents Page
1
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Prior to 1 April 2010 ATS JADTEU PJIs were eligible for the Experimental Test Allowance
(ETA). Non-JADTEU PJIs volunteering for JADTEU sponsored parachute testing are not
eligible for the RRP(PJI) Supplement and should continue to claim ETA as appropriate – see
JSP 752, Chapter 10, Section 3.
JSP 754
Edition 19 dated 1 Oct 13
6 – 20 – 2
CHAPTER 6
SECTION 21
RECRUITMENT & RETENTION PAYMENT (EXPLOSIVE ORDNANCE
DISPOSAL OPERATORS)
Aim
06.2101.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Explosive Ordnance Disposal Operators)
(RRP(EOD)).
Scope
06.2102.
These regulations apply to all Regular and Reserve Forces
personnel and set out the detailed arrangements and specific entitlements for
RRP(EOD). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.2103.
follows:
RRP(EOD) is payable as a daily rate to qualified personnel as
Payment Basis
ARMY, RN 1 AND RAF 2
NCB
Entitled Personnel
Qualified officers, WOs and SNCOs filling EOD annotated
appointments
Qualification
Requirements
See Para 06.2105
Qualifying Posts
All RRP(EOD) annotated posts
06.2104. RRP(EOD) may not be paid concurrently with RRP(D). RRP(EOD)
supplement may be paid if entitled under 06.0204.
1
With the exception of Clearance Divers for whom RRP(D) applies: see Chapter 6, Section 2.
For RAF, only those in full-time EOD appointments are eligible.
JSP 754
Edition 19 dated 1 Oct 13
6 – 21 – 1
2
Categories of Payment
06.2105.
The payment of RRP(EOD) commences on successful
completion of the courses listed below and when the individual has taken up
their EOD appointment. The 3 levels of RRP(EOD) will be paid as follows:
Entitled Personnel
Qualifications
Old Level 1
discontinued with effect from 1 April 2011
Old Low-threat
environment
qualifications
New Level 1
RLC Officers and SNCOs EOD
Operators
Low-threat environment
level 3
Defence EOD Operator Course
(RLC Patch Course and Joint
Service IEDD No1 Course)
RE Officers and SNCOs EOD
Operators
RE TA Officers and SNCOs
EOD Operators 4
RAF and RN Officers and
SNCOs EOD Operators
Defence EOD Operator Course
(Officers and SNCOs Advanced
EOD (0801 Course or 0819
Course))
Defence EOD Operator Course
(Officers and SNCOs Advanced
EOD (0801 Course))
New Level 2
High-threat environment
level 5
Level 3
Qualified officers and SNCOs
when filling an Advanced EOD
annotated appointment.
Defence Advanced EOD
Operator Course
(RLC IEDD No1 Course also
known as High-threat IEDD No
1 Course)
Qualified officers and SNCOs
when filling an Advanced
Manual Techniques (AMT)
annotated appointment.
Advanced Manual Techniques
Course
(Officers and SNCOs AMT)
06.2106.
EOD personnel who hold legacy qualifications indicated in
brackets are eligible to retain RRP(EOD) at the levels indicated above whilst
filling an EOD annotated post at that level.
Back to Chapter Contents Page
3
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Includes non-permissive environments.
Awarded to qualified TA personnel on the days that they are in receipt of basic pay.
5
i.e. where the operator is specifically targeted.
JSP 754
Edition 19 dated 1 Oct 13
6 – 21 – 2
4
CHAPTER 6
SECTION 22
RECRUITMENT & RETENTION PAYMENT (NURSING)
Aim
06.2201.
This section details the rules and regulations for the payment of
Recruitment & Retention Payment (Nursing) (RRP(N)).
Scope
06.2202.
These regulations apply to all Regular and Reserve Forces
personnel and set out the detailed arrangements and specific entitlements for
RRP(N). These regulations should be read in conjunction with Section 1
which sets out the overarching regulations for all forms of RRP.
Regulations for Payment
06.2203.
The payment of RRP(N) commences on successful completion
of the courses listed below and when the individual has taken up their nursing
appointment
06.2204.
RRP(N) is payable at 2 levels as a daily rate to qualified
personnel as follows:
Payment
Basis
Entitled
Personnel
CCB
Qualified Nursing Officers
(NO) & Nursing Other
Ranks (NOR) filling
qualified RRP(N)
annotated appointments
Payable to NO and NOR who fulfil all of the
following criteria:
A qualified specialist nurse in an endorsed
MOD nursing specialty. An individual will
be deemed specialist nurse qualified for
Recruitment & Retention Payment
purposes providing:
they hold an ENB "long" course
qualification, or, have evidence of
successful completion of a
recognised programme of study and
practice in a specialist care pathway
in a MoD endorsed specialty that
leads to the acquisition of 60 or
more Academic credits at Degree
Level in specialty.
The qualified specialist nurse remains
deployable as a qualified specialist with the
full skill set and currency expected of a
qualified specialist as determined by
1
Surgeon General’s policy .
1
JSP 950 Leaflet 4-1-4 Annex C (endorsed MOD specialists are listed within the JSP).
JSP 754
Edition 19 dated 1 Oct 13
6 – 22 – 1
The qualified specialist nurse is assigned
to a post requiring specialist competence 2.
Qualifying
Posts
Payment
Basis
Entitled
Personnel
All qualified RRP(N)
annotated posts
NCB
Qualified Nursing Officers
(NO) & Nursing Other
Ranks (NOR) filling
competent RRP(N)
annotated appointments
Payable to NO and NOR who fulfil all of the
following criteria:
Achievement of Defence Operational
Nursing Competencies (DONC) Level 2.
Is assigned to post requiring specialist
3
DONC Level 2 competence .
Qualifying
Posts
All competent RRP(N)
annotated posts
Back to Chapter Contents Page
2
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The position will be annotated accordingly on JPA and may include RRP-Related posts
where a specialist nurse qualification is essential.
3
The position will be annotated accordingly on JPA.
JSP 754
Edition 19 dated 1 Oct 13
6 – 22 – 2
CHAPTER 7
RETENTION PAYMENTS
SECTION 1 – BLANK
SECTION 2 – COMMITMENT BONUSES – INTERIM SCHEME
07.0201 - 07.0202
07.0203
07.0204 - 07.0205
07.0206
07.0207
07.0208 - 07.0209
07.0210
07.0211
ANNEX A
APPENDIX 1
-
Introduction
Scope
Conditions
Non-Fulfilment of a Return of Service
Changes to the Conditions of Payment
Payments on Change of Trade
Breaks in Service
Business Process Guide
Breakdown of Commitment Bonuses
Payment Dates For Commitment Bonuses For Army
Personnel
SECTION 3 – COMMITMENT BONUSES - NEW SCHEME
07.0301 – 07.0303
07.0304
07.0305
07.0306
07.0307
07.0309
ANNEX A
ANNEX B
-
Introduction
Scope
Conditions
Changes to the Conditions of Payment
Payments of Change of Service or Trade
Business Process Guide
Breakdown of Commitment Bonuses (2009)
Breakdown of Commitment Bonuses (2011)
SECTION 4 – FINANCIAL INCENTIVE SCHEMES FOR RECRUITMENT AND RETENTION
07.0401 – 07.0404
07.0405
07.0406 – 07.0411
07.0412 – 07.0417
07.0418 – 07.0420
07.0421 – 07.0422
07.0423 – 07.0428
07.0429 – 07.0430
07.0431 – 07.0435
07.0436
ANNEX A
-
ANNEX B
-
ANNEX C
ANNEX D
-
Introduction
Scope
Types of Financial Incentives
Authority
Proposals for New Financial Incentives
Continuation of Financial Incentives
Reporting and Control
Payment
Repayment
Business Process Guides
Generic Format for Financial Retention Incentive
Submissions
Generic Format for Biannual Project Progression
Evaluation
Generic Format for Post Project Evaluation Submissions
Effect of Income Tax and National Insurance
Contributions
JSP 754
Edition 19 dated 1 Oct 13
i
CHAPTER 7
SECTION 1
INTENTIONALLY BLANK
JSP 754
7–1–1
CHAPTER 7
SECTION 2
COMMITMENT BONUSES – INTERIM SCHEME
This section applies to personnel who, as at 1 Apr 09, have completed
more than 4 but less than 8 years 1 continuous reckonable service and
who benefit from the £2,500 uplift
Introduction
07.0201.
This Commitment Bonus (CB) Scheme is paid as a stand-alone
payment and is made in return for a commitment to serve for a further
specified period after serving an initial continuous eligibility period. CBs are
used by the Services as a flexible measure to assist them in meeting their
manning requirements. CBs are a taxable lump sum and are subject to
National Insurance contributions.
07.0202.
CDP Remuneration will maintain a register of all CB schemes
and publish their detail within JSP 754. A breakdown of this scheme is given
at Annex A to this Section.
Scope
07.0203.
The timing of CB payments may be varied by the Services to
meet their manning requirements within the general principles set out below.
CBs are not payable to attendance-based Reserve personnel and reserve
service undertaken immediately prior to Regular service does not count
towards CB eligibility.
Conditions
07.0204.
CBs are paid to Regular non-commissioned personnel reaching
a specified reckonable service point, or points, in their career determined by
the Service and trade (with rank as a further optional criterion). CBs will be
payable to individuals in the next available pay run on or immediately following
their specific reckonable service point for a CB. Service reckoning towards
the award of CBs must be unbroken and is to be calculated as service from
age 18 or enlistment, whichever is the later, for the RN/Army 2, and from the
date of enlistment for the RAF 3. The following general principles regarding
payment apply:
1
In order to maintain equity between the Services those RAF personnel who have already
received the final payment under the current scheme at the 7.5 year point but reach 8 years
continuous service on or after 1 April 2009 will receive CB payments totalling £8,000.
2
Commitment Bonuses under this section are only applicable to Army personnel serving on
Open or Versatile Engagements.
3
But see Annex A regarding reckonable service for personnel enlisting prior to 6 April 2005.
JSP 754
Edition 19 dated 1 Oct 13
7–2-1
a.
CBs will be paid either as a single lump sum or in two parts at
specific reckonable service points. The total value is as recommended
by the AFPRB and set out in the annual CDP Remuneration Directed
Letter.
b.
The total sum carries with it a requirement to undertake two
years’ return of service (ROS) from the date upon which the individual
became eligible for a CB. A CB may be paid in two parts and the
recipient must undertake to provide a one year ROS for each payment.
However, attention is drawn to Annex A which details arrangements for
RAF personnel recruited prior to 1 April 2005.
c.
CBs will be paid to all personnel who undertake to deliver the
ROS associated with the CB even if they have given or plan to give
notice to leave the Service. The CB is payable provided that the
appropriate ROS will be delivered by the individual’s last day of
service.
d.
Personnel who do not meet the satisfactory performance
requirements for YIP (see Chapter 3 Section 5) on the date a CB is
due will not be eligible to receive the payment at that point. Payment
will be made once the individual has been re-assessed as satisfactory.
In such cases, the individual will be required to commit to the originally
specified ROS and no additional commitment will be added resulting
from the period of unsatisfactory performance. 4
07.0205.
The Services have flexibility in determining when CBs should be
paid. In so doing the following principles apply:
a.
There is no restriction on the reckonable service point at which
payment(s) may be made.
b.
A CB should be paid as late as possible in a Service individual’s
career to ensure that the overall tie-in period is maximised and the
optimum value for money is realised.
c.
CBs should not normally be made to a trade group where
individuals are already required to deliver a ROS based on the length
of their training 5.
4
An individual who has been marked as unsatisfactory in a period prior to the payment of a
CB will have the period of unsatisfactory performance added to the qualifying date. For
example; If a deferral is introduced at 4 years and 9 months with satisfactory performance
returning at the 5 year point (unsatisfactory period of 3 months), then the CB would not be
paid until the 5 year 3 month point, however the commitment to serve would remain
unchanged as the 6-year point.
5
The flexibility built into the CB rules should ensure that the need for Financial Retention
Incentives (FRIs) is significantly reduced. Notwithstanding, future FRI proposals must ensure
that there is no perception of a ‘double payment’ for the same ROS.
JSP 754
Edition 19 dated 1 Oct 13
7–2-2
d.
In determining whether flexibility is appropriate, the Services
must ensure that the arrangements will be seen as equitable so that
they will not become a source of discontent (especially in joint units).
Non-Fulfilment of a Return of Service
07.0206.
The individual is required to refund the CB in full (net of statutory
deductions) if the ROS obligation is not delivered 6, although this may be
waived in compassionate circumstances with the agreement of the SPVA
Recoveries and Write Offs (SPVA R&WO). It will be the responsibility of the
individual to reclaim any income tax paid in respect of the payment.
Changes to the Conditions of Payment
07.0207.
In order to assist in maintaining manning balance it is anticipated
that CB mechanisms will be required to remain flexible. Therefore the
structure of this or any future schemes may change, and/or their value
increase or decrease, in order to meet the manning requirements of the
Services. When changes occur the details will be publicised, including any
transition arrangements that may apply, and reflected in due course within
these regulations.
Payments on Change of Trade
07.0208.
In circumstances where an individual changes Service, trade or
branch to one where the CB package is different with payments timed at
different length of service points, it is appropriate to ensure that the individual
is treated fairly. The overarching principles are that:
a.
length of service for entitlement to a CB payment is unchanged
as a result of the transfer;
b.
during the course of a career an individual must complete the
total ROS in respect of the value of the CB received;
c.
an individual must not receive more than the total permitted CB
entitlement. However the rates payable may be increased from time to
time. Therefore, each payment, when made, is to be at the current
rate.
6
RoS for CBs do not have to be completed continuously where the SP is undertaking an
agreed break in Service and so has not formally left the Armed Forces e.g. compassionate
leave, ordinary maternity leave, additional maternity leave, ordinary adoption leave, additional
adoption leave, parental leave, sick leave or unpaid leave (including agreed career breaks); in
such cases they may fulfil any remaining RoS following their return to work, although if an SP
does not return and leaves the Service instead then the CB must be repaid in full.
JSP 754
Edition 19 dated 1 Oct 13
7–2-3
07.0209.
The following rules apply to the individual in the new
Service/trade.
a.
If, at the time of transfer, the individual has not received any CB
payments in respect of the former trade but the individual’s record of
Service would have made them eligible to a previous payment if they
had been in the new trade, the individual should receive the missed CB
payments on transfer to the new trade with the necessary ROS
determined from date of transfer to the new trade.
b.
If, at the time of transfer, an individual has received the full CB
entitlement in the former trade, there is no further entitlement to any CB
payments regardless of the timing of the payments in the new trade. In
circumstances where an individual transfers without having delivered
the full ROS in the former trade, that commitment will be carried
forward to be served in the new trade.
c.
If, at the time of transfer, an individual has not received any CB
payments in their former trade and has not reached the length of
service point for payment in the new trade, then payment is made in
the new trade in the normal manner.
d.
If, at the time of transfer, an individual has received part of the
CB entitlement in respect of the former trade, the balance will be
payable on the date the second CB would be payable in the new trade
or on transfer if this has already passed, or if the new trade makes a
single CB payment that has already passed.
Breaks in Service
07.0210.
Where a break in service occurs and a Service Person has
received any CB payment(s) 7 this will affect the individual’s eligibility to
receive any further CB payments. Individuals whose break in service exceeds
30 8 days, and who have previously received all or part of a CB are not eligible
to receive any further CB payments. Where the break in service does not
exceed 30 days, service will be deemed to be continuous. A Service Person
who has not received any CB payment during previous Service and who
subsequently rejoins after more than 30 days break will be eligible to receive
CB payments under the scheme current at the time of re-joining subject to
completion of full qualifying criteria from date of re-entry.
7
Including Committal Pay that was paid prior to 1991.
Excluding compassionate leave, ordinary maternity leave, additional maternity leave,
ordinary adoption leave, additional adoption leave, parental leave, sick leave and unpaid
leave (including agreed career breaks).
8
JSP 754
Edition 19 dated 1 Oct 13
7–2-4
Business Process Guide
07.0211.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905020.htm
Annex:
A.
Breakdown of Commitment Bonuses.
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1
JSP 754
Edition 19 dated 1 Oct 13
7–2-5
ANNEX A TO CHAPTER 7 SECTION 2
BREAKDOWN OF COMMITMENT BONUSES
RN
GROUP
WS(SSM), WS(TSM),
CISSM, WESM (all main
trades excluding legacy
Artificers), MESM (all main
trades excluding legacy
Artificers.
RN Artificers 2 and RM Band
Service
All other RN Ratings/RM
Other ranks joining prior to
JPA roll out.
All other RN Ratings/RM
Other ranks joining after JPA
roll out.
ARMY
Soldiers joining after 1 April
2004
Soldiers joining prior 2 April
2004
NO OF YEARS CONTINUOUS
RECKONABLE 1 SERVICE TO
QUALIFY
5
AMOUNT OF
BONUS
RETURN OF
SERVICE (YRS)
£5,500
2
8
£2,500
1
9
£8,000
2
5
£3,000
1
8
5
£5,000
£2,750
1
1
8
£5,250
1
5 or 6
As decided by A&SD, as shown
in JSP 754 Chapter 7 Section 2
Annex A Appendix 1
8
5 (but must not have given
notice)
8 (but must not have given
notice)
£5,500
2
£2,500
£3,000
1
1
£5,000
1
RAF
Personnel recruited from 1 April 2005
All Ground Trades ORs wef
1 April 2005
RAF Non- Commissioned
Aircrew from JPA roll-out
Personnel recruited prior to 1 April 2005
All Ground Trades and RAF
4.5
NCA completing qualifying
7.5
service after 1 April 2002
RN, ARMY & RAF
Nurses
7
See Chapter 7, Section 3
8
Back to top
£3,000
1.5
£5,000
1.5
£5,500
2
£2,500
n/a
Back to Main Contents Page
1
1
For RAF personnel recruited on or after 6 April 2007 this is from date of enlistment. For
RAF personnel recruited prior to this date and all RN/Army personnel, this is from age 18 or
date of enlistment, whichever is the later.
2
This includes all Legacy Artificers who joined service after 1994, but before 1 Apr 2006, who
although might now be ‘badged’ ET, retain Legacy Artificer reserved rights.
JSP 754
Edition 19 dated 1 Oct 13
7 – 2 – A -1
APPENDIX 1 TO ANNEX A TO CHAPTER 7 SECTION 2
PAYMENT DATES FOR COMMITMENT BONUSES FOR ARMY PERSONNEL
Ser
1
2
3
4
5
6
7
8
A&SD
HQ DRAC
HQ DRA
HQ EinC(A)
HQ SOinC(A)
HQ Inf
HQ DAAvn
HQ DRLC
HQ AMD
9
10
11
12
HQ DEME(A)
HQ DSPS(A)
HQ PM(A)
HQ DINT
CORPS
HQ DCAMUS
13
Trade
Payment Date
All
All
All
All
All
All
All
All
6 years
5 years
5 years
5 years
5 years
6 years
5 years
6 years
All
All
All
All
5 years
5 years
5 years
6 years
All
6 years
Courses resulting in exemption from Trg ROS Rule
Class 1 trade courses.
Class 1 trade courses.
Army Pilots Course.
Biomedical Scientist
Environmental Health Technician
Radiographer
Dental Hygienist
Registered Nurse – Adult
Registered Nurse – Mental Health
Class 1 trade courses.
OP MI (L) course.
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Back to Main Contents Page
1
JSP 754
Edition 19 dated 1 Oct 13
7–2–A–1-1
CHAPTER 7
SECTION 3
COMMITMENT BONUSES - NEW SCHEMES
This section refers to the new schemes and applies to personnel whose
4 year continuous reckonable Service point falls on or after 1 Apr 09
Introduction
07.0301.
These Commitment Bonus (CB) Schemes are paid as standalone payments and are made as an incentive to serve for a continuous
specified period. CBs are used by the Services as a flexible measure to
assist them in meeting their manning requirements. They are taxable lump
sums and are subject to National Insurance contributions.
07.0302
The new CB schemes are aimed at rewarding continuous
service already delivered rather than the preceding schemes which paid the
CB in return for a commitment to serve for a further specified period. The new
schemes are applicable to all Regular non-commissioned Service personnel
with 4 years reckonable service or less on 1 Apr 09 (reckonable service
commencing on or after 2 Apr 05). Two schemes are currently in operation for
this cohort: the 2009 CB Scheme applies to those who joined (i.e. begun their
Phase 1 training) before 20 Jan 11 (the date the 2011 CB Scheme was
introduced) and the 2011 CB Scheme applies to those who joined on or after
20 Jan 11. Service reckoning towards the award of CBs must be unbroken
and is to be calculated from age 18 or enlistment, whichever is the later,
except for RAF personnel who enlisted after 1 Apr 07, in which case it is the
date of enlistment.
07.0303.
CDP Remuneration will maintain a register of all CB schemes
and publish their detail within JSP 754. A breakdown of the new schemes are
given at Annex A and Annex B to this Section.
Scope
07.0304.
The timing of CB payments may be varied by the Services to
meet their manning requirements within the general principles set out below.
CBs are not payable to attendance-based Reserve personnel and reserve
service undertaken immediately prior to Regular service does not count
towards CB eligibility.
Conditions
07.0305.
Regular non-commissioned personnel are eligible to apply for a
CB on reaching a specified point in their career determined by their Service
and trade. CBs will be payable to eligible individuals following the submission
JSP 754
Edition 19 dated 1 Oct 13
7–3–1
of a completed application form. The following general principles regarding
payment apply:
a.
Each CB point is accessible to those who have delivered the
required reckonable service and have not given notice to leave.
b.
Personnel who receive a CB and decide to terminate their service
will be required to serve a notice period from the qualifying date of the
payment, usually 12 months, although single services have the option
to waive or reduce this requirement if it is in the interests of the Service
to do so, in which case the CB does not have to be repaid. A CB may
still be claimed if a required reckonable service point has been reached
prior to submitting a Notice To Terminate (NTT). 1
c.
Personnel who do not meet the satisfactory performance
requirements for YIP (see Chapter 3 Section 5) on the date a CB is
due will not be eligible to receive a payment at that point. An individual
will not become eligible, again, for a CB payment, until they have been
re-assessed as satisfactory.
d.
Personnel can claim a CB at any time once they become eligible
for the payment. However, should there be an increase in the rate of
CB before the individual has claimed the sum paid will be restricted to
the amount payable at the time of eligibility for the payment. Claims
should be made via JPA.
e.
Once a payment has been made, an individual cannot repay a
CB in order to access higher payments at a later date.
f.
With the exception of RN Artificers, the RM Band Service and
Nurses in all three Services, who receive the full CB as a single
payment at a specific point in their service as shown in the tables at
Annex A and Annex B, all other personnel have a choice as to when
they claim the CB. As they qualify for each level of payment they have
the option of claiming that payment or of waiting until they have
sufficient service to qualify for a later and higher payment. Those who
elect to take a payment before they are eligible for the maximum CB,
but then remain in service sufficiently long to qualify for a higher
payment, will be able to claim a second payment. However, the total
amount they will receive from both payments will be less than if they
waited and claimed the CB in one lump sum at the second payment
point. The new CB structure therefore provides the incentive to wait
and take the larger sum, with benefits being maximised if the bonus is
taken in one amount.
1
A SP who has served for 6 years and decides to give NTT is still eligible to claim a 5-year
CB payment having already accrued 5-years reckonable service. However, any CB payment
must be claimed prior to submitting the NTT.
JSP 754
Edition 19 dated 1 Oct 13
7–3–2
Changes to the Conditions of Payment
07.0306.
In order to assist in maintaining manning balance it is anticipated
that CB mechanisms will be required to remain flexible. Therefore the
structure of this or any future schemes may change, and/or their value
increase or decrease, in order to meet the manning requirements of the
Services. When changes occur the details will be publicised, including any
transition arrangements that may apply, and reflected in due course within
these regulations.
Payments on Change of Service or Trade
07.0307.
In circumstances where an individual changes Service, trade or
branch without a break in Service 2 to one where the CB package is different
with payments timed at different length of service points, it is appropriate to
ensure that the individual is treated fairly. The overarching principles are that:
a.
On transfer to a new service or trade the length of service
requirement of the new service or trade will apply.
b.
If, at the time of transfer, the individual has not received any CB
payments in respect of the former trade but the individual’s record of
Service would have made them eligible to a previous payment if they
had been in the new trade, the individual will be eligible for the missed
CB payments on transfer to the new trade.
c.
If, at the time of transfer, an individual has received the full CB
entitlement in the former Service/trade, there is no further entitlement to
any CB payments regardless of the timing of the payments in the new
Service/trade.
d.
If, at the time of transfer, an individual has not received any CB
payments in their former Service/trade and has not reached the length
of service point for payment in the new Service/trade, then payment is
made in the new Service/ trade in the normal manner.
e.
If, at the time of transfer, an individual has received part of the
CB entitlement in respect of the former Service/trade, the balance will
be payable on the date the individual elects to take the second CB
payment, subject to the abatement as detailed in 07.0305b.
Breaks in Service
07.0308.
Where a break in service occurs and a Service Person has
received any CB payment(s) 3 this will affect the individual’s eligibility to
2
3
Deemed to be a period not exceeding 30 days.
Including Committal Pay that was paid prior to 1991.
JSP 754
Edition 19 dated 1 Oct 13
7–3–3
receive any further CB payments. A Service Person whose break in service
exceeds 30 4 days, and who have previously received all or part of a CB are
not eligible to receive any further CB payments. Where the break in service
does not exceed 30 days, service will be deemed to be continuous. A Service
Person who has not received any CB payment during previous Service and
who subsequently rejoins after more than 30 days break will be eligible to
receive CB payments under the scheme current at the time of re-joining
subject to completion of full qualifying criteria from date of re-entry.
Business Process Guide
07.0309.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905017.
htm
Annexes:
A.
B.
Breakdown of Commitment Bonuses (2009 CB Scheme)
Breakdown of Commitment Bonuses (2011 CB Scheme)
Back to Top
Back to Chapter Contents
4
Excluding compassionate leave, ordinary maternity leave, additional maternity leave,
ordinary adoption leave, additional adoption leave, parental leave, sick leave and unpaid
leave.
JSP 754
Edition 19 dated 1 Oct 13
7–3–4
ANNEX A TO CHAPTER 7 SECTION 3
2009 CB SCHEME
BREAKDOWN OF COMMITMENT BONUSES FOR PERSONNEL WHO
HAVE COMPLETED 4 YEARS’ CONTINUOUS RECKONABLE SERVICE
OR LESS ON
1 APR 09 AND JOINED (I.E. BEGUN PHASE 1 TRAINING) BEFORE 20
JAN 11
Army & RAF 1 (Excluding Nurses and RAF NCO Aircrew)
NO OF YEARS’
CONTINUOUS
RECKONABLE
SERVICE AT WHICH
FIRST (OR ONLY)
PAYMENT TAKEN
AMOUNT
OF FIRST
(OR ONLY)
BONUS
4
£3,750
£1,250
5
£5,500
6
8
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
2
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
5
6
8
£2,500
OR
£7,500
N/A
£,1250
OR
£6,250
£7,500
N/A
N/A
£5,000
£15,000
N/A
N/A
N/A
OR
RAF (NCO Aircrew)
NO OF YEARS’
CONTINUOUS
RECKONABLE
SERVICE AT WHICH
FIRST (OR ONLY)
PAYMENT TAKEN
AMOUNT OF
FIRST (OR
ONLY)
BONUS
9.5
£5,500
£1,250
11
£7,500
N/A
£5,000
13
£15,000
N/A
N/A
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
3
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
11
13
OR
£6,250
RN Artificers 4 and RM Band Service
1
RAF FFtrs and RAF Regt personnel still qualify for a combined FRI and CB. Details are
published separately in an IBN.
2
For example – Individual takes CB of £3750 after 4 years’ continuous service. Only one
more CB payment is permissible; either £1250 after 5 years, £2500 after 6 years or £7500
after 8 years’ continuous service.
3
For example – Individual takes CB of £5500 after 9.5 years’ continuous service. Only one
more CB payment is permissible; either £1250 after 11 years or £6250 after 13 years’
continuous service.
4
This includes all Legacy Artificers who joined service after 1994, but before 1 Apr 2006, who
although might now be ‘badged’ ET, retain Legacy Artificer reserved rights.
JSP 754
Edition 19 dated 1 Oct 13
7–3–A–1
NO OF YEARS’ CONTINOUS
RECKONABLE SERVICE TO QUALIFY
AMOUNT OF BONUS
9
£15,000
Army, RAF & RN Nurses
NO OF YEARS’ CONTINUOUS
RECKONABLE SERVICE TO QUALIFY
AMOUNT OF BONUS
8
£15,000
RN/RM 5 (Excluding Nurses, RN Artificers and RM Band Service)
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
6
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
NO OF YEARS’
CONTINUOUS
RECKONABLE SERVICE
AT WHICH FIRST (OR
ONLY) PAYMENT
TAKEN
AMOUNT OF
FIRST (OR
ONLY)
BONUS
5
£5,500
£1,250
6
£7,500
N/A
£5,000
8
£15,000
N/A
N/A
6
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8
OR
£6,250
Back to Chapter Contents
5
a. RM personnel whose reckonable service started on or between 1 Apr 01-31 Mar 03 who
elected to remain on the original CB scheme with two separate payments (£3K at year 5 and
£2.5K at year 8) will remain part of that scheme and its existing ROS terms.
b. RM personnel entitled to the current combined CB and FRI (introduced 1 Apr 07) who
have completed more than 4 years’ continuous reckonable service on 1 Apr 09 (i.e. whose
reckonable service started on or between 1 Apr 03 and 1 Apr 05) will remain on the combined
CB/FRI and its existing ROS terms.
c. RM personnel entitled to the combined CB/FRI who will complete 4 years’ continuous
reckonable service between 1 Apr 09 and 31 Mar 11 inclusive (i.e. whose reckonable service
started on or between 2 Apr 05 and 1 Apr 07) will continue to be paid the FRI element (£4.5K)
at 4 years LOS (with an associated 1 year ROS). However, they will also have the option to
either:
- Continue to request a first CB payment (of £5.5K) at the same time (4 yr LOS) - this option
will attract a further 2 years ROS giving a total of 3 years (i.e. to 7 yr LOS). If they continue to
serve until 8 years LOS they will then be eligible for a second CB payment of 6.25K, or
- Opt not to take the CB payment at 4 years LOS, but be eligible to take the new CB iaw the
table above from the 5 year LOS point (having completed 1 year ROS for the FRI).
d. RM personnel not entitled to the combined CB/FRI with less than 4 years’ continuous
reckonable service (i.e. whose reckonable service started on or after 2 Apr 07) will qualify for
the new CB scheme in accordance with the table above
6
For example – Individual takes CB of £5500 after 5 years’ continuous service. Only one
more CB payment is permissible; either £1250 after 6 years or £6250 after 8 years’
continuous service.
JSP 754
Edition 19 dated 1 Oct 13
7–3–A–2
ANNEX B TO CHAPTER 7 SECTION 3
2011 CB SCHEME
BREAKDOWN OF COMMITMENT BONUSES FOR PERSONNEL
WHO JOINED (I.E. BEGUN PHASE 1 TRAINING) ON OR AFTER 20 JAN 11
Army & RAF (Excluding Nurses and RAF NCO Aircrew)
NO OF YEARS’
CONTINUOUS
RECKONABLE
SERVICE AT WHICH
FIRST (OR ONLY)
PAYMENT TAKEN
AMOUNT
OF FIRST
(OR ONLY)
BONUS
4
£1,875
£625
5
£2,750
6
8
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
1
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
5
6
OR
8
£1,250
OR
£3,750
N/A
£625
OR
£3,125
£3,750
N/A
N/A
£2,500
£7,500
N/A
N/A
N/A
RAF (NCO Aircrew)
NO OF YEARS’
CONTINUOUS
RECKONABLE
SERVICE AT WHICH
FIRST (OR ONLY)
PAYMENT TAKEN
AMOUNT OF
FIRST (OR
ONLY)
BONUS
9.5
£2,750
£625
11
£3,750
N/A
£2,500
13
£7,500
N/A
N/A
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
2
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
11
13
OR
£3,125
RM Band Service
1
NO OF YEARS’
CONTINUOUS
RECKONABLE SERVICE
TO QUALIFY
AMOUNT OF BONUS
9
£7,500
For example – Individual takes CB of £1,875 after 4 years’ continuous service. Only one
more CB payment is permissible; either £625 after 5 years, £1,250 after 6 years or £3,750
after 8 years continuous service.
2
For example – Individual takes CB of £2,750 after 9.5 years’ continuous service. Only one
more CB payment is permissible; either £625 after 11 years or £3,125 after 13 years’
continuous service.
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Edition 19 dated 1 Oct 13
7–3–B–1
Army, RAF & RN Nurses
NO OF YEARS’
CONTINUOUS
RECKONABLE SERVICE
TO QUALIFY
AMOUNT OF BONUS
8
£7,500
RN/RM (Excluding Nurses and RM Band Service)
NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE AT WHICH
nd
3
2 PAYMENT TAKEN, AND VALUE OF THAT PAYMENT
NO OF YEARS’
CONTINUOUS
RECKONABLE SERVICE
AT WHICH FIRST (OR
ONLY) PAYMENT
TAKEN
AMOUNT OF
FIRST (OR
ONLY)
BONUS
5
£2,750
£625
6
£3,750
N/A
£2,500
8
£7,500
N/A
N/A
Back to Top
3
6
8
OR
£3,125
Back to Chapter Contents
For example – Individual takes CB of £2,750 after 5 years’ continuous service. Only one
more CB payment is permissible; either £625 after 6 years or £3,125 after 8 years’ continuous
service.
JSP 754
Edition 19 dated 1 Oct 13
7–3–B–2
CHAPTER 7
SECTION 4
FINANCIAL INCENTIVE SCHEMES FOR RECRUITMENT AND RETENTION
Introduction
07.0401.
To assist recruitment and retention in key employment areas, the
MOD utilises a variety of stand-alone Financial Incentives (FIs). FIs are
targeted, temporary measures to address current or projected manning
shortfalls, particularly in essential specialisations such as Operational Pinch
Point trades, specific to the requirements of each Service.
07.0402.
FIs are primarily a means of supporting non-remunerative
measures (such as increased recruiting) to address manning problems, with
the intent of the combined measures being to restore manning balance in a
manner which removes the need for an FI as quickly as practicable. 1
07.0403.
While longer term, higher value FIs require endorsement by the
Armed Forces Pay Review Body (AFPRB), the Principal Personnel Officers
(PPOs) for each Service have the authority to introduce lower value initiatives,
for shorter periods, where rapid intervention is required.
07.0404.
FI lump sum payments are non-pensionable and are subject to
tax and National Insurance contributions.
Scope
07.0405.
This section describes the broad principles of the different types
of FIs. Details of schemes will be promulgated in single Service sponsored
instructions. A list of extant FIs can be viewed on the Defence Intranet here.
For details of specific schemes, and to check eligibility for current FIs,
individuals should contact their trade or career sponsor.
TYPES OF FINANCIAL INCENTIVES
07.0406.
Financial Recruitment Schemes. Financial recruitment
schemes or ‘Golden Hellos’ (GHs) are aimed at encouraging individuals to join
specific trades within the Services. They are advertised to potential recruits
and payable on successful completion of specific stages of training. Each
payment will carry an associated return of service requirement.
07.0407.
Financial Retention Incentives. Financial Retention
Incentives (FRIs) are aimed at encouraging personnel to remain within
specific specialisations. They are paid to identified cohorts of serving
1
Manning balance is defined as between 98% and 100% of the requirement.
JSP 754
Edition 19 dated 1 Oct 13
7–4–1
personnel, the cohorts being defined by criteria such as rank or length of
service. Individuals will become eligible for such FRIs when they fulfil all the
necessary conditions within a designated eligibility window; the criteria must
therefore be carefully considered and clearly defined. FRIs are payable to
eligible personnel who submit signed applications in which they acknowledge
the requirement to complete a return of service within the specified
employment area.
07.0408.
Individuals who have already submitted applications to leave the
Service will not be eligible for a FRI unless they successfully withdraw their
notice.
07.0409.
Rejoining Bounties. Rejoining Bounty (RJB) payments are
aimed at encouraging former personnel to rejoin the Service to fulfil specific
employment. Individuals who have recently left the Service and who fall
within the required fields are notified of the availability of RJBs by letter. The
RJBs are paid to individuals deemed suitable for subsequent re-employment
on successful re-entry and completion of any employment training 2. A
minimum ‘time out of service’ is normally stipulated to prevent individuals from
leaving the Service specifically to benefit from a RJB.
07.0410.
Transfer Bounties. Transfer Bounty (TB) payments are aimed
at encouraging serving personnel to transfer into specific trades. TBs are paid
on successful completion of the transfer process including any necessary
employment training requirements. Personnel accepting a TB will be required
to complete a Return of Service (ROS) within the new employment category.
TBs will not normally be paid where an individual transfers from one TBqualifying trade to another TB-qualifying trade.
07.0411.
Recruit Bounty Schemes. Recruit Bounty Schemes (RBS) are
aimed at encouraging Service personnel to assist in recruiting non-Service
personnel into employment in the Armed Forces, usually to address
operational pinch points. RBS payments are made to the Service ‘sponsor’ on
successful completion of enlistment and, in some instances, employment
training, for their sponsored recruit. Sponsored recruits are to present details
of their Service sponsor, in the form of a referral card or introduction proforma,
on the initial visit to an Armed Forces’ Careers Office (AFCO). AFCO staff
cannot act as recruit sponsors in order to claim bounties. RBS are targeted at
new entrants and do not apply to re-enlistments (including those who have
previously been made compulsory redundant), transferees (including from
other Services) and individuals converting from other Service commitments.
AUTHORITY
07.0412.
AFPRB-Endorsed Schemes. FIs will be submitted for AFPRB
endorsement where it is anticipated that the manning situation amongst the
2
Personnel who have received compensation under AFRS 06 or AFRS 2010 and
subsequently rejoin the Regular Armed Forces may be required to repay some all of their
redundancy compensation depending upon the length of the break in service.
JSP 754
Edition 19 dated 1 Oct 13
7–4–2
target cadre will require the FI to be enduring in nature, or that individual
awards or the total sum paid out will exceed PPOs’ delegated authority.
07.0413.
Authority for AFPRB-endorsed FIs is promulgated by CDP
Remuneration in a Directed Letter. Single Services are responsible for
producing administrative instructions to implement the schemes; where a
scheme is applicable to more than one Service, a lead Service will be
nominated with responsibility for coordinating the production of the
administrative instruction. 3
07.0414.
PPO-Endorsed Schemes. Principal Personnel Officers have
delegated authority to authorise FIs, within agreed limits. A PPO-endorsed
scheme will usually apply to a small number of individuals, last for no more
than 2 years, involve relatively low sums of money and require to be
implemented within a timescale which precludes AFPRB approval. Neither
the value of payment to any one individual, the overall in-year expenditure on
PPO FIs per TLB or the life of each measure may exceed the agreed limits 4.
07.0415.
To ensure consistency across the many specialisations, PPOs
must obtain the agreement of CDP Head of Remuneration and the PPOs of
the other Services prior to authorising a PPO FI. 5,6
07.0416.
Authority for PPO-endorsed FIs is promulgated by the single
Services. The Services are also responsible for producing the administrative
instructions required to implement their schemes; where a scheme is
applicable to more than one Service, a lead Service will be nominated with
responsibility for coordinating the production of the administrative instruction.
07.0617.
SPVA. Payment is made by SPVA using Joint Personnel
Administration (JPA). Any delivery issues associated with a specific FI must
be considered, and agreed by SPVA through the Change Process, before the
scheme is authorised. SPVA should also be given the opportunity to provide
input to administrative instructions produced for each FI.
3
In the case of tri-Service cohorts (such as Medical or Dental personnel) this lead may be
taken by the most appropriate non-FLC authority.
4
Since 2008, to support single Service manpower retention initiatives, authority exists through
Departmental delegations for each Service to spend up to £3 million within a financial year,
provided funding can be met by TLBHs from within the Service’s budget, on small scale
Financial Retention Incentive, bounty, golden hello or other manning incentive payments.
The total spent across the three single Service TLB areas must not exceed £9 million in total,
per annum, the value of payment to any one individual must not exceed £20K, and all
measures introduced under this delegation must have a maximum life of 2 years.
5
CDP Remuneration has a responsibility to HM Treasury (HMT) to scrutinise both AFPRB
and PPO FI proposals, prior to their approval, to ensure that no population will benefit from
more than one FI. HMT have indicated that they will pay particular attention to this point as
part of the annual AFPRB process.
6
Grounds on which PPOs might object to proposed FIs might include the need to avoid
creating an internal market between similar specialisations in different Services, especially in
the joint environment.
JSP 754
Edition 19 dated 1 Oct 13
7–4–3
PROPOSALS FOR NEW FINANCIAL INCENTIVES
07.0418.
either:
a.
The requirement for new incentives is to be outlined through
a Paper of Evidence (PoE) for endorsement by the AFPRB, or
b.
a business case for approval by the relevant PPO, using
authority delegated to them.
07.0419.
A generic format for an AFPRB PoE is shown at Annex A. The
business case for a PPO FI should employ the same principles as an AFPRB
PoE.
07.0420.
All proposals must make a compelling argument for the
requirement for a remunerative measure to satisfy a critical recruiting or
retention need, explain the non-financial measures which the FI will
complement, give consideration to a number of options and provide a robust
cost benefit analysis of the selected option. Additionally, the case needs to
address the following:
a.
Target Population. The target population must be accurately
defined and tightly bounded.
b.
Amount of Incentive. The amount of the incentive must be shown
to be sufficient to achieve the desired manning, recruitment or retention
effect. It should be placed in context against levels of comparable
incentives for similar cohorts, including an assessment of the incentive
as a proportion of the annual salary of the eligible group, as well as
financial push-factors such as resettlement grants, and financial pullfactors such as salaries in comparable civilian employment. The impact
of the FI on the tax status of recipients should be considered where, for
example, the amount is sufficient to transfer individuals into a higher tax
bracket for the year of receipt. Neither the value of individual payments
nor the total in-year amount spent by TLBs on PPO FIs may exceed
delegated limits.
c.
Incentive Timing. The timing of the incentive needs to be set
against the career structure of the target group, with particular regard to
entitlement to other payments such as commitment bonuses and
pension payments.
d.
Eligibility Conditions. Eligibility is generally based on time served
from enlistment or from age 18. 7 Further eligibility conditions may be
stipulated, such as completion of minimum commitment periods, rank
criteria, current performance standards and medical category.
7
For RAF personnel recruited on or after 6 April 2005 this is from the date of enlistment. For
RAF personnel recruited prior to this date, and for all RN and Army personnel, this is from 18
or date of enlistment, whichever the later.
JSP 754
Edition 19 dated 1 Oct 13
7–4–4
e.
Return of Service. The payment of a FI (except for the Recruit
Bounty Scheme) will require a commitment from the individual, usually in
the form of a ROS within a specified employment area.
f.
Cessation. The circumstances under which the FI will cease must
be stipulated. The success criteria which indicate when the recruiting or
retention need has been satisfied, or alternatively (although less
desirable) as a specific point in time. Recruiting or retention targets must
be shown to be reasonable and realistic.
g.
Measures of Effectiveness. FIs must have clearly defined
measures of effectiveness to enable informed monitoring and reporting,
both during and on termination of the scheme.
h.
Communication. Proposals must include details of the associated
communications plan. Details of the incentive must be promulgated to
all members of the target cohort in order to optimise take-up. The
communications plan must consider the potentially negative effect that a
scheme may have on those personnel who do not meet the qualifying
criteria.
i.
Affordability. Proposals for PPO FIs must include confirmation
that the originating TLB’s Director of Resources has endorsed the
intended scheme as affordable and compliant with delegated financial
authority. Proposals for AFPRB measures must include comments on
affordability from Defence Resources.
j.
Diversity. Proposals should highlight any equality issues that have
been identified, including whether an Equality and Diversity Impact
Assessment (EDIA)has been carried out. Where an EDIA is not
considered to be necessary the reasons for this should be outlined.
k.
Legal. Proposals should include confirmation that any legal
implications have been considered and addressed.
CONTINUATION OF FINANCIAL INITIATIVES
07.0421.
Where sponsors wish to extend existing FIs beyond the
originally stated duration, the proposal to extend should be subject to the
same staffing process and level of scrutiny as a new proposal. PPOsponsored FIs may not remain extant for more than two years. If it becomes
apparent that, on expiry of an existing PPO FI, there will be a requirement for
a new FI, a new PPO case may be staffed, or a case should be made for an
AFPRB measure.
07.0422.
Papers of Evidence for the continuation of AFPRB FIs should be
submitted no less than 12 months prior to the closure of the existing measure.
Business cases for the continuation of PPO FIs should be submitted no less
than 6 months prior to the closure of the existing measure, noting that PPO
FIs may not remain extant for more than 2 years.
JSP 754
Edition 19 dated 1 Oct 13
7–4–5
REPORTING AND CONTROL
07.0423.
PPOs are charged with overseeing propriety and regularity as
well as ensuring the value for money of each PPO scheme, and must ensure
that detailed accounts are kept of payments made to individuals, along with
details of ROS which will be used to update JPA. Each FI should have a
unique scheme number e.g. FRI001 and a unique scheme name e.g. RM
Other Ranks on JPA.
07.0424.
While an incentive is extant, its sponsor is to make biannual
reports summarising the manning evidence for expenditure and progress
against the measures of effectiveness. A format for these reports is at Annex
B.
07.0425.
For AFPRB endorsed FIs, these biannual reports will be
provided to the members of the AFPRB, as evidence of the continued
requirement for each measure. 8 CDP Remuneration will call for reports
through the single-Service Pay Colonels for quarter 1 and 2, to be completed
by 31 Oct, and quarter three and four of the preceding financial year, to be
completed by 30 Apr.
07.0426.
Sponsors of PPO-initiated incentives should provide their
single-Service manning leads with similar biannual reports, which should be
copied to CDP Remuneration via the single-Service Pay Colonels in order to
enable Head Office to meet external auditing requirements and gather
evidence of the effectiveness of such measures.
07.0427.
A post project evaluation must be conducted upon the cessation
of an FI. The evaluation will outline the overall effectiveness of the FI and will
identify lessons which might inform future schemes. Such evaluations are to
be coordinated by the lead PPO, and copied to CDP Remuneration and to the
other PPOs. A generic format for this evaluation is at Annex C.
07.0428.
CDP Remuneration staff will maintain a register of extant FIs
and provide a central repository of information on current and legacy
schemes.
PAYMENT
07.0429.
An individual accepting an FI for which there is a ROS must sign
a Statement of Election which acknowledges the ROS resulting from the
payment.
07.0430.
Payments are made through pay accounts and are therefore
paid net of income tax and national insurance contributions (ERNIC).
Dependent on when the payments are made during the tax year, the payment
8
The continued requirement for all AFPRB endorsed FIs should be demonstrated each year
as part of the AFPRB Manning, Recruitment and Retention Paper of Evidence.
JSP 754
Edition 19 dated 1 Oct 13
7–4–6
of a bonus may affect monthly deductions of tax and ERNIC. Further
explanation can be found at Annex D.
REPAYMENT
07.0431.
A ROS is generally a condition of FIs. Individuals who do not
complete the required ROS will normally be required to repay the incentive.
Repayment will be net of income tax and ERNIC deductions. The Department
will undertake to recover any income tax or ERNIC rebates associated with
the refund. The individual’s repayment must be by a net lump sum refund,
and must take place before application for release is approved.
07.0432.
Where an individual accepts an FI which specifically stipulates a
minimum period of operational deployability, but subsequently becomes nondeployable (for reasons such as medical downgrade), their further service will
cease to count against the ROS. On becoming deployable once again, the
individual will be able to complete the balance of the ROS and claim any
associated payments.
07.0433.
In exceptional circumstances (e.g. medical or welfare)
repayment may be waived. Cases where a waiver is sought will be
considered on a case by case basis and are to be submitted by units to the
SPVA Recoveries and Write Offs (SPVA R&WO) for a decision. In the case of
the death of a Service person, recovery will be waived.
07.0434.
Where an individual accepts an FI which stipulates a minimum
period of operational deployability, but subsequently becomes non-deployable
due to maternity their further service will cease to count against the ROS. On
regaining deployability status the individual will be able to complete the
balance of the ROS and claim any associated payments. Those in receipt of
an FI an who apply to leave the Service after taking maternity leave who have
not provided the requisite ROS before their last day of service will be required
to repay their FI in accordance with the extant rules.
07.0435.
When Armed Forces redundancy programmes are underway,
applicants and non-applicants who, at the time of their selection for
redundancy, have received a FI for which they have not provided the requisite
ROS before their last day of service will not be expected to repay their FI.
Those who accept an FI post the announcement of redundancy fields, and
who subsequently apply for and are selected for redundancy, will be required
to repay the FI in accordance with the extant rules.
Business Process Guides
07.0436.
The relevant Business Process Guides (BPGs) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905001.
htm (FRIs)
JSP 754
Edition 19 dated 1 Oct 13
7–4–7
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905021.
htm (GHs)
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905023.
htm (Repayments of FRIs/GHs)
Annexes
A.
B.
C.
D.
Generic Format for Financial Retention Incentive (FRI) Submissions.
Generic Format for Biannual Project Progress Evaluation.
Generic Format for Post Project Evaluation Submissions.
Effect of Income Tax and National Insurance Contributions.
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JSP 754
Edition 19 dated 1 Oct 13
7–4–8
ANNEX A TO CHAPTER 7 SECTION 4
GENERIC FORMAT FOR FINANCIAL INCENTIVE (FI) SUBMISSIONS
ISSUE
Intent of the POE – subject of the paper and associated ‘in order to’.
RECOMMENDATIONS
The XXXX is invited to note the following recommendations:
•
Clear and succinct description of the paper’s recommendations.
TIMING
•
Target date for introduction.
•
Staffing timelines, deadlines and implications of any delay.
•
Timing of reviews and cessation.
GENERAL BACKGROUND
•
Explanation of the problem by cadre/activity if appropriate.
•
The causes of the problem.
•
Current and projected impact on op capability.
•
Consideration of possible second order effects.
SPECIFIC FACTORS
Manning
•
Explanation of the manning situation.
Recruitment
•
Costs associated with recruitment and training of an individual.
•
General statement on current recruiting and predictions of future
trends.
•
Specific statistics on recruiting, Gains to Trained Strength (GTS)
and requirement for the specified Critical Manning Group.
JSP 754
Edition 19 dated 1 Oct 13
7–4–A-1
Retention
•
General statement on current retention.
•
Outflow of specific Critical Manning Group.
•
External market forces.
CURRENT MEASURES
•
Describe current remunerative and non-remunerative measures
already in place.
POSSIBLE FUTURE OPTIONS
•
State desired outcome (criteria for success).
•
Consider all options remunerative and non-remunerative (Do
nothing, RRP, Pay Spine, Job Evaluation, Financial Retention
Incentive, Golden Hello, Commitment Bonus, other).
•
Assess chosen option against ‘Do nothing’ if different.
•
Where a specific initiative such as FRI is chosen include eligibility
and longevity for the scheme, justification for amounts proposed
(with modelling), justification for associated ROS, assessment of
forecast take up rates (with sensitivity analysis), potential impact
upon other cadres across Defence, interaction with other
incentives.
SELECTED OPTION
Costs
•
Projected costs of option at 100% uptake (including % increase to
pay bill).
•
Projected costs of proposal at forecast % uptake (including %
increase to pay bill).
Potential Saving and Benefits
•
Projected impact on the maintenance of op capability.
•
Forecast of man years achieved or increased length of Service.
•
Non-financial benefits.
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Edition 19 dated 1 Oct 13
7–4–A-2
Equality and Diversity
•
Statement of any issues and how these have been addressed.
•
Statement on Equality Impact Assessment. If carried out what where the key
outcomes, if not why was it not considered necessary.
MANAGEMENT CONTROLS
•
Eligibility and authorisation.
•
Regular assessment of success criteria and performance indicators (PI) to
monitor desired and predicted behavioural changes 1.
•
Details of transitional arrangements where measure supersedes extant (and
associated) provision of remuneration.
•
Exit strategy.
•
Post Project Evaluation framework outlining who is responsible and the
associated PIs / outcome measures
INTERNAL COMMUNICATIONS
•
Comprehensive internal communications plan.
DELIVERABILITY
•
SPVA delivery or legal issues.
AFFORDABILITY
•
Statement from the Centre or TLB (as appropriate) on affordability within
existing resources and from the wider Defence perspective.
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Good indicators should capture the ‘why’ as well as the ‘what’. This means they need to go beyond simple
output measures (e.g. numbers of personnel in receipt of an FI, numbers completing training etc…), and also
gather information about quality and about the higher-level consequences of the activity (e.g. whether moral
is improving, evidence of reduced outflow from those ineligible, changes in behaviour e.g. increases
intentions to stay post FI) to allow attribution or at least contribution to be identified.
JSP 754
Edition 19 dated 1 Oct 13
7–4–A-3
ANNEX B TO CHAPTER 7 SECTION 4
GENERIC FORMAT FOR BIANNUAL PROGRESS EVALUATION
Issue
•
Briefly outline the issue that the FI was submitted to counter.
Statistics
•
•
•
•
Current manning deficit for the cohort.
Include actual cost and take up of the FI for the period.
Compare the deficit against the initial projections
Provide revised projections if appropriate
Effects
•
Detail any effects that the FI has had on manning levels, expected or
unexpected.
Assessments of measures / indicators, with attribution or at least contribution
identified.
Is manning at or close to the point which the FI has achieved its purpose and
should cease? If ‘no’ this needs to be clearly stated.
Information on any non-remunerative factors that may have affected the
manning levels.
•
•
•
Any other comments/Lessons Learned
Annexes
•
Any supporting information and graphs should be included as annexes.
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JSP 754
Edition 19 dated 1 Oct 13
7–4–B-1
ANNEX C TO CHAPTER 7 SECTION 4
GENERIC FORMAT FOR POST PROJECT EVALUATION SUBMISSIONS
Issue
•
When and why the FI has been closed.
Background
•
•
Why the FI was submitted initially?
How did the FI progress, and were there any mid-term changes to the policy?
Details of the uptake and cost of the FI
•
Include supporting material as annexes and detail any trends witnessed in
uptake and outflow.
The effects of the FI
•
Detail any effects that the FI has had on manning levels. Include supporting
material as annexes and detail the effects on manning that the FI achieved
compared to its intended effect.
Assessments of measures / indicators, with attribution or at least contribution
identified. What evidence is that that the FI was responsible for the
achievement of the desired end state (if achieved) and not other factors e.g.
economy, decrease in overseas deployment?
•
Any other comments/Lessons Learned
•
•
Detail any unintended or unforeseen effects of the FI
Could the Submission have been more suited to the objective?
Annexes
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JSP 754
Edition 19 dated 1 Oct 13
7–4–C-1
ANNEX D TO CHAPTER 7 SECTION 4
EFFECT OF INCOME TAX AND NATIONAL INSURANCE CONTRIBUTIONS
1.
All FI schemes are subject to Income Tax and National Insurance
Contributions. The amount of Income Tax paid by individual Service personnel
on receipt of a FI will depend on their annual taxable income and tax code.
2.
The majority of Service personnel are on cumulative tax codes under
which the amount of Income Tax charged each month is automatically
adjusted up or down in line with the amount of taxable income earned relative
to the proportions of annual free pay and tax bands up to that point. As a
result, individuals who are normally taxed at the standard rate (20 per cent)
may pay the higher rate of tax (40 per cent), or the higher rate to the
additional rate (50 per cent) on all or part of their incentive payment if they
receive it during the early part of the tax year, i.e. the net amount of the
incentive initially payable to an individual will be lower in May than it would be
in February of the same Financial Year. Where this occurs their subsequent
tax payments will be automatically reduced throughout the remainder of the
tax year to take account of any excess tax already paid as the result of the
receipt of a FI. Taking the Financial Year as a whole, the total benefit (i.e. FI
payment less Income Tax) to an individual will be broadly the same
irrespective of when the incentive is paid. The difference is in the timing of
receipt of the money: Those who get an incentive early in the Financial Year
will initially get a lower lump sum, but will see a compensating increase in
monthly salary for the rest of the year as the tax deduction is reduced.
3.
Service personnel in receipt of a FI, who are on a Month 1 tax code,
will not be subject to automatic adjustments as described above. However,
their tax accounts will be subject to individual assessment by Her Majesty’s
Revenue & Customs (HMRC) at the end of the tax year.
4.
It is the individual’s responsibility to recover any tax rebate to which
they may be entitled from HMRC.
5.
Anyone whose income exceeds £100,000 should contact HMRC and
will be required to complete a tax return.
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JSP 754
Edition 19 dated 1 Oct 13
7–4–D-1
CHAPTER 8
STATUTORY PAYMENTS
SECTION 1 – STATUTORY PAYMENTS AND GRANTS - OVERVIEW
08.0101
08.0102
08.0103
08.0104
-
Aim
Scope
General
Statutory Payments and Accommodation Charges
ANNEX A
ANNEX B
APPENDIX 1
-
Sure Start Maternity Grant
Family Maintenance Grant
Calculating Family Maintenance Grant
Business Process Guide
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1
JSP 754
Edition 19 dated 1 Oct 13
i
CHAPTER 8
SECTION 1
STATUTORY PAYMENTS AND GRANTS - OVERVIEW
Aim
08.0101.
The aim of this Chapter is to outline the statutory payments
available to Service personnel and give reference to where details of these
schemes can be found. The schemes covered in this chapter include:
a.
The Armed Forces Occupational Maternity Scheme (AFOMS)
b.
Statutory Maternity Pay (SMP).
c.
Maternity Allowance (MA).
d.
Sure Start Maternity Grant (SSMG) (See Annex A)
e.
Statutory Adoption Pay (SAP).
f.
Statutory Paternity Pay (SPP).
g.
Family Maintenance Grant (FMG) (See Annex B).
Scope
08.0102.
This Chapter applies to all Regular and Full-Time Reserve
Service (FTRS) personnel.
General
08.0103.
Under the terms of statutory legislation prospective parents have
rights to SMP, SPP or SAP. Service individuals who have satisfied the
continuous employment and other necessary criteria as defined in JSP 760
may be entitled to AFOMS. SMP is payable to those who have not met the
criteria for AFOMS but have met those for SMP and MA may be payable to
those who are entitled to neither AFOMS nor SMP. Definitive details of all of
these schemes are set out in JSP 760. The SSMG may be payable to those
who have no entitlement to any of the above and the qualifying criteria for this
scheme are set out in Annex A. JSP 760 also provides details of the
arrangements for adoption pay and paternity pay. The arrangements for
personnel whose families have an entitlement to a FMG can be found at
Annex B.
JSP 754
Edition 19 dated 1 Oct 13
8–1–1
Statutory Payments and Accommodation Charges
08.0104.
An appropriate accommodation charge will be raised when a
Service individual who is in receipt of a statutory payment is occupying
Service accommodation irrespective of whether or not they are in receipt of
basic pay (see 09.0223).
Annexes:
A.
B.
Sure Start Maternity Grant.
Family Maintenance Grant.
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1
JSP 754
Edition 19 dated 1 Oct 13
8–1–2
ANNEX A TO CHAPTER 8 SECTION 1
SURE START MATERNITY GRANT
Eligibility
1.
The Sure Start Maternity Grant (SSMG) is a one-off non-returnable
payment that may be paid to the mother of a child who is not eligible for
payments under the Armed Forces Occupational Maternity Scheme (AFOMS),
Statutory Maternity Pay (SMP) or Maternity Allowance (MA). A SSMG may be
awarded when the mother or her husband or civil partner is in receipt of:
a.
Income Support; or
b.
Income-based Jobseeker’s Allowance; or
c.
Pension Credit; or
d.
Working Tax Credit where a disability or severe disability
entitlement is included in the award; or
e.
Child Tax Credit at a higher rate than the family element.
Method of claim
2.
Resident in the United Kingdom. Personnel resident in the UK
should make their claim direct to their local office of the Department for Work
and Pensions (DWP).
3.
Resident Overseas. Personnel resident overseas should make their
claim for a SSMG through the DWP office closest to their last place of
residence in the UK.
4.
In all circumstances applicants for a SSMG should claim in the period
beginning 11 weeks prior to the expected date of birth until 3 months after the
baby’s birth. If the claim is being made in respect of an adopted baby then
the baby must be aged less than 12 months when the claim is made. The
claim for adopted babies should be made within 3 months of the adoption.
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1
JSP 754
Edition 19 dated 1 Oct 13
8–1–A–1
ANNEX B TO CHAPTER 8 SECTION 1
FAMILY MAINTENANCE GRANT
Aim
1.
This Annex details the rules and regulations for the payment of a
Family Maintenance Grant (FMG).
Scope
2.
The regulations in this Annex should be read in conjunction with
Chapter 8, Section 1 and apply to all personnel in PStat Cats 1 – 4, both
Regulars and those engaged on Full Time Reserve Service (Full
Commitment) (FTRS(FC)).
Entitlement Criteria
3.
FMG payments are made at the discretion of a Commanding Officer
(CO) where a Service person has forfeited pay and is therefore unable, for a
time, to support their family.
4.
FMG is payable in one or both of the following circumstances:
a.
To the dependants of an eligible Service person as a cash
payment, to provide one or both of the following:
i. a level of income in lieu of benefits normally provided by DWP in
similar circumstances where such support is not available for one
of the following reasons:
•
A claim to DWP has yet to be submitted by the dependent.
•
A claim recently submitted to DWP is still under
consideration.
•
The dependant is ineligible to claim from DWP due to their
nationality.
•
The dependant is living overseas and so outside DWP’s
remit.
ii. the Married Accompanied rate of Local Overseas Allowance
(MA-LOA) where the dependants are serving overseas on an
accompanied basis and the dependant(s) have yet to return to the
UK 1.
1
Normal payment of LOA via JPA ceases once pay has become forfeit and so any continuing
LOA entitlement the family have must be payable direct to the spouse/partner as part of any
FMG payment (see also JSP 752 – Chapter 6, Section 1, paragraph 06.0132 and Note 1 to
the absence matrix at Chapter 1, Section 5).
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–1
b.
To an eligible Service person as a credit to their pay
account, to offset accommodation and other charges relating to any
SFA or other substitute Crown property occupied by their dependants.
5.
FMG is taxable, unless paid in lieu of MA-LOA 2 (which is non-taxable,
see JSP 752, Chapter 6, Section 1, paragraph 06.0104).
Principles
6.
FMG cash payments are designed to provide a level of income for
dependants under pensionable age broadly in line with financial support
normally available under the benefits system operated by the Department for
Work and Pensions (DWP 3).
7.
In many cases FMG payments should only be required as a short-term
measure whilst arrangements are being made with DWP for government
assistance. Accordingly, FMG payments to UK-based dependents are timelimited for a maximum of 8 weeks where they are EU nationals and so eligible
for DWP assistance. Non-EU dependants, who are resident in the UK but
with limited leave to remain and so unable to claim UK benefits, are not
subject to any time limit on the FMG support available to them. Similarly, the
accompanying dependants of individuals serving overseas, whatever their
nationality, who otherwise have no access to DWP support, are not subject to
any time limit on claiming FMG payments for the period they reside overseas 4.
8.
FMG Credits are designed to ensure that a Service Person occupying
Service Family Accommodation (SFA) – and whose family continues to do so
when they are detained and pay is forfeit – do not incur debt against their pay
account during their sentence.
9.
In most cases FMG credits, when payable, will be required as a longterm measure for the duration of the sentence or until the detainee loses their
SFA entitlement, charges stop and their spouse becomes an irregular
occupant (where a bill for damages for trespass is raised on them as the
occupant). Accordingly, FMG Credits applied to a Service person’s pay
account, in lieu of accommodation charges levied via JPA, are not time limited
and it will be the case that even where FMG cash payments cease, FMG
credits will need to continue for as long as a Service family is entitled to reside
in Service accommodation. FMG credits may, therefore, continue even after
other non-accommodation DWP support has been secured by the Service
person’s dependant(s) and FMG cash payments have ceased 5.
2
or, exceptionally, Overseas Rent Allowance (see paragraph 18 and related footnote).
DWP is used throughout but others, such as local authorities for Housing Benefit, are also
assumed.
4
Once overseas dependants return to the UK they are time-limited from the day they
relocate, like other UK-based dependents, unless they are non-EU nationals without recourse
to the UK benefits system.
5
This reflects the fact that Service families occupying SFA are ineligible for Housing Benefit
by virtue of being Crown tenants.
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–2
3
Eligibility
10.
FMG cash payments, as outlined in paragraph 4a, can be made to a
Service person’s dependant(s) in the following circumstances:
a.
A Service person is in Detention or Serving a Prison
Sentence, or is Declared as a Long Term Illegal Absentee, and has
been Accompanied Overseas by Dependants at Public Expense.
In these circumstances FMG is appropriate until such time that:
(1)
the dependant(s) return to the UK, or, if entitled, to the
country of domicile (and once back in the UK, as appropriate,
9b. applies); or
(2)
until the family unreasonably refuses passage home; or
(3)
until the Service person returns from absence and/or
returns to duty;
whichever is the earliest.
b.
A Service person is in Detention or Serving a Prison
Sentence and has Dependants in the UK:
(1)
Detention. Payable until the Service person is released
from military detention, or until the FMG cash payment time limit
has been reached, whichever is the shorter.
(2)
Imprisonment and Other Civil Punishments. Payable
from the date of sentence until the Service person is discharged
from the Service, or until the FMG cash payment time limit has
been reached, whichever is the shorter.
c.
A Service person is being held in Close Arrest or Civil
Custody Awaiting Confirmation and Promulgation of a Sentence.
Payable from the date of sentencing 6 until the Service person is
released from detention, discharged from the Service, or until the FMG
cash payment time limit has been reached, whichever is the shorter.
However, if confirmation of the sentence is withheld and pay is
restored, then any FMG cash payments made during the period for
which pay is subsequently restored are to be recovered in full.
d.
A Service person is in Hospital through an Injury sustained
as a result of an Action that has led to their being Charged.
Payable in these circumstances until pay is restored, the Service
person is discharged from the Service, or until the FMG cash payment
time limit has been reached, whichever is the shorter.
6
or, as appropriate, an earlier date where the sentence includes time served whilst in custody
and where pay forfeiture has been backdated i.a.w. the Armed Forces (Forfeitures and
Deductions) Regulations 2009/1109.
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–3
11.
An FMG cash payment issued in respect of a dependant child or
children may be paid to a guardian appointed by the Service person, e.g. to a
grandparent(s) where the Service person is a lone parent.
12.
FMG credits to a Service person’s pay account, to cover
accommodation and other charges arising from a dependant’s continued use
of SFA, as outlined in paragraph 4b, is also payable (and recoverable) in the
same sets of circumstances outlined above for cash payments to dependants.
However, for the reason given in paragraph 8 no time limit applies to FMG
credits.
Ineligibility
13.
FMG cash payments are not applicable in the following circumstances,
where DWP support should be sought:
a.
When a Service person is declared a Long Term Illegal
Absentee, a deserter or is in civil custody following absence without
leave and their dependants reside in the UK.
b.
Where a Service person has forfeited pay for any of the
following:
(1)
being absent from duty by reason of sickness or injury
arising from any Service offence (see paragraph 03.1408e).
(2)
an intentional breach of duty causing their capture by the
enemy (see paragraph 03.1408f).
(3)
being found guilty of failing to try to escape (see
paragraph 03.1408g).
(4)
being found guilty of assisting an enemy (see paragraph
03.1408h).
14.
FMG cash payments are also not to continue where and if support from
DWP has been turned down because the claimant (Service spouse) has failed
to meet the means-test threshold set for benefits (e.g. where household
savings or investments totalling more than £16,000) - failure to meet DWP’s
criteria for benefit support does not affect eligibility for FMG credits designed
to cover SFA and other related charges.
15.
FMG credits are always available for as long as the Service family is
entitled to reside in Service accommodation (i.e. are not irregular occupants)
whilst pay is forfeit and charges are being levied on the Service person’s pay
account on JPA.
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–4
Exceptional Cases
16.
In circumstances where FMG cash payments have been provided to a
UK-based dependant and the time limit described in paragraph 6 applies and
has been reached, the CO is to review the necessity for the continued
payment of FMG and may, in exceptional circumstances, authorise its
continuation. In doing so the CO should bear in mind that FMG assistance is
not a substitute for DWP support (which must be sought by the Service
person’s family in all cases where it is available to them). Similarly, if DWP
have deemed a benefit claimant from a Service family to be ineligible (for
reasons other than nationality) this would normally preclude the continuation
of FMG cash payments as FMG aims to broadly mirror the UK benefits
system.
17.
FMG may be appropriate when a Service person is serving overseas
and is declared a Long Term Illegal Absentee, or in detention or serving a
prison sentence and has been accompanied overseas by dependants under
private arrangements. Where dependants have no entitlement to repatriation
at public expense unit HR Admin are to forward a case to the CO for
consideration.
Calculation of FMG
18.
FMG is made up of one or more of the following:
a.
FMG cash payments made direct to dependants broadly
equivalent to those DWP benefits available in similar circumstances, i.e.
where household income has been removed. FMG therefore will
include, as appropriate, elements in lieu of Income Support, Housing
Benefit, Council Tax Benefit and (where not already in receipt of it) Child
Benefit.
b.
FMG credits made to a Service person’s pay account equal to
charges raised in respect of MOD property occupied by dependants 7.
FMG therefore will include, as appropriate, elements in lieu of charges
raised for Service Families’ Accommodation or substitute equivalents,
Fuel and Light, Garages and Carports, Garage Encroachment,
Contributions in Lieu of Council Tax and Caravan Site Facilities.
c.
FMG cash payments made direct to dependants living overseas
equal to the MA-LOA due to them as a dependant(s) still officially
7
FMG cannot be used to offset other charges or subscriptions not associated with
accommodation occupied by dependents; all voluntary payments to Service benevolent funds
and other discretionary payments such as to insurance schemes e.g. PAX, Forces Safeguard,
etc. will continue to be deducted from a Service person’s JPA account whilst pay is forfeit
unless and until that Service person gives JPAC written instructions to cease such deductions
(and any that are allowed to continue will accrue as public debt on the pay account and
eventually be recovered).
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–5
residing at the Service person’s overseas duty station (or, exceptionally,
also in lieu of Overseas Rent Allowance 8).
19.
FMG is calculated and paid on a weekly basis, and a detailed
breakdown of its constituent parts can be found on the form (JPA F021) and
the accompanying notes. In most cases Unit HR Staff calculating FMG will
also need to refer to the rates published by CDP Remuneration 9. The
total amount of FMG (cash payments and credits) payable in any week should
not exceed the gross weekly pay level of the eligible RRP before pay was
forfeited (excluding additional elements such as, for example, Recruitment &
Retention Payment or long-term allowances, but noting that MA-LOA may be
paid as FMG in addition to this ceiling). In particular, where FMG is being paid
to more than one household (e.g. through the continuation of a Voluntary
Allotment as outlined at paragraph 21) the sum total paid out as FMG should
be less than pay. Where FMG is initially calculated above this ceiling, and
abated to match it, any credits in lieu of charges will normally be made in full
first and then any residual amount(s) paid to the dependant(s) as cash
payments.
Dependants in receipt of non-UK benefits
20.
Dependants who are resident overseas may have access to local
benefits from their host Government (e.g. ‘Kindergeld’ in Germany),
particularly if they are nationals of that country. Receipt of host nation
financial support does not affect eligibility for FMG, although Service person
dependants will be expected to fully declare any FMG payments as part of
their household income when detailing their circumstances to the host nation’s
benefit authority.
Treatment of Voluntary Allotments
21.
A voluntary allotment to a Service person’s spouse or a nominated
guardian of his/her child(ren) (or other dependants) will normally be
suspended from the date from which payment of FMG is authorised.
However, when the allotment is in excess of the FMG awarded, and the CO
considers the amount reasonable, the Service person may request that the
difference between the allotment and the FMG should continue to be paid.
The amount will be debited from their pay account and the debt recovered
within 3 months of their return to duty. If an individual is likely to leave the
Service at the end of the period of detention or absence the request is not to
be approved.
8
Exceptionally it may be deemed preferable by the CO to pay Overseas Rent Allowance
(ORA) as cash to a Service person’s spouse/partner who is resident overseas where they do
not have access to their partner’s bank account into which it is being paid as ORA continues
to be paid even when pay has been forfeit. In such circumstances, and for as long as pay is
being forfeit and the allowance remains in payment, ORA may be added to any FMG payment
made to an eligible dependent so long as action has been taken first to cease the payment of
ORA through the Service person’s pay account.
9
CDP Remuneration FMG Letter available on DII Defence Intranet under ‘Admin’ / ‘Look Up
Military Pay’ / ‘Related Documents’ {FAMILY MAINTENANCE GRANT}).
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–6
Repayment of FMG
22.
Where a Service person has subsequently received full pay for a
period when FMG was in issue, then any FMG cash payment(s) and/or
credit(s) made during this period are to be considered as an advance of pay
and recovered from the Service person’s salary. Similarly, where DWP
backdates the payment of any benefits to the Service person’s spouse/civil
partner covering a period where an FMG cash payment(s) was made then this
should also be recovered.
Business Process Guide
23.
The relevant Business Process Guide (BPG) relating to this Section
can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905049.
htm
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1
JSP 754
Edition 19 dated 1 Oct 13
8–1–B–7
CHAPTER 9
CHARGES
SECTION 1 – SINGLE LIVING ACCOMMODATION AND THE SUBSTITUTE
EQUIVALENTS
09.0101
09.0102
09.0103
09.0104
09.0105 – 09.0106
09.0107
09.0108
09.0109
09.0110
09.0111
09.0112
09.0113
09.0114
-
Aim
Scope
Associated Policy Documents
Rates
Liability
Waiver of Accommodation Charges
Temporary Assignments
Accommodation Below Entitlement
Accommodation Above Entitlement
Officer Cadets
Secondment, Loan or Exchange Appointments
Substitute Single Living Accommodation
Business Process Guide
SECTION 2 – SERVICE FAMILIES’ ACCOMMODATION AND THE SUBSTITUTE
EQUIVALENTS
09.0201
09.0202
09.0203
09.0204
09.0205 – 09.0206
09.0207 – 09.0208
09.0209 – 09.0210
09.0211
09.0212
09.0213
09.0214
09.0215
09.0216
09.0217
09.0218
09.0219
09.0220
09.0221
09.0222
09.0223
-
09.0224
-
09.0225
-
Aim
Scope
Associated Policy Documents
Licensee
Rates
Liability
Occupation by Virtue of Appointment
Occupation by Single Personnel
Following Evacuation from an Overseas Assignment
Following a House Move on Security Grounds
Effective Dates
Allocation of Service Families’ Accommodation
Personnel in Northern Ireland Temporarily Absent on Duty
Separated Families
Changes in Personal Circumstances
Death of the Service Licensee
Secondment, Loan Service or Exchange Appointments
Service Personnel in Transit
Substitute Service Families’ Accommodation
Accommodation Charges for Personnel in Receipt of
Statutory Payments
Accommodation Charges for Service Personnel
Occupying Service Families’ Accommodation in the
Falkland Islands
Business Process Guide
SECTION 3 – FUEL AND LIGHT CHARGES
09.0301
09.0302
09.0303 – 09.0304
09.0305
09.0306 – 09.0307
09.0308
09.0309
-
Aim
Scope
Rates
Private Accommodation Overseas
Fuel and Light (Overseas)
Fuel and Light Rates
Exceptional Arrangements
JSP 754
Edition 19 dated 1 Oct 13
i
09.0310
-
Business Process Guide
SECTION 4 – GARAGES AND CARPORTS
09.0401
09.0402 – 09.0403
09.0404
09.0405
09.0406
09.0407
09.0408
09.0409
09.0410
09.0411
-
Aim
Charges
Rates
Garages That Can Not Be Alienated
Garages That Can Be Alienated
Unused Garages
Exemptions
Sub-Standard Garage and Carport Charges
Electricity and Heating Costs
Business Process Guide
SECTION 5 – GARAGE ENCROACHMENTS
09.0501
09.0502
09.0503
09.0504 – 09.0505
09.0506
-
Aim
Definition
Scope
Change of Ownership
Business Process Guide
SECTION 6 – CONTRIBUTIONS IN LIEU OF COUNCIL TAX
09.0601
09.0602
09.0603
09.0604
09.0605
09.0606
09.0607
09.0608 – 09.0609
09.0610
-
Aim
Scope
Background
Rates
Private Accommodation
Exemptions from Contributions in Lieu of Council Tax
Special Provisions
Eligibility for Discounts
Business Process Guide
SECTION 7 – RENT, RATES AND COUNCIL TAX REBATE SCHEME
09.0701
09.0702
09.0703
09.0704 – 09.0706
09.0707
09.0708
09.0709 – 09.0710
-
09.0711
-
Aim
Scope
Eligibility
Commencement and Cessation of Rebate
Calculation of a Rebate
Level of Rent/Rates/Council Tax Rebate to be Paid
Rent and Rates/Council Tax Rebate Payments when Full
Pay is Not in Issue
Review of Entitlement
SECTION 8 – CARAVAN SITE FACILITIES
09.0801
09.0802
09.0803
09.0804
09.0805
-
Aim
Scope
Definition of Charge
Responsibility
Business Process Guide
SECTION 9 – SERVICES COTSWOLD CENTRE, CORSHAM
09.0901
09.0902
09.0903
-
Aim
Scope
Liability
JSP 754
Edition 19 dated 1 Oct 13
ii
09.0904
09.0905
09.0906
09.0907
-
Effective Dates
Rates
Recovery of Charges
Business Process Guide
SECTION 10 – FOOD CHARGING
09.1001
09.1002
09.1003
09.1004
09.1005
09.1006
09.1007 – 09.1008
09.1009
09.1010
09.1011
09.1012
-
09.1013
-
09.1014
-
Aim
Scope
Food Charge Rate
Liability
Duration of Payments
Field Conditions (Food)
Duty Meals
Shipboard Conditions
Personnel Paying the DFC on a Continuous Basis
Exemptions
Payment of the DFC Whilst in Receipt of Food Related
Allowances
Home Savings Contributions for School Meals for
Boarders in Germany
Business Process Guide
SECTION 11 – COUNCIL TAX RELIEF FOR SERVICE PERSONNEL ON SPECIFIED
OPERATIONS
Council Tax Relief for Service Personnel on Specified Operations can be found in
JSP 752 Chapter 2 Section 5.
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JSP 754
Edition 19 dated 1 Oct 13
iii
CHAPTER 9
SECTION 1
SINGLE LIVING ACCOMMODATION AND THE SUBSTITUTE
EQUIVALENTS
Aim
09.0101.
To specify the circumstances under which accommodation
charges are to be raised against Service personnel who occupy Single Living
Accommodation (SLA) or a substitute equivalent.
Scope
09.0102.
Unless otherwise stated, the regulations in this section apply to
all members of the Regular and Reserve Forces who occupy SLA or a
substitute equivalent.
Associated Policy Documents
09.0103.
The MOD’s tri-Service policy for the provision of SLA and
substitute equivalents on a worldwide basis is contained in Tri-Service
Accommodation Regulations (TSARs) JSP 464 Part 3 (SLA). The MOD’s 4Tier Grading for Charge Regulations which apply to all Defence living
accommodation worldwide are contained in JSP 464 Part 4.
Rates
09.0104.
Rates for the SLA charge are recommended annually by the
Armed Forces’ Pay Review Body (AFPRB) and promulgated by CDP
Remuneration lin a Directed Letter.
Liability
09.0105.
Unless specifically exempted by separate provision in this
section, all Service personnel occupying SLA or substitute SLA will pay a daily
accommodation charge at the appropriate rate for the type and grade of
accommodation they occupy. The accommodation charge will include an
element of each of the following components:
a.
Rent and furniture.
b.
Water and sewerage.
c.
Fuel and light.
JSP 754
Edition 19 dated 1 Oct 13
9–1–1
09.0106.
A Contribution In Lieu of Council Tax (CILOCT) will also be paid,
unless specifically exempt. The regulations for CILOCT can be found in
Section 6.
Waiver of Accommodation Charges
09.0107.
SLA charges will be waived in the following circumstances:
a.
Royal Navy and Royal Air Force personnel in Personal Status
Categories (PStat Cat) 1 1, 1s/c or 2.
b.
Army personnel in PStat Cats 1, 1s/c or 2 who are serving on an
involuntary separated basis.
c.
Service personnel in PStat Cats 3, 4 and 5 accommodated
aboard a sea-going ship will not pay SLA charges for the first 30 days
ashore in SLA unless they have been given at least 30 days notice for
the move ashore. Charges will not be paid by Service personnel
embarked in a ship for temporary assignments exceeding 48 hours
(charges must be waived for the whole period).
d.
Service personnel accommodated in a ship, whether at sea or
alongside. Personnel accommodated in a shore establishment or an
accommodation ship will pay the appropriate accommodation charge
provided the accommodation meets the necessary grading standards
as defined in JSP 464.
e.
Personnel serving on the duty watch of a submarine alongside
or the duty watch of a ship or submarine in refit, who are required to be
accommodated on the dockside.
f.
Non-duty personnel serving on a submarine 2 alongside in a
Base Port who would normally live onboard 3, but are required to be
accommodated in SLA ashore due to submarine accommodation
restrictions.
g.
Personnel in transit overnight on change of permanent
assignment will not pay accommodation charges for the SLA at the old
unit from the date of vacation.
h.
Where field or shipboard conditions have been declared. In
these circumstances the following criteria also apply 4:
1
PStat Cats are defined in JSP 752 Chapter 1 Section 4.
When in receipt of SP(SM)SUPP (see 06.0312).
3
Waiver of charges does not apply to Gold Crew SSBN 5th Watch or any iteration thereof,
Port & Starboard Crew SSBN Off-Crew or SSN 5th Watch personnel who, notwithstanding
habitability concerns which preclude living onboard when a submarine is alongside, would not
normally have been allocated sleeping accommodation due to bunk space limitations.
4
In order to be eligible for LSA under the Field Conditions criteria (JSP 752 para 05.0103e(3))
both FC(SLA) and FC(F) must be declared (see para 09.1006a).
2
JSP 754
Edition 19 dated 1 Oct 13
9–1–2
(1)
The application of field/shipboard conditions on each day
is based on the situation at 0300 hours and is to apply to
complete periods of 24 hours. Charges will be refunded
retrospectively to the date on which field or shipboard conditions
were deemed applicable.
(2)
Crews of landing crafts will be regarded as serving under
shipboard conditions (accommodation) when accommodated
aboard. Normal SLA charge rules apply when accommodated
ashore.
(3)
Field or shipboard conditions in respect of food and
accommodation charges can be declared independently of one
another. For example:
(a)
Personnel in SLA will pay SLA charges. However,
if field conditions have been declared by a Commanding
Officer (CO) in respect of food, then food charges will not
be raised.
(b)
Personnel feeding in Service mess facilities will
pay the appropriate food charge (if applicable) but will
have a waiver of accommodation charges if living
arrangements are deemed by the CO to satisfy field or
shipboard conditions criteria.
i.
Permitted to Live Out. Regular and FTRS (FC) personnel
given authority to live out by their CO will not pay SLA charges.
j.
Forfeiture of Pay. SLA charges will not be raised against
Service personnel who have to forfeit their pay.
k.
Missing or Prisoner of War. SLA charges will not be raised
against Service personnel who have officially been declared missing or
a Prisoner of War.
l.
Terminal Leave. Service personnel will cease paying SLA
charges on the date terminal leave begins (provided they do not remain
in occupation of the SLA) or when the single accommodation is
vacated, whichever is the later.
m.
In Hospital or Military Rehabilitation Unit. When an
individual is in a military or civilian hospital, medical reception station,
RN Sick Bay or Military Rehabilitation Unit (MRU) as an in-patient, SLA
charges will be suspended from the date of admission.
n.
Northern Ireland. This waiver has been withdrawn. With effect
from 1 August 2007, Service personnel in Northern Ireland are charged
for SLA occupied unless otherwise exempt.
JSP 754
Edition 19 dated 1 Oct 13
9–1–3
o.
A Service Person in PStat Cat 5s/c. Married Service
personnel or those registered in a civil partnership in PStat Cat 5s/c
who are absent from their family home will not pay SLA charges
provided their spouse or civil partner is not also living free in Service
accommodation at the same time. However, when a Service couple is
deployed in operational areas at the same time both individuals will be
exempt.
p.
Single Homeowner/Occupier. Regular and FTRS (FC)
personnel in PStat Cats 3, 4 and 5 who own their own homes and have
received authorisation from their COs to live out in their own homes at
the duty station (see 09.0107h) will not pay SLA charges at an
assignment in the following circumstances:
(1)
They are on any assignment of less than 12 months,
and providing they have a continuing commitment to pay the
mortgage and their property is not sub-let. Charges will be
raised from the date that notification was given that the
assignment will be extended beyond 12 months.
(2)
They are on a permanent assignment of 12 months or
more, and are waiting for a house sale/purchase transaction to
be completed for a period not normally exceeding 6
months. This 6 month period will only be extended exceptionally
for a further period of up to 6 months, to a maximum total period
of 12 months, when authorised by the individual’s CO.
q.
Domiciled Collective Leave (DOMCOL). Service personnel
domiciled outside the UK and Irish Republic and granted leave at public
expense to visit their home will not pay accommodation charges for
that period provided the SLA is not retained during their leave of
absence.
r.
Re-Engagement Leave (RENLEAVE). Army personnel
granted RENLEAVE on an extension of Service will not pay SLA
charges during the period of RENLEAVE provided the Service
accommodation is not occupied during that period.
s.
Cadet Force Adult Volunteers. Cadet Force Adult Volunteers
will not pay SLA charges when provided with SLA for the purpose of
carrying out their Cadet Force duties.
t.
Small Stations Local Overseas Allowance. Accompanied
and single personnel in receipt of Small Stations Local Overseas
Allowance (SSLOA) will not pay SLA charges (see JSP 752 Chapter 6
Section 3).
u.
Marital or Civil Partnership Breakdown. Service personnel in
PStat Cat 1, 1c or 1s whose marriage or civil partnership has broken
JSP 754
Edition 19 dated 1 Oct 13
9–1–4
down and who have been authorised a “cooling-off” period 5 will be
exempt from paying SLA charges for a period of up to a maximum of 3
months from the date of occupation of SLA, provided there is a
requirement to pay SFA charges for that period. If at the end of the
“cooling-off” period (JSP 464, Chapter 8 refers), the estranged spouse
or civil partner continues to occupy SFA, the Service person will remain
liable to pay SFA charges for a further maximum period of 93 days from
the date of notice to vacate SFA and will continue to be exempt from
paying SLA charges during this period (also see 09.0218b).
v.
Over Age 37 Provision. Those Army personnel in PStat Cat 1
and 2 who elect to serve VOLSEP and receive the benefits of the Army
Over 37 Provision (see JSP 752 Chapter 7 Section 8).
w.
Following Evacuation From an Overseas Assignment.
Service personnel and/or their families evacuated from an overseas
assignment on the order of the Head of Mission (see JSP 752 Chapter
7 Section 6) have no liability for accommodation charges arising out of
occupation of public accommodation on arrival in the UK for 90 days
after their arrival. However, Service personnel will continue to pay the
appropriate accommodation charge in respect of the SFA or SLA they
occupied at their overseas duty station.
x.
Following a House Move on Security Grounds. If eligible
Service personnel serving in Northern Ireland undergo an emergency
house move on security grounds (see JSP 752 Chapter 7 Section 7)
from a property for which they are paying a mortgage, accommodation
charges will be waived for any temporary service accommodation they
occupy. Such a waiver will normally be allowed for up to 90 days,
thereafter any eligibility for the continuing requirement will be reviewed
by Headquarters Northern Ireland (HQNI) G1 staff.
Temporary Assignments
09.0108.
For Service personnel serving on temporary assignment
accommodation charges will be raised as follows:
a.
When public accommodation is used at the temporary
assignment unit:
(1)
Service personnel who occupy SLA at the place of
temporary assignment will, unless otherwise exempt under the
terms of these regulations, pay the charge appropriate to the
SLA occupied. If they retain the SLA at their permanent
unit/station these charges will cease from the date the SLA at
the temporary unit/station is occupied and restart once it is
vacated.
5
Regulations for “cooling-off” period are contained in JSP 464 Volume 1 Chapter 8, Section
V.
JSP 754
Edition 19 dated 1 Oct 13
9–1–5
(2)
Service single personnel who have been authorised to
live out at their permanent assignment station will not pay
accommodation charges when they attend a course or an
assignment of 12 months or less, provided they have a
continuing commitment to pay a mortgage/rent and their
property has not been sub-let – see 09.0107o.
b.
When public accommodation is not used at the temporary
assignment unit, Service personnel will continue to pay for any retained
accommodation at the permanent station.
c.
When Service personnel serving in the permanent garrison in
Northern Ireland are absent from the Province on a temporary
assignment they become liable to pay accommodation charges under
normal rules.
Accommodation Below Entitlement
09.0109.
When, for Service reasons, Service personnel are provided with
accommodation below their entitlement, then charges are only to be raised
appropriate to the type and grade of accommodation occupied.
Accommodation Above Entitlement
09.0110.
When, for Service reasons, Service personnel are allocated
accommodation above their normal entitlement charges will be raised
appropriate to the type and grade of SLA to which they are entitled. Where
personnel elect to occupy accommodation above entitlement through personal
choice then the charge appropriate to the type and grade of Service
accommodation occupied must be raised.
Officer Cadets
09.0111.
Officer Cadets and potential officers undertaking their initial
training at BRNC Dartmouth, CTCRM Lympstone, RMA Sandhurst or RAF
Cranwell will pay the accommodation charge appropriate to an Officer Cadet
(SLA Type OC), in line with the grading of the accommodation occupied.
Secondment, Loan or Exchange Appointments
09.0112.
Personnel who have been seconded, or who are on loan service
with an overseas force, and who occupy single accommodation are to be
charged in accordance with the regulations contained in JSP 464 (TSARs)
Chapter 2 paragraph 0230. Personnel on exchange appointments must be
aware of the terms of their Memorandum of Understanding (MOU), and will be
charged as appropriate.
JSP 754
Edition 19 dated 1 Oct 13
9–1–6
Substitute Single Living Accommodation
09.0113.
The following accommodation charge arrangements apply to
Service personnel occupying substitute SLA 6.
a.
Substitute Service Single Accommodation (SSSA) – (UK
only). Occupants of SSSA will pay grade 2 SLA charges unless they
are otherwise exempted under the terms of these regulations.
b.
Lodging Allowance Claimants (UK only). Personnel in
receipt of lodging allowance will not pay SLA charges as the
accommodation charge is already accounted for in the calculation to
determine the Lodging Allowance rates (see JSP 752 Chapter 2
Section 1).
c.
Service Families Accommodation (SFA) Misappropriated as
SLA (worldwide). Single and unaccompanied personnel occupying
SFA misappropriated as SLA for Service reasons will, unless otherwise
exempted under the terms of these regulations, pay the SLA charge in
accordance with their rank/normal entitlement and the grade that a
local service commander has determined broadly reflects the standard
and location of the accommodation occupied. When a (4-Tier) grading
board has assessed the property, accommodation charges will be
raised in accordance with the board’s decision.
d.
Overseas Rent Allowance (ORA) Claimants – (Overseas
Only). ORA claimants occupying rented property as SLA will pay
Grade 2 SLA charges unless, with reference to JSP 464 (TSARS) Part
4, the CO is satisfied that a higher charge (grade 1) or a lower charge
(grade 3 or 4) would be appropriate based on the standard of
accommodation provided. In instances where the occupant disputes
the grading, a board of officers is to be convened to determine the
appropriate grade.
Service Supervisory and Punishment Orders (SSPOs) – Impact on
Accommodation Charges
09.0114.
A Service person subject to an SSPO who, for the duration of
the Order is prevented from leaving a specified unit or establishment without
the permission of the CO and who is accommodated in SLA, shall pay SLA
charges as stated below:
a.
where the individual is already paying an SLA charge at the
specified unit or establishment, he/she will continue to do so for the
duration of the Order;
b.
where the individual is allocated temporary SLA at the specified
unit or establishment for the duration of the SSPO, SLA charges for this
6
JSP 464 Part 1 paragraphs 0323 to 0327 refer.
JSP 754
Edition 19 dated 1 Oct 13
9–1–7
temporary accommodation will be waived, where appropriate, in
accordance with SLA charging regulations.
Business Process Guide
09.0115.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
Back to Chapter Contents Page
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JSP 754
Edition 19 dated 1 Oct 13
9–1–8
CHAPTER 9
SECTION 2
SERVICE FAMILIES’ ACCOMMODATION AND THE SUBSTITUTE
EQUIVALENTS
Aim
09.0201.
To specify the circumstances under which accommodation
charges are to be levied against Service personnel who occupy Service
Families’ Accommodation (SFA) and substitute equivalents.
Scope
09.0202.
The regulations in this section apply to all members of the
Regular and Reserve Forces who occupy SFA.
Associated Policy Documents
09.0203.
The MOD’s tri-Service policy for the provision of SFA and the
substitute equivalents on a worldwide basis is contained in Tri-Service
Accommodation Regulations (TSARs) JSP 464 Part 1 (GB) and Part 2 (NI
and overseas). The MOD’s 4-Tier Grading for Charge Regulations, which
apply to all Defence living accommodation worldwide, are contained in TSARs
JSP 464 Part 4.
Licensee
09.0204.
The Service individual who accepts the responsibility for the
family accommodation provided at public expense is known as the licensee
and will be liable for paying the appropriate accommodation charge.
Rates
09.0205.
Rates for the SFA charge are recommended by the Armed
Forces Pay Review Body (AFPRB) and promulgated annually by CDP
Remunerationin a Directed Letter.
09.0206.
The charges to be paid by the licensee will depend on the level
of furnishing provided in the SFA, i.e. furnished, part-furnished or unfurnished.
Service personnel will pay a ‘furnished’ SFA charge at the appropriate grade
from the date of take over unless 1:
a.
They have been allocated ‘unfurnished’ SFA, in which case the
appropriate ‘unfurnished’ charge will be raised.
1
The furniture scales to determine an SFA’s furnished status are detailed in JSP 464.
JSP 754
Edition 19 dated 1 Oct 13
9–2–1
b.
They have, under a recognised scheme, returned all items of
furniture to store (excepting carpets, curtains and dustbins), in which
case the ‘unfurnished’ charge will be raised.
c.
The furniture provided in the SFA is half or less than the total
point value of the normal scale as set out in JSP 464 for the SFA, in
which case the ‘part-furnished’ charge will be raised.
Liability
09.0207.
Unless specifically exempted under a separate clause of these
regulations, all Service personnel will pay an accommodation charge when
occupying SFA or a substitute equivalent. The accommodation charge will
include an element for each of the following components:
a.
Rent.
b.
Water and sewerage.
c.
Furniture.
d.
Rates. The former Northern Ireland rates element has been
withdrawn. With effect from 1 August 2007 CILOCT is charged. See
09.0208 and Section 6.
e.
Extra Bedroom Charges. Where Service individuals (officers
and other ranks) have been allocated SFA in excess of 4 bedrooms
then they will be charged for one 4-bedroom SFA rate plus an
additional charge for any additional bedrooms. For example, if an
individual occupies 2 separate 3-bedroom properties a charge will be
raised for a 4-bedroom SFA and 2 additional bedrooms.
09.0208.
A Contribution In Lieu of Council Tax (CILOCT) will also be paid,
unless specifically exempt. The regulations for CILOCT can be found in
Section 6.
Occupation by Virtue of Appointment
09.0209.
Single Service personnel or those serving unaccompanied and
entitled to occupy SFA by virtue of their appointment will pay an
accommodation charge as follows:
a.
A Service person who is PStat Cat 1, 1s/c or 2 and involuntarily
separated is exempt from paying SLA charges but will remain liable for
a SFA charge if their family occupies SFA elsewhere.
b.
Service personnel in the RN and RAF in PStat Cats 1, 1s/c or 2
who are voluntarily separated are exempt from paying SLA charges but
will remain liable for a SFA charge if their family occupies SFA
elsewhere.
JSP 754
Edition 19 dated 1 Oct 13
9–2–2
c.
Army personnel in PStat Cats 1, 1s/c or 2 who are voluntarily
separated will pay a SLA charge, in accordance with Section 1 of this
Chapter, appropriate to the type and grade of SLA which they would
normally have occupied at their permanent unit, unless they are
exempted under the terms of the Army over age 37 provision. Full
details of the Army over age 37 provision are outlined in JSP 752,
Chapter 7 and Section 8.
d.
Service personnel in PStat Cats 3, 4 and 5 will pay an SLA
charge in accordance with Section 1, appropriate to the type and
grade of SLA which they would normally have occupied at their
permanent unit.
09.0210.
The following additional conditions apply to Service personnel
who occupy SFA by virtue of their appointments:
a.
Family Visits to SFA. Unaccompanied Service personnel
allocated SFA by virtue of their appointment and paying either no
accommodation charge or the appropriate SLA charge will become
liable for the full SFA charge if joined by their family on ‘casual’ visits
that exceed 28 days in any 61 day period. In these circumstances SFA
charges should be raised from the 28th day and remain in force until the
Service individual’s family leave 2.
b.
Family Temporarily Absent from SFA. Accompanied Service
personnel who are allocated SFA by virtue of their appointment whose
family temporarily vacates the SFA will continue to pay the SFA charge
for the first 91 days in the UK or 61 days overseas. If the separation
exceeds 92 or 62 days respectively then the appropriate SLA charge is
to be raised from the 92nd or 62nd day respectively.
Occupation by Single Personnel
09.0211.
Service single personnel occupying SFA are liable for
accommodation charges as follows:
a.
Pregnant Single Servicewomen (PSS). PSS will be liable for
the entitled rate of SFA charge and utilities for the SFA occupied from
the date of occupation (see also JSP 464 paragraph 0308).
b.
Personnel in PStat Cats 3, 4 and 5 in Temporary Occupation
of Surplus SFA. Personnel in PStat Cats 3, 4 or 5 who are permitted
to occupy surplus SFA on a temporary basis will pay the SFA charge for
the type and grade of SFA occupied.
2
JSP 464 Part 1 paragraph 0111 refers.
JSP 754
Edition 19 dated 1 Oct 13
9–2–3
Following Evacuation from an Overseas Assignment
09.0212.
Service personnel evacuated from an overseas assignment on
the order of the Head of Mission (see JSP 752 Chapter 7 Section 6) will have
no liability for accommodation charges arising out of occupation of public
accommodation on arrival in the UK for 90 days after their arrival. However,
Service personnel will continue to pay the appropriate accommodation charge
in respect of the SFA or SLA they occupied in their overseas duty station.
This will be reviewed after 90 days by the single-Service Manning Authority in
consultation with the FCO.
Following a House Move on Security Grounds
09.0213.
If eligible Service personnel undergo an emergency house move
in Northern Ireland (NI) on security grounds (see JSP 752 Chapter 7 Section
7) from a property for which they are paying a mortgage, accommodation
charges will be waived for any temporary Service accommodation they
occupy. Such a waiver will normally be allowed for up to 3 months; thereafter
any eligibility for the continuing requirement will be reviewed by Headquarters
Northern Ireland (HQNI) G1 staff command.
Effective Dates
09.0214.
The appropriate accommodation charge will be raised from the
date that a Service individual takes possession of SFA, but no charge will be
paid for the day of departure. This is to avoid an individual being liable for 2
accommodation charges on the same day. If for Service reasons, an
individual takes possession of a second SFA property before vacating the first,
charges will cease in respect of the first SFA and will commence for the
second from the date the individual takes possession of the second
property. When a second property is occupied for personal rather than
Service reasons, accommodation charges will be raised for both.
However see JSP 464 Part 1 Chap 4 para 0404 for definitive details.
Allocation of Service Families’ Accommodation
09.0215.
The policy for the allocation of SFA is contained in JSP 464
Parts 1 and 2. Charging arrangements when SFA is allocated above or
below entitlement for Service reasons or personal choice are as follows:
a.
Allocation of SFA Above Entitlement for Service Reasons. In
order not to disadvantage personnel when SFA above the normal
entitlement is allocated for Service reasons, the SFA charge will be that
related to a grade 1 SFA of the type to which the Service individual is
normally entitled, unless the grading of the SFA actually occupied is
lower, in which case the rate applicable to the grade must be charged.
The fuel subsidy scheme is to be applied. The regulations for the fuel
subsidy scheme can be found in Section 3.
JSP 754
Edition 19 dated 1 Oct 13
9–2–4
b.
Occupation of SFA Above Entitlement by Personal Choice.
Service personnel who elect to occupy SFA above entitlement as a
matter of personal choice will pay the accommodation charge
appropriate to the type and grade of SFA occupied.
c.
Allocation of SFA Below Entitlement. Service personnel who
are allocated SFA below entitlement will pay the accommodation
charge appropriate to the type and grade of SFA occupied.
Personnel in Northern Ireland Temporarily Absent on Duty
09.0216.
Personnel temporarily absent from NI on duty will continue to
pay SFA charges appropriate for the accommodation occupied in the
Province. This also applies to Service personnel in detention when the SFA or
official hiring remains occupied by the family.
Separated Families
09.0217.
Where the families of Service personnel are permitted to occupy
SFA whilst the Service individual is serving overseas on a non-family station
or an unaccompanied tour, then the charge to be raised will be appropriate to
that which would have been applied if the Service individual was living in the
family home.
Changes in Personal Circumstances
09.0218.
Changes in personal circumstances will affect the level of
accommodation charge payable as follows:
a.
Promotion. Where, for Service reasons, Service personnel
occupy SFA above entitlement and pay an accommodation charge
appropriate to entitlement rather than that appropriate to the SFA, the
accommodation charge will reflect the type and grade of property
occupied when the individual is promoted unless the SFA is still above
the individual’s entitlement, in which case the conditions at 09.0215a
apply.
b.
Change in PStat Cat. Service personnel who change PStat
Cat such that the entitlement to occupy SFA is removed must be given
93 days notice to vacate the SFA (this also applies to Service
Personnel following a “cooling-off” period). The individual must vacate
the SFA as soon as possible but will continue to pay the appropriate
SFA accommodation charge for 93 days, or until the SFA ceases to be
occupied, whichever is the sooner. Thereafter the Service person will
pay the appropriate single accommodation charge if they occupy SLA.
If the family remain in occupation of the SFA after the 93 days notice to
vacate has expired then they will, as irregular occupants, be liable to
pay ‘damages for trespass’ (see JSP 464 Part 1 Chapter 9).
JSP 754
Edition 19 dated 1 Oct 13
9–2–5
Death of the Service Licensee
09.0219.
Following death in service of the licensee, the bereaved spouse
or civil partner is entitled to stay in their SFA to enable them to determine their
longer-term housing requirements. Initially this will be for a period up to 2
years following the death of the Service licensee, but retention of SFA
entitlement may be extended beyond the 2 year period at the discretion of the
local service commander. The bereaved spouse or civil partner will pay
entitled SFA charges for the type and grade of SFA occupied (which may be
liable to change as a result of a 4-Tier Grading Board and/or the annual
AFPRB round). CILOCT charges may be abated by 25 per cent for single
occupancy where only one eligible adult continues to reside in the SFA. See
also JSP 464 Part 1 Chap 3 Annex C.
Secondment, Loan Service or Exchange Appointments
09.0220.
The definitive regulations for married accommodation occupied
by UK Service personnel on secondment, Loan Service or exchange are
contained in JSP 464.
Service Personnel in Transit
09.0221.
A Service family accommodated in a Service transit mess whilst
moving from one unit to another will not be charged for that accommodation.
Substitute Service Families’ Accommodation
09.0222.
The following accommodation charge arrangements apply to
Service personnel occupying substitute SFA: 3
a.
Substitute Service Family Accommodation (SSFA) – (GB
Only). The accommodation charge for SSFA will be set at grade 1 of
the equivalent SFA charge at either the furnished or unfurnished rate,
and as appropriate to the accommodation occupied. However, the
SSFA regulations make provision for an occupant to challenge the
grading with the appropriate Service authorities in accordance with JSP
464 Part 4 where they believe that the property does not warrant
Grade 1 charges. If such a challenge is upheld the Grade for charge
may be reduced below Grade 1.
b.
Overseas Rent Allowance (ORA) – (Overseas Only). ORA
claimants occupying rented property as SFA will pay Grade 2 SFA
charges unless, with reference to JSP 464 Part 4, the CO is satisfied
that a higher charge (Grade 1) or a lower charge (Grade 3 or 4) would
be appropriate based on the standard of accommodation provided. In
instances where the occupant disputes the grading, a Board of Officers
is to be convened to determine the appropriate Grade.
3
JSP 464 Part 1 refers.
JSP 754
Edition 19 dated 1 Oct 13
9–2–6
c.
SFA Hirings (Worldwide). SFA hirings will be given a Type
and Grading classification as SFA by a Board of Officers.
Accommodation Charges for Personnel in Receipt of Statutory
Payments
09.0223.
An appropriate accommodation charge will be raised when a
Service individual who is in receipt of a statutory payment is occupying
Service accommodation irrespective of whether or not they are in receipt of
basic pay (see 08.0104).
Accommodation Charges for Service Personnel Occupying Service
Families’ Accommodation in the Falkland Islands
09.0224.
All service in the Falkland Islands is currently declared as Field
Conditions. Therefore, in order to provide a degree of parity with SLA
occupants, SFA charges are abated by the appropriate SLA charge. The
abatement is at the level of the SLA charge appropriate to the rank of the
occupant, at the same grade as the SFA occupied 4. CILOCT is payable in
accordance with 09.0208 and Section 6.
Business Process Guide
09.0225.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
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4
This abatement is based upon the individual occupying SFA in accordance with their normal
entitlement and, therefore, since Type V is normally allocated to Lt/Capt/Flt Lt & Below, this
SFA charge should be abated by the Lt/Capt/Flt Lt & Below SLA charge for Senior Officers
(SOs) who occupy Type V accommodation.
JSP 754
Edition 19 dated 1 Oct 13
9–2–7
CHAPTER 9
SECTION 3
FUEL AND LIGHT CHARGES
Aim
09.0301.
To explain the charges to be levied against Service occupants
where the electricity, gas or other fuel supplied to their SFA (including SFA
overseas) comes directly from Service sources or where the Services have a
liability to assist with the costs of utility provision on behalf of the occupants of
SFA.
Scope
09.0302.
Occupants of SFA have no entitlement to be supplied with fuel
and light from Service sources. However, where it is expedient for an
establishment to do so, supply may be made to Service accommodation
within the perimeter of an establishment, or outside if there is no reasonable
access to normal civilian sources of supply. When this happens, occupants
will not be charged more than the normal UK rate.
Rates
09.0303.
Fuel and light charges for occupants of Official Service
Residences (OSRs) and SFA overseas, irrespective of supply, are paid on a
flat rate based on average UK domestic prices. An annual reconciliation is
made to reflect actual consumption.
09.0304.
Where there is no direct supply of fuel and light occupants of
SFA are required to settle directly with the supplying merchant. The
establishment will have no involvement in the transaction.
Private Accommodation Overseas
09.0305.
Service personnel occupying privately rented accommodation
overseas who are in receipt of Overseas Rent Allowance (ORA) are normally
charged for fuel and light through their pay accounts at the ‘F&L UK Norm’
rate. In these circumstances such personnel are entitled, subject to a
maximum laid down by the Defence Infrastructure Organisation (DIO) Utilities
branch, to a refund of the charges paid by them to the landlord. These
personnel are also entitled to claim a refund of the difference between the
amounts stopped from their pay accounts in respect of fuel and light when it is
greater than the amount paid to the landlord. However, where the landlord’s
fuel and light bill exceeds the maximum approved by MOD then the Service
person will be liable to pay the excess. This is applied via Fuel and Light
(Overseas) and the Fuel and Light adjustment detailed below.
JSP 754
Edition 19 dated 1 Oct 13
9–3–1
Fuel and Light (Overseas)
09.0306.
The cost of fuel and light supplied by the Services to a Service
person in SFA or the substitute equivalents is recovered through the pay
account and is annotated on the pay statement as ‘F&L Overseas’: this
applies everywhere, including for qualifying UK SFA, as the Overseas F&L
rates are set automatically.
Fuel and Light Rates
09.0307.
Service personnel occupying SFA or the substitute equivalents,
pay F&L charges at a flat daily rate from October to September when a meter
reading of the actual fuel used is taken. A calculation is then made to
establish the difference between the fuel and light that has been paid for and
the amount actually used. This generates an amendment figure to be
charged or refunded to the occupant. Credits are applied by using the fuel
and light adjustment via the payroll. Details of any resulting fuel and light
charges are given to the Service person who will pay this via the pay roll. In
Germany, the X/Y system also incorporates a gainshare rebate mechanism,
which shares any savings arising from energy use of less than the ‘Y-rate’ with
Service personnel.
09.0308.
The rates for fuel and light charges are issued annually by
Defence Infrastructure Organisation Utilities branch.
Exceptional Arrangements
09.0309.
Fuel and light charges will be raised in accordance with the
regulations set out in this section other than in the following circumstances:
a.
SFA occupied by Virtue of Appointment. DIO is responsible,
in accordance with local arrangements, for meeting all utility costs (gas,
electricity, heating oil etc) for SFA which is occupied by an individual by
virtue of their appointment who is P Stat Cat 3, 4 or 5 and
unaccompanied; these properties are locally administered with energy
bills sent to the designated billing unit for payment. When an
unaccompanied individual, who is PStat Cat 1, 1s/c or 2, occupies SFA
by virtue of their appointment they pay no SLA charge, and by definition
no utility charge as it forms part of the SLA charge provided they are
involuntarily separated (INVOLSEP). Army individuals in PStat Cats 1,
1s/c or 2 who are voluntary separated (VOLSEP) will pay a SLA
accommodation charge unless they are exempted under the terms of
the Army over age 37 provision (see 09.0209c).
JSP 754
Edition 19 dated 1 Oct 13
9–3–2
Business Process Guide
09.0310.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
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JSP 754
Edition 19 dated 1 Oct 13
9–3–3
CHAPTER 9
SECTION 4
GARAGES AND CARPORTS
Aim
09.0401.
To explain the charges to be levied against a Service person
who has been allocated a garage or a carport.
Charges
09.0402.
Garages and carports allocated to Service personnel (whether
or not they are used for storing vehicles) are to be charged at the appropriate
standard or sub-standard garage or carport rate for each car space (see
09.0408).
09.0403.
All personnel allocated a garage or carport, other than those
mentioned in 09.0406 and 09.0407, will pay a garage or carport charge.
Rates
09.0404.
Garage and carport charges are recommended by the Armed
Forces Pay Review Body (AFPRB) and promulgated annually by CDP
Remunerationin a Directed Letter.
Garages That Can Not Be Alienated
09.0405.
Where the garage/carport forms part of the SFA (this means it is
adjoining or an integral part of the SFA structure), or it is located within the
borders of the property, it is considered to be inalienable and the occupant will
pay a charge whether it is their intention to utilise the garage/carport or not.
Inalienable garages are not to be re-allocated for use to other personnel.
Garages That Can Be Alienated
09.0406.
Where the garage/carport is alienable (this means that the
garage is outside the borders of the SFA or located elsewhere on the estate or
in a block of garages remote from the SFA), the occupant may declare that
they do not intend to use it and therefore no charge is to be made.
Notification is to be given immediately if the individual subsequently chooses
to use the garage or carport so that appropriate charges can be raised.
Alienable garages may be allocated to other personnel subject to them paying
the appropriate charge.
JSP 754
Edition 19 dated 1 Oct 13
9–4–1
Unused Garages
09.0407.
Garages that are not required by the occupants of SFA, other
than those that are inalienable, are to be added to the pool of garages for
allocation and users are to pay the appropriate charges.
Exemptions
09.0408.
Service personnel allocated a Service vehicle will not pay a
charge for the garage or carport within which the Service vehicle is
permanently kept. Garages or carports allocated to park Service vehicles are
not to be used for private vehicles.
Sub-Standard Garage and Carport Charges
09.0409.
Sub-standard charges will be raised in respect of the following:
a.
Sub-Standard Garages. Sub-standard charges will be raised
for garages that measure less than 4.3 metres in length and/or 2.3
metres in width (internal measurements) and/or less than 1.85
clearance height at entrance
b.
Below Standard Garages. Below-standard charges will be
raised against garages that have been formally deemed by Defence
Estates to be of such insubstantial construction that it offers little or no
security.
c.
Sub-Standard Purpose-Built Carports. Sub-standard
charges will be raised for carports that measure less than 4.3 metres in
length and/or 2.3 metres in width (internal measurements) and/or less
than 1.85 metres clearance height at entrance.
Electricity and Heating Costs
09.0410.
met by:
The cost of electricity and heating supplied to a garage will be
a.
The user when the supply comes from a SFA.
b.
The user when it is separately metered.
c.
By mutual arrangement between the user and the SFA occupant
when the supply of electricity comes from another Service person’s
SFA.
JSP 754
Edition 19 dated 1 Oct 13
9–4–2
Business Process Guide
09.0411.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
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JSP 754
Edition 19 dated 1 Oct 13
9–4–3
CHAPTER 9
SECTION 5
GARAGE ENCROACHMENTS
Aim
09.0501.
The aim of this section is to explain when a garage
encroachment charge will be raised.
Definition
09.0502. A garage encroachment is:
a.
A privately erected purpose-built garage or carport.
b.
Privately altered or adapted accommodation that provides
garage space as a rent-free encroachment on MOD land in the UK.
Scope
09.0503.
This section applies to all Service personnel with a garage
encroachment.
Change of Ownership
09.0504.
On handover of SFA, unless the incoming tenant agrees to
accept responsibility for the garage encroachment it is the responsibility of the
previous occupant to remove it.
09.0505.
It is the responsibility of the existing occupant to provide the
written confirmation from the new occupant that they are prepared to take
over the encroachment and the date upon which the new occupant becomes
liable for garage encroachment charges.
Business Process Guide
09.0506.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
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JSP 754
Edition 19 dated 1 Oct 13
9–5–1
CHAPTER 9
SECTION 6
CONTRIBUTIONS IN LIEU OF COUNCIL TAX
Aim
09.0601.
To explain the reason and methodology for the recovery of
Contributions In Lieu Of Council Tax (CILOCT), to be paid by Service
personnel living in publicly funded accommodation and paying
accommodation charges.
Scope
09.0602.
The regulations in this Section apply to all members of the
Regular and Reserve forces occupying SFA, SLA and the substitute
equivalents.
Background
09.0603.
Council Tax (CT) is payable on residential properties in the
United Kingdom, other than in Northern Ireland where rates are payable.
However, Service accommodation in England, Scotland and Wales is formally
exempt from the CT regime and the MOD instead pays CILOCT to local
authorities, broadly equivalent to the amount of CT that would otherwise be
due. The average contribution, determined by the type of property occupied,
is then recovered from Service occupants with their accommodation charge.
Service personnel serving overseas are charged the same levels of CILOCT
in respect of the services provided by MOD (or on its behalf by an agency in
the host nation), which would normally be provided by a local authority in the
UK. Such services, which would normally be provided by a local authority,
include schools, social services, roads, police, fire brigade, recreation
facilities, environmental health, refuse collection and street lighting. This
broadly maintains the ethos of Service personnel paying the same charges for
similar accommodation occupied wherever they are serving in the world and
contributes to funding of equivalent local services. With effect from 1 August
2007 this includes Northern Ireland.
Rates
09.0604.
The level of CILOCT payable by Service personnel occupying
SFA and SLA is calculated and promulgated annually by CDP Remuneration.
The charge is determined by dividing the number of occupied 1 properties (by
type) by the total amount payable to local authorities (LA) for each type of
property. This maintains the ethos of Service personnel paying the same in
respect of accommodation irrespective of their location.
1
CILOCT for unoccupied properties is met centrally by MOD.
JSP 754
Edition 19 dated 1 Oct 13
9–6–1
Private Accommodation
09.0605.
Service personnel who own or rent private accommodation are
responsible for paying CT direct to the appropriate LA concerned. If they also
occupy Service accommodation they may ask their LA to reduce the rate of
CT due on the private property for single or nil occupancy. For service
personnel who own or rent a private property, a 50% council tax discount may
be claimed from their local authority, where their main job-related dwelling is
provided by the Ministry of Defence anywhere in Great Britain and their
private property is in:
• England, under the Council Tax (Prescribed Classes of Dwellings)
(England) Regulations 2003, SI 2003/3011 (as amended by SI
2004/926 and SI 2005/416).
• Scotland, under The Council Tax (Discount for Unoccupied Dwellings)
(Scotland) Regulations 2005, SI 2005 No. 51.
• Wales, under The Council Tax (Prescribed Classes of Dwellings)
(Wales) (Amendment) Regulations 2010, Welsh Statutory Instruments
2010 No. 612 (W.58).
This is not the case where the job-related dwelling is in Northern Ireland, as
council tax is not paid there.
Exemptions from Contributions in Lieu of Council Tax
09.0606. The following categories of personnel are exempt from CILOCT:
a.
Service personnel under 18 years of age.
b.
Foreign exchange officers occupying Service accommodation.
Special Provisions
09.0607.
In normal circumstances, personnel will be liable for CILOCT
only in respect of one Service property, the rate of CILOCT for which will
normally be determined by the type of accommodation occupied. However,
the following exceptions and variations apply:
a,
Irrespective of normal entitlement to Service accommodation
CILOCT will be always charged at a rate consistent with the
accommodation charge. For example, Service personnel who occupy
accommodation below their normal entitlement will pay a CILOCT
appropriate to the type of accommodation occupied, not their normal
entitlement. Similarly, Service personnel who voluntarily occupy
accommodation above their normal entitlement will pay CILOCT
appropriate to the type of property occupied and not to that of their
normal entitlement.
b.
Service personnel occupying 2 properties, whether SFA or SLA,
are liable for accommodation charges on both and will have a liability to
pay CILOCT for both.
JSP 754
Edition 19 dated 1 Oct 13
9–6–2
Eligibility for Discounts
09.0608.
In common with normal CT rules, a discount of 25 % is
applicable to single householders living as single adults in SFA or the
substitute equivalents who pay CILOCT. The discount is not payable to
personnel with a PStat Cat of 1s or 5s unless the spouse or partner meets the
criteria of paragraphs a to g. To qualify for a discount, an occupant must be
living alone, or solely with persons who fall into one of the following categories:
a.
Dependant children 2.
b.
Non-dependants under the age of 18 years.
c.
Individuals in receipt of Income Support.
d.
Full-time students (but excluding students in receipt of their
normal salary, e.g. Service personnel on training courses at university).
e.
Student nurses on a pre-registration course.
f.
Apprentices undertaking training leading to a qualification
recognised by the National Council for Vocational Qualifications and
earning less than a minimum amount as specified by the Department
for Education and Science. This figure will be available from the
appropriate local authority.
g.
Severely mentally impaired individuals. To qualify for the
concession a doctor’s certificate must be provided to a suitably
qualified person (not below OF3) to certify that the individual is severely
mentally impaired, which means they have a severe impairment of
intelligence and social functioning and that the condition appears to be
permanent.
h.
Carers for a liable person. To qualify for the concession the
carer must reside with another person for whom a disability pension or
allowance is payable. The carer must provide care for a minimum
average of 35 hours per week. Those caring for a disabled spouse or
child under age 16 do not qualify under this particular category of
qualification.
09.0609.
Service personnel who claim the 25 % CILOCT discount must
give immediate notification of any changes of circumstances that may affect
their eligibility for the discount.
2
As defined in JSP 752 Chapter 1 Section 2.
JSP 754
Edition 19 dated 1 Oct 13
9–6–3
Business Process Guide
09.0610.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
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JSP 754
Edition 19 dated 1 Oct 13
9–6–4
CHAPTER 9
SECTION 7
RENT, RATES AND COUNCIL TAX REBATE SCHEME
(Subject to review in order to take account of recent and future changes to benefit
entitlements)
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JSP 754
Edition 19 dated 1 Oct 13
9–7–1
CHAPTER 9
SECTION 8
CARAVAN SITE FACILITIES
Aim
09.0801.
To explain the charges to be levied against Service personnel
who keep a caravan on MOD property.
Scope
09.0802.
This section applies to all Service personnel with a caravan kept
on MOD land.
Definition of Charge
09.0803.
Where a caravan is kept on MOD property, this will be regarded,
for charging purposes as an encroachment. The charges are set on an
individual basis by Defence Estates to cover one or all of the following:
a.
Water supply.
b.
Refuse collection.
c.
Sanitary services.
d.
Power and light in communal facilities.
e.
A sum in lieu of rent.
Responsibility
09.0804.
The owner is responsible for charges in respect of gas and
electricity consumed by them whether metered and charged by the relevant
authority or unmetered and assessed by the Caravan Site Officer, and for any
other locally assessed charges.
Business Process Guide
09.0805.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
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JSP 754
Edition 19 dated 1 Oct 13
9–8–1
CHAPTER 9
SECTION 9
SERVICES COTSWOLD CENTRE, CORSHAM
Aim
09.0901.
To explain when to raise charges against Service personnel for
the cost of facilities provided for their families when they occupy
accommodation at the Services Cotswold Centre (SCC), Corsham, Wiltshire.
Scope
09.0902.
These regulations apply to all regular Service personnel in PStat
Cats 1 and 2 and their families who are eligible to be accommodated at the
Tri-Service, short term, families transit facility: the SCC, Corsham.
Liability
09.0903.
All Service personnel and their families accommodated at SCC
Corsham are liable to pay the appropriate charge. The charge is set at a daily
rate that comprises elements for accommodation, central heating, light and
laundering of bed linen and towels. If Service personnel are occupying
Service accommodation whilst their family is accommodated at the SCC then,
unless otherwise exempted, they will pay the appropriate accommodation
charge.
Effective Dates
09.0904.
The appropriate charges are to be raised from the first full day
after arrival at SCC, and are to include the last day of the stay.
Rates
09.0905.
The rates for the charges are set by the SCC Management
Committee chaired by Colonel Army Welfare Service (Col AWS). They are
reviewed annually and published in a Defence Instruction Notice (DIN).
Recovery of Charges
09.0906.
Charges are to be recovered by the SPVA from the Service
person’s pay account in accordance with the information provided by the Unit
Administrative staff of the SCC. Where this is not possible, charges are to be
met by cash or a personal cheque made payable to: HMG 3658.
JSP 754
Edition 19 dated 1 Oct 13
9–9–1
Business Process Guide
09.0907.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
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JSP 754
Edition 19 dated 1 Oct 13
9–9–2
CHAPTER 9
SECTION 10
FOOD CHARGING
Aim
09.1001.
The aim of this section is to provide the policy regarding the
charge for Service personnel who are liable to pay for their food when it is
supplied either directly or indirectly from Service sources. It also provides the
policy for the raising and levying of food charges.
Scope
09.1002.
The regulations in this section apply to all members of the
Armed Forces.
Food Charge Rates
09.1003.
Service Food Charges are recommended by the Armed Forces
Pay Review Body (AFPRB) and promulgated annually by CDP Remuneration
in a Directed Letter. The Daily Food Charge (DFC) recommended by the
AFPRB is also used as the basis for the cost of the ‘Core Menu’ in Catering
Retail and Leisure/Pay As You Dine (CRL/PAYD) outlets and the Entitled
Casual Meal Charge (ECMC).
Liability
09.1004.
There is only one category of food charge; namely the DFC. The
DFC is applied on all non CRL/PAYD units and some CRL/PAYD units;
specifically Phase 1 training units. In CRL/PAYD units personnel simply pay
at the point of sale for the meal they wish to consume. An explanation of the
entitlement to be fed at Crown expense i.e. guard duty, on exercise etc is
provided in JSP 456 Vol 4.
Duration of Payments
09.1005.
The DFC is raised on a continuous basis and covers a 24 hour
period or one night, which is the period from 0300 hours to 0300 hours.
Personnel will pay the DFC on the day they join a unit/station but not on the
day they depart. This is not applicable on a CRL/PAYD unit.
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 1
Field Conditions (Food)
09.1006.
a.
Field Conditions (Food) (FC(F)). FC(F) should be declared in
the following situations 1:
(1)
When on operations.
(2)
When on authorised exercise 2
(3)
In exceptional circumstances. In the event of an
exceptional set of circumstances that necessitates the
consideration of a unit wishing to authorise (FC(F)) they are to
provide a detailed justification to DFS, as custodian of the Defence
Food Vote, via the appropriate Front Line Command (FLC) for
approval.
b.
CRL/PAYD Units 3. Phase 1 Training establishments that
operate within a CRL/PAYD contract need to declare FC(F) when their
recruits/trainees, who are paying the DFC, are on authorised exercises
for a 24 hour period or more.
Duty Meals
09.1007.
Personnel are entitled to a Duty Meal when they are required to
carry out additional duties outside published working hours, including
weekday nights and public holidays. Claim procedure is as follows:
a.
Non-PAYD Sites: Personnel required to carry out additional
duties for a period of duty of at least 24 hours are to be taken on to the
unit ration strength for the period of their duty and fed without paying a
DFC.
b.
CRL/PAYD Sites: Duty personnel who choose to purchase
meals may reclaim expenditure up to the value of the Core Meal under
Reclaim the DFC / Core meal on JPA, JSP 752 Chapter 3, Section 3
refers.
Officers, WOs and SNCOs may be required to pay extra messing charges.
Regulations for Duty Meals are contained in JSP 456 Volume 4.
1
In order to be eligible for LSA under the Field Conditions criteria (JSP 752 para 05.0103e(3))
both FC(SLA) and FC(F) must be declared (see para 09.0107h).
2
JSP 456 Vol 2 Chap 5 refers for Non CRL/PAYD units.
3
JSP 456 Vol 4 Chap 2 refers for CRL/PAYD units.
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 2
09.1008.
This concession does not apply to:
a.
Personnel living out who take meals in a mess during their
normal working hours. They will be required to pay in accordance with
09.1004 (but see 09.1009 for seagoing personnel).
b.
Shift workers during their shift or watch keeping duty hours.
c.
Personnel who choose to work outside their normal duty hours.
d.
Personnel living out who could have returned to their Residence
at Work Address (RWA) to eat.
e.
Personnel in receipt of ‘Living Out Supplemented’ rate of LOA
(LOSLOA) or ‘Find Own Food’ rates of Small Station LOA (FOFLOA).
f.
Personnel in receipt of Food and Incidental Allowance (FIA)
g.
Personnel in receipt of Lodging Allowance (LA).
h.
Personnel in receipt of Special Messing Allowance (SMA).
09.1009.
Shipboard Conditions. All Service personnel assigned to a
ship who are permanently accommodated onboard are entitled to be fed at
Crown expense are those who are classified as being on duty as detailed in
09.1007. Personnel who do not meet these criteria will be charged for meals
taken alongside in base port at the Entitled Casual Meal Charge.
Personnel on Temporary Assignments
09.1010.
Personnel Paying the DFC on a Continuous Basis.
Personnel who are paying the DFC on a continuous basis at their
normal/permanent duty station/parent unit who proceed on a
temporary/detached assignment will continue to pay the DFC, if applicable, at
the temporary/detached assignment. This includes those temporarily assigned
to a CRL/PAYD unit, where they will be eligible to receive the Core Meal (see
also 09.1004 and JSP 752 Chapter 5 Section 3).
Exemptions
09.1011.
The DFC is not payable in the following circumstances:
a.
Where pay has been forfeited. The reasons for this include
when:
(1)
An individual is held in civil custody or military detention.
(2)
An individual is Absent Without Leave.
(3)
An individual is under sentence awaiting repatriation.
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 3
b.
When an individual is on leave and absent from the Unit,
including sick leave, weekends (or part weekends) and stand downs of
24 hours or more. The waiver of the DFC and removal from ration
strength will be retrospective to the beginning of the period. Shift
workers absent for 24 hours or more between shift cycles will be
exempt from the DFC from the second day when they will be taken off
the ration strength, if they are away from the unit. Exemption will be
applied retrospectively to the beginning of the period. See Business
Process Guide at 09.1015 for claims procedures.
c.
When an individual is in a military or civilian hospital, Medical
Reception Station or military rehabilitation unit as an in-patient. The
DFC, if paid, will cease from the date of admission.
d.
When an individual is serving on FC(F) or Shipboard Conditions
for a period of 24 hours or more (see 09.1005) the following applies:
(1)
The DFC will be refunded retrospectively to the date on
which field or shipboard conditions were deemed applicable.
(2)
Field or Shipboard Conditions may apply separately to
either the DFC or single living accommodation charges in the
following circumstances:
(a)
An individual in a Service mess may receive a
DFC waiver if feeding arrangements are substandard.
(b)
An individual on Field or Shipboard Conditions
(Accommodation) but feeding in a standard mess will be
liable for a DFC, or pay for meals under CRL/PAYD.
e.
When a Commanding Officer (CO) has given authority for an
individual to live out of barracks.
f.
When a Service person is in transit by ship or air for a period of
24 hours or more. Exemption will be retrospective to the date of
departure from the unit/station or RWA.
g.
When, due to the exigencies of the Service, an individual is
unable to eat at the unit/station to which they are assigned, or
temporarily assigned, for a period of 24 hours or more and Subsistence
Allowance is not admissible and a reclaim of the DFC or appropriate
Core meal has not been made for the same period. Exemption will be
applied retrospectively from the beginning of the period.
h.
When an individual is declared ‘missing’ or ‘Prisoner of War’
retrospective from the beginning of the period.
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 4
i.
When an individual is on Loan Service with a Foreign or
Commonwealth government and is receiving free food or a cash
allowance from the host nation.
j.
When an individual is in a transit mess when travelling to and
from overseas on assignment or temporary assignment.
k.
When an individual is on an approved Adventurous Training
expedition for a period of 24 hours or more when Field Conditions
(Food) apply.
l.
When an individual is on an approved representative sport and
unable to eat at the unit/station to which they are assigned, or
temporarily assigned, for a period of 24 hours or more and
Subsistence Allowance is not admissible and a claim for a refund of the
DFC/ core meal has not been made for the same period. Exemption
will be applied retrospectively from the beginning of the period.
Service Supervisory and Punishment Orders (SSPOs) - Impact on Food
Charges
09.1012.
A Service person subject to an SSPO who, for the duration of
the Order is prevented from leaving a specified unit or establishment without
the permission of the CO, shall be liable to pay appropriate food charges in
accordance with these food charging regulations.
Payment of the DFC Whilst in Receipt of Food Related Allowances
09.1013.
When considering the raising of the DFC the following must be
taken into account:
a.
A DFC is not raised when an individual is in receipt of FIA,
LOSLOA, LA or SMA. In calculating these allowances, the amount of
the allowance has been reduced to allow for the fact that a DFC is not
paid. When eating on a casual basis in a Messing facility these
individuals will pay the Entitled Casual Meal Charge or the actual menu
charges on a PAYD unit as appropriate (see 09.1004).
b.
A DFC is not raised when an individual is in receipt of Small
Stations Local Overseas Allowance (SSLOA) (see JSP 752, Chapter 6
Section 3). When eating on a casual basis in a Messing facility these
individuals should pay the Entitled Casual Meal Charge or the actual
menu charges on a PAYD unit as appropriate (see 09.1004).
c.
If the individual is paying a continuous DFC, a Reclaim the Daily
Food Charge/Core Meal claim may be admissible in accordance with
JSP 752, Chapter 3 Section 3.
d.
Where an individual is absent from their permanent or temporary
assignment station in excess of 5 hours and no Service food or drink
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 5
has been, or can be provided, if the individual purchases a meal from a
non-public source (whether they pay a DFC, are fed under PAYD
arrangements or live out) they may be entitled to claim Subsistence
Allowance in accordance with JSP 752, Chapter 3 Section 1.
e.
A DFC is not payable for personnel in receipt of LOSLOA.
09.1014.
Home Savings Contributions for School Meals for Boarders
in Germany. Regulations contained in JSP 342 - Education of Service
Children.
Business Process Guide
09.1015.
The relevant Business Process Guide (BPG) relating to this
Section can be found at:
http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905005.
htm
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
09 – 10 - 6
CHAPTER 9
SECTION 11
COUNCIL TAX RELIEF FOR SERVICE PERSONNEL ON SPECIFIED
OPERATIONS
Council Tax Relief for Service Personnel on Specified Operations can be found in
JSP 752 Chapter 2 Section 5.
Back to Chapter Contents Page
Back to Main Contents Page
JSP 754
Edition 19 dated 1 Oct 13
09 – 11 - 1
ATTACHMENTS
DIRECTED LETTERS AND CILOCT / CTR SIGNAL
2013 Tri-Service Pay Directed Letter for Regular Personnel
2013 Tri-Service Pay Directed Letter for Special Forces Personnel
2013 Tri-Service Pay Directed Letter for Senior Military Personnel
2013 Tri-Service Pay Directed Letter for Medical & Dental Officers
2013 Tri-Service Pay Directed Letter for Reserve Personnel
CILOCT and CTR Signal
Assistant Head Pay
REMUNERATION TEAM
Robert Harkins
Level 6, Zone M, Desk 41
Main Building
Whitehall
London SW1A 2HB
REM 04.01.06A
Telephone: 020 7807 8293
E-Mail:
pers trg-rem-pay pol-mailbox
See Distribution
27 March 2013
2013/14 ARMED FORCES PAY REVIEW
RATES OF PAY, SPECIALIST PAY AND CHARGES FOR THE ROYAL NAVY, ROYAL
MARINES, THE ARMY AND THE ROYAL AIR FORCE
References:
A.
B.
Armed Forces’ Pay Review Body Forty-Second Report 2013 (Cm8571).
SP PAM 04.01.06A dated 22 March 2012.
1.
Following the submission of recommendations by the Armed Forces’ Pay Review
Body in their Report (Reference A), I am directed to inform you of the rates of pay, specialist
pay (which is to be renamed Recruitment & Retention Payment (RRP)) and charges for
Regular Officers and Other Ranks effective from 1 April 2013 to 31 March 2014, unless
otherwise stated. These are detailed in the Annexes to this letter and replace those given at
Reference B.
2.
The Government have accepted the recommendations, which will become effective as
follows:
a.
From 1 April 2013 a 1% increase to base pay;
b.
From 1 April 2013 a 1% increase to Specialist Pay (which is to be renamed
Recruitment & Retention Payment), Compensatory Allowances, Reserve
Bounties and Call-Out Gratuities;
c.
From 1 April 2013 a new Commitment Bonus for Direct Entrant TA Junior
Officers, and certain ex-Regulars, in the early years of their Reserve Service;
d.
From 1 April 2013 revised charges for accommodation and food (revised
charges are at Annexes D and E);
e.
From 1 May 2013 a 0.5% increase to the level of X-Factor paid to Regular
(except MPGS) and Full-Time Reserve Service (Full Commitment) personnel;
f.
From 1 November 2012 a FRI for suitably qualified Petty Officer and Chief Petty
Officer personnel Serving in Weapon Engineering Submarines Strategic
Weapons Systems specialisation; and
g.
From 1 April 2014 the merger Chaplain to the Forces and Principal Chaplain
pay scales into a new CF1 pay scale.
Scope and Application
3.
Rates of pay in this letter apply to all Royal Navy, Royal Marine, Army and Royal Air
Force Regular Service personnel up to and including 1-star rank. Rates of specialist pay
(which is to be renamed Recruitment & Retention Payment (RRP)) and charges apply to all
Regular and Reserve personnel.
4.
Rates of pay for the following groups will be issued in separate Directed Letters:
•
•
•
•
•
5.
Senior Officers.
Medical and Dental Officers.
Special Forces and Niche Capabilities.
Reserve Personnel.
Royal Gibraltar Regiment.
The following details will be promulgated separately:
a.
Allowances;
b.
Family Maintenance Grant;
c.
Revised rates of retired pay, pensions, terminal grants and gratuities; and
d.
Contributions in Lieu of Council Tax (CILOCT) charges.
Implementation
6.
The new rates resulting from the pay award shall be implemented with normal salary
payments at the end of April 2013 (and again at the end of May 2013 for those in receipt of
additional X-Factor). The required changes to JSP 754, Tri-Service Regulations for Pay and
Charges, will be made as soon as possible.
[ORIGINAL SIGNED]
Robert Harkins
2
Annexes:
Annex A.
Rates of Pay for Officers of the RN, Army and RAF on the Main scale, and
Chaplains, Veterinary Officers, Late Entry Officers, Nursing Officers and those
on the PA spine for 2013/2014.
Annex B.
Rates of Pay for Ratings/Other Ranks on the Main scale, MPGS, Nurses,
Divers and NCA for 2013/14.
Annex C.
Rates of Specialist Pay (which is to be renamed Recruitment & Retention
Payment) for 2013/2014.
Annex D.
Food Charges for 2013/2014.
Annex E.
Accommodation Charges for 2013/2014.
3
Distribution List
Action:
SPVA-CE
SPVA-FutDev Change Gate SO1
Information:
Pers Trg-DCDS-MA
Pers Trg-D SP Pol ExO
FLEET-DNPS PPA DACOS
LF-DPS(A)-PS10A-AD
Air-COSPers-Pol PayAllces DACOS
SPVA-FutDev Payand Pensions SO1
SPVA-FutDev PayandCharges SO2
Pers Trg-Rem-Future AFPS Pol 5
SPVA-DVS-AFPS-PPT2D
4
Annex A to REM 04.01.06A dated 27 March 2013
RATES OF PAY
OFFICERS
Rank
OF6 Range
Navy: Commodore
R.M. Brigadier
Army: Brigadier
RAF: Air Commodore
Annual
1 April 2013
1 May 2013
Level 5
Level 4
Level 3
Level 2
Level 1
£101,973.24
£100,972.80
£102,145.08
£101,144.76
£99,984.84
£100,156.68
£98,992.68
£99,164.52
£98,000.52
£98,172.48
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£90,302.40
£89,277.48
£88,252.68
£87,231.72
£86,211.00
£85,190.16
£84,169.32
£83,144.40
£90,560.28
£89,535.36
£88,510.56
£87,489.60
£86,468.88
£85,448.04
£84,427.20
£83,402.28
£82,123.56
£82,381.44
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£78,393.36
£77,379.12
£76,365.24
£75,360.36
£71,267.16
£70,377.96
£69,488.52
£68,599.44
£78,737.16
£77,718.48
£76,700.16
£75,690.96
£71,579.76
£70,686.72
£69,793.32
£68,900.28
£67,701.96
£67,998.84
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£57,771.60
£56,576.16
£55,389.00
£54,198.00
£52,998.60
£51,811.44
£50,611.92
£49,429.32
£58,025.04
£56,824.20
£55,631.88
£54,435.72
£53,231.04
£52,038.72
£50,833.92
£49,646.04
£48,238.20
£48,449.76
OF5 Range
Navy: Captain
R.M. Colonel
Army: Colonel
RAF: Group Captain
OF4 Range
Navy: Commander
R.M. Lieutenant Colonel
Army: Lieutenant Colonel
RAF: Wing Commander
OF3 Range
Navy: Lieutenant Commander
R.M. Major
Army: Major
RAF: Squadron Leader
A-1
OF2 Range
Navy: Lieutenant
R.M. Captain
Army: Captain
RAF: Flight Lieutenant
Annual
1 April 2013
1 May 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£45,541.44
£45,024.36
£44,499.12
£43,469.28
£42,431.16
£41,401.20
£40,359.00
£39,321.00
£38,295.12
£45,741.12
£45,221.76
£44,694.24
£43,659.96
£42,617.28
£41,582.76
£40,536.00
£39,493.44
£38,463.12
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1 #
£33,030.00
£32,239.92
£31,458.24
£30,672.60
£29,882.40
£24,861.48
£22,028.28
£19,261.56
£17,694.24
£16,234.20
£33,174.84
£32,381.28
£31,596.24
£30,807.12
£30,013.56
£24,970.56
£22,124.88
£19,346.04
£17,771.88
£16,305.36
UCE
Level 4
Level 3
Level 2
Level 1
£18,583.32
£17,065.80
£15,254.04
£13,351.32
£18,664.80
£17,140.68
£15,320.88
£13,409.88
OF1 Range
Navy: See Table Below
R.M. See Table Below
Army: See Table Below
RAF: See Table Below
UCE + 3
UCE +2
UCE +1
UCE OA
JPA for OF1
RANK
Pay Spine
OF1 Range
Army: 2nd Lieutenant
Graduate and non-Graduate Direct
entrants during Initial Officer
Training
Gap Year Commission
RN: Midshipman
RM: 2nd Lieutenant
Army 2nd Lieutenant
RAF: Acting Pilot Officer/Pilot Officer
RN: Sub-Lieutenant
RM: Lieutenant
Army: Lieutenant
RAF: Flying Officer
A-2
Level 1
Levels 2-3
Level 4
Level 5
Level 6 - 10
CHAPLAINS OF ALL DENOMINATIONS
Chaplain Class 2, 3 & 4 or equivalent
Chaplain of the Fleet, Chaplain General
& Chaplain in Chief
Annual
1 April 2013
£98,047.68
Level 5
£97,038.48
Level 4
£96,041.64
Level 3
£95,040.96
Level 2
£94,039.92
Level 1
Annual
1 April 2013
Level 27
Level 26
Level 25
Level 24
Level 23
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Deputy Chaplain General #
£86,652.36
Level 5
£85,619.04
Level 4
£84,585.12
Level 3
£83,555.16
Level 2
£82,525.44
Level 1
Principal Chaplain
Level 4
Level 3
Level 2
Level 1
£81,495.60
£80,465.64
£79,431.60
£78,401.64
Chaplain (Class 1) ##
Level 2**
Level 1*
£74,026.08
£71,271.24
# Army Only
## Army & RAF only
* OA rate with less than 24 years' service
** OA rate with more than 24 years' service
A-3
£74,026.08
£72,648.60
£71,271.24
£69,902.16
£68,554.08
£67,176.72
£65,795.16
£64,422.12
£63,044.88
£61,671.48
£60,294.48
£58,921.08
£57,543.96
£56,170.68
£54,797.76
£53,416.44
£52,047.36
£50,669.88
£49,296.96
£47,915.40
£46,546.44
£45,160.80
£43,791.72
£42,418.68
£41,045.64
£39,664.20
£38,295.12
CHAPLAINS OF ALL DENOMINATIONS
Chaplain Class 2, 3 & 4 or equivalent
Chaplain of the Fleet, Chaplain General
& Chaplain in Chief
Annual
1 May 2013
£98,477.76
Level 5
£97,464.12
Level 4
£96,462.96
Level 3
£95,457.84
Level 2
£94,452.36
Level 1
Annual
1 May 2013
Deputy Chaplain General #
£87,032.40
Level 5
£85,994.52
Level 4
£84,956.04
Level 3
£83,921.64
Level 2
£82,887.36
Level 1
Principal Chaplain, Deputy Chaplain of
the Fleet.
£81,853.08
Level 4
£80,818.56
Level 3
£79,779.96
Level 2
£78,745.44
Level 1
Chaplain (Class 1) ##
Level 2**
Level 1*
£74,350.68
£71,583.84
# Army Only
## Army & RAF only
* OA rate with less than 24 years' service
** OA rate with more than 24 years' service
A-4
Level 27
Level 26
Level 25
Level 24
Level 23
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
£74,350.68
£72,967.20
£71,583.84
£70,208.76
£68,854.68
Level 16
£59,179.56
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£57,796.32
£56,417.04
£55,038.00
£53,650.68
£67,471.32
£66,083.76
£64,704.72
£63,321.36
£61,941.96
£60,558.96
£52,276.60
£50,892.12
£49,513.20
£48,125.64
£46,750.68
£45,358.92
£43,983.84
£42,604.68
£41,225.64
£39,838.20
£38,463.12
VETERINARY OFFICERS OF THE ARMY VETERINARY AND REMOUNT SERVICES
Lieutenant Colonel
Level 5
Level 4
Level 3
Level 2
Level 1
Major, Captain
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 April 2013
1 May 2013
£74,840.64
£73,707.48
£72,578.28
£71,440.92
£70,315.92
£75,168.96
£74,030.76
£72,896.64
£71,754.24
£70,624.32
£68,260.32
£66,849.96
£65,435.40
£64,025.04
£62,618.88
£61,204.32
£59,798.04
£58,379.52
£56,981.40
£55,757.40
£54,549.60
£53,192.88
£51,832.20
£50,475.48
£49,127.16
£47,770.56
£46,414.20
£45,061.32
£43,705.08
£42,352.32
£40,995.84
£38,295.12
£68,559.72
£67,143.12
£65,722.44
£64,305.84
£62,893.44
£61,472.76
£60,060.24
£58,635.60
£57,231.36
£56,001.96
£54,788.76
£53,426.16
£52,059.48
£50,696.88
£49,342.68
£47,980.08
£46,617.72
£45,258.96
£43,896.84
£42,538.08
£41,175.60
£38,463.12
A-5
SENIOR UPPER YARDMEN/SENIOR CORPS COMMISSION OFFICERS OF THE RN AND
RM, NAVAL PERSONAL & FAMILY SERVICE OFFICERS, NAVAL CAREERS SERVICE
OFFICERS, REGULAR COMMISSION (LATE ENTRY) OFFICERS, INTERMEDIATE
REGULAR COMMISSION (LATE ENTRY), SHORT SERVICE COMMISSION (LATE ENTRY)
OFFICERS, REGULAR RAF BRANCH OFFICERS a, REGULAR RAF OFFICERS IN THE
MEDICAL TECHNICIAN BRANCH b, COMMISSIONED WARRANT OFFICERS (RAF) &
DIRECTOR OF MUSIC c
Rank
Level 15
Level 14
Level 13
Level 12
Level 11 d
Level 10
Level 9
Level 8
Level 7 (Note 1)
Level 6
Level 5
Level 4 (Note 2)
Level 3
Level 2
Level 1 (Note 3)
Annual
1 April 2013
1 May 2013
£51,186.96
£50,852.04
£50,500.44
£49,818.00
£49,139.64
£48,452.88
£47,770.56
£47,088.36
£46,236.24
£45,710.88
£45,177.24
£44,122.80
£43,597.32
£43,059.84
£42,009.12
£51,411.48
£51,075.00
£50,721.84
£50,036.52
£49,355.16
£48,665.40
£47,980.08
£47,294.88
£46,439.04
£45,911.40
£45,375.36
£44,316.36
£43,788.60
£43,248.72
£42,193.32
Note 1: Officers Commissioned from the Ranks with more than 15 years’ service in the Ranks enter on Level 7.
Note 2: Officers Commissioned from the Ranks with between 12 & 15 years’ service in the Ranks enter on Level 4.
Note 3: Officers Commissioned from the Ranks with less than 12 years’ service in the Ranks enter on Level 1.
a
RAF Branch Officer rates of pay are no longer available to non-commissioned personnel selected for commissioning, who
commenced Initial Officer Training after 1 Apr 02.
b
Officers in the Medical Technician Branch appointed to commissions before 1 June 1998.
c
Directors of Music on pre Pay 2000 rates of pay.
d
An incremental bar exists at Level 11 for Naval Careers Service Officers which prohibits progression through Levels 12 to 15.
A-6
PROFESSIONAL AVIATOR PAY SPINE
Rank
Level 35
Level 34
Level 33 a
Level 32
Level 31
Level 30 bc
Level 29
Level 28
Level 27 d
Level 26
Level 25
Level 24 e
Level 23
Level 22 f
Level 21
Level 20 gh
Level 19
Level 18
Level 17
Level 16 i
Level 15
Level 14
Level 13
Level 12 j
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
a
b
c
d
e
f
g
h
i
j
Annual
1 April 2013
1 May 2013
£78,401.64
£77,326.44
£76,247.04
£75,171.48
£74,100.36
£73,016.76
£71,949.72
£70,870.20
£69,786.48
£68,719.44
£67,635.84
£66,564.60
£65,567.88
£64,318.80
£63,123.36
£61,919.76
£60,728.64
£59,533.32
£58,338.24
£57,142.92
£55,947.48
£54,752.28
£53,548.68
£52,357.44
£51,162.12
£50,475.48
£49,689.84
£48,895.80
£48,109.68
£47,319.84
£46,525.80
£45,735.84
£44,945.64
£44,151.60
£43,357.56
RAF OF3 Non-pilots cannot progress beyond Increment Level 33.
OF2 Aircrew (including pilots) cannot progress beyond Increment Level 30.
AAC WOI pilots cannot progress beyond Increment Level 30.
AAC WOII pilots cannot progress beyond Increment Level 27.
AAC Staff Sergeant pilots cannot progress beyond Increment Level 24.
AAC Sergeant pilots cannot progress beyond Increment Level 22.
RN, RM and RAF OR9 NCA cannot progress beyond Increment Level 20.
RM (Only) OR8 cannot progress beyond Increment Level 20.
RN, RM and RAF OR7 NCA cannot progress beyond Increment Level 16.
RN. RM and RAF OR6 NCA cannot progress beyond Increment Level 12.
A-7
£78,745.44
£77,665.68
£76,581.36
£75,501.12
£74,425.32
£73,336.92
£72,265.20
£71,181.00
£70,092.60
£69,020.88
£67,932.48
£66,856.56
£65,855.40
£64,600.92
£63,400.20
£62,191.32
£60,995.04
£59,794.44
£58,594.08
£57,393.48
£56,192.88
£54,992.40
£53,783.64
£52,587.12
£51,386.52
£50,696.88
£49,907.76
£49,110.24
£48,320.64
£47,527.32
£46,729.92
£45,936.36
£45,142.80
£44,345.28
£43,547.64
NURSING a OFFICERS
Rank
OF5 Range
Navy: Captain
R.M. Colonel
Army: Colonel
RAF: Group Captain
Annual
1 April 2013
1 May 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£92,238.12
£91,189.68
£90,141.24
£89,091.84
£88,038.36
£86,985.36
£85,932.96
£84,878.16
£83,823.72
£92,503.08
£91,454.76
£90,406.20
£89,356.92
£88,303.44
£87,250.44
£86,198.04
£85,143.24
£84,088.80
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£80,577.96
£79,532.64
£78,487.68
£77,453.64
£73,315.20
£72,380.16
£71,445.12
£70,510.92
£69,567.84
£80,931.36
£79,881.48
£78,831.84
£77,793.36
£73,636.80
£72,697.68
£71,758.56
£70,820.16
£69,873.00
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£61,424.76
£59,202.00
£57,962.88
£56,723.88
£55,477.68
£54,243.24
£53,013.12
£51,770.76
£50,521.20
£61,694.16
£59,461.68
£58,217.04
£56,972.64
£55,721.04
£54,481.20
£53,245.68
£51,997.80
£50,742.84
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£47,957.76
£46,898.64
£45,839.52
£44,781.60
£43,716.00
£42,656.16
£41,585.64
£40,490.28
£39,409.80
£48,168.00
£47,104.32
£46,040.52
£44,978.04
£43,907.64
£42,843.24
£41,768.04
£40,667.88
£39,582.60
OF4 Range
Navy: Commander
R.M. Lieutenant Colonel
Army: Lieutenant Colonel
RAF: Wing Commander
OF3 Range
Navy: Lieutenant Commander
R.M. Major
Army: Major
RAF: Squadron Leader
OF2 Range
Navy: Lieutenant
R.M. Captain
Army: Captain
RAF: Flight Lieutenant
a
Individuals who are registered with the Nursing and Midwifery Council.
A-8
OF1 Range
Navy: See Table Below
R.M. See Table Below
Army: See Table Below
RAF: See Table Below
Annual
1 April 2013
1 May 2013
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,198.80
£33,355.44
£32,524.80
£31,692.00
£30,854.64
£25,740.72
£22,846.20
£20,002.80
£18,381.72
£16,863.12
£34,348.80
£33,501.72
£32,667.36
£31,831.08
£30,990.00
£25,853.64
£22,946.40
£20,090.52
£18,462.36
£16,937.04
JPA for OF1
RANK
Pay Spine
OF1 Range
Non-registered nurse direct entrants (for pay purposes will be classed as Officer
Cadets, but may hold different ‘addressable’ ranks).
Army: 2nd Lieutenant
Gap Year Commission
Level 1
Registered nurse direct entrants,
cadets/bursary entrants during
initial Officers Training and nonregistered nurse direct entrants on
a
becoming registered
Level 5 - 10
RN: Midshipman, Sub Lieutenant
Army 2nd Lieutenant, Lieutenant
RAF: Acting Pilot Officer/Pilot Officer, Flying
Officer
a
Levels 2-3
Level 4
On becoming registered nurses, direct entrants will move to level 5, however progression to level 6 will be dependent on
promotion to Sub Lt/Lt/Fg Off. Registered nurse direct entrants will enter Service on at least level 5 dependent on antedated
seniority.
A-9
Annex B to REM 04.01.06A dated 27 March 2013
RATES OF PAY
RATINGS AND OTHER RANKS
1 April 2013
Higher Spine
Rank
Range 5 - OR9
Navy: Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Warrant Officer
RAF:
Range 4 - OR 7 & 8
Level 1-9 Chief Petty Officer
Navy: (Trades to which the Rank of OR8 is unavailable)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer
(Trades to which the Rank of OR8 is available)
Level 1-7 Colour Sergeant
RM:
Levels 5-9 Warrant Officer II
Army: Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Chief Technician
RAF:
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Navy: Petty Officer
RM:
Sergeant
Army:
Sergeant
Sergeant
RAF:
Range 2 - OR4
Navy: Leading Rate
RM:
Corporal
Army:
Corporal
Corporal
RAF:
Range 1 - OR 1,2 & 3
Navy: Levels 1-9 Able Rate
Levels 1-9 Marine
RM:
Levels 5-9 Lance Corporal
Army: Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
RAF:
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
1 April 2013
Lower Spine
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£47,220.60
£46,509.12
£45,694.44
£44,892.00
£44,081.52
£43,337.04
£42,501.24
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£44,561.04
£43,337.04
£42,153.84
£41,347.56
£40,545.00
£39,742.68
£38,985.84
Level 9
£43,684.32
Level 9
£40,023.96
Level 8
£43,068.12
Level 8
£39,138.72
Level 7
£42,464.04
Level 7
£38,638.32
Level 6
Level 5
Level 4
Level 3
Level 2
£41,860.20
£40,954.68
£40,044.60
£39,138.72
£38,224.92
Level 6
Level 5
Level 4
Level 3
Level 2
£38,055.12
£36,409.08
£35,921.04
£35,097.96
£33,993.60
Level 1
£37,323.12
Level 1
£33,555.24
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£37,298.40
£36,611.76
£35,925.36
£35,238.72
£34,800.24
£33,939.96
£33,083.76
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,452.84
£34,192.20
£33,050.76
£32,211.12
£31,888.32
£31,106.64
£30,312.72
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£33,513.96
£32,798.40
£32,132.52
£31,375.32
£30,660.12
£29,228.88
£27,868.32
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£30,138.84
£29,919.96
£29,683.80
£29,452.32
£29,228.88
£27,868.32
£26,668.80
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,228.88
£27,868.32
£26,668.80
£25,498.32
£24,315.36
£21,991.20
£20,957.52
£19,029.96
£17,689.92
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£24,472.56
£23,616.60
£22,582.56
£21,656.04
£21,292.32
£20,229.48
£18,641.16
£18,165.72
£17,689.92
£14,286.12
New Entrant Rate of Pay
B-1
RATINGS AND OTHER RANKS
Rank
Range 5 - OR9
Navy: Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Warrant Officer
RAF:
Range 4 - OR 7 & 8
Level 1-9 Chief Petty Officer
Navy: (Trades to which the Rank of OR8 is unavailable)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer
(Trades to which the Rank of OR8 is available)
Level 1-7 Colour Sergeant
RM:
Levels 5-9 Warrant Officer II
Army: Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Chief Technician
RAF:
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Navy: Petty Officer
RM:
Sergeant
Army:
Sergeant
Sergeant
RAF:
Range 2 - OR4
Navy: Leading Rate
RM:
Corporal
Army:
Corporal
Corporal
RAF:
Range 1 - OR 1,2 & 3
Navy: Levels 1-9 Able Rate
Levels 1-9 Marine
RM:
Levels 5-9 Lance Corporal
Army: Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
RAF:
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
1 May 2013
Higher Spine
£47,427.72
£46,713.12
£45,894.84
£45,088.92
£44,274.84
£43,527.12
£42,687.72
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
1 May 2013
Lower Spine
£44,756.52
£43,527.12
£42,338.76
£41,528.88
£40,722.84
£39,917.04
£39,156.84
Level 9
£43,875.96
Level 9
£40,199.52
Level 8
£43,257.00
Level 8
£39,310.44
Level 7
£42,650.28
Level 7
£38,807.76
Level 6
Level 5
Level 4
Level 3
Level 2
£42,043.80
£41,134.32
£40,220.28
£39,310.44
£38,392.56
Level 6
Level 5
Level 4
Level 3
Level 2
£38,222.04
£36,568.68
£36,078.60
£35,251.92
£34,142.64
Level 1
£37,486.80
Level 1
£33,702.48
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£37,461.96
£36,772.32
£36,082.92
£35,393.28
£34,952.88
£34,088.76
£33,228.84
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,603.92
£34,342.20
£33,195.72
£32,352.36
£32,028.24
£31,243.08
£30,445.68
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£33,660.96
£32,942.16
£32,273.52
£31,512.96
£30,794.64
£29,357.04
£27,990.60
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£30,270.96
£30,051.12
£29,814.00
£29,581.56
£29,357.04
£27,990.60
£26,785.68
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,357.04
£27,990.60
£26,785.68
£25,610.16
£24,422.04
£22,087.56
£21,049.44
£19,113.48
£17,767.44
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£24,579.84
£23,720.16
£22,681.56
£21,750.96
£21,385.80
£20,318.16
£18,723.00
£18,245.40
£17,767.44
£14,348.76
New Entrant Rate of Pay
B-2
NURSING a OTHER RANKS
Rank
Range 5 - OR9
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Warrant Officer
RAF:
Range 4 - OR 7 & 8
Level 1-9 Chief Petty Officer
Navy:
Levels 5-9 Warrant Officer II
RM:
Army:
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-9 Flight Sergeant
RAF:
Range 3 – OR5 & 6
Petty Officer
Navy:
RM:
Sergeant
Army:
Sergeant
Sergeant
RAF:
Range 2 - OR4
Leading Rate
Navy:
RM:
Corporal
Army:
Corporal
Corporal
RAF:
Range 1 - OR 1,2 & 3
Levels 1-9 Able Rate
Navy:
RM:
Army:
RAF:
a
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Level 5-9 Junior Tech/Senior Aircraftmen(T)
Individuals who are registered with the Nursing and Midwifery Council.
B-3
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 April 2013
£49,109.52
£48,369.48
£47,522.52
£46,687.68
£45,844.92
£45,070.68
£44,201.76
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£45,868.92
£45,221.76
£44,587.80
£43,952.88
£43,002.12
£42,046.80
£41,096.28
£40,136.40
£39,189.12
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£39,872.28
£39,137.28
£38,403.84
£37,670.16
£37,201.68
£36,282.24
£35,366.28
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,854.00
£34,110.72
£33,417.72
£32,630.40
£31,886.88
£30,397.80
£28,983.60
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,228.88
£27,868.32
£26,668.56
£25,498.56
£24,315.48
£21,991.20
£20,957.52
£19,029.96
£17,689.92
NURSING b OTHER RANKS
Rank
Range 5 - OR9
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Warrant Officer
RAF:
Range 4 - OR 7 & 8
Level 1-9 Chief Petty Officer
Navy:
Levels 5-9 Warrant Officer II
RM:
Army:
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-9 Flight Sergeant
RAF:
Range 3 – OR5 & 6
Petty Officer
Navy:
RM:
Sergeant
Army:
Sergeant
Sergeant
RAF:
Range 2 - OR4
Leading Rate
Navy:
RM:
Corporal
Army:
Corporal
Corporal
RAF:
Range 1 - OR 1,2 & 3
Levels 1-9 Able Rate
Navy:
RM:
Army:
RAF:
b
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Level 5-9 Junior Tech/Senior Aircraftmen(T)
Individuals who are registered with the Nursing and Midwifery Council.
B-4
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 May 2013
£49,324.92
£48,581.64
£47,730.96
£46,892.40
£46,046.04
£45,268.32
£44,395.56
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£46,070.04
£45,420.00
£44,783.28
£44,145.60
£43,190.76
£42,231.24
£41,276.52
£40,312.44
£39,360.96
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£40,047.12
£39,308.88
£38,572.32
£37,835.40
£37,364.88
£36,441.36
£35,521.32
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£35,006.88
£34,260.24
£33,564.36
£32,773.44
£32,026.68
£30,531.12
£29,110.68
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,357.04
£27,990.60
£26,785.56
£25,610.40
£24,422.16
£22,087.56
£21,049.44
£19,113.48
£17,767.44
ROYAL NAVY CLEARANCE DIVERS
c
Rank
Range 5 - OR9
Navy:
Warrant Officer 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 April 2013
£61,101.60
£60,390.24
£59,575.44
£58,773.24
£57,962.28
£57,218.16
£56,382.36
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£57,565.44
£56,949.12
£56,345.28
£55,741.32
£54,835.68
£53,925.60
£53,019.84
£52,105.92
£51,204.36
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£51,179.40
£50,492.76
£49,137.48
£48,450.72
£47,119.68
£46,259.04
£45,403.08
Range 4 - OR 7 & 8
Navy:
Levels 1-9 - Chief Petty Officer (Trades to which
the Rank of OR 8 is unavailable)
Levels 1-7 - Charge Chief Petty Officer (Trades
to which the Rank of OR 8 is available)
Levels 5-9 - Warrant Officer II
Range 3 - OR6
Navy:
Petty Officer
ARTIFICER APPRENTICES, PROBATIONARY MEDICAL
AND COMMUNICATIONS TECHNICIANS RATES OF PAY
Annual
1 April 2013
£24,315.48
£17,412.84
£16,465.80
£14,695.44
Apprentice Year 4
Apprentice Year 3
Apprentice Year 2
On Entry / Apprentice Year 1
Note: On successful completion of their third year of specialist training, artificer Apprentices, Medical and Communications
Technicians will be promoted to Leading Rate in their respective Branches subject to the provisions of BR 1066 (Advancement
Regulations). Apprentice Year 4 will be paid to those who have completed their third year specialist training but have not been
promoted to Leading Rate.
c
To be eligible for selection for the Clearance Divers’ Pay Spine personnel must have completed the Petty Officers (Diver)
Professional Qualifying Course (including DEODS elements), have 15 years paid service, be in receipt of RRP (Diving), and not
be permanently downgraded as unfit to dive.
B-5
ROYAL NAVY CLEARANCE DIVERS d
Rank
Range 5 - OR9
Navy:
Warrant Officer 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 May 2013
£61,369.56
£60,655.08
£59,836.68
£59,031.00
£58,216.56
£57,469.08
£56,629.68
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£57,817.92
£57,198.96
£56,592.48
£55,985.88
£55,076.28
£54,162.12
£53,252.40
£52,334.40
£51,429.00
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£51,403.80
£50,714.16
£49,353.00
£48,663.24
£47,326.32
£46,461.96
£45,602.28
Range 4 - OR 7 & 8
Navy:
Levels 1-9 - Chief Petty Officer (Trades to which
the Rank of OR 8 is unavailable)
Levels 1-7 - Charge Chief Petty Officer (Trades
to which the Rank of OR 8 is available)
Levels 5-9 - Warrant Officer II
Range 3 - OR6
Navy:
Petty Officer
ARTIFICER APPRENTICES, PROBATIONARY MEDICAL
AND COMMUNICATIONS TECHNICIANS RATES OF PAY
Annual
1 May 2013
£24,422.16
£17,489.28
£16,538.04
£14,759.88
Apprentice Year 4
Apprentice Year 3
Apprentice Year 2
On Entry / Apprentice Year 1
Note: On successful completion of their third year of specialist training, artificer Apprentices, Medical and Communications
Technicians will be promoted to Leading Rate in their respective Branches subject to the provisions of BR 1066 (Advancement
Regulations). Apprentice Year 4 will be paid to those who have completed their third year specialist training but have not been
promoted to Leading Rate.
d
To be eligible for selection for the Clearance Divers’ Pay Spine personnel must have completed the Petty Officers (Diver)
Professional Qualifying Course (including DEODS elements), have 15 years paid service, be in receipt of RRP(Diving), and not
be permanently downgraded as unfit to dive.
B-6
MILITARY PROVOST GUARD SERVICE (MPGS)
Rank
Range 5 - OR9
Warrant Officers I
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Annual
1 April 2013
£41,043.12
£39,915.72
£38,825.88
£38,083.20
£37,344.12
£36,605.16
£35,907.96
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£36,864.24
£36,048.84
£35,587.92
£35,050.80
£33,534.60
£33,085.20
£32,327.04
£31,309.92
£30,906.12
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£31,732.80
£31,492.80
£30,441.48
£29,668.08
£29,370.84
£28,650.84
£27,919.56
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£27,759.48
£27,557.88
£27,340.32
£27,127.20
£26,921.28
£25,668.24
£24,563.28
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£22,540.56
£21,752.16
£20,799.72
£19,946.28
£19,611.36
£18,632.40
£17,169.48
£16,731.60
£16,293.36
Range 4 - OR 7 & 8
Warrant Officer II - Levels 5 - 9 only
Staff Sergeant - Levels 1 - 7 only
Range 3 – OR5
Sergeant
Range 2 - OR4
Corporal
Range 1 - OR 1,2 & 3
Lance Corporal - Levels 5 - 9 only
Private - Levels 1 - 7 only
(SEE NOTE 1 BELOW)
£13,158.36
New Entrant Rate of Pay
Note
1.
Those on Levels 1 to 7 of Range 1 on 31 March 2013, already on Specially Determined Rates of Pay
(SDRP), should be placed onto new SDRPs with effect from 1 April 2013 to reflect the 1% pay award, and
then be moved onto the next incremental pay level, as published above, on their respective IBD or on
promotion to Lance Corporal.
B-7
PROFESSIONAL AVIATOR PAY SPINE
Rank
Level 35
Level 34
Level 33 e
Level 32
Level 31
Level 30 fg
Level 29
Level 28
Level 27 h
Level 26
Level 25
Level 24 i
Level 23
Level 22 j
Level 21
Level 20 kl
Level 19
Level 18
Level 17
Level 16 m
Level 15
Level 14
Level 13
Level 12 n
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
e
f
g
h
i
j
k
l
m
n
Annual
1 April 2013
1 May 2013
£78,401.64
£77,326.44
£76,247.04
£75,171.48
£74,100.36
£73,016.76
£71,949.72
£70,870.20
£69,786.48
£68,719.44
£67,635.84
£66,564.60
£65,567.88
£64,318.80
£63,123.36
£61,919.76
£60,728.64
£59,533.32
£58,338.24
£57,142.92
£55,947.48
£54,752.28
£53,548.68
£52,357.44
£51,162.12
£50,475.48
£49,689.84
£48,895.80
£48,109.68
£47,319.84
£46,525.80
£45,735.84
£44,945.64
£44,151.60
£43,357.56
RAF OF3 Non-pilots cannot progress beyond Increment Level 33.
OF2 Aircrew (including pilots) cannot progress beyond Increment Level 30.
AAC WOI pilots cannot progress beyond Increment Level 30.
AAC WOII pilots cannot progress beyond Increment Level 27.
AAC Staff Sergeant pilots cannot progress beyond Increment Level 24.
AAC Sergeant pilots cannot progress beyond Increment Level 22.
RN, RM and RAF OR9 NCA cannot progress beyond Increment Level 20.
RM (Only) OR8 cannot progress beyond Increment Level 20.
RN, RM and RAF OR7 NCA cannot progress beyond Increment Level 16.
RN. RM and RAF OR6 NCA cannot progress beyond Increment Level 12.
B-8
£78,745.44
£77,665.68
£76,581.36
£75,501.12
£74,425.32
£73,336.92
£72,265.20
£71,181.00
£70,092.60
£69,020.88
£67,932.48
£66,856.56
£65,855.40
£64,600.92
£63,400.20
£62,191.32
£60,995.04
£59,794.44
£58,594.08
£57,393.48
£56,192.88
£54,992.40
£53,783.64
£52,587.12
£51,386.52
£50,696.88
£49,907.76
£49,110.24
£48,320.64
£47,527.32
£46,729.92
£45,936.36
£45,142.80
£44,345.28
£43,547.64
Annex C to REM 04.01.06A dated 27 March 2013
RECRUITMENT AND RETENTION PAYMENTS a
RECRUITMENT & RENTENTION PAYMENT (FLYING) (RRP(F)) b
Full Rate
Officer aircrew (trained)
Lt Cdr/Maj/Sqn Ldr & below
50%
c
DAILY
DAILY
£14.07
£23.87
£37.96
£7.04
£11.94
£18.98
d
£44.68
£22.34
d
£42.24
£21.12
On appointment
After 6 years in rank
After 8 years in rank
On appointment
After 2 years in rank
After 4 years in rank
After 6 years in rank
After 8 years in rank
£39.19
£36.72
£34.28
£30.00
£28.15
£26.31
£23.25
£20.18
£12.24
£19.60
£18.36
£17.14
£15.00
£14.08
£13.16
£11.63
£10.09
£6.12
On designation as SA
After 1 year as SA
After 2 years as SA
After 3 years as SA
After 4 years as SA
After 5 years as SA
After 6 years as SA
After 7 years as SA
After 8 years as SA
After 9 years as SA
After 10 years as SA
After 11 years as SA
After 12 years as SA
After 13 years as SA
After 14 years as SA
After 15 years as SA
£46.51
£47.15
£48.36
£48.95
£49.58
£50.80
£51.42
£52.03
£53.25
£53.86
£54.47
£55.69
£56.32
£57.54
£58.15
£58.75
£60.60
£23.26
£23.58
£24.18
£24.48
£24.79
£25.40
£25.71
£26.02
£26.63
£26.93
£27.24
£27.85
£28.16
£28.77
£29.08
£29.38
£30.30
Initial Rate
Middle Rate d
Top Rate
Pilots Lt Cdr/Maj/ Sqn Ldr &
below
WSO & Observers Lt
Cdr/Maj/Sqn Ldr & below
Cdr/Lt Col/Wg Cdr
c
Capt RN/Col/Gp Capt
Cdre/Brig/Air Cdre
c
d
Enhanced Rate
Enhanced Rate
c
RAF Specialist Aircrew
(SA)
Flight Lieutenant
(not Branch Officers)
Reserve
Band
After 16 years as SA
a
For the first 3 years away from a CCB RRP or RRP-Related post, a Reserve Band will be paid at 100% of the full rate for
years 1 and 2 and 50% of the full rate in the 3rd year (in exceptional circumstances cases may be submitted to extend
entitlement to retain full rates beyond the first 3 years). For personnel who submit PVR Recruitment & Retention Payments will
cease from the date of approval.
b
RRP(F) is not payable to personnel on the Professional Aviator Pay Spine.
c
Including equivalent ranks in the other Services. However, Pilots in the Army and RM who are not qualified as aircraft
commanders do not receive the Officer rate of RRP(F) but receive the Army Pilot rate of RRP(F).
d
After 4 years on the preceding rate (excluding time spent on Reserve Band).
C-1
DAILY
Reserve
Band
50%
DAILY
On designation as
SA
£37.96
£18.98
After 5 years as SA
£42.24
£21.12
£14.07
£23.87
£37.96
£44.68
£7.35
£15.91
£18.97
£7.35
£15.31
£7.04
£11.94
£18.98
£22.34
£3.68
£7.96
£9.49
£3.68
£7.66
£20.18
£10.09
Full Rate
RAF Specialist Aircrew (SA)
Flight Lieutenant
(Branch Officers)
Non-commissioned aircrew (trained)
Army NCO pilots qualified
Aircraft Commander
RM & Army NCO pilots g
RN/RM, Army and RAF NCA
Initial Rate
Middle Rate e
e
Top Rate
Enhanced Rate f
Initial Rate
Middle Rate h
Top Rate i
Initial Rate
h
Middle Rate
i
Top Rate
RRP(AED) and RRP(FC)
Recruitment & Retention Payment (Aeromedical and
Escort Duty) (RRP(AED))
Recruitment & retention
Payment (Flying Crew)
(RRP(FC))
e
f
g
h
i
£7.95
Lower Rate
£4.90
Higher Rate
£7.95
After 4 years on the preceding rate (excluding time spent on Reserve Band).
Payable only to pilots who have received the top rate of RRP(F) for 4 years.
RM and Army pilots not qualified as aircraft commanders.
After 9 years’ total service, subject to a minimum of 3 years’ aircrew service.
After 18 years’ reckonable service subject to a minimum of 9 years’ service in receipt of RRP(F).
C-2
RECRUITMENT & RENTENTION PAYMENT (DIVING) (RRP(D))
Reserve
Band
Full Rate
50%
Category
1
2
3
3a
4
4a
5
5a
RN Diver when qualified to Category 1 qualification standards
Ship's Diver -all ranks & ratings
Group 1 RAF Diver (all ranks)
RN Search and Rescue Diver - all ratings; Ships Diving Supervisor;
RN Diver and Army Compressed Air Diver (Army Diver Class 2) when qualified to
Category 2 qualification standards
RN Diver when qualified to Category 3 standards including (SDV troop)
Army Divers (Army Diver Class 1) - all ranks. Army Unit Diving Supervisor (Army Diving
Supervisor Class 2)
Daily
Daily
£4.28
£2.14
£8.59
£4.30
£11.64
£5.82
Supplement for Explosive Ordnance Disposal (EOD) Operators. In receipt of RRP(Diving) £3.39
Level 3 and completed EOD course 0804
RN Diver when qualified to Category 4 standards
£20.18
Army Diving Supervisor (Army Diving Supervisor Class 1) – all ranks
Supplement for Explosive Ordnance Disposal (EOD) Operators. In receipt of RRP(Diving)
Level 4 and completed EOD course 0804
On appointment
RN Diver when qualified to Category 5 standards
RN Mine Warfare & Clearance Diving Officer (MCDO) (up to and After 3 years
including rank of Cdr) when qualified to Category 5 standards
After 5 years
£1.70
£10.09
£3.39
£1.70
£28.77
£31.23
£33.05
£14.39
£15.62
£16.53
Supplement for Explosive Ordnance Disposal (EOD) Operators. In receipt of RRP(Diving) £4.98
Level 5 and completed EOD course 0804
£2.49
C-3
RECRUITMENT & RENTENTION PAYMENT (SUBMARINE) (RRP(SM))
On qualification
DAILY
£12.24
Reserve
Band
50%
DAILY
£6.12
2
After 5 years in receipt of RRP(SM) level 1
£15.91
£7.96
3
After 5 years in receipt of RRP(SM) level 2
£18.97
£9.49
4
After 5 years in receipt of RRP(SM) level 3
£21.43
£10.72
5
Officers qualifying Advanced Warfare
Course on recommendation for DMEO or
on recommendation for WE Charge.
£26.93
£13.47
Full Rate
Level
1
Submarine Supplement – RRP(SM)SUP
£5.29
RECRUITMENT & RENTENTION PAYMENT (NUCLEAR PROPULSION) (RRP(NP))
Level
DAILY
Reserve
Band
50%
DAILY
Category ‘C’ Watchkeeper
£2.44
£1.22
Category ‘B’ Watchkeeper – Single qualified
£4.90
£2.45
Category ‘B’ Watchkeeper – Double qualified
£9.18
£4.59
Category ‘A2’ Watchkeeper (Nuclear Chief of Watch)
£20.81
£10.41
Category ‘A1’ Watchkeeper – MESM Officer
£20.81
£10.41
Full Rate
RECRUITMENT & RENTENTION PAYMENT (SUBMARINE ESCAPE TANK TRAINING)
(RRP(SETT))
Full Rate
Officers & Ratings
Additional Daily Supplement for Tank Top Chiefs (Cat 1)
Additional Daily Supplement for Control Officers (Cat 2)
DAILY
£12.24
£2.44
£4.28
Additional Duty Supplement for SPAG Parachutists
£3.06
C-4
RECRUITMENT & RENTENTION PAYMENT (HYDROGRAPHIC) (RRP(H))
Full Rate
Reserve
Band
50%
DAILY
DAILY
Level 6
On attaining Charge qualification (H Ch)
£13.47
£6.74
Level 5
Surveyor 1st Class (H1)
£12.24
£6.12
£10.11
£5.06
£5.51
£2.76
Level 4
Level 3
On promotion to Chief Petty Officer or attainment of
NVQ4 whichever is sooner
Surveyor 2nd Class (H2), On promotion to Petty
Officer or attainment of NVQ3 whichever is sooner
Level 2
On promotion to Leading Hand
£3.68
£1.84
Level 1
On completion of initial Hydrographic Training
£1.84
£0.92
RECRUITMENT & RENTENTION PAYMENT (MOUNTAIN LEADERS) (RRP(ML))
Full Rate
Reserve
Band
50%
DAILY
DAILY
Initial
£15.31
£7.66
Enhanced
£20.81
£10.41
RECRUITMENT & RENTENTION PAYMENT (PARACHUTE JUMP INSTRUCTOR)
(RRP(PJI))
Full Rate
Reserve
Band
50%
DAILY
DAILY
Less than 8 years’ experience
£7.95
£3.98
8 or more years’ experience
£11.64
£5.82
Joint Air Delivery Test & Evaluation Unit
Supplement
£3.68
RECRUITMENT & RENTENTION PAYMENT (PARACHUTE) (RRP(PARA))
Basic Rate
High Altitude Rate
n
n
Full Rate
Reserve
Band
50%
DAILY
DAILY
£5.51
£2.76
£10.41
Rate applies to personnel Serving in established RRP posts in the Pathfinder Platoon.
C-5
RECRUITMENT & RENTENTION PAYMENT (EXPLOSIVE ORDNANCE DISPOSAL
OPERATORS) (RRP(EOD))
Full Rate
Daily
o
Defence EOD Operators
Advanced EOD Operators p q r
Advanced Manual Techniques Operators s
£16.54
£22.04
£28.15
RECRUITMENT & RENTENTION PAYMENT (NURSING) RRP(N) t
Full Rate
DAILY
General nurses on achievement of Defence Operational
Nursing Competencies Level 2 and working in a qualifying
post requiring Specialist DONC Level 2 Competence u
OF4 and below specialist qualified
nurses v who are in a specialist post w or
specialist-related post x
o
£4.90
Full Rate
Reserve
Band
DAILY
50%
DAILY
£10.41
£5.21
Payable on a Non-continuous Basis (NCB) to RLC, RE and RAF Officer and SNCO EOD Operators filling an EOD
appointment and qualified to low-threat environment level.
p
Payable on a Non-continuous Basis (NCB) to RLC, RE and RAF Officer and SNCO EOD Operators filling a high-threat
annotated appointment and qualified to high-threat environment level.
q
RE TA Officers and SNCOs filling an EOD appointment and qualified will receive RRP for each day they are in receipt of
basic pay.
r
RAF Officers and SNCOs occupying a Secondary War Role EOD Post will be paid on a Completion of Task Basis (CTB).
s
Payable on a Non-continuous Basis (NCB) to qualified officers and SNCOs when filling an AMT-annotated appointment.
t
Introduced with effect from 1 August 2009.
u
The specialty competence must be a MoD endorsed specialty.
v
An individual will be deemed specialist nurse qualified providing they hold an ENB "long" course qualification or have
evidence of successful completion of a recognised programme of study and practice in a specialist care pathway in a MoD
endorsed specialty that leads to the acquisition of 60 or more Academic credits at Degree level in specialty.
w
The specialty competence must be a MoD endorsed specialty.
x
Such as a Command and Staff post or Regimental Duty for which a specialist nurse qualification is essential.
C-6
Annex D to REM 04.01.06A dated 27 March 2013
FOOD CHARGES
DAILY FOOD CHARGE (DFC) - £ DAILY
DFC
£4.43
CORE MEAL / ENTITLED CASUAL MEAL CHARGES a - £ PER MEAL
Meal
Charge
Breakfast
Third Meal
Main Meal
Total b
£1.02
£1.21
£1.54
VAT @
20%
£0.20
£0.24
£0.31
Overseas rates are as above, except that VAT is not applicable
a
b
Entitled Casual Meal Charges - Regulations contained in JSP 456 (Defence Catering Manual).
Personnel are charged for each meal separately.
D-1
Total
£1.22
£1.45
£1.85
£4.52
Annex E to REM 04.01.06A dated 27 March 2013
ACCOMMODATION CHARGES
SERVICE FAMILY ACCOMMODATION (SFA) CHARGES (£ DAILY)
ENGLAND, SCOTLAND, WALES, NORTHERN IRELAND AND OVERSEAS
Unfurnished
Grade 1
Part
Furnished
Furnished
Unfurnished
Grade 2
Part
Furnished
Furnished
Unfurnished
Grade 3
Part
Furnished
Furnished
Unfurnished
Grade 4
Part
Furnished
Furnished
Type I
£24.86
£26.05
£27.24
£17.59
£18.63
£19.66
£9.39
£10.12
£10.85
£4.77
£5.21
£5.64
Type II
£22.40
£23.46
£24.51
£15.85
£16.78
£17.71
£8.53
£9.18
£9.83
£4.38
£4.77
£5.15
Type III
£19.75
£20.66
£21.56
£14.01
£14.79
£15.57
£7.57
£8.13
£8.69
£3.98
£4.31
£4.64
Type IV
£14.93
£15.76
£16.59
£10.84
£11.57
£12.31
£6.25
£6.78
£7.30
£3.39
£3.71
£4.02
Type V
£11.76
£12.50
£13.24
£8.94
£9.58
£10.23
£5.33
£5.79
£6.25
£3.10
£3.38
£3.66
Additional
Bedroom
£0.89
£0.92
£0.95
£0.61
£0.66
£0.71
£0.39
£0.43
£0.46
£0.15
£0.16
£0.17
Unfurnished
Grade 1
Part
Furnished
Furnished
Unfurnished
Grade 2
Part
Furnished
Furnished
Unfurnished
Grade 3
Part
Furnished
Furnished
Unfurnished
Grade 4
Part
Furnished
Furnished
Type D
£11.28
£11.78
£12.28
£8.10
£8.55
£8.99
£4.69
£5.00
£5.32
£2.64
£2.82
£3.00
Type C
£9.55
£10.00
£10.45
£7.09
£7.48
£7.87
£4.30
£4.59
£4.88
£2.53
£2.68
£2.84
Type B
£8.19
£8.56
£8.93
£6.28
£6.61
£6.94
£3.93
£4.17
£4.41
£2.39
£2.53
£2.66
Type A
£6.15
£6.47
£6.78
£4.80
£5.07
£5.35
£3.10
£3.29
£3.48
£2.04
£2.16
£2.28
Additional
Bedroom
£0.30
£0.33
£0.38
£0.25
£0.29
£0.32
£0.13
£0.14
£0.16
£0.05
£0.05
£0.07
E-1
SINGLE LIVING ACCOMMODATION (SLA) CHARGES (£ DAILY)
ENGLAND, SCOTLAND, WALES, NORTHERN IRELAND AND OVERSEAS
SLA Type
Rank
SO
JO
S
Z & OC
X or Y
Grade 1
Grade 2
Grade 3
Grade 4
Lt Cdr, Maj, Sqn Ldr & Above
£6.62
£5.30
£3.45
£2.07
Lt RN, Capt, Flt Lt & Below
£5.38
£4.29
£2.79
£1.68
WO & SNCO
Other Ranks & Officer Cadet
£4.06
£2.33
£3.26
£1.91
£2.12
£1.27
£1.28
£0.82
Other Ranks & Personnel in receipt of New Entrant Rate of
Pay (NERP) a
£1.88
£1.51
£1.00
£0.69
Notes
1.
Personnel in receipt of NERP are to be charged the X or Y SLA charge, regardless of the SLA occupied.
2.
See JSP 754 paragraphs 09.0109 & 09.0110 for regulations where SLA is allocated, for Service reasons, either above or below entitlement.
SFA GRADE 4 CHARGES LESS RENT ELEMENT (£ DAILY)
ENGLAND, SCOTLAND, WALES, NORTHERN IRELAND AND OVERSEAS
Type I
Type II
Type III
Type IV
Type V
Type D
Type C
Type B
Type A
a
Unfurnished
Part Furnished
Furnished
£1.38
£1.34
£1.30
£1.27
£1.24
£1.22
£1.19
£1.16
£1.15
£1.82
£1.73
£1.63
£1.59
£1.52
£1.40
£1.34
£1.30
£1.27
£2.25
£2.11
£1.96
£1.90
£1.80
£1.58
£1.50
£1.43
£1.39
Including those in receipt of: Artificer Apprentices, Probationary Medical and Communications Technicians Rates of Pay, Year 1, 2 and 3 only.
E-2
SINGLE LIVING ACCOMMODATION (SLA) UTILITIES CHARGE (£ DAILY)
ENGLAND, SCOTLAND, WALES, NORTHERN IRELAND AND OVERSEAS
SLA Type
Rank
SO
JO
S
Z & OC
Lt Cdr, Maj, Sqn Ldr & Above
Lt RN, Capt, Flt Lt & Below
WO & SNCO
Other Ranks & Officer Cadet
Other Ranks & Personnel in receipt of
New Entrant Rate of Pay (NERP) a
X or Y
Heat &
Light
Water
Total
£0.77
£0.49
£0.37
£0.32
£0.36
£0.36
£0.36
£0.36
£1.13
£0.85
£0.73
£0.68
£0.24
£0.36
£0.60
Notes:
1.
Personnel in receipt of NERP are to be charged the X or Y SLA charge, regardless of the SLA occupied.
2.
See JSP 754 paragraphs 09.0109 & 09.0110 for regulations where SLA is allocated, for Service reasons,
either above or below entitlement.
GARAGE AND CARPORT CHARGES (£ DAILY)
ENGLAND, SCOTLAND, WALES, NORTHERN IRELAND AND OVERSEAS
Standard Purpose Built Garage
Substandard and Below Standard Garage
Standard Purpose Built Car Port
Substandard Purpose Built Car Port
a
£0.93
£0.56
£0.47
£0.28
Including those in receipt of: Artificer Apprentices, Probationary Medical and Communications Technician Rates of Pay, Year
1, 2 and 3 only.
E-3
Assistant Head Pay
REMUNERATION TEAM
Robert Harkins
Level 6, Zone M, Desk 41
Main Building
Whitehall
London SW1A 2HB
REM 04.01.06C
Telephone: 020 7807 8293
pers trg-rem-pay pol-mailbox
E-Mail:
See Distribution
27 March 2013
2013/14 ARMED FORCES PAY REVIEW
RATES OF PAY FOR SPECIAL FORCES AND NICHE CAPABILITIES
References:
A.
SP PAM 04.01.06C dated 22 March 2012.
B.
REM 04.01.06A dated 27 March 2013.
C.
REM 04.01.06B dated 27 March 2013.
1.
Following the submission of recommendations by the Armed Forces’ Pay Review
Body in their annual report, I am directed to inform you of the rates of pay and charges for
Officers Commissioned from the Ranks and Other Ranks personnel in the Regular and
Reserve Forces of the SAS, SBS and SRR. Also included are the rates of specialist pay
(which is to be renamed Recruitment & Retention Payment) for Officers and Other Ranks
of the Special Forces and niche capability groups effective from 1 April 2013 to 31 March
2014. These are detailed in the Annexes to this letter and replace those given at
Reference A. Pay rates for Officers on the main scales are in References B and C.
2.
The Government have accepted the recommendations, which will become effective
as follows:
a.
From 1 April 2013 a 1% increase to base pay;
b.
From 1 April 2013 a 1% increase to Specialist Pay (which is to be renamed
Recruitment & Retention Payment), Compensatory Allowances, Reserve
Bounties and Call-Out Gratuities; and
c.
From 1 May 2013 a 0.5% increase to the level of X-Factor paid to Regular
and Full-Time Reserve Service (Full Commitment) personnel.
3.
The rates of pay for the equivalents in the Volunteer Reserves and Additional
Duties Commitments (ADCs) will increase in proportion to these uplifts. These rates are at
Annexes D and E.
Implementation
4.
The new rates resulting from the pay award shall be implemented with normal
salary payments at the end of April 2013 (and again at the end of May 2013 for those in
receipt of additional X-Factor). The required changes to JSP 754, Tri-Service Regulations
for Pay and Charges, will be made as soon as possible..
[ORIGINAL SIGNED]
Robert Harkins
Annexes:
A.
Rates of Pay for Special Forces – Officers Commissioned from the Ranks from 1
April 2013.
B.
Rates of Pay for Special Forces – FTRS Officers Commissioned from the Ranks
from 1 April 2013.
C.
Rates of Pay for Special Forces – Other Ranks (Regulars) from 1 April 2013.
D.
Rates of Pay for Special Forces – Other Ranks – FTRS, ADC personnel and
Volunteer Reserves from 1 April 2013.
E.
Rates of Specialist Pay (which is to be renamed Recruitment & Retention Payment)
for Special Forces and niche capabilities from 1 April 2013.
2
Distribution List
Action:
SPVA-CE
SPVA-FutDev Change Gate SO1
Information:
Pers Trg-DCDS-MA
Pers Trg-D SP Pol ExO
DSF
FLEET-DNPS PPA DACOS
LF-DPS(A)-PS10A-AD
Air-COSPers-Pol PayAllces DACOS
SPVA-FutDev Payand Pensions SO1
SPVA-FutDev PayandCharges SO2
Pers Trg-Rem-Future AFPS Pol 5
SPVA-DVS-AFPS-PPT2D
3
Annex A to REM 04.01.06C dated 27 March 2013
RATES OF PAY
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS REGULARS
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF3)
Annual
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
1 April 2013
1 May 2013
£67,610.88
£66,932.52
£66,254.40
£65,580.12
£64,906.08
£64,413.96
£63,549.48
£62,875.20
£62,201.04
£67,907.52
£67,226.16
£66,545.04
£65,867.76
£65,190.84
£64,696.44
£63,828.24
£63,150.96
£62,473.80
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF1 & OF2)
Annual
1 April 2013
1 May 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Note 1
Note 2
Note 3
£62,829.72
£62,465.88
£62,106.12
£61,196.28
£60,282.12
£59,368.08
£58,462.44
£57,544.08
£56,630.04
£55,914.36
£55,231.80
£54,541.20
£53,846.64
£53,155.92
£52,464.96
Note 1: Entry point for personnel with over 15 years’ OR service.
Note 2: Entry point for personnel with between 12 and 15 years’ OR service.
Note 3: Entry point for personnel with under 12 years OR service.
A-1
£63,105.36
£62,739.84
£62,378.52
£61,464.60
£60,546.60
£59,628.48
£58,718.88
£57,796.44
£56,878.32
£56,159.64
£55,473.96
£54,780.36
£54,082.80
£53,389.08
£52,695.12
Annex B to REM 04.01.06C dated 27 March 2013
RATES OF PAY
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS RESERVES
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF3)
FULL-TIME RESERVE SERVICE (FTRS)
Full Commitment
14% X-FACTOR
Annual
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£67,610.88
£66,932.52
£66,254.40
£65,580.12
£64,906.08
£64,413.96
£63,549.48
£62,875.20
£62,201.04
Limited Commitment
5% X-Factor
Annual
Daily 1
1 April 2013
£62,273.28
£61,648.44
£61,023.84
£60,402.72
£59,781.96
£59,328.60
£58,532.40
£57,911.40
£57,290.40
Home Commitment
0% X-Factor
Annual
£170.49
£168.78
£167.07
£165.37
£163.67
£162.43
£160.25
£158.55
£156.85
£59,307.84
£58,712.76
£58,117.92
£57,526.44
£56,935.20
£56,503.44
£55,745.16
£55,153.68
£54,562.32
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF1 & OF2)
FULL-TIME RESERVE SERVICE (FTRS)
Full Commitment
14% X-Factor
Annual
1 April 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Note 1
Note 2
Note 3
£62,829.72
£62,465.88
£62,106.12
£61,196.28
£60,282.12
£59,368.08
£58,462.44
£57,544.08
£56,630.04
£55,914.36
£55,231.80
£54,541.20
£53,846.64
£53,155.92
£52,464.96
Note 1: Entry point for personnel with over 15 years’ OR service.
Note 2: Entry point for personnel with between 12 and 15 years’ OR service.
Note 3: Entry point for personnel with under 12 years OR service.
1
The daily rates shown apply to Attendance Based Personnel serving in the Special Forces.
B-1
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF3)
FULL-TIME RESERVE SERVICE (FTRS)
Full Commitment
14.5% X-FACTOR
Annual
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Limited Commitment
5% X-Factor
Annual
Daily 2
1 May 2013
£67,907.52
£67,226.16
£66,545.04
£65,867.76
£65,190.84
£64,696.44
£63,828.24
£63,150.96
£62,473.80
Home Commitment
0% X-Factor
Annual
No Change from 1 April 2013
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF1 & OF2)
FULL-TIME RESERVE SERVICE (FTRS)
Full Commitment
14.5% X-Factor
Annual
1 May 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Note 1
Note 2
Note 3
£63,105.36
£62,739.84
£62,378.52
£61,464.60
£60,546.60
£59,628.48
£58,718.88
£57,796.44
£56,878.32
£56,159.64
£55,473.96
£54,780.36
£54,082.80
£53,389.08
£52,695.12
Note 1: Entry point for personnel with over 15 years’ OR service.
Note 2: Entry point for personnel with between 12 and 15 years’ OR service.
Note 3: Entry point for personnel with under 12 years OR service.
2
The daily rates shown apply to Attendance Based Personnel serving in the Special Forces.
B-2
SPECIAL FORCES OFFICERS COMMISSIONED FROM THE RANKS (OF1 & OF2)
FULL-TIME RESERVE SERVICE (FTRS)
Limited Commitment
5% X-Factor
Annual
Daily 3
1 April 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Note 1
Note 2
Note 3
£57,869.52
£57,534.36
£57,203.04
£56,364.96
£55,523.04
£54,681.12
£53,847.00
£53,001.12
£52,159.20
£51,500.16
£50,871.36
£50,235.36
£49,595.64
£48,959.40
£48,323.04
£158.44
£157.52
£156.61
£154.32
£152.01
£149.71
£147.43
£145.11
£142.80
£141.00
£139.28
£137.54
£135.79
£134.04
£132.30
Note 1: Entry point for personnel with over 15 years’ OR service.
Note 2: Entry point for personnel with between 12 and 15 years’ OR service.
Note 3: Entry point for personnel with under 12 years OR service.
Home Commitment
0% X-Factor
Annual
1 April 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Note 1
Note 2
Note 3
£55,113.84
£54,794.64
£54,479.04
£53,680.92
£52,879.08
£52,077.24
£51,282.84
£50,477.28
£49,675.44
£49,047.72
£48,448.92
£47,843.16
£47,233.92
£46,628.04
£46,021.92
Note 1: Entry point for personnel with over 15 years’ OR service.
Note 2: Entry point for personnel with between 12 and 15 years’ OR service.
Note 3: Entry point for personnel with under 12 years OR service.
3
The daily rates shown apply to Attendance Based Personnel serving in the Special Forces.
B-3
Annex C to REM 04.01.06C dated 27 March 2013
RATES OF PAY
SPECIAL FORCES OTHER RANKS – REGULARS
Rank
Range 5
Warrant Officer I
Warrant Officer II
Levels 5 – 9 only
Staff Sergeant
Levels 1 – 7 only
Sergeant
Corporal
Lance Corporal
Levels 5 – 9 only
Private
Levels 1 – 7 only
Annual
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 4
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 3
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 2
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 1
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
C-1
1 April 2013
1 May 2013
£59,148.72
£58,280.28
£57,411.60
£56,543.16
£55,678.68
£54,806.16
£53,937.36
£59,408.16
£58,535.88
£57,663.36
£56,791.08
£55,922.88
£55,046.52
£54,173.88
£53,255.04
£52,601.64
£51,939.96
£51,286.20
£50,628.60
£49,975.20
£49,313.52
£48,659.76
£48,002.28
£53,488.56
£52,832.40
£52,167.72
£51,511.08
£50,850.60
£50,194.44
£49,529.76
£48,873.24
£48,212.88
£46,844.28
£46,091.52
£45,330.36
£44,582.04
£43,824.84
£43,125.96
£42,327.72
£47,049.72
£46,293.60
£45,529.08
£44,777.52
£44,017.08
£43,315.08
£42,513.36
£43,684.44
£43,068.12
£42,464.28
£41,860.20
£40,954.68
£40,044.84
£39,138.72
£43,876.08
£43,257.00
£42,650.52
£42,043.80
£41,134.32
£40,220.40
£39,310.44
£38,224.80
£37,782.24
£37,298.28
£36,611.76
£35,925.36
£35,238.72
£34,800.12
£33,939.96
£33,083.76
£38,392.44
£37,947.96
£37,461.84
£36,772.32
£36,082.92
£35,393.28
£34,952.76
£34,088.76
£33,228.84
Annex D to REM 04.01.06C dated 27 March 2013
RATES OF PAY
SPECIAL FORCES OTHER RANKS - RESERVES
FULL TIME RESERVE SERVICE (FTRS), PERSONNEL UNDERTAKING ADDITIONAL
DUTIES COMMITMENTS (ADCs) AND VOLUNTEER RESERVES
Rank
Range 5
Warrant
Officer I
Warrant
Officer II
Levels 5 - 9
Only
Staff
Sergeant
Levels 1 - 7
only
Sergeant
Corporal
Lance
Corporal
Levels 5 - 9
only
Private
Levels 1 - 7
only
4
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 4
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 3
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 2
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 1
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Full Commitment
14% X-Factor
Annual
£59,148.72
£58,280.28
£57,411.60
£56,543.16
£55,678.68
£54,806.16
£53,937.36
Limited Commitment
5% X-Factor
Annual
Daily 4
1 April 2013
£54,479.16
£149.16
£53,679.12
£146.97
£52,879.08
£144.78
£52,079.16
£142.58
£51,282.96
£140.41
£50,479.44
£138.21
£49,679.16
£136.01
£53,255.04
£52,601.64
£51,939.96
£51,286.20
£50,628.60
£49,975.20
£49,313.52
£48,659.76
£48,002.28
£49,050.72
£48,448.92
£47,839.44
£47,237.28
£46,631.64
£46,029.84
£45,420.36
£44,818.20
£44,212.68
£134.29
£132.65
£130.98
£129.33
£127.67
£126.02
£124.35
£122.71
£121.05
£46,714.92
£46,141.80
£45,561.36
£44,987.88
£44,411.04
£43,837.92
£43,257.48
£42,684.00
£42,107.28
£46,844.28
£46,091.52
£45,330.36
£44,582.04
£43,824.84
£43,125.96
£42,327.72
£43,146.00
£42,452.64
£41,751.60
£41,062.44
£40,365.00
£39,721.20
£38,986.08
£118.13
£116.23
£114.31
£112.42
£110.51
£108.75
£106.74
£41,091.48
£40,431.12
£39,763.44
£39,107.04
£38,442.84
£37,829.76
£37,129.56
£43,684.44
£43,068.12
£42,464.28
£41,860.20
£40,954.68
£40,044.84
£39,138.72
£40,235.76
£39,667.92
£39,111.84
£38,555.52
£37,721.40
£36,883.32
£36,048.84
£110.16
£108.60
£107.08
£105.56
£103.28
£100.98
£98.70
£38,319.72
£37,779.00
£37,249.32
£36,719.52
£35,925.12
£35,127.00
£34,332.24
£38,224.80
£37,782.24
£37,298.28
£36,611.76
£35,925.36
£35,238.72
£34,800.12
£33,939.96
£33,083.76
£35,207.04
£34,799.40
£34,353.60
£33,721.44
£33,089.16
£32,456.76
£32,052.72
£31,260.48
£30,471.84
£96.39
£95.28
£94.06
£92.32
£90.59
£88.86
£87.76
£85.59
£83.43
£33,530.52
£33,142.32
£32,717.76
£32,115.60
£31,513.44
£30,911.16
£30,526.44
£29,771.88
£29,020.80
The daily rates shown apply to Attendance Based Personnel serving in the Special Forces.
D-1
Home Commitment
0% X-Factor
Annual
£51,884.88
£51,123.00
£50,361.00
£49,599.24
£48,840.96
£48,075.60
£47,313.48
FULL TIME RESERVE SERVICE (FTRS), PERSONNEL UNDERTAKING ADDITIONAL
DUTIES COMMITMENTS (ADCs) AND VOLUNTEER RESERVES
Rank
Range 5
Warrant
Officer I
Warrant
Officer II
Levels 5 - 9
Only
Staff
Sergeant
Levels 1 - 7
only
Sergeant
Corporal
Lance
Corporal
Levels 5 - 9
only
Private
Levels 1 - 7
only
5
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 4
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 3
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 2
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Range 1
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Full Commitment
14.5% X-Factor
Annual
Limited Commitment
5% X-Factor
Annual
Daily 5
1 May 2013
Home Commitment
0% X-Factor
Annual
£59,408.16
£58,535.88
£57,663.36
£56,791.08
£55,922.88
£55,046.52
£54,173.88
No Change from 1 April 2013
£53,488.56
£52,832.40
£52,167.72
£51,511.08
£50,850.60
£50,194.44
£49,529.76
£48,873.24
£48,212.88
No Change from 1 April 2013
£47,049.72
£46,293.60
£45,529.08
£44,777.52
£44,017.08
£43,315.08
£42,513.36
No Change from 1 April 2013
£43,876.08
£43,257.00
£42,650.52
£42,043.80
£41,134.32
£40,220.40
£39,310.44
No Change from 1 April 2013
£38,392.44
£37,947.96
£37,461.84
£36,772.32
£36,082.92
£35,393.28
£34,952.76
£34,088.76
£33,228.84
No Change from 1 April 2013
The daily rates shown apply to Attendance Based Personnel serving in the Special Forces.
D-2
Annex E to REM 04.01.06C dated 27 March 2013
RECRUITMENT & RETENTION PAYMENT 6
SPECIAL FORCES AND NICHE CAPABILITIES
RECRUITMENT & RETENTION PAYMENT (SPECIAL FORCES) - (RRP(SF))
Officers
Full Rate
Daily
£39.77
Level 1 – On Appointment
£46.51
Level 2 – After 3 years
£50.80
Level 3 – After 6 years
Other Ranks
£19.59
Level 1 – On Appointment
£27.53
Level 2 – After 3 years
£31.84
Level 3 – After 6 years
£37.96
Level 4 - After 9 years
£41.62
Level 5 - After 12 years
£46.51
Level 6 - After 15 years
£50.80
Level 7 - After 18 years
50%
Daily
£19.89
£23.26
£25.40
£9.80
£13.77
£15.92
£18.98
£20.81
£23.26
£25.40
RECRUITMENT & RETENTION PAYMENT (SPECIAL RECONNAISSANCE) (RRP(SR))
Officers
Full Rate
Daily
£37.96
Level 1 – On Badging
£44.68
Level 2 – After 3 years
£48.36
Level 3 – After 6 years
Other Ranks
£18.61
Level 1 – On Badging
£26.31
Level 2 – After 2 years
£30.00
Level 3 – After 6 years
£36.72
Level 4 – After 9 years
£39.77
Level 5 – After 12 years
£44.68
Level 6 – After 15 years
£48.36
Level 7 – After 18 years
6
50%
Daily
£18.98
£22.34
£24.18
£9.31
£13.16
£15.00
£18.36
£19.89
£22.34
£24.18
For the first 3 years away from a CCB RRP or RRP-Related post, a Reserve Band will be paid at 100% of the full rate
for years 1 and 2 and 50% of the full rate in the 3rd year (in exceptional circumstances cases may be submitted to
extend entitlement to retain full rates beyond the first 3 years). For personnel who submit PVR Recruitment & Retention
Payments will cease from the date of approval.
E-1
RECRUITMENT & RETENTION PAYMENT (SPECIAL FORCES COMMUNICATIONS (RRP(SFC))
Level 1
Level 2
Full Rate
Daily
50%
Daily
£17.75
£20.81
£8.88
£10.41
RECRUITMENT & RETENTION PAYMENT (SPECIAL FORCES(SDV)) – RRP(SF SDV)
Full Rate
Daily
RRP(SF SDV)
£11.64
RECRUITMENT & RETENTION PAYMENT (SPECIAL COMMUNICATIONS) – RRP(SC)
Full Rate
Daily
RRP(SC)
£11.64
RECRUITMENT & RETENTION PAYMENT (SPECIAL INTELLIGENCE) (RRP(SI))
Full Rate
DAILY
HUMINT Operator Class 2 – Level 0
HUMINT Operator Class 1 – Level 1
HUMINT Operator Class 1 with more than 3 years Class
1 experience – Level 3
E-2
£12.24
£20.81
£31.23
Assistant Head Pay
REMUNERATION TEAM
Robert Harkins
Level 6, Zone M, Desk 41
Main Building
Whitehall
London SW1A 2HB
REM 04.01.06D
Telephone:
E-Mail:
020 7807 8293
pers trg-rem-pay pol-mailbox
See Distribution
27 March 2013
2013/14 SENIOR SALARIES REVIEW BODY
RATES OF PAY AND CHARGES FOR 2, 3 AND 4-STAR OFFICERS
References:
A.
B.
Senior Salaries Review Body Report No. 81 (35th Annual Report) (Cm 8569).
REM 04.01.06A dated 27 March 2013.
1.
Following the submission of the Senior Salaries Review Body (SSRB) Report
(Reference A) to the Government, I am directed to inform you of the rates of pay and
charges for the SSRB remit group. The Government have accepted the recommendations,
which will become effective as follows:
2.
a.
From 1 April 2013 a 1% increase to base pay for all 2, 3 and 4-Star officers.
b.
From 1 May 2013 a 0.5% increase to the level of X-Factor paid to Regular and
Full-Time Reserve Service (Full Commitment) personnel (to 2 and 3-Star
officers only).
Rates of pay are detailed at Annex A.
Scope and Application
3.
The provisions of this letter apply to all military Officers of 2-Star rank and above (but
see paragraph 4 below covering Medical and Dental Officers).
Medical and Dental Officers
4.
The pay of 2-Star Medical and Dental Officers should continue to be 10% above their
comparators base pay, excluding X-Factor, at 1-Star, and the pay of 3-Star officers should
continue to be 5% more than their 2-Star comparators’ base pay, excluding X-Factor. Rates
of pay, effective from 1 April 2013 to 31 March 2014 will be published in the Medical &
Dental Officers’ Directed Letter following publication of the AFPRB supplementary report.
Food and Accommodation Charges
5.
The increases in food and accommodation charges, set out in the Directed Letter
covering the AFPRB award (Reference B), will also apply to Officers at 2-Star rank and
above with effect from 1 April 2013 to 31 March 2014.
Implementation
6.
The 1% increase to base pay shall be paid with April salaries with a further increase
in May to take account of the increase to X-Factor. Any required changes to JSP 754, TriService Regulations for Pay and Charges, will be made as soon as possible.
Increments
7.
The award of single increments will be made in April 2013.
[ORIGINAL SIGNED]
Robert Harkins
Annex:
A. Rates of Pay from 1 April 2013 to 31 March 2014.
2
Action:
SPVA-CE
SPVA-FutDev Change Gate SO1
Distribution:
NAVY-2SLCNPT EA
LF-PSC-AG-MA
Air-DComOps-PSO
Pers Trg-DCDS-MA
Pers Trg-D SP Pol ExO
NAVY NAVSEC-ACNS PERS PA
Fleet-DNPS PPA DACOS
LF-DPS(A)-PS10A-AD
Air-COSPers-Pol PayAllces DACOS
Pers Trg-DS Sec-Appts TL
NavSec-NavSecSnr Appts SO1
APC-MSGenerals-AsstMilSec
Air-COSPers-SnrAppts Air Sec 1
SPVA-FutDev Payand Pensions SO1
Pers Trg-Rem-Future AFPS Pol 5
SPVA-DVS-AFPS-PPT2D
3
Annex A to REM 04.01.06D dated 27 March 2013
RATES OF PAY FOR CDS
Level
4
3
2
1
Annual Rate (£)
£255,225.00
£250,220.40
£245,313.84
£240,504.24
RATES OF BASIC PAY FOR 2, 3 AND 4-STAR OFFICERS
1 April 2013
Level
6
5
4
3
2
1
2 – Star
2 – Star
3 – Star
4 – Star
Reserve
Annual Rate Annual Rate Annual Rate
Daily Rate
£325.92
£319.59
£313.37
£307.29
£301.31
£120,406.20
£118,093.32
£115,824.84
£113,600.76
£111,420.12
£154,168.44
£149,747.76
£145,456.08
£139,954.80
£133,404.84
£187,035.84
£183,368.52
£179,772.96
£175,388.52
£171,110.16
£295.46
£109,283.04
£127,167.00
£166,936.92
RATES OF BASIC PAY FOR 2, 3 AND 4-STAR OFFICERS
1 May 2013
Level
6
5
4
3
2
1
2 – Star
2 – Star
3 – Star
4 – Star
Reserve
Annual Rate Annual Rate Annual Rate
Daily Rate
No Change
from 1 April
2013
£120,492.12
£118,179.24
£115,910.76
£113,686.68
£111,506.04
£154,254.48
£149,833.68
£145,542.12
£140,040.72
£133,490.76
£109,368.96
£127,253.04
Note:
X-Factor is included in the Basic Pay Rates for 2- and 3-Star Officers.
A-1
No Change
from 1 April
2013
Assistant Head Pay
REMUNERATION TEAM
Robert Harkins
Level 6, Zone M, Desk 41
Main Building
Whitehall
London SW1A 2HB
SP PAM 04.01.06B
Telephone: 020 7807 8293
E-Mail:
pers trg-rem-pay pol-mailbox
See Distribution
27 March 2013
2013/14 ARMED FORCES PAY REVIEW
RATES OF PAY AND CHARGES FOR THE ROYAL NAVAL/ROYAL MARINE
RESERVES, THE TERRITORIAL ARMY, THE ROYAL AIR FORCE RESERVES
AND ALL CADET FORCES
References:
A.
B.
C.
Armed Forces’ Pay Review Body Forty-Second Report 2013 (Cm 8571).
SP PAM 04.01.06B dated 22 March 2012.
REM 04.01.06A dated 27 March 2013.
1.
Following the submission of recommendations by the Armed Forces’ Pay Review
Body in their Report (Reference A), I am directed to inform you of the rates of pay and
charges for Royal Naval/Royal Marine Reserves, the Territorial Army (TA), the RAF
Reserves and all Cadet Forces Officers and Other Ranks effective from 1 April 2013 to 31
March 2014, unless otherwise stated. These are detailed in the Annexes to this letter and
replace those given at Reference B. Rates of Specialist Pay (which is to be renamed
Recruitment & Retention Payment) and charges, to which Reservists may also be subject,
have been published at Reference C.
2.
The Government have accepted the recommendations, which will become effective
as follows:
a.
From 1 April 2013 a 1% increase to base pay;
b.
From 1 April 2013 a 1% increase to Specialist Pay (which is to be renamed
Recruitment & Retention Payment), Compensatory Allowances, Reserve
Bounties and Call-Out Gratuities; and
c.
From 1 May 2013 a 0.5% increase to the level of X-Factor paid to Regular
(except MPGS) and Full-Time Reserve Service (Full Commitment)
(FTRS(FC)) personnel.
Scope and Application
3.
Rates of basic pay in this letter apply to all ranks up to and including one-Star rank.
4.
Rates of pay for the following groups will be issued in separate Directed Letters:
•
•
•
•
Senior Officer (2-star) Reservists.
Special Forces’ Reservists.
Medical and Dental Officer Reservists.
Royal Gibraltar Regiment Reservists.
AFPRB Recommendations
5.
Pay. A one percent increase in base pay for all personnel. A 0.5 percent increase
to the full rate of X–Factor from 14 to 14.5 per cent. There is no increase to X-Factor for
Reservists other than those on FTRS(FC) engagements.
6.
Territorial Army Early Years Commitment Bonus. From 1 April 2013 a new
Commitment Bonus will be introduced for Direct Entrant TA Junior Officers, and certain exRegulars, in the early years of their Reserve Service.
7.
Training Bounties. The AFPRB recommended a one percent increase to Reserve
Training Bounties from 1 April 2013:
a.
Volunteer Reserve Forces Training Bounty.
Year 1
Year 2
Year 3
Year 4
Year 5
£428
£943
£1,457
£1,457
£1,691
b.
Ex Regular Officers and Other Ranks Training Bounty - £380
c.
University Units Bounty.
Year 1
Year 2
Year 3
£147
£171
£207
d.
High Readiness Reserve Bounty - £428.
e.
Sponsored Reserve Operational Training Supplement based on the training
bounty with rates varying between 50 per cent and 100 per cent depending
on training commitment.
f.
Call Out Gratuity - £514
These training bounties will be payable in 2013/14, for training carried out in 2012/13.
8.
Daily and annual rates of pay, and training bounties for Reserve Forces and Cadet
Forces’ personnel, effective from 1 April 2013, are shown at Annexes A - D.
2
Implementation
9.
The new rates resulting from the pay award shall be implemented with normal
salary payments at the end of April 2013 (and again at the end of May 2013 for those in
receipt of additional X-Factor). The required changes to JSP 754, Tri-Service Regulations
for Pay and Charges, will be made as soon as possible.
[ORIGINAL SIGNED]
Robert Harkins
Annexes:
A.
Rates of Pay for Officers on the main scale, Chaplains, Nursing and Veterinary
Officers and Officers Commissioned from the Ranks (OCFR) of the Volunteer
Reserves, including the TA, FTRS (incl. NRPS), and ADC personnel for 2013/2014.
B.
Rates of Pay of other ranks/ratings of the Volunteer Reserves and TA, FTRS (incl.
NRPS) and ADC personnel for 2013/2014.
C.
Training Bounties for 2013/2014.
D.
Pay of Cadet Force’s personnel for 2013/2014.
3
Distribution List
Action:
SPVA-CE
SPVA-FutDev Change Gate SO1
Information:
Pers Trg-DCDS-MA
Pers Trg-D SP Pol ExO
Pers Trg-RFC-Cap Emp Sup
Pers Trg-RFC-YC Cadets
FLEET-DNPS PPA DACOS
LF-DPS(A)-PS10A-AD
Air-COSPers-Pol PayAllces DACOS
SPVA-FutDev Payand Pensions SO1
SPVA-FutDev PayandCharges SO2
Pers Trg-Rem-Future AFPS Pol 5
SPVA-DVS-AFPS-PPT2D
4
Annex A to REM 04.01.06B dated 27 March 2013
RATES OF PAY
OFFICERS OF THE RNR, RMR, TA AND THE RESERVE & AUXILIARY AIR FORCES
UNDERTAKING OBLIGATORY TRAINING AND VOLUNTARY AND OTHER DUTIES
AND PART-TIME RESERVE SERVICE UNDER ADDITIONAL DUTIES
COMMITMENTS AND AD HOC DUTIES 1
Rank
Daily
OF6
RNR:
RMR:
TA:
RAF
Level 5
Level 4
Level 3
Level 2
Level 1
Commodore
Brigadier
Brigadier
Air Commodore
1 April 2013
£268.86
£266.12
£263.42
£260.70
£257.98
OF5
RNR:
Captain
RMR: Colonel
TA:
Colonel
RAF
Group Captain
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£233.17
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£193.98
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£145.68
£230.37
£227.56
£224.76
£221.97
£219.17
£216.38
£213.57
£210.78
OF4
RNR:
Commander
RMR: Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
£191.54
£189.11
£186.69
£179.71
£177.47
£175.23
£172.99
£170.72
OF3
RNR:
Lieutenant Commander
RMR: Major
TA:
Major
RAF:
Squadron Leader
£142.67
£139.67
£136.67
£133.65
£130.65
£127.63
£124.65
£121.64
1
Individuals undertaking ADC service in FTRS (HC) appointments will receive FTRS (HC) daily rates of pay (0% X Factor) for each day
of service.
A-1
OF2
RNR:
RMR:
TA:
RAF
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£114.84
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£83.29
£113.54
£112.21
£109.62
£107.00
£104.40
£101.77
£99.16
£96.57
OF1
RNR:
See table below
RMR: See table below
TA:
See table below
RAF:
See table below
£81.30
£79.33
£77.35
£75.35
£62.69
£55.55
£48.57
£44.62
£40.94
JPA for OF1
RANK
Pay Spine
OF1 Range
Army: 2nd Lieutenant
Graduate and non-Graduate Direct
entrants during Initial Officer
Training
Gap Year Commission
RN: Midshipman
RM: 2nd Lieutenant
Army 2nd Lieutenant
RAF: Acting Pilot Officer/Pilot Officer
RN: Sub-Lieutenant
RM: Lieutenant
Army: Lieutenant
RAF: Flying Officer
A-2
Level 1
Levels 2-3
Level 4
Level 5
Level 6 - 10
FULL-TIME RESERVE SERVICE (OFFICERS)
Rank
Full Commitment
(14% X-Factor)
Limited Commitment
(5% X-Factor)
Home Commitment
(0% X-Factor) 2
1 April 2013
OF6
RNR:
RMR:
TA:
RAF
Commodore
Brigadier
Brigadier
Air Commodore
Level 5
Level 4
Level 3
Level 2
Level 1
£101,973.24
£100,972.80
£99,984.84
£98,992.68
£98,000.52
£98,201.52
£97,201.20
£96,213.12
£95,220.96
£94,228.92
£97,159.56
£96,159.24
£95,171.16
£94,179.00
£93,186.96
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£90,302.40
£89,277.48
£88,252.68
£87,231.72
£86,211.00
£85,190.16
£84,169.32
£83,144.40
£82,123.56
£85,165.80
£84,140.88
£83,116.08
£82,095.12
£81,074.40
£80,053.56
£79,032.72
£78,007.80
£76,986.96
£83,082.00
£82,057.08
£81,032.28
£80,011.32
£78,990.60
£77,969.76
£76,948.92
£75,924.00
£74,903.16
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£78,393.36
£77,379.12
£76,365.24
£75,360.36
£71,267.16
£70,377.96
£69,488.52
£68,599.44
£67,701.96
£70,849.92
£69,960.24
£69,070.80
£68,189.40
£65,640.84
£64,821.84
£64,002.60
£63,183.72
£62,357.04
£68,766.12
£67,876.44
£66,987.00
£66,105.60
£62,515.08
£61,735.08
£60,954.84
£60,174.96
£59,387.64
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£57,771.60
£56,576.16
£55,389.00
£54,198.00
£52,998.60
£51,811.44
£50,611.92
£49,429.32
£48,238.20
£53,210.64
£52,109.52
£51,016.20
£49,919.16
£48,814.56
£47,721.12
£46,616.28
£45,526.92
£44,429.88
£50,676.84
£49,628.16
£48,586.80
£47,542.08
£46,490.04
£45,448.68
£44,396.40
£43,359.00
£42,314.16
OF5
RNR:
Captain
RMR:
Colonel
TA:
Colonel
RAF
Group Captain
OF4
RNR:
Commander
RMR:
Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
OF3
RNR:
Lieutenant Commander
RMR:
Major
TA:
Major
RAF:
Squadron Leader
2
Including Non Regular Permanent Staff Officers (OF1-OF4) who are paid from the respective FTRS Home Commitment pay spine.
A-3
OF2
RNR:
Lieutenant
RMR:
Captain
TA:
Captain
RAF
Flight Lieutenant
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£45,541.44
£45,024.36
£44,499.12
£43,469.28
£42,431.16
£41,401.20
£40,359.00
£39,321.00
£38,295.12
£41,946.00
£41,469.72
£40,986.00
£40,037.52
£39,081.24
£38,132.64
£37,172.76
£36,216.72
£35,271.84
£39,948.60
£39,495.00
£39,034.32
£38,130.96
£37,220.28
£36,316.80
£35,402.64
£34,492.08
£33,592.20
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£33,030.00
£32,239.92
£31,458.24
£30,672.60
£29,882.40
£24,861.48
£22,028.28
£19,261.56
£17,694.24
£16,234.20
£30,422.28
£29,694.72
£28,974.72
£28,251.12
£27,523.32
£22,898.76
£20,289.12
£17,740.92
£16,297.32
£14,952.60
£28,973.64
£28,280.64
£27,594.96
£26,905.80
£26,212.68
£21,808.32
£19,323.00
£16,896.12
£15,521.28
£14,240.52
OF1
RNR:
See table below
RMR:
See table below
TA:
See table below
RAF:
See table below
JPA for OF1
RANK
Pay Spine
OF1 Range
Army: 2nd Lieutenant
Graduate and non-Graduate Direct
entrants during Initial Officer
Training
Gap Year Commission
RN: Midshipman
RM: 2nd Lieutenant
Army 2nd Lieutenant
RAF: Acting Pilot Officer/Pilot Officer
RN: Sub-Lieutenant
RM: Lieutenant
Army: Lieutenant
RAF: Flying Officer
A-4
Level 1
Levels 2-3
Level 4
Level 5
Level 6 - 10
FULL-TIME RESERVE SERVICE (OFFICERS)
Rank
Full Commitment
(14.5% X-Factor)
Limited Commitment
(5% X-Factor)
Home Commitment
(0% X-Factor) 3
1 May 2013
OF6
RNR:
RMR:
TA:
RAF
Commodore
Brigadier
Brigadier
Air Commodore
Level 5
Level 4
Level 3
Level 2
Level 1
£102,145.08
£101,144.76
£100,156.68
£99,164.52
£98,172.48
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£90,560.28
£89,535.36
£88,510.56
£87,489.60
£86,468.88
£85,448.04
£84,427.20
£83,402.28
£82,381.44
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£78,737.16
£77,718.48
£76,700.16
£75,690.96
£71,579.76
£70,686.72
£69,793.32
£68,900.28
£67,998.84
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£58,025.04
£56,824.20
£55,631.88
£54,435.72
£53,231.04
£52,038.72
£50,833.92
£49,646.04
£48,449.76
No Change from 1 April 2013
OF5
RNR:
Captain
RMR:
Colonel
TA:
Colonel
RAF
Group Captain
OF4
RNR:
Commander
RMR:
Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
OF3
RNR:
Lieutenant Commander
RMR:
Major
TA:
Major
RAF:
Squadron Leader
3
Including Non Regular Permanent Staff Officers (OF1-OF4) who are paid from the respective FTRS Home Commitment pay spine.
A-5
OF2
RNR:
Lieutenant
RMR:
Captain
TA:
Captain
RAF
Flight Lieutenant
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£45,741.12
£45,221.76
£44,694.24
£43,659.96
£42,617.28
£41,582.76
£40,536.00
£39,493.44
£38,463.12
No Change from 1 April 2013
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£33,174.84
£32,381.28
£31,596.24
£30,807.12
£30,013.56
£24,970.56
£22,124.88
£19,346.04
£17,771.88
£16,305.36
No Change from 1 April 2013
OF1
RNR:
See table below
RMR:
See table below
TA:
See table below
RAF:
See table below
JPA for OF1
RANK
Pay Spine
OF1 Range
Army: 2nd Lieutenant
Graduate and non-Graduate Direct
entrants during Initial Officer
Training
Gap Year Commission
RN: Midshipman
RM: 2nd Lieutenant
Army 2nd Lieutenant
RAF: Acting Pilot Officer/Pilot Officer
RN: Sub-Lieutenant
RM: Lieutenant
Army: Lieutenant
RAF: Flying Officer
A-6
Level 1
Levels 2-3
Level 4
Level 5
Level 6 - 10
NURSING OFFICERS OF THE RNR, RMR, TA AND THE RESERVE & AUXILIARY
AIR FORCES UNDERTAKING OBLIGATORY TRAINING AND VOLUNTARY AND
OTHER DUTIES AND PART-TIME RESERVE SERVICE UNDER ADDITIONAL
DUTIES COMMITMENTS AND AD HOC DUTIES 4
Rank
Daily
1 April 2013
OF5
RNR:
Captain
RMR: Colonel
TA:
Colonel
RAF
Group Captain
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£238.08
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£199.39
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£154.90
£235.21
£232.34
£229.47
£226.59
£223.70
£220.82
£217.93
£215.05
OF4
RNR:
Commander
RMR: Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
£196.88
£194.37
£191.88
£184.88
£182.52
£180.16
£177.81
£175.43
OF3
RNR:
Lieutenant Commander
RMR: Major
TA:
Major
RAF:
Squadron Leader
£149.29
£146.17
£143.04
£139.90
£136.79
£133.68
£130.55
£127.40
4
Individuals undertaking ADC service in FTRS (HC) appointments will receive FTRS (HC) daily rates of pay (0% X Factor) for each day
of service.
A-7
OF2
RNR:
RMR:
TA:
RAF
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£120.94
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£86.24
£118.26
£115.59
£112.93
£110.24
£107.57
£104.87
£102.10
£99.38
OF1
RNR:
See table below
RMR: See table below
TA:
See table below
RAF:
See table below
£84.11
£82.02
£79.92
£77.81
£64.91
£57.61
£50.44
£46.35
£42.52
JPA for OF1
RANK
Pay Spine
OF1 Range
Non-registered nurse direct entrants (for pay purposes will be classed as Officer
Cadets, but may hold different ‘addressable’ ranks).
Army: 2nd Lieutenant
Gap Year Commission
Level 1
Registered nurse direct entrants,
cadets/bursary entrants during
initial Officers Training and nonregistered nurse direct entrants on
5
becoming registered
Level 5 - 10
RN: Midshipman, Sub Lieutenant
Army 2nd Lieutenant, Lieutenant
RAF: Acting Pilot Officer/Pilot Officer, Flying
Officer
5
Levels 2-3
Level 4
On becoming registered nurses, direct entrants will move to level 5, however progression to level 6 will be dependent
on promotion to Sub Lt/Lt/Fg Off. Registered nurse direct entrants will enter Service on at least level 5 dependent on
antedated seniority.
A-8
FULL-TIME RESERVE SERVICE (NURSING OFFICERS)
Rank
Full Commitment
(14% X-Factor)
Limited Commitment
(5% X-Factor)
Home Commitment
(0% X-Factor)
OF5
1 April 2013
RNR:
Captain
RMR:
Colonel
TA:
Colonel
RAF
Group Captain
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£92,238.12
£91,189.68
£90,141.24
£89,091.84
£88,038.36
£86,985.36
£85,932.96
£84,878.16
£83,823.72
£86,960.16
£85,911.84
£84,863.28
£83,814.00
£82,760.52
£81,707.52
£80,655.12
£79,600.32
£78,545.88
£83,082.00
£82,057.08
£81,032.28
£80,011.32
£78,990.60
£77,969.76
£76,948.92
£75,924.00
£74,903.16
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£80,577.96
£79,532.64
£78,487.68
£77,453.64
£73,315.20
£72,380.16
£71,445.12
£70,510.92
£69,567.84
£72,826.20
£71,909.28
£70,992.60
£70,085.64
£67,527.24
£66,666.00
£65,804.76
£64,944.36
£64,075.68
£68,766.12
£67,876.44
£66,987.00
£66,105.60
£62,515.08
£61,735.08
£60,954.84
£60,174.96
£59,387.64
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£61,424.76
£59,202.00
£57,962.88
£56,723.88
£55,477.68
£54,243.24
£53,013.12
£51,770.76
£50,521.20
£56,575.44
£54,528.12
£53,386.80
£52,245.60
£51,097.92
£49,960.92
£48,827.88
£47,683.56
£46,532.64
£50,676.84
£49,628.16
£48,586.80
£47,542.08
£46,490.04
£45,448.68
£44,396.40
£43,359.00
£42,314.16
OF4
RNR:
Commander
RMR:
Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
OF3
RNR:
Lieutenant Commander
RMR:
Major
TA:
Major
RAF:
Squadron Leader
A-9
OF2
RNR:
Lieutenant
RMR:
Captain
TA:
Captain
RAF
Flight Lieutenant
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£47,957.76
£46,898.64
£45,839.52
£44,781.60
£43,716.00
£42,656.16
£41,585.64
£40,490.28
£39,409.80
£44,171.52
£43,196.04
£42,220.56
£41,246.28
£40,264.68
£39,288.60
£38,302.56
£37,293.72
£36,298.44
£39,948.60
£39,495.00
£39,034.32
£38,130.96
£37,220.28
£36,316.80
£35,402.64
£34,492.08
£33,592.20
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,198.80
£33,355.44
£32,524.80
£31,692.00
£30,854.64
£25,740.72
£22,846.20
£20,002.80
£18,381.72
£16,863.12
£31,498.92
£30,722.04
£29,957.04
£29,190.00
£28,418.76
£23,708.52
£21,042.48
£18,423.60
£16,930.44
£15,531.72
£28,973.64
£28,280.64
£27,594.96
£26,905.80
£26,212.68
£21,808.32
£19,323.00
£16,896.12
£15,521.28
£14,240.52
OF1
RNR:
See table below
RMR:
See table below
TA:
See table below
RAF:
See table below
JPA for OF1
RANK
Pay Spine
OF1 Range
Non-registered nurse direct entrants (for pay purposes will be classed as Officer
Cadets, but may hold different ‘addressable’ ranks).
Army: 2nd Lieutenant
Gap Year Commission
Level 1
Registered nurse direct entrants,
cadets/bursary entrants during
initial Officers Training and nonregistered nurse direct entrants on
6
becoming registered
Level 5 - 10
RN: Midshipman, Sub Lieutenant
Army 2nd Lieutenant, Lieutenant
RAF: Acting Pilot Officer/Pilot Officer, Flying
Officer
6
Levels 2-3
Level 4
On becoming registered nurses, direct entrants will move to level 5, however progression to level 6 will be dependent
on promotion to Sub Lt/Lt/Fg Off. Registered nurse direct entrants will enter Service on at least level 5 dependent on
antedated seniority.
A - 10
FULL-TIME RESERVE SERVICE (NURSING OFFICERS)
Rank
Full Commitment
(14.5% X-Factor)
Limited Commitment
(5% X-Factor)
Home Commitment
(0% X-Factor)
OF5
1 May 2013
RNR:
Captain
RMR:
Colonel
TA:
Colonel
RAF
Group Captain
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£92,503.08
£91,454.76
£90,406.20
£89,356.92
£88,303.44
£87,250.44
£86,198.04
£85,143.24
£84,088.80
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£80,931.36
£79,881.48
£78,831.84
£77,793.36
£73,636.80
£72,697.68
£71,758.56
£70,820.16
£69,873.00
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£61,694.16
£59,461.68
£58,217.04
£56,972.64
£55,721.04
£54,481.20
£53,245.68
£51,997.80
£50,742.84
No Change from 1 April 2013
OF4
RNR:
Commander
RMR:
Lieutenant Colonel
TA:
Lieutenant Colonel
RAF
Wing Commander
OF3
RNR:
Lieutenant Commander
RMR:
Major
TA:
Major
RAF:
Squadron Leader
A - 11
OF2
RNR:
Lieutenant
RMR:
Captain
TA:
Captain
RAF
Flight Lieutenant
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£48,168.00
£47,104.32
£46,040.52
£44,978.04
£43,907.64
£42,843.24
£41,768.04
£40,667.88
£39,582.60
No Change from 1 April 2013
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,348.80
£33,501.72
£32,667.36
£31,831.08
£30,990.00
£25,853.64
£22,946.40
£20,090.52
£18,462.36
£16,937.04
No Change from 1 April 2013
OF1
RNR:
See table below
RMR:
See table below
TA:
See table below
RAF:
See table below
JPA for OF1
RANK
Pay Spine
OF1 Range
Non-registered nurse direct entrants (for pay purposes will be classed as Officer
Cadets, but may hold different ‘addressable’ ranks).
Army: 2nd Lieutenant
Gap Year Commission
Level 1
Registered nurse direct entrants,
cadets/bursary entrants during
initial Officers Training and nonregistered nurse direct entrants on
7
becoming registered
Level 5 - 10
RN: Midshipman, Sub Lieutenant
Army 2nd Lieutenant, Lieutenant
RAF: Acting Pilot Officer/Pilot Officer, Flying
Officer
7
Levels 2-3
Level 4
On becoming registered nurses, direct entrants will move to level 5, however progression to level 6 will be dependent
on promotion to Sub Lt/Lt/Fg Off. Registered nurse direct entrants will enter Service on at least level 5 dependent on
antedated seniority.
A - 12
CHAPLAINS OF ALL DENOMINATIONS WHEN UNDERTAKING OBLIGATORY
TRAINING, VOLUNTARY TRAINING AND OTHER DUTIES AND PART TIME
RESERVE SERVICE UNDER ADDITIONAL DUTIES COMMITMENTS
Chaplain Class 2, 3 & 4 or
equivalent
1 April 2013
Daily
£186.67
Level 27
£183.20
Level 26
£179.73
Level 25
£176.27
Level 24
£172.87
Level 23
£169.40
Level 22
£165.92
Level 21
£162.45
Level 20
£158.98
Level 19
£155.52
Level 18
£152.04
Level 17
£148.58
Level 16
£145.11
Level 15
£141.65
Level 14
£138.18
Level 13
£134.70
Level 12
£131.25
Level 11
£127.77
Level 10
£124.31
Level 9
£120.83
Level 8
£117.38
Level 7
£113.88
Level 6
£110.43
Level 5
£106.97
Level 4
£103.50
Level 3
£100.02
Level 2
£96.57
Level 1
A - 13
FULL-TIME RESERVE SERVICE (CHAPLAINS OF ALL DENOMINATIONS)
Level 27
Level 26
Level 25
Level 24
Level 23
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Full Commitment
(14% X-Factor)
Annual
Limited Commitment
(5% X-Factor)
Annual
1 April 2013
Home Commitment
(0% X-Factor)
Annual
£74,026.08
£68,181.84
£64,935.12
£72,648.60
£66,913.20
£63,726.84
£71,271.24
£65,644.56
£62,518.68
£69,902.16
£64,383.60
£61,317.72
£68,554.08
£63,141.84
£60,135.12
£67,176.72
£61,873.32
£58,926.96
£65,795.16
£60,600.84
£57,715.08
£64,422.12
£59,336.16
£56,510.64
£63,044.88
£58,067.64
£55,302.48
£61,671.48
£56,802.72
£54,097.80
£60,294.48
£55,534.32
£52,889.88
£58,921.08
£54,269.52
£51,685.20
£57,543.96
£53,001.00
£50,477.16
£56,170.68
£51,736.08
£49,272.48
£54,797.76
£50,471.52
£48,068.16
£53,416.44
£49,199.40
£46,856.52
£52,047.36
£47,938.32
£45,655.56
£50,669.88
£46,669.68
£44,447.28
£49,296.96
£45,405.12
£43,242.96
£47,915.40
£44,132.64
£42,031.08
£46,546.44
£42,871.80
£40,830.24
£45,160.80
£41,595.48
£39,614.76
£43,791.72
£40,334.52
£38,413.80
£42,418.68
£39,069.84
£37,209.36
£41,045.64
£37,805.16
£36,004.92
£39,664.20
£36,532.80
£34,793.16
£38,295.12
£35,271.84
£33,592.20
A - 14
FULL-TIME RESERVE SERVICE (CHAPLAINS OF ALL DENOMINATIONS)
Full Commitment
(14.5% X-Factor)
Annual
Level 27
Level 26
Level 25
Level 24
Level 23
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Limited Commitment
(5% X-Factor)
Annual
1 May 2013
Home Commitment
(0% X-Factor)
Annual
£74,350.68
£72,967.20
£71,583.84
£70,208.76
£68,854.68
£67,471.32
£66,083.76
£64,704.72
£63,321.36
£61,941.96
£60,558.96
£59,179.56
£57,796.32
No Change from 1 April 2013
£56,417.04
£55,038.00
£53,650.68
£52,275.60
£50,892.12
£49,513.20
£48,125.64
£46,750.68
£45,358.92
£43,983.84
£42,604.68
£41,225.64
£39,838.20
£38,463.12
A - 15
VETERINARY OFFICERS WHEN UNDERTAKING OBLIGATORY TRAINING,
VOLUNTARY TRAINING AND OTHER DUTIES AND PART TIME RESERVE
SERVICE UNDER ADDITIONAL DUTIES COMMITMENTS
Rank
Daily
1 April 2013
Lieutenant Colonel
Level 5
Level 4
Level 3
Level 2
Level 1
Major, Captain
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
A - 16
£188.73
£185.87
£183.02
£180.15
£177.32
£172.13
£168.58
£165.01
£161.45
£157.91
£154.34
£150.79
£147.22
£143.69
£140.60
£137.56
£134.14
£130.71
£127.28
£123.88
£120.46
£117.04
£113.63
£110.21
£106.80
£103.38
£96.57
FULL-TIME RESERVE SERVICE (VETERINARY OFFICERS)
Lieutenant Colonel
Level 5
Level 4
Level 3
Level 2
Level 1
Major
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Full Commitment
(14% X-Factor)
Annual
Limited Commitment
(5% X-Factor)
Annual
1 April 2013
Home Commitment
(0% X-Factor)
Annual
£74,840.64
£68,932.20
£65,649.72
£73,707.48
£67,888.44
£64,655.64
£72,578.28
£66,848.40
£63,665.16
£71,440.92
£65,800.80
£62,667.48
£70,315.92
£64,764.60
£61,680.60
£68,260.32
£62,871.36
£59,877.48
£66,849.96
£61,572.24
£58,640.28
£65,435.40
£60,269.40
£57,399.48
£64,025.04
£58,970.40
£56,162.28
£62,618.88
£57,675.24
£54,928.80
£61,204.32
£56,372.40
£53,688.00
£59,798.04
£55,077.12
£52,454.40
£58,379.52
£53,770.68
£51,210.12
£56,981.40
£52,482.96
£49,983.72
£55,757.40
£51,355.44
£48,909.96
£54,549.60
£50,243.04
£47,850.48
£53,192.88
£48,993.48
£46,660.44
£51,832.20
£47,740.20
£45,466.80
£50,475.48
£46,490.64
£44,276.76
£49,127.16
£45,248.76
£43,094.04
£47,770.56
£43,999.20
£41,904.00
£46,414.20
£42,749.88
£40,714.20
£45,061.32
£41,503.92
£39,527.52
£43,705.08
£40,254.72
£38,337.84
£42,352.32
£39,008.76
£37,151.16
£40,995.84
£37,759.32
£35,961.24
£38,295.12
£35,271.84
£33,592.20
A - 17
FULL-TIME RESERVE SERVICE (VETERINARY OFFICERS)
Full Commitment
(14.5% X-Factor)
Annual
Lieutenant Colonel
Level 5
Level 4
Level 3
Level 2
Level 1
Major
Level 22
Level 21
Level 20
Level 19
Level 18
Level 17
Level 16
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Limited Commitment
(5% X-Factor)
Annual
1 May 2013
Home Commitment
(0% X-Factor)
Annual
£75,168.96
£74,030.76
No Change from 1 April 2013
£72,896.64
£71,754.24
£70,624.32
£68,559.72
£67,143.12
£65,722.44
£64,305.84
£62,893.44
£61,472.76
£60,060.24
£58,635.60
£57,231.36
£56,001.96
£54,788.76
No Change from 1 April 2013
£53,426.16
£52,059.48
£50,696.88
£49,342.68
£47,980.08
£46,617.72
£45,258.96
£43,896.84
£42,538.08
£41,175.60
£38,463.12
A - 18
SENIOR UPPER YARDMEN/SENIOR CORPS COMMISSION, LATE ENTRY
OFFICERS, TA QUARTERMASTERS WHEN UNDERTAKING OBLIGATORY
TRAINING, VOLUNTARY TRAINING AND OTHER DUTIES AND PART TIME
RESERVE SERVICE UNDER ADDITIONAL DUTIES COMMITMENTS
Rank 8
Daily
1 April 2013
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7 (Note 1)
Level 6
Level 5
Level 4 (Note 2)
Level 3
Level 2
Level 1 (Note 3)
£129.08
£128.23
£127.35
£125.63
£123.92
£122.18
£120.46
£118.74
£116.59
£115.27
£113.92
£111.26
£109.94
£108.58
£105.93
FULL-TIME RESERVE SERVICE - SENIOR UPPER YARDMEN/SENIOR CORPS
COMMISSION - FULL-TIME RESERVE SERVICE - LATE ENTRY OFFICERS
FULL-TIME RESERVE SERVICE - TA QUARTERMASTERS
Rank
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7 (Note 1)
Level 6
Level 5
Level 4 (Note 2)
Level 3
Level 2
Level 1 (Note 3)
Full Commitment
(14% X-Factor)
Annual
£51,186.96
£50,852.04
£50,500.44
£49,818.00
£49,139.64
£48,452.88
£47,770.56
£47,088.36
£46,236.24
£45,710.88
£45,177.24
£44,122.80
£43,597.32
£43,059.84
£42,009.12
Limited Commitment
(5% X-Factor)
Annual
1 April 2013
£47,145.96
£46,837.32
£46,513.56
£45,885.00
£45,260.16
£44,627.64
£43,999.20
£43,370.88
£42,585.96
£42,102.12
£41,610.60
£40,639.44
£40,155.48
£39,660.36
£38,692.56
Home Commitment
(0% X-Factor)
Annual
£44,900.88
£44,607.00
£44,298.60
£43,700.04
£43,104.96
£42,502.56
£41,904.00
£41,305.56
£40,558.08
£40,097.28
£39,629.16
£38,704.20
£38,243.28
£37,771.80
£36,850.08
Notes:
1.
Minimum entry point for SUY, SCCs and LEs with over 15 years’ service.
2.
Minimum entry point for SUY, SCCs and LEs with between 12 - 15 years’ service.
3.
Minimum entry point for SUY, SCCs and LEs with under 12 years’ service
8
Lieutenant Commanders (RNR), Majors (RMR) & above & Lieutenant & Captains (TA) – JSP 754 (previously BR1950 (military salary)
Article 0906)
A - 19
FULL-TIME RESERVE SERVICE - SENIOR UPPER YARDMEN/SENIOR CORPS
COMMISSION - FULL-TIME RESERVE SERVICE - LATE ENTRY OFFICERS
FULL-TIME RESERVE SERVICE - TA QUARTERMASTERS
Rank 9
Level 15
Level 14
Level 13
Level 12
Level 11
Level 10
Level 9
Level 8
Level 7 (Note 1)
Level 6
Level 5
Level 4 (Note 2)
Level 3
Level 2
Level 1 (Note 3)
Full Commitment
(14.5% X-Factor)
Annual
Limited Commitment
(5% X-Factor)
Annual
1 May 2013
£51,411.48
£51,075.00
£50,721.84
£50,036.52
£49,355.16
£48,665.40
£47,980.08
£47,294.88
£46,439.04
£45,911.40
£45,375.36
£44,316.36
£43,788.60
£43,248.72
£42,193.32
Home Commitment
(0% X-Factor)
Annual
No Change from 1 April 2013
Notes:
1.
Minimum entry point for SUY, SCCs and LEs with over 15 years’ service.
2.
Minimum entry point for SUY, SCCs and LEs with between 12 - 15 years’ service.
3.
Minimum entry point for SUY, SCCs and LEs with under 12 years’ service
9
Lieutenant Commanders (RNR), Majors (RMR) & above & Lieutenant & Captains (TA) – JSP 754 (previously BR1950 (military salary)
Article 0906)
A - 20
Annex B to REM 04.01.06B dated 27 March 2013
RATES OF PAY
OTHER RANKS/RATINGS OF THE NAVAL AND MARINES RESERVES, THE
TERRITORIAL ARMY AND RESERVE FORCES AND AIR PERSONNEL OF THE
RESERVE & AUXILIARY AIR FORCE CARRYING OUT OBLIGATORY TRAINING,
VOLUNTARY TRAINING AND OTHER DUTIES AS WELL AS PART-TIME RESERVE
SERVICE UNDER ADDITIONAL DUTIES COMMITMENTS AND AD HOC DUTIES 10
Rank
1 April 2013
Higher Spine
Range 5 - OR9
1 April 2013
Lower Spine
RAF:
Warrant Officer
Range 4 – OR7 & 8
Level 1
£119.08
£117.28
£115.23
£113.20
£111.16
£109.28
£107.18
Navy:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£110.16
£108.60
£107.08
£105.56
£103.28
£100.98
£98.70
£96.39
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£100.93
£98.70
£97.43
£95.96
£91.81
£90.58
£88.51
£85.72
Level 1
£94.12
Level 1
£84.62
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£94.06
£92.32
£90.59
£88.86
£87.76
£85.59
£83.43
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£86.88
£86.22
£83.34
£81.23
£80.41
£78.44
£76.44
£84.51
£82.71
£81.03
£79.12
£77.32
£73.71
£70.28
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
RM:
Army:
RAF:
Level 1-9 Chief Petty Officer (Non-Artificer)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Sergeant
Range 2 - OR4
Level 1
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Corporal
Level 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£112.37
£109.28
£106.30
£104.27
£102.24
£100.22
£98.31
Level 1
Level 1
£76.00
£75.45
£74.85
£74.27
£73.71
£70.28
£67.25
10
Individuals undertaking ADC service in FTRS(HC) appointments will receive FTRS(HC) daily rates of pay (0% Factor) for each day of
service.
B-1
Range 1 - OR 1,2 & 3
Navy:
Levels 1-9 Able Rate
Level 9
RM:
Levels 1-7 Marine
Level 8
Levels 5-9 Lance Corporal (or RM passed JCC)
Level 7
Army:
Levels 1-7 Private
Level 6
Levels 5-9 Lance Corporal
Level 5
Level 1 Aircraftmen & Leading Aircraftmen
Level 4
Levels 2-9 Senior Aircraftmen
Level 3
RAF:
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Level 2
Levels 5-9 Lance Corporal
Level 1
£73.71
£70.28
£67.25
£64.30
£61.32
£55.46
£52.85
£47.99
£44.61
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£36.03
New Entrant Rate of Pay
B-2
£61.71
£59.55
£56.95
£54.61
£53.69
£51.01
£47.01
£45.81
£44.61
FULL TIME RESERVE SERVICE – (FULL COMMITMENT) – (14% X-FACTOR)
Rank
1 April 2013
Higher Spine
Range 5 - OR9
1 April 2013
Lower Spine
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Level 1
£47,220.60
£46,509.12
£45,694.44
£44,892.00
£44,081.52
£43,337.04
£42,501.24
Navy:
Level 1-9 Chief Petty Officer (Non-Artificer)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
RM:
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Army: Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
RAF:
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£43,684.32
£43,068.12
£42,464.04
£41,860.20
£40,954.68
£40,044.60
£39,138.72
£38,224.92
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£40,023.96
£39,138.72
£38,638.32
£38,055.12
£36,409.08
£35,921.04
£35,097.96
£33,993.60
Level 1
£37,323.12
Level 1
£33,555.24
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£37,298.40
£36,611.76
£35,925.36
£35,238.72
£34,800.24
£33,939.96
£33,083.76
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£34,452.84
£34,192.20
£33,050.76
£32,211.12
£31,888.32
£31,106.64
£30,312.72
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£30,138.84
£29,919.96
£29,683.80
£29,452.32
£29,228.88
£27,868.32
£26,668.80
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£24,472.56
£23,616.60
£22,582.56
£21,656.04
£21,292.32
£20,229.48
£18,641.16
£18,165.72
£17,689.92
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Sergeant
Range 2 - OR4
Level 1
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Corporal
Range 1 - OR 1,2 & 3
Level 1
£33,513.96
£32,798.40
£32,132.52
£31,375.32
£30,660.12
£29,228.88
£27,868.32
Navy:
RM:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,228.88
£27,868.32
£26,668.80
£25,498.32
£24,315.36
£21,991.20
£20,957.52
£19,029.96
£17,689.92
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£44,561.04
£43,337.04
£42,153.84
£41,347.56
£40,545.00
£39,742.68
£38,985.84
Level 1
£14,286.12
New Entrant Rate of Pay
B-3
FULL TIME RESERVE SERVICE – (FULL COMMITMENT) – (14.5% X-FACTOR)
Rank
1 May 2013
Higher Spine
Range 5 - OR9
1 May 2013
Lower Spine
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Level 1
£47,427.72
£46,713.12
£45,894.84
£45,088.92
£44,274.84
£43,527.12
£42,687.72
Navy:
Level 1-9 Chief Petty Officer (Non-Artificer)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
RM:
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Army: Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
RAF:
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£43,875.96
£43,257.00
£42,650.28
£42,043.80
£41,134.32
£40,220.28
£39,310.44
£38,392.56
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£40,199.52
£39,310.44
£38,807.76
£38,222.04
£36,568.68
£36,078.60
£35,251.92
£34,142.64
Level 1
£37,486.80
Level 1
£33,702.48
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£37,461.96
£36,772.32
£36,082.92
£35,393.28
£34,952.88
£34,088.76
£33,228.84
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£34,603.92
£34,342.20
£33,195.72
£32,352.36
£32,028.24
£31,243.08
£30,445.68
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£30,270.96
£30,051.12
£29,814.00
£29,581.56
£29,357.04
£27,990.60
£26,785.68
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£24,579.84
£23,720.16
£22,681.56
£21,750.96
£21,385.80
£20,318.16
£18,723.00
£18,245.40
£17,767.44
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Sergeant
Range 2 - OR4
Level 1
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Corporal
Range 1 - OR 1,2 & 3
Level 1
£33,660.96
£32,942.16
£32,273.52
£31,512.96
£30,794.64
£29,357.04
£27,990.60
Navy:
RM:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£29,357.04
£27,990.60
£26,785.68
£25,610.16
£24,422.04
£22,087.56
£21,049.44
£19,113.48
£17,767.44
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£44,756.52
£43,527.12
£42,338.76
£41,528.88
£40,722.84
£39,917.04
£39,156.84
Level 1
£14,348.76
New Entrant Rate of Pay
B-4
FULL TIME RESERVE SERVICE – (LIMITED COMMITMENT) – (5% X-FACTOR)
Rank
1 April 2013
Higher Spine
Range 5 - OR9
1 April 2013
Lower Spine
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Level 1
£43,492.68
£42,837.36
£42,087.00
£41,347.92
£40,601.40
£39,915.72
£39,145.92
Navy:
Level 1-9 Chief Petty Officer (Non-Artificer)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
RM:
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Army:
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
RAF:
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£40,235.64
£39,667.92
£39,111.72
£38,555.52
£37,721.40
£36,883.20
£36,048.84
£35,207.16
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£36,864.24
£36,048.84
£35,587.92
£35,050.80
£33,534.60
£33,085.20
£32,327.04
£31,309.92
Level 1
£34,376.64
Level 1
£30,906.12
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£34,353.72
£33,721.44
£33,089.16
£32,456.76
£32,052.84
£31,260.48
£30,471.84
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£31,732.80
£31,492.80
£30,441.48
£29,668.08
£29,370.84
£28,650.84
£27,919.56
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£27,759.48
£27,557.88
£27,340.32
£27,127.20
£26,921.28
£25,668.24
£24,563.28
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£22,540.56
£21,752.16
£20,799.72
£19,946.28
£19,611.36
£18,632.40
£17,169.48
£16,731.60
£16,293.36
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Sergeant
Range 2 - OR4
Level 1
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Corporal
Range 1 - OR 1,2 & 3
Level 1
£30,868.08
£30,209.04
£29,595.72
£28,898.40
£28,239.60
£26,921.28
£25,668.24
Navy:
RM:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£26,921.28
£25,668.24
£24,563.28
£23,485.32
£22,395.72
£20,255.04
£19,302.96
£17,527.56
£16,293.36
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£41,043.12
£39,915.72
£38,825.88
£38,083.20
£37,344.12
£36,605.16
£35,907.96
Level 1
£13,158.36
New Entrant Rate of Pay
B-5
FULL TIME RESERVE SERVICE – (HOME COMMITMENT) – (0% X-FACTOR)
Rank
1 April 2013
Higher Spine
Range 5 - OR9
11
1 April 2013
Lower Spine
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Level 1
£41,421.60
£40,797.48
£40,082.88
£39,378.96
£38,667.96
£38,014.92
£37,281.84
Navy:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£38,319.60
£37,779.00
£37,249.20
£36,719.52
£35,925.12
£35,126.88
£34,332.24
£33,530.64
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£35,108.76
£34,332.24
£33,893.28
£33,381.72
£31,937.76
£31,509.72
£30,787.68
£29,818.92
Level 1
£32,739.60
Level 1
£29,434.44
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£32,717.88
£32,115.60
£31,513.44
£30,911.16
£30,526.56
£29,771.88
£29,020.80
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£30,221.76
£29,993.16
£28,991.88
£28,255.32
£27,972.24
£27,286.56
£26,590.08
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£26,437.56
£26,245.56
£26,038.44
£25,835.40
£25,639.32
£24,445.92
£23,393.64
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£21,467.16
£20,716.32
£19,809.24
£18,996.48
£18,677.52
£17,745.12
£16,351.92
£15,934.80
£15,517.44
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
Level 1-9 Chief Petty Officer (Non-Artificer)
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
RM:
Army:
RAF:
Levels 1-9 Flight Sergeant (List 2)
Range 3 – OR5 & 6
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Sergeant
Range 2 - OR4
Level 1
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
RAF:
Corporal
Range 1 - OR 1,2 & 3
Level 1
£29,398.20
£28,770.48
£28,186.44
£27,522.24
£26,894.88
£25,639.32
£24,445.92
Navy:
RM:
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£25,639.32
£24,445.92
£23,393.64
£22,366.92
£21,329.28
£19,290.48
£18,383.76
£16,692.96
£15,517.44
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
Army:
RAF:
Level 1
£39,088.68
£38,014.92
£36,977.04
£36,269.76
£35,565.84
£34,862.04
£34,198.08
Level 1
£12,531.72
New Entrant Rate of Pay
11
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Including Non Regular Permanent Staff Other Ranks who are paid from the respective FTRS Home Commitment pay spines.
B-6
NURSING 12 OTHER RANKS/RATINGS OF THE NAVAL AND MARINES RESERVES, THE
TERRITORIAL ARMY AND RESERVE FORCES AND AIR PERSONNEL OF THE RESERVE &
AUXILIARY AIR FORCE CARRYING OUT OBLIGATORY TRAINING, VOLUNTARY TRAINING AND
OTHER DUTIES AS WELL AS PART-TIME RESERVE SERVICE UNDER ADDITIONAL DUTIES
COMMITMENTS AND AD HOC DUTIES 13
Rank
Range 5 - OR9
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Navy:
Level 1-9 Chief Petty Officer (Non-Artificer)
RM:
Army:
RAF:
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Chief Technician
Levels 5-9 Flight Sergeant (List 1)
Levels 1-9 Flight Sergeant (List 2)
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
Daily
1 April 2013
£123.84
£121.97
£119.84
£117.73
£115.61
£113.65
£111.46
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£115.67
£114.04
£112.44
£110.84
£108.44
£106.03
£103.63
£101.21
Level 1
£98.82
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£100.55
£98.69
£96.84
£94.99
£93.81
£91.49
£89.18
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£87.89
£86.02
£84.27
£82.28
£80.41
£76.65
£73.09
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£73.71
£70.28
£67.25
£64.30
£61.32
£55.46
£52.85
£47.99
£44.61
Range 3 – OR5 & 6
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
RAF:
Sergeant
Range 2 - OR4
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
RAF:
Corporal
Range 1 - OR 1,2 & 3
Navy:
RM:
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal (or RM passed JCC)
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior Aircraftmen(T)
Levels 5-9 Lance Corporal
12
RAF Flight Sergeant Nurses Increment Levels are 1-9 as this trade has no Chief Technician.
Individuals undertaking ADC service in FTRS(HC) appointments will receive FTRS(HC) daily rates of pay (0% Factor) for each day of
service.
13
B-7
FULL-TIME RESERVE SERVICE (NURSING OTHER RANKS)
Rank
Full
Commitment
(14% X-FACTOR)
Range 5 - OR9
Navy: Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Navy: Level 1-9 Chief Petty Officer (Non-Artificer)
RM:
Army:
RAF:
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-9 Flight Sergeant
Limited
Commitment
(5% X-FACTOR)
Home
Commitment
(0% X-FACTOR)
1 April 2013
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£49,109.52
£48,369.48
£47,522.52
£46,687.68
£45,844.92
£45,070.68
£44,201.76
£45,232.44
£44,550.84
£43,770.72
£43,001.76
£42,225.60
£41,512.44
£40,712.16
£43,078.56
£42,429.36
£41,686.44
£40,954.08
£40,214.88
£39,535.68
£38,773.44
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£45,868.92
£45,221.76
£44,587.80
£43,952.88
£43,002.12
£42,046.80
£41,096.28
£40,136.40
£42,247.68
£41,651.52
£41,067.72
£40,482.96
£39,607.20
£38,727.36
£37,851.84
£36,967.80
£40,235.88
£39,668.16
£39,112.08
£38,555.16
£37,721.16
£36,883.20
£36,049.32
£35,207.40
Level 1
£39,189.12
£36,095.28
£34,376.40
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£39,872.28
£39,137.28
£38,403.84
£37,670.16
£37,201.68
£36,282.24
£35,366.28
£36,724.44
£36,047.52
£35,372.04
£34,696.20
£34,264.68
£33,417.84
£32,574.12
£34,975.68
£34,330.92
£33,687.60
£33,044.04
£32,633.04
£31,826.52
£31,023.00
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£34,854.00
£34,110.72
£33,417.72
£32,630.40
£31,886.88
£30,397.80
£28,983.60
£32,102.40
£31,417.68
£30,779.52
£30,054.24
£29,369.52
£27,997.92
£26,695.32
£30,573.72
£29,921.64
£29,313.84
£28,623.12
£27,970.92
£26,664.72
£25,424.16
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
£29,228.88
£27,868.32
£26,668.56
£25,498.56
£24,315.48
£21,991.20
£20,957.52
£26,921.28
£25,668.24
£24,563.16
£23,485.56
£22,395.84
£20,255.04
£19,302.96
£25,639.32
£24,445.92
£23,393.52
£22,367.16
£21,329.40
£19,290.48
£18,383.76
Level 2
£19,029.96
£17,527.56
£16,692.96
Level 1
£17,689.92
£16,293.36
£15,517.44
Range 3 – OR5 & 6
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
RAF:
Sergeant
Range 2 - OR4
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
RAF:
Corporal
Range 1 - OR 1,2 & 3
Navy:
RM:
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior
Aircraftmen(T)
Levels 5-9 Lance Corporal
B-8
FULL-TIME RESERVE SERVICE (NURSING OTHER RANKS)
Rank
Full Commitment
(14.5%
X-FACTOR)
Range 5 - OR9
Limited
Commitment
(5% X-FACTOR)
Home
Commitment
(0% X-FACTOR)
1 May 2013
Navy:
Warrant Officer 1
RM:
Warrant Officer 1
Army:
Warrant Officer 1
RAF:
Warrant Officer
Range 4 - OR 7 & 8
Navy: Level 1-9 Chief Petty Officer (Non-Artificer)
RM:
Army:
RAF:
Levels 5-9 Warrant Officer II
Level 1-7 Chief Petty Officer (Artificer)
Level 1-7 Colour Sergeant
Levels 5-9 Warrant Officer II
Levels 1-7 Staff Sergeant
Levels 5-9 Warrant Officer II
Levels 1-9 Flight Sergeant
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£49,324.92
£48,581.64
£47,730.96
£46,892.40
£46,046.04
£45,268.32
£44,395.56
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
£46,070.04
£45,420.00
£44,783.28
£44,145.60
£43,190.76
£42,231.24
£41,276.52
£40,312.44
Level 1
£39,360.96
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£40,047.12
£39,308.88
£38,572.32
£37,835.40
£37,364.88
£36,441.36
£35,521.32
No Change from 1 April 2013
Level 7
Level 6
Level 5
Level 4
Level 3
Level 2
Level 1
£35,006.88
£34,260.24
£33,564.36
£32,773.44
£32,026.68
£30,531.12
£29,110.68
No Change from 1 April 2013
Level 9
Level 8
Level 7
Level 6
Level 5
Level 4
Level 3
£29,357.04
£27,990.60
£26,785.56
£25,610.40
£24,422.16
£22,087.56
£21,049.44
Level 2
£19,113.48
Level 1
£17,767.44
No Change from 1 April 2013
No Change from 1 April 2013
Range 3 – OR5 & 6
Navy:
Petty Officer
RM:
Sergeant
Army:
Sergeant
RAF:
Sergeant
Range 2 - OR4
Navy:
Leading Rate
RM:
Corporal
Army:
Corporal
RAF:
Corporal
Range 1 - OR 1,2 & 3
Navy:
RM:
Army:
RAF:
Levels 1-9 Able Rate
Levels 1-7 Marine
Levels 5-9 Lance Corporal
Levels 1-7 Private
Levels 5-9 Lance Corporal
Level 1 Aircraftmen & Leading Aircraftmen
Levels 2-9 Senior Aircraftmen
Levels 5-9 Junior Tech/Senior
Aircraftmen(T)
Levels 5-9 Lance Corporal
B-9
No Change from 1 April 2013
Annex C to REM 04.01.06B dated 27 March 2013
TRAINING BOUNTIES FOR TRAINING UNDERTAKEN
IN TRAINING YEAR 2013/2014 AND CALL OUT GRATUITY
NAVY
RNR List 1 – Merchant Navy seagoing deck officer
RNR List 2 – Naval Air Branch
RNR List 3 – General, RMR List 1 – General
RNR List 4 – General
RNR List 5 & RMR List 2 (lower training commitments)
University Royal Naval Reserve Units (Rates payable from
1 October 2000)
University Royal Naval Reserve Units (Rates payable to
personnel who joined their units prior to 1 April 1998)
ARMY
Group A – Higher training obligations for officers and
soldiers
Group A – Lower Training obligation for officers and
soldiers*
Group B – Officers, Officer cadets and soldiers in the OTC
Ex-Regular Officers and Other ranks Training Bounty.
RAF
Full Training Bounty – Reserve and Auxiliary Forces –
General
Lower Annual Training Commitment Bounty
University Air Squadrons – Rates payable from 1 October
2000
University Air Squadrons - Rates payable to personnel who
joined their units prior to 1 April 1998
DTUS Students Training Bounty
Reduced Annual Training Commitment Bounty
(Applies to Specialist Reserve posts)
Sponsored Reservist (SR) Bounty
1st Year
2nd Year
3rd & 4th
Year
5th &
subsequent
years
£226
£306
£428
£324
£214
£496
£668
£943
£710
£465
£759
£1,034
£1,457
£1,089
£734
£881
£1,199
£1,691
£1,273
£843
£147
£171
£207
£207
£275
£520
£784
£784
£428
£943
£1,457
£1,691
N/A
£520
£808
£943
£147
£380
£171
£207
£207
£428
£943
£1,457
£1,691
N/A
£520
£808
£943
£147
£171
£207
£207
£171
£233
£323
£323
£147
£171
£207
£207
Payable to personnel allocated to specified LUE
posts in HQs and other units is based on the Full
Training Bounty, with the actual rate varying
between 50% and 100% of that rate in direct
proportion to the training commitment.
Based on the Full Training Bounty, with the actual
rate varying between 50% and 100% of that rate in
direct proportion to the training commitment.
All Services
Higher Readiness Reserve Bounty
Call-out gratuity
£428
£514
NOTES:
Excludes Reservists undertaking periods of service under FTRS, ADC and Ad Hoc Duties.
The HRR Bounty is paid on the anniversary of joining the HRR.
Sponsored Reserves – Individuals who fulfil the required training obligations are entitled to receive half of the
appropriate rate of full annual Operational Training Supplement (OTS), plus a further proportion of the OTS
calculated based on the Volunteer Reserves Bounty rates and the number of Man Training Days (MTDs).
ARMY ONLY
Full-time & Part-time reservists are not eligible for Training Bounties by virtue of the nature of their duties.
* Officers and Soldiers who are allowed to complete the lower training obligation under the terms of TA
Regulations para 2.036.
Excludes Non Regular Permanent Staff Officers and Soldiers.
C - 10
Annex D to REM 04.01.06B dated 27 March 2013
CADET FORCE ADULT VOLUNTEERS (CFAV) 14
Officers
Daily
Midshipman (SCC) and Acting 2nd Lieutenant (RM), OF1 (CCF)
On appointment
Acting Sub Lieutenant (SCC), 2nd Lieutenant (RM), 2nd Lieutenant (ACF) & Pilot Officer
(ATC), OF1 (CCF)
On appointment
Sub Lieutenant (SCC), Lieutenant (RM), Lieutenant (ACF) & Flying Officer (ATC), OF1
(CCF)
On appointment
Lieutenant (SCC), Captain (RM), Captain (ACF) & Flight Lieutenant Officer (ATC), OF2
(CCF), Chaplains (CF4)
On appointment
Lieutenant Commander (SCC), Major (RM), Major (ACF) & Squadron Leader (ATC),
OF3(CCF), Chaplains (CF3)
On appointment
Commander (SCC), Lieutenant Colonel (RM), Lieutenant Colonel (ACF) & Wing
Commander (ATC), OF4 (CCF)
On appointment
£28.74
£60.41
£72.57
£93.03
£117.18
£164.51
Other Ranks
Probationary Petty Officers (SCC) & Probationary Sergeant (RM), OR6 (CCF)
On appointment
Sergeant Instructor (ACF) & Adult Sergeant Instructors (ATC), OR6 (CCF)
On appointment
Staff Sergeant Instructors (ACF) & Adult Flight Sergeant Instructors (ATC), OR7 (CCF)
On appointment
Petty Officers (SCC), Sergeant (RM), Sergeant Major Instructor (ACF)
On appointment
Chief Petty Officers (SCC), Colour Sergeant (RM), Regimental Sergeant Major Instructor
(ACF)& Adult Warrant Officers (ATC)
On appointment
School Staff Instructors (SSI) of the CCF (any rank)
£28.74
£56.85
£61.02
£67.14
£70.99
£67.14
14
Responsibility for the setting of pay rates and their payment to CFAVs in the Sea Cadet Corps (SCC) and Air Training Corps lie with
the Marine Society and the Air Cadet Organisation respectively. Therefore, the rates shown above are for illustrative purposes only.
The Defence Youth Engagement Review is considering the remuneration of all CFAVs.
D-1
Assistant Head Pay
REMUNERATION DIVISION
Robert Harkins
Level 6, Zone M, Desk 41
Main Building
Whitehall
London SW1A 2HB
REM 04.01.06E
Telephone: 020 7807 8293
pers trg-rem-pay pol-mailbox
E-Mail:
See Distribution
20 May 2013
2013/14 ARMED FORCES PAY REVIEW
RATES OF PAY, DISTINCTION AND CLINICAL EXCELLENCE AWARDS FOR MEDICAL
AND DENTAL OFFICERS, MEDICAL AND DENTAL RESERVE OFFICERS AND
OFFICERS SERVING IN THE CADET FORCES
References:
A.
B.
C.
D.
Armed Forces’ Pay Review Body Supplement to the Forty-Second Report 2013
(Cm 8632) dated May 2013.
SP PAM 04.01.06E dated 22 March 2012.
REM 04.01.06A dated 27 March 2013.
REM 04.01.06B dated 27 March 2013.
1.
Following the submission of recommendations by the Armed Forces’ Pay Review
Body in their Supplementary Report (Reference A), and acceptance by the Government, I
am directed to inform you of the rates of pay and charges for Service Medical and Dental
Officers effective from 1 April 2013 to 31 March 2014. These are detailed in the Annexes
to this letter and replace those given at Reference B. Rates of Bounties and Charges are
detailed in References C and D.
2.
The Government have accepted the recommendations, which will become effective
as follows:
a.
From 1 April 2013 a 1% increase to base pay;
b.
From 1 April 2013 a 1% increase in General Medical Practitioner and
General Dental Practitioner Trainer Pay and Associate Trainer Pay; and
c.
From 1 May 2013 a 0.5% increase to the level of X-Factor paid to Regular
and Full-Time Reserve Service (Full Commitment) (FTRS(FC)) personnel.
Cadets
3.
Revised rates of pay for regular Medical and Dental Cadets are shown at Annex A.
1
Trainer Pay
4.
Revised rates of Trainer Pay are shown at Annex A.
Distinction and Clinical Excellence Awards for DMS Consultants
5.
The values remain unchanged from 1 April 2012 and are shown at Annex A.
Reserves
6.
Medical and Dental officers in the Volunteer Reserve Forces and FTRS will receive
the pay increases outlined in paragraph 2. Common Terms of Service (CTOS) for
Reserve Medical and Dental officers were introduced on 1 April 2006 with a renewable, six
year, commission known as Medical and Dental Officer Commission (Volunteer)
(MDOC(V)), which is linked to the CTOS pay structure. There is no change from the
current arrangements for Cadets. Officers who chose not to transfer will have remained
on their previous pay arrangements and are on a Specially Determined Rate of Pay equal
to their previous rate and receive no incremental progression. Pay rates for GMP/GDP
Reserve Cadets are shown at Annex B. Rates of pay for those officers who are on the
CTOS pay structure are shown at Annex C.
Sustained Quality Payments (SQPs) for Full-Time Reserve Service Personnel and
Volunteer Reserves
7.
While SQPs for Regular Medical and Dental Officers and for those Reserve Officers
who chose to transfer to the CTOS pay structure were subsumed within their basic pay,
SQPs will continue to be paid to those officers who chose not to transfer to the CTOS pay
structure, subject to the terms in their individual commitments and provided that they meet
the SQP criteria. The values of SQPs are shown at Annex D.
Bounties and Charges
8.
These rates are published in References C and D.
2-Star Officers and Above
9.
The pay of 2-Star Medical and Dental Officers continues to be set at 10% above
their comparators base pay, excluding X-Factor, at 1-Star, and the pay of 3-Star officers
continues to be set at 5% more than their 2-Star comparators’ base pay. Rates of pay,
effective from 1 April 2013 are shown at Annex F.
[ORIGINAL SIGNED]
Robert Harkins
2
Annexes:
A.
Rates of Pay for DMS Officers serving in the Regular Forces for 2013/2014.
B.
Rates of Pay for GMP/GDP Reserve Cadets for 2013/2014.
C.
Rates of Pay for CTOS Medical and Dental Officers in the Full Time Reserve
Service for 2013/2014.
D.
Sustained Quality Payments for non-CTOS Medical and Dental Officers in the Full
Time Reserve Service for 2013/2014.
E.
Rates of Pay DMS Officers serving in the Cadet Service for 2013/2014.
F.
Rates of Pay for Two-Star and Three-Star Medical and Dental Officers for
2013/2014.
3
Distribution List
Action:
SPVA-FutDev Change Gate SO1
Information:
Pers Trg-CDP-MA
SG-Surg Gen MA
Pers Trg-D SP Pol ExO
Pers Trg-REM-Hd
SPVA-CE MA
AMD-DGAMS MA
NAVY MED-ACOS MED HRNMS
Air-Health-Hd RAFMS
NAVY PERS-PPA DACOS
LF-DPS(A)-PS10A-AD
Air-COSPers-Pol PayAllces DACOS
SG ACDS-PERS DIV AHMedPersStrat
SG ACDS-PERS DIV AHMedPersPlans
SG JMC DDS-DComd
SPVA-FutDev Payand Pensions SO1
SPVA-FutDev PayandCharges SO2
Pers Trg-Rem-Future AFPS Pol 5
SPVA-DVS-AFPS-PPT2D
4
Annex A to REM 04.01.06E dated 20 May 2013
RATES OF PAY
DMS OFFICERS SERVING IN THE REGULAR FORCES
OF6 – HIGHER MEDICAL MANAGEMENT
Annual
Level
7
6
5
4
3
2
1
1 April 2013
£137,528.28
£136,376.76
£135,229.44
£134,070.12
£132,914.76
£131,770.80
£130,611.84
1 May 2013
£137,801.88
£136,650.36
£135,502.92
£134,343.72
£133,188.24
£132,044.40
£130,885.32
OF5 – HIGHER MEDICAL MANAGEMENT
Annual
Level
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
1 April 2013
£128,699.16
£127,976.04
£127,243.32
£126,513.24
£125,787.36
£125,057.28
£124,319.76
£123,593.64
£122,863.68
£121,770.84
£120,681.72
£119,581.20
£118,492.08
£117,403.08
£116,302.32
A-1
1 May 2013
£129,109.56
£128,386.44
£127,653.60
£126,923.64
£126,197.64
£125,467.68
£124,730.04
£124,003.92
£123,274.08
£122,181.24
£121,092.12
£119,991.48
£118,902.36
£117,813.36
£116,712.72
REGULAR MEDICAL AND DENTAL OFFICERS
OF3 – OF5
1 April 2013
Consultants
a
Level
Annual
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£132,478.32
£132,220.44
£131,966.76
£131,705.28
£131,451.48
£130,940.16
£130,428.96
£129,917.40
£128,676.36
£127,439.04
£124,749.12
£123,334.08
£121,923.60
£120,508.44
£119,102.40
£117,318.00
£115,542.96
£113,971.56
£112,396.44
£110,829.24
£109,258.08
£105,804.36
£102,358.68
£98,913.36
£95,853.48
£92,785.92
£89,714.40
£86,835.96
£85,717.68
£84,575.64
£80,791.56
£77,046.60
GMP / GDP
Level
35
34
33
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
Annual
£123,601.92
£123,213.72
£122,916.84
£122,433.60
£122,045.52
£121,653.36
£121,352.52
£120,873.12
£120,477.12
£120,088.92
£119,692.92
£119,304.72
£118,908.72
£116,956.56
£116,500.68
£115,958.76
£115,394.28
£114,834.96
£114,270.12
£113,710.32
£113,210.88
£111,133.32
£110,637.84
£110,142.24
£109,570.92
£109,003.44
£108,432.24
£106,346.52
£105,779.04
£104,332.68
£102,878.28
£101,431.92
£99,977.52
£97,903.80
£97,224.48
Non-Accredited
Medical Officers
Level
Annual
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10 a
9
8
7
6
5
4
3
2
1
There is a bar to incremental progression at Level 10 for OF3 Medical and Dental Officers.
A-2
£97,942.20
£97,145.88
£96,357.24
£95,565.12
£94,768.68
£93,980.16
£93,187.80
£91,611.72
£90,717.36
£89,814.00
£88,910.52
£88,011.84
£87,112.68
£86,209.80
£85,406.28
£84,614.88
£83,815.32
£83,016.00
£82,220.64
£81,425.16
£80,466.48
£78,851.76
£77,233.08
£76,083.84
£74,946.24
£73,804.68
£72,663.48
£68,841.24
£65,042.88
REGULAR MEDICAL AND DENTAL OFFICERS
OF3 – OF5
1 May 2013
Consultants
b
Level
Annual
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£132,888.60
£132,630.84
£132,377.16
£132,115.68
£131,861.88
£131,350.44
£130,839.24
£130,327.80
£129,086.76
£127,849.44
£125,296.32
£123,875.04
£122,458.32
£121,037.04
£119,624.88
£117,832.56
£116,049.72
£114,471.36
£112,889.40
£111,315.24
£109,737.24
£106,268.40
£102,807.60
£99,347.16
£96,273.84
£93,192.96
£90,107.88
£87,216.84
£86,093.64
£84,946.56
£81,145.92
£77,384.52
GMP / GDP
Level
35
34
33
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
Annual
£123,986.64
£123,598.44
£123,301.56
£122,818.32
£122,430.24
£122,038.08
£121,737.24
£121,257.84
£120,861.84
£120,473.64
£120,077.64
£119,689.44
£119,293.44
£117,469.56
£117,011.64
£116,467.44
£115,900.32
£115,338.60
£114,771.36
£114,209.04
£113,707.44
£111,620.76
£111,123.12
£110,625.24
£110,051.52
£109,481.52
£108,907.80
£106,812.96
£106,243.08
£104,790.36
£103,329.48
£101,876.76
£100,416.00
£98,333.16
£97,650.84
Non-Accredited
Medical Officers
Level
Annual
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10 b
9
8
7
6
5
4
3
2
1
There is a bar to incremental progression at Level 10 for OF3 Medical and Dental Officers.
A-3
£98,243.52
£97,447.32
£96,658.68
£95,866.44
£95,070.00
£94,281.48
£93,489.12
£92,013.48
£91,115.28
£90,207.96
£89,300.52
£88,397.76
£87,494.76
£86,587.92
£85,780.92
£84,986.04
£84,182.88
£83,380.08
£82,581.24
£81,782.28
£80,819.40
£79,197.60
£77,571.84
£76,417.44
£75,275.04
£74,128.44
£72,982.20
£69,143.16
£65,328.24
OF2 ACCREDITED
Level
5
4
3
2
1
Annual
1 April 2013
1 May 2013
£73,577.28
£73,900.08
£72,084.96
£72,401.16
£70,596.36
£70,905.96
£69,099.96
£69,403.08
£67,607.76
£67,904.28
OF2 NON-ACCREDITED
Level
5
4
3
2
1
Annual
1 April 2013
1 May 2013
£60,222.60
£60,486.72
£58,683.60
£58,941.00
£57,136.20
£57,386.76
£55,601.04
£55,844.88
£54,074.04
£54,311.16
OF1
Level
1
Annual
1 April 2013
1 May 2013
£40,933.32
£41,112.84
GENERAL MEDICAL/GENERAL DENTAL PRACTITIONER CADETS
Sub-Lieutenant, Second Lieutenant, Pilot Officer and Medical Cadets
1 April 2013
After 2 Years in Rank
After 1 Year in Rank
On Appointment
Sub-Lieutenant, Second Lieutenant, Pilot Officer and Medical Cadets
1 May 2013
After 2 Years in Rank
After 1 Year in Rank
On Appointment
A-4
Annual
£19,019.04
£17,161.56
£15,312.48
Annual
£19,102.44
£17,236.80
£15,379.56
GENERAL MEDICAL / GENERAL DENTAL PRACTITIONER TRAINER PAY c
1 April 2013
Daily
Annual
£21.21
£7,746.95
ASSOCIATE GENERAL MEDICAL / DENTAL PRACTITIONER TRAINER PAYc
1 April 2013
Daily
Annual
£10.60
£3,871.65
DISTINCTION AWARDS
Level
A+
A
B
Amount
£60,470.00
£40,315.00
£16,126.00
CLINICAL EXCELLENCE AWARDS
Level
Platinum
Gold
Silver
Bronze
Amount
£57,912.00
£40,967.00
£29,670.00
£18,859.00
c
Annual rates of Trainer & Associate Trainer Pay have been adjusted slightly from that recommended to
produce a daily rate.
A-5
Annex B to REM 04.01.06E dated 20 May 2013
RATES OF PAY
GMP/GDP RESERVE CADETS
GENERAL MEDICAL / GENERAL DENTAL PRACTITIONER CADETS
Sub-Lieutenant, Second Lieutenant, Pilot Officer and Medical Cadets
Full
Commitment
14% X-Factor
Limited
Commitment
5% X-Factor
Home
Commitment
0% X-Factor
1 April 2013
Level
After 2 years in Rank
After 1 year in Rank
On Appointment
Annual
Daily
Annual
Annual
£19,019.04
£17,161.56
£15,312.48
£47.96 £17,517.48
£43.28 £15,806.76
£38.61 £14,103.60
£16,683.36
£15,054.00
£13,431.96
Full
Commitment
14.5% X-Factor
Limited
Commitment
5% X-Factor
Home
Commitment
0% X-Factor
1 May 2013
Level
After 2 years in Rank
After 1 year in Rank
On Appointment
Annual
Daily
£19,102.44
£17,236.80
£15,379.56
Annual
Annual
No Change from 1 April 2013
B-1
Annex C to REM 04.01.06E dated 20 May 2013
CTOS MEDICAL AND DENTAL OFFICERS IN THE FULL TIME RESERVE SERVICE
OF3 – OF5
a
Level
Full Commitment
14% X-Factor
Annual
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£132,478.32
£132,220.44
£131,966.76
£131,705.28
£131,451.48
£130,940.16
£130,428.96
£129,917.40
£128,676.36
£127,439.04
£124,749.12
£123,334.08
£121,923.60
£120,508.44
£119,102.40
£117,318.00
£115,542.96
£113,971.56
£112,396.44
£110,829.24
£109,258.08
£105,804.36
£102,358.68
£98,913.36
£95,853.48
£92,785.92
£89,714.40
£86,835.96
£85,717.68
£84,575.64
£80,791.56
£77,046.60
Consultant
Limited Commitment
5% X-Factor a
Daily
Annual
1 April 2013
£339.61 £124,043.16
£338.91 £123,785.28
£338.21 £123,531.60
£337.50 £123,270.12
£336.80 £123,016.32
£335.40 £122,504.88
£334.00 £121,993.68
£332.60 £121,482.24
£329.20 £120,241.20
£325.81 £119,003.88
£313.48 £114,496.80
£310.08 £113,255.52
£306.69 £112,018.20
£303.29 £110,776.92
£299.91 £109,543.56
£295.63 £107,978.28
£291.37 £106,421.16
£287.40 £104,973.72
£283.43 £103,523.04
£279.48 £102,079.56
£275.52 £100,632.48
£266.81 £97,451.40
£258.12 £94,277.76
£249.43 £91,104.48
£241.71 £88,286.04
£233.98 £85,460.76
£226.23 £82,631.64
£218.97 £79,980.48
£216.15 £78,950.52
£213.27 £77,898.60
£203.73 £74,413.32
£194.29 £70,963.92
Home Commitment
0% X-Factor
Annual
£120,988.20
£120,730.44
£120,476.76
£120,215.28
£119,961.48
£119,450.04
£118,938.84
£118,427.40
£117,186.36
£115,949.04
£109,429.08
£108,187.80
£106,950.48
£105,709.20
£104,475.84
£102,910.56
£101,353.44
£99,975.00
£98,593.32
£97,218.60
£95,840.40
£92,810.88
£89,788.32
£86,766.12
£84,081.96
£81,391.20
£78,696.84
£76,171.92
£75,190.92
£74,189.16
£70,869.84
£67,584.72
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment
C-1
CTOS MEDICAL AND DENTAL OFFICERS IN THE FULL TIME RESERVE SERVICE
OF3 – OF5
b
Level
Full Commitment
14.5% X-Factor
Annual
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£132,888.60
£132,630.84
£132,377.16
£132,115.68
£131,861.88
£131,350.44
£130,839.24
£130,327.80
£129,086.76
£127,849.44
£125,296.32
£123,875.04
£122,458.32
£121,037.04
£119,624.88
£117,832.56
£116,049.72
£114,471.36
£112,889.40
£111,315.24
£109,737.24
£106,268.40
£102,807.60
£99,347.16
£96,273.84
£93,192.96
£90,107.88
£87,216.84
£86,093.64
£84,946.56
£81,145.92
£77,384.52
Consultant
Limited Commitment
5% X-Factor b
Daily
Annual
1 May 2013
Home Commitment
0% X-Factor
Annual
No Change from 1 April 2013
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment
C-2
OF3 – OF5
GMP AND GDP
c
Level
Full Commitment
14% X-Factor
Annual
35
34
33
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£123,601.92
£123,213.72
£122,916.84
£122,433.60
£122,045.52
£121,653.36
£121,352.52
£120,873.12
£120,477.12
£120,088.92
£119,692.92
£119,304.72
£118,908.72
£116,956.56
£116,500.68
£115,958.76
£115,394.28
£114,834.96
£114,270.12
£113,710.32
£113,210.88
£111,133.32
£110,637.84
£110,142.24
£109,570.92
£109,003.44
£108,432.24
£106,346.52
£105,779.04
£104,332.68
£102,878.28
£101,431.92
£99,977.52
£97,903.80
£97,224.48
Limited Commitment
5% X-Factor c
Daily
Annual
1 April 2013
£317.16
£115,844.28
£316.10
£115,456.08
£315.29
£115,159.20
£313.97
£114,675.96
£312.90
£114,287.88
£311.83
£113,895.72
£311.01
£113,594.88
£309.69
£113,115.48
£308.61
£112,719.48
£307.55
£112,331.28
£306.46
£111,935.28
£305.40
£111,547.08
£304.32
£111,151.08
£294.54
£107,580.84
£293.45
£107,180.88
£292.14
£106,705.56
£290.79
£106,210.32
£289.44
£105,719.76
£288.09
£105,224.28
£286.74
£104,733.24
£285.48
£104,273.16
£280.25
£102,359.64
£279.00
£101,903.28
£277.75
£101,446.80
£276.31
£100,920.60
£274.87
£100,397.88
£273.43
£99,871.80
£268.17
£97,950.72
£266.74
£97,428.12
£263.10
£96,095.88
£259.43
£94,756.32
£255.78
£93,424.08
£252.11
£92,084.64
£246.88
£90,174.60
£245.17
£89,548.80
Home Commitment
0% X-Factor
Annual
£112,829.64
£112,441.44
£112,144.56
£111,661.32
£111,273.24
£110,881.08
£110,580.24
£110,100.84
£109,704.84
£109,316.64
£108,920.64
£108,532.44
£108,136.44
£102,593.52
£102,193.56
£101,718.24
£101,223.00
£100,732.44
£100,236.96
£99,745.92
£99,307.80
£97,485.36
£97,050.72
£96,615.96
£96,114.84
£95,617.08
£95,115.96
£93,286.44
£92,788.68
£91,519.92
£90,244.08
£88,975.32
£87,699.60
£85,880.52
£85,284.60
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment
C-3
OF3 – OF5
GMP AND GDP
Level
35
34
33
32
31
30
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
d
Full Commitment
14.5% X-Factor
Annual
Limited Commitment
5% X-Factor d
Daily
Annual
1 May 2013
Home Commitment
0% X-Factor
Annual
£123,986.64
£123,598.44
£123,301.56
£122,818.32
£122,430.24
£122,038.08
£121,737.24
£121,257.84
£120,861.84
£120,473.64
£120,077.64
£119,689.44
£119,293.44
£117,469.56
£117,011.64
£116,467.44
£115,900.32
£115,338.60
£114,771.36
No Change from 1 April 2013
£114,209.04
£113,707.44
£111,620.76
£111,123.12
£110,625.24
£110,051.52
£109,481.52
£108,907.80
£106,812.96
£106,243.08
£104,790.36
£103,329.48
£101,876.76
£100,416.00
£98,333.16
£97,650.84
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment.
C-4
OF3 – OF5
Non-Accredited Medical Officers
e
Level
Full Commitment
14% X-Factor
Annual
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£97,942.20
£97,145.88
£96,357.24
£95,565.12
£94,768.68
£93,980.16
£93,187.80
£91,611.72
£90,717.36
£89,814.00
£88,910.52
£88,011.84
£87,112.68
£86,209.80
£85,406.28
£84,614.88
£83,815.32
£83,016.00
£82,220.64
£81,425.16
£80,466.48
£78,851.76
£77,233.08
£76,083.84
£74,946.24
£73,804.68
£72,663.48
£68,841.24
£65,042.88
Limited Commitment
5% X-Factor e
Daily
Annual
1 April 2013
£251.65
£91,915.80
£249.47
£91,119.60
£247.31
£90,330.96
£245.14
£89,538.72
£242.96
£88,742.28
£240.80
£87,953.76
£238.63
£87,161.40
£230.37
£84,142.20
£228.22
£83,357.76
£226.05
£82,565.28
£223.88
£81,772.80
£221.72
£80,984.40
£219.56
£80,195.76
£217.40
£79,403.76
£215.37
£78,663.72
£213.37
£77,934.84
£211.36
£77,198.28
£209.34
£76,462.08
£207.34
£75,729.48
£205.33
£74,996.88
£202.91
£74,113.80
£198.84
£72,626.64
£194.76
£71,135.64
£191.86
£70,077.12
£188.99
£69,029.52
£186.11
£67,977.96
£183.24
£66,926.88
£173.60
£63,406.32
£164.02
£59,907.96
Home Commitment
0% X-Factor
Annual
£89,504.28
£88,708.08
£87,919.44
£87,127.20
£86,330.76
£85,542.24
£84,749.88
£80,361.12
£79,576.68
£78,784.20
£77,991.72
£77,203.32
£76,414.68
£75,622.68
£74,917.80
£74,223.60
£73,522.20
£72,821.04
£72,123.36
£71,425.56
£70,584.60
£69,168.24
£67,748.28
£66,740.16
£65,742.36
£64,740.96
£63,739.92
£60,387.00
£57,055.20
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment
C-5
OF3 – OF5
Non-Accredited Medical Officers
f
Level
Full Commitment
14.5% X-Factor
Annual
29
28
27
26
25
24
23
22
21
20
19
18
17
16
15
14
13
12
11
10
9
8
7
6
5
4
3
2
1
£98,243.52
£97,447.32
£96,658.68
£95,866.44
£95,070.00
£94,281.48
£93,489.12
£92,013.48
£91,115.28
£90,207.96
£89,300.52
£88,397.76
£87,494.76
£86,587.92
£85,780.92
£84,986.04
£84,182.88
£83,380.08
£82,581.24
£81,782.28
£80,819.40
£79,197.60
£77,571.84
£76,417.44
£75,275.04
£74,128.44
£72,982.20
£69,143.16
£65,328.24
Limited Commitment
5% X-Factor f
Daily
Annual
1 May 2013
Home Commitment
0% X-Factor
Annual
No Change from 1 April 2013
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment
C-6
OF2 ACCREDITED
Level
Full Commitment
14% X-Factor
Annual
5
4
3
2
1
£73,577.28
£72,084.96
£70,596.36
£69,099.96
£67,607.76
Limited Commitment
5% X-Factor g
Daily
Annual
1 April 2013
£185.54
£67,768.56
£181.78
£66,394.08
£178.02
£65,022.96
£174.25
£63,644.76
£170.49
£62,270.28
Home Commitment
0% X-Factor
Annual
£64,541.52
£63,232.44
£61,926.60
£60,614.04
£59,305.08
OF2 ACCREDITED
g
Level
Full Commitment
14.5% X-Factor
Annual
5
4
3
2
1
£73,900.08
£72,401.16
£70,905.96
£69,403.08
£67,904.28
Limited Commitment
5% X-Factorg
Daily
Annual
1 May 2013
Home Commitment
0% X-Factor
Annual
No Change from 1 April 2013
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment.
C-7
OF2 NON-ACCREDITED
Full Commitment
14% X-Factor
Level
5
4
3
2
1
Annual
£60,222.60
£58,683.60
£57,136.20
£55,601.04
£54,074.04
Limited Commitment
5% X-Factor h
1 April 2013
Daily
Annual
151.86
£55,468.20
147.98
£54,050.76
144.08
£52,625.40
140.21
£51,211.44
136.36
£49,805.04
Home Commitment
0% X-Factor
Annual
£52,826.88
£51,476.88
£50,119.44
£48,772.80
£47,433.36
OF2 NON-ACCREDITED
Full Commitment
14.5% X-Factor
Level
5
4
3
2
1
Annual
£60,486.72
£58,941.00
£57,386.76
£55,844.88
£54,311.16
Limited Commitment
5% X-Factorh
1 May 2013
Daily
Annual
Home Commitment
0% X-Factor
Annual
No Change from 1 April 2013
GENERAL MEDICAL / GENERAL DENTAL PRACTITIONER TRAINER PAY i
1 April 2013
Daily
Annual
£21.21
£7,746.95
ASSOCIATE GENERAL MEDICAL / DENTAL PRACTITIONER TRAINER PAYi
1 April 2013
Daily
Annual
£10.60
£3,871.65
h
Volunteer Reserves carrying out obligatory training and other duties are on daily pay at Limited Commitment.
i
Annual rates of Trainer & Associate Trainer Pay have been adjusted slightly from that recommended to
produce a daily rate.
C-8
Annex D to REM 04.01.06E dated 20 May 2013
NON-CTOS MEDICAL AND DENTAL OFFICERS IN THE FULL TIME RESERVE
SERVICE
Those Officers who have elected not to transfer to the new commission, with its finite
period of service, will be on a specially determined rate of pay equal to their existing rate
with no assessment of seniority and no annual incremental progression. This
arrangement avoids maintaining two pay structures for essentially the same population
after the implementation of JPA. By linking the improved package to the renewable
commission period, encouragement will be given to currently serving Reserve MODOs
to elect to transfer to the new commission
SUSTAINED QUALITY PAYMENTS
Level
3
2
1
Daily
£16.86
£11.24
£5.62
D-1
Annex E to REM 04.01.06E dated 20 May 2013
DMS OFFICERS SERVING IN THE CADET SERVICE a
1 April 2013
Annual
Lieutenant Commander (SCC), Major (RM), Major (ACF)
& Squadron Leader (ATC)
On appointment
Lieutenant (SCC), Captain (RM), Captain (ACF) & Flight
Lieutenant Officer (ATC)
On appointment
a
£52,907.76
£43,030.20
Responsibility for the setting of pay rates and their payment to CFAVs in the Sea Cadet Corps (SCC) and Air Training
Corps lies with the Marine Society and the Air Cadet Organisation respectively. Therefore, the rates shown above are
for illustrative purposes only.
E-1
Annex F to REM 04.01.06E dated 20 May 2013
RATES OF PAY
2-STAR AND 3-STAR MEDICAL AND DENTAL OFFICERS
1 April 2013
2-Star Annual
3-Star Annual
Rate
Rate
£146,685.12
£153,827.88
1 May 2013
2-Star Annual
3-Star Annual
Rate
Rate
£146,821.92
£153,964.56
Note:
X-Factor is included in these Pay Rates for 2-Star and 3-Star Officers.
F-1
CILOCT AND CTR SIGNAL
1. WITH EFFECT FROM 1 APRIL 2013 DAILY RATES OF
CONTRIBUTIONS IN LIEU OF COUNCIL TAX AND COUNCIL TAX RELIEF
FOR SERVICE PERSONNEL ARE AS FOLLOWS,
CILOCT - SERVICE FAMILIES ACCOMMODATION
TYPE
POUNDS DAILY
I
5.77
II
5.53
III
5.26
IV
4.44
V
4.01
D
3.64
C
3.46
B
3.16
A
2.62
CILOCT - SINGLE LIVING ACCOMMODATION
TYPE
POUNDS DAILY
OFFICER
0.31
SNCO
0.22
OTHER RANKS
0.08
UNDER AGE 18
NIL
COUNCIL TAX RELIEF
POUNDS DAILY
FROM 1 APRIL 2013
2.
2.86
PAYING AUTHORITIES ARE REQUESTED TO ACTION THE NEW
RATES OF CILOCT AND CTR EFFECTIVE FROM 1 APRIL 2013.