Policy Adopted on 14/01/2021 and will be reviewed Q1 2023 – Revision 1.0
1. Policy Statement
This policy covers those undertaking paid roles on behalf of the Trustees. A separate policy covers those undertaking voluntary work (including the reimbursement of certain expenses agreed and approved in advance.)
2. Reason for Policy
A policy on paying those undertaking remunerated roles is needed to ensure:
People are rewarded fairly and supported in their recruitment and retention; and
Accountability, transparency and objectivity operate over decisions relating to pay involving church funds.
3. Who Should Read this Policy?
- All staff members
- Board of Trustees
4. Resources
- This policy is part of the Staff Handbook found on The Way We Work platform
- https://twww.revivechurch.uk
5. The Policy
- Paying Staff
Living Wage – the Trustees commits to paying at least the “Living Wage” as a minimum to all those undertaking paid roles. When setting and reviewing pay levels (see sections 3 and 4 below) the Trustees will have regard to any available recognised pay scales, or comparative information on national average salary levels, relevant to the work involved. e.g. RSCM pay scales for organists.
Legal compliance – the Trustees, advised by the Treasurer, will ensure it adheres to all relevant employment legislation and requirements relating to tax and pensions.
- Pay Reviews
The Trustees will ensure the level of pay for all remunerated roles is reviewed annually. This will normally be undertaken each February and completed by the 28th February. The outcome of this will be notified to all those concerned by the 31st March, with the effective date of any changes being 1st April.
The review will be undertaken by the Treasurer as part of a finance committee, who will make a recommendation about any changes required for approval by the Trustees. This can be by email instead of at a quarterly review.
In exceptional circumstances a pay review may take place at other times of the year. e.g. In response to legislative changes, or to reflect significant changes in job descriptions.
- Determination of Pay on Appointment
Following a recommendation put to it by the Treasurer, the Trustees
will determine the pay range for any vacancy prior to advertising it.
The policy of the Trustees is normally to appoint any new staff at the bottom
of a salary range. Should an appointing officer/panel wish to award a
higher initial salary, then a written case for this must be put for approval by
the Treasurer and the Pastors.
- Appeals, complaints and grievances
Appeals against the outcome of pay reviews, or any other problems in respect of pay, will be dealt with in accordance with the Trustees’ policy regarding the handling of complaints and grievances.
- Distribution, and application of the policy
A copy of this policy is available on The Way We Work platform
