UK Pay Policy
The Treasury pay remit process covers the pay setting arrangements across the Civil Service, including Non-Departmental Public Bodies (NDPBs) like the British Council. HM Treasury produces annual pay remit guidance which all Civil Service employers must follow when preparing their annual pay remit.
The annual pay remit process reviews the following:
• Increases to pay range minima and maxima
• Individual salary increases linked to performance
• Individual performance bonuses
• Cash and non-cash benefits
In the UK the British Council adopts the following reward principles:
1. To work within financial constraints and to use those limited funds in the most effective way to support the business and workforce needs;
2. To link annual salary increases and bonuses to performance;
3. To provide an attractive total reward offer (pay, benefits, personal development, career progression, work-life balance, and environment and culture) to attract, engage and retain;
5. To promote an equal pay agenda by ensuring that pay systems meet legislative requirements and to actively work towards reducing any unjustified gender pay gaps.
UK staff, below senior management, are placed in one of four pay bands:
1. junior management and administration, for which there are two pay bands: 4 and 6
2. middle management, for which there are two pay bands: 7 and 8
Pay Bands effective from 1 August 2016
Pay Band Min Max
4 £15,455 £18,209
6 £19,370 £23,798
7 £25,758 £32,463
8 £32,424 £46,823
senior mAnagement broad band
Senior management roles are grouped into three levels of work. Where roles are positioned within a broad band is determined by job evaluation. We use the Hay Group job evaluation system to evaluate all senior roles in the British Council.
Our normal approach to pay is to use performance ratings to determine pay progression. In 2016 pay increase ranged between 2 to 0% dependent on performance.
Depending on how members of staff perform in their job they will receive one of the following ratings:
1 (denotes an outstanding performance)
2 (denotes a performance which exceeds expectations)
3 (denotes an overall good performance)
4 (denotes a performance where development and improvement is required)
5 (denotes an unsatisfactory performance)
In addition to an increase to salary staff may be eligible to a cash bonus which is discretionary and linked to performance. The value of the bonus is determined by pay band and performance. Bonus amounts are reviewed each year. Bonuses do not count towards employer contributions.
Performance Bonus Payments for 2016
Rating Bonus Rating Bonus Rating Bonus
1 2 3
Pay band 4 £1,875 Pay band 4 £1,125 Pay band 4 £750
Pay band 6 £2,125 Pay band 6 £1,350 Pay band 6 £900
Pay band 7 £2,500 Pay band 7 £1,500 Pay band 7 £1000
Pay band 8 £2,975 Pay band 8 £1,725 Pay band 8 £1,150
Senior Management received performance bonuses ranging between 8% to 0% depending on performance.
Bonus payments are paid pro rata to staff working part-time (e.g. less than 36 hours net)
london market allowance
Staff who work in our London Office receive a London Market allowance (LMA) which is an allowance paid in addition to their salary. The allowance is currently worth £3,300.
Our aim is to offer an attractive total package and we therefore consider salary as just one part of the offer. At the British Council staff can expect to have a range of excellent benefits including a generous defined benefit pension, 32 days annual leave, flexible working and attractive family friendly and well-being policies.