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


Pay Principles

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.

Pay structure

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.


pay progression

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.


Performance ratings

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)


Bonus Payments

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.


starting salaries

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.