Pay 2013 – joint AXA/Unite statement

Pay negotiations between AXA UK and Unite have concluded with the following pay proposal for employees in levels 9 to 6a.

Overall, this proposal will mean that 2.75% of the total pay spend will benefit levels 9 to 6, against a company-wide average agreement of 2.5%.

This will mean, if your current full time equivalent (FTE) salary is £25,000 in the medium part of the increased pay range and you achieve a Successful rating, your salary will increase to between £25,188 and £25,813 in your April pay.  Your manager will use their discretion to determine your award within the range shown in the pay matrix.

The details:

¾ A pay increase based on the pay matrix below.  The matrix has been built around a 2% award for someone rated as Successful in the medium part of the pay range. Any increase will be based on your performance and position against the increased pay ranges.

¾ Pay ranges have increased by 5% with a commitment to review again next year.

¾ A 3% increase in the minimum salary to £14,320 (exceptions to this are those on AXA PPP apprenticeship scheme, employees rated unsatisfactory, and instances where a manager elects to make a 0% pay award for Partially Successful/ Developing rating).

¾ A joint company-union review of the existing performance management system with recommendations for any improvements by the end of Q2 2013.

Unite will ballot their members, with the ballot taking place from Monday 14 January until Friday 25 January.

PAY MATRIX

The following matrix will be used to award pay increases for all employees in all levels 9 to 3:

 

Position in Pay Range

Performance rating

Low

Medium

High

Above

Outstanding

3.75% – 6.25%

2.75% – 5.25%

1.75% – 4.25%

1.75% – 4.25%

Excellent

2.75% – 5.25%

1.75% – 4.25%

0.75% – 3.25%

0.75% – 3.25%

Successful

1.75% – 4.25%

0.75% – 3.25%

0% – 2.25%

0% – 2.25%

Partially Successful/Develop

0% – 2.75%

0% – 2.25%

0% – 1.75%

0% – 1.75%

Unsatisfactory

0%

0%

0%

0%

□   This matrix has an element of manager discretion but any adjustments up have to be balanced with movements down – this is necessary to ensure this is affordable for the business.

□   Employees above the pay range (i.e. where their FTE Salary is over the maximum of the pay range) will receive a pay award to be received in monthly pay, rather than as a Lump Sum award.

□ The same principles will apply to the pay review across levels 5-3.

Further information will shortly be available from your line manager.

Karan Hutchinson

 

Group HR Director

Daryl Williams

 

Unite Sector Officer (Finance)

 

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