JSP 754 - MoneyForce

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 18 dated 1 Apr 13

JSP 754 AMENDMENT DETAILS

Edition 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18

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

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


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

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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

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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

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Section 8 Section 9 Section 10

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Section 11 Section 12 Section 13

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Section 14

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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

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Section 2

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Section 3

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Section 4

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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

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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

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Section 7

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Section 8 Section 9 Section 10 Section 11 Section 12 Section 13 Section 14

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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

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Section 5 Section 6 Section 7 Section 8 Section 9 Section 10 Section 11

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Section 12 Section 13

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Section 14

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Section 15

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Section 16 Section 17 Section 18 Section 19

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Section 20

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Section 21

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Section 22

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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

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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

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Statutory Payments and Grants - Overview Sure Start Maternity Grant Family Maintenance Grant

Contents Section 1

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Section 2

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Section 3 Section 4 Section 5 Section 6 Section 7 Section 8 Section 9 Section 10 Section 11

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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 Council Tax Relief for Service personnel on Specified Operations

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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CHAPTER 1 INTRODUCTION SECTION 1 – PRINCIPLES 01.0101 – 01.0103 01.0104 01.0105 01.0106 - 01.0107 01.0108 01.0109

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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

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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

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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 ANNEX C

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APPENDIX 1 APPENDIX 2

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Armed Forces’ Pay Review Body - Terms of Reference Review Body on Senior Salaries - Terms of Reference A Guide to the Preparation and submission of Pay and Charges Casework. Format for a written submission to the PACCC. Factors to be considered by HR Admin Staff.

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

Edition 18 dated 1 Apr 13 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. Tri-Service pay and charges policy is authorised by The Queen by way of Royal Warrants made under section 333 of the Armed Forces Act 2006 (c. 52), namely the Armed Forces Pay, Bounties and Allowances Warrant 2009 and the Armed Forces Pay, Bounties and Allowances (Amendment) Warrant 2010. 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 consult with the single Service Pay Colonels. Sponsorship and periodic JSP 754

Edition 18 dated 1 Apr 13 1–1–1

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. Back to Chapter Contents Page


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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.

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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 12 of the RN Sports Handbook, 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). Back to Chapter Contents Page


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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 Team 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. Hd of Remuneration is responsible for promulgating changes in pay policy throughout MOD and the Services through the publication of a Directed Letter and then for day to day maintenance of this JSP to ensure that it reflects current pay policy. Hd of Remuneration is also responsible for promulgating rates of pay through the publication of a Directed Letter. 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 and charges 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 single-Service points of contact for all pay policy matters, for 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 1

2nd Sea Lord for RN/RM, Adjutant General for Army and Air Member for Personnel for RAF.

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support their respective PPOs in providing the single-Service lead in pay and charges policy, delivering their respective Service’s case for remuneration and 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. FLEET-DNPS PPA DACOS

b.

Army. LF-DPS(A)-PS10A-AD

c.

RAF. Air PersPol-PayAllces DACOS

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. JSP 754


01.0314. Casework. There will inevitably be occasions where the eligibility and entitlements detailed in this JSP do not fully cover the circumstances of every Service person. Where it is considered that there is sufficient justification for exceptional treatment of any pay and charges matter, a case detailing the full scenario, justification and requirement (supported by any relevant documentation) is to be staffed from the Unit HR Admin Staff and signed by an OF2 or above on the Unit HR Admin Staff. If there is no Unit HR OF2 or above then all casework is to be signed by the Unit CO. Units are then to forward the case to the PACCC for consideration (in the Army’s case through the appropriate Brigade Headquarters for comment). A guide to the submission of pay and charges casework to the PACCC, including the required format, is at Annex C to this Section. The PACCC is a department within SPVA with the delegated authority to deal with all tri-Service pay and charges casework. In conducting casework it will consider all of the associated factors and seek to make consistent and fair decisions. The PACCC does not have authority to alter existing policy or to set a precedent; it will refer such cases to CDP Remuneration for a policy ruling before a final decision is made. Where the PACCC has the authority to decide on a case it will consider: a. whether the case presented falls within the policy intent. If it is clear that the policy intent was not to exclude the circumstances of the Service person submitting the case, the PACCC may approve the case. If, however, a group of 5 individuals or more seek, simultaneously, the same regulatory treatment that the PACCC considers is justified, the PACCC will request that CDP Remuneration reviews the policy to determine eligibility prior to ruling on the case; b. whether the regulations lay down a specific timeframe for eligibility. Cases that exceed the timeframe will be referred to CDP for consideration prior to any decision being promulgated. c. That all cases relating to any period of more than 6 years prior to the date of the claim are time expired and will not be paid in accordance with para 01.0106. 01.0315. Appeals Process. Individuals may submit an appeal a decision on casework made by the PACCC, staffed through the Unit in accordance with para 01.0314 above (under a covering letter signed by the Unit CO) to the SPVA (via SO2 Appeals, MP 600, Kentigern House, 65 Brown Street, Glasgow, G2 8EX). A first appeal is to be submitted within 3 months of the initial notification by the PACCC of the decision. The first appeal will be considered by the Assistant Head Military Operations and Development SPVA or Assistant Head Veterans Services and Armed Forces Pension Scheme SPVA who will review the evidence prior to informing the Brigade/Unit of the decision. Where individuals still believe that they have been unfairly disadvantaged, they have a further 3 months from the date of the notification letter of the first appeal to lodge a second appeal to SPVA (via SO2 Complaints and Appeals, MP 600, Kentigern House, 65 Brown Street, JSP 754


Glasgow, G2 8EX) which will be considered by the Chief Executive. For both first and second appeals CDP Remuneration may be consulted prior to a decision being made. There is no further route of appeal after the Chief Executive SPVA has made a decision. However, once the SPVA appeals procedure has been exhausted, it may be possible to raise a Service Complaint under the policy and process set out in JSP 831, Redress of individual Grievances – Service Complaints. 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. Back to Chapter Contents Page


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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. Back to Chapter Contents Page


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Edition 18 dated 1 Apr 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;

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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. Back to Chapter Contents Page


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ANNEX C TO SECTION 3 TO CHAPTER 1 A GUIDE TO THE PREPARATION AND SUBMISSION OF PAY AND CHARGES CASEWORK 1. AIM. The aim of this Annex is to provide advice and assistance to those involved in the preparation and submission of casework to ensure that comprehensive cases are submitted in a standard format that enables balanced and fair decisions to be made in a timely manner. 2. PREPARATION AND SUBMISSION OF CASEWORK. Casework is to be prepared and submitted in the format at Appendix 1 to this Annex, with a covering letter from the Unit. Service personnel are not to submit casework themselves; all cases must be submitted in accordance with para 01.0314 on behalf of the Service person. Unit HR Admin Staff must satisfy themselves that the case is justified, where necessary Units are to seek advice from their Administrative Chain of Command prior to submission. Cases submitted to the PACCC must contain the following essential elements: (a) the full background to the case, including all relevant facts together with the full details of any advice sought from other agencies. (b) a clear description of the entitlement being sought together with a full justification quoting full details of the relevant regulations (including all references). (c) justification as to why a decision should be made in favour of the Service person supported by appropriate documentary evidence. It is imperative that the elements described above are included in the casework submitted to the PACCC as failing to include the information will result in the return of the casework to the Unit CO unanswered. Sub paragraphs 2(a) and 2(b) are straightforward and should provide factual information set out in a concise, chronological and logical manner. Sub paragraph 2(c) requires consideration and interpretation of the regulations as they apply to the individual case and is the most important part of the submission. Guidance on completing this is at Appendix 1. It is important that all supporting documents are attached. All pay and charges cases must include copies of relevant pay statements. 3. STAFFING PROCEDURES. In order to submit a comprehensive and credible case to the PACCC as quickly as practicable, it is essential that submissions are staffed through the Chain of Command and commented upon by Unit HR Admin Staff in accordance with para 01.0314. Unit HR Admin Staff must consider the facts and assess whether the case merits support. A guide to the factors to be considered is at Appendix 2 to this annex. When submitting a case that is supported by the Chain of Command, Unit HR are to include in their covering letter the reasons why the case is supported and the outcome sought. Unit HR Admin Staff must apply the regulations and should not be afraid to identify those cases which do not have JSP 754

Edition 18 dated 1 Apr 13 1–3–C–1

an entitlement; advising the Service person of their decision and returning the case to the individual. Should the Service person still believe that they have a case then it is to be forwarded to the PACCC, through the Chain of Command and must include a copy of the Unit HR’s initial response to the case. It is acceptable to forward a case with a covering letter stating that it is not supported and explaining the reasoning behind the decision. Fully staffed cases are to be sent via email to: SPVA-DMS-PACCC (MULTIUSER). In exceptional circumstances e.g. where units do not have access to scanners and/or email, casework should be sent to the PACCC by one of the following routes: a.

By mail to:

Service Personnel and Veterans Agency Pay and Allowances Casework and Complaints Cell Mail Point 600 Kentigern House 65 Brown Street GLASGOW G2 8EX

b.

By fax to:

94561 2605.

4. SUBMISSION OF APPEALS. All Appeals should be submitted in the same format as initial casework under a covering letter signed by the unit CO. Reference should be made to the Initial Case (and 1st Appeal for 2nd Appeals) and state exactly what outcome is required. The letter should briefly detail the basis of the Appeal, highlighting any key areas and should include any new evidence together with a statement from the Service person who is appealing (there is no need to resend original case material). All enclosures should be dated and in chronological order. The letter should end with a brief statement of the unit view articulating whether the appeal is supported or not. 5. PACCC PROCEDURES. Once a case is received by the PACCC, a letter acknowledging receipt will be sent within 24 hours. Provided all the facts are to hand, the PACCC will aim to process the case and inform the Chain of Command of the result within 10 working days of receipt. If there is a need for further information or documentation the PACCC may return the case, under covering letter, detailing the additional information that is required. Where it is not possible to meet the 10 day timeframe, the PACCC will forward a holding letter to inform the Unit/Bde that the case is still under consideration. If a case is novel or contentious or relates to policy, it may be necessary to seek advice from CDP Remuneration, who in turn may need to consult other relevant authorities which may result in further delays. If this is the case, the PACCC will continue to send holding replies every 20 working days until a final decision is made. It should be noted that if the claimant is not satisfied with the PACCC’s response, they may submit an appeal in accordance with paragraph 01.0315. Under no circumstances will the PACCC engage in telephone conversations with the Service person regarding cases with which it has dealt. Callers will be directed to follow the appeals process should they feel aggrieved at a PACCC decision. JSP 754


Appendix: 1. 2.

Format for Written Submission to the PACCC Factors to be considered by Unit HR Admin Staff

Back to Chapter Contents Page


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APPENDIX 1 TO ANNEX C TO SECTION 3 TO CHAPTER 1 FORMAT FOR WRITTEN CASEWORK TO THE PACCC 1.

SHORT TITLE (EG. FRI, AIP).

Name & Initials:

Number:

Rank:

Service/Regt/Corps:

Unit:

Contact Number:

Unit Address:

Email Address:

DOB:

Arrival Date:

PStat Cat:

Future Availability Date:

CEA Claimant (Y/N):

Termination Date:

2. BACKGROUND. Start at the beginning and go through the facts in chronological order. Where relevant include: (a) Dates of all important events (any delays in actions or submissions at unit (or Bde) should be explained). (b) What advice was sought or offered and by whom. In cases of incorrect advice, be specific about dates, places and names (enclosing evidence if available). Vague references to a telephone conversation or a general conversation is insufficient. (c) Relevant family or compassionate circumstances (enclosing welfare or medical reports). (d)

Any financial hardship suffered (including a financial statement).

(e)

Any remedial action taken by the Service person.

3. ENTITLEMENT SOUGHT. Be clear about what is required, i.e. entitlement to Recruitment & Retention Payment or a Commitment Bonus. Refer to specific paragraphs of the JSP, where relevant. 4. JUSTIFICATION. This is the key part of the submission. It must be argued in a logical and convincing manner. If this presents difficulties, does the case deserve to go forward? The key issue is whether the circumstances of the case fall within the spirit and intent of the regulations. If it falls at the ‘margins’ is it possible to argue that there are other circumstances which should be taken into consideration within the scope of the regulations? Consider: (a)

Excessive turbulence or separation;

(b)

Family circumstances;

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(c)

Availability of advice;

(d)

Alternative options - if any;

(e)

The financial effect on the Service person.

(f)

Personal choice or Service requirement.

There will be cases that, although outwith current regulations, may nevertheless merit support. The same basic format should be applied. It will, however, be important to show why a particular case warrants special treatment. The case itself may point to the need for a revision of current policy. Both aspects should be considered when drafting the submission. Avoid: (g)

Emotional statements and intemperate language;

(h) Blaming others for personal mistakes. If the regulations have been unintentionally transgressed, have the honesty to say so; (i)

Persistent submission of marginal cases;

(j) Veiled threats of appeals, letters to MPs, etc. It is recognised that these are courses of action available to all Service personnel and it is not necessary to reiterate this in a letter to the PACCC; Ensure that all supporting documents are attached to the submission, e.g. welfare reports, medical evidence, assignment orders, course certificates, Service housing applications, receipts, pay statements, bank statements etc. This list is not exhaustive; the guiding principle should be that all statements should be backed up with copies of evidence or references to official documents that supports the statements. Where evidence cannot be obtained this should be explained. If in doubt enclose any additional documents in support of the case. 5. SUMMARY. Close with a short, succinct paragraph that summarises the case, whether it is supported by the Chain of Command or otherwise and details the outcome sought. Do not introduce new information or facts; these should have already been included in the background or justification. Name Rank 1

Date

Back to Chapter Contents Page 1


To be signed in accordance with para 01.0314.

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APPENDIX 2 TO ANNEX C TO SECTION 3 TO CHAPTER 1 FACTORS TO BE CONSIDERED BY UNIT HR ADMIN STAFF 1. Regulations. Does the case fall within the spirit and intent of the regulations? Examine the aim of the regulations in the JSP. If the case is outwith the current regulations in the JSP, it may still warrant support. For example: (a)

is this case unique, or are there others like it?

(b)

do the circumstances indicate a need for fundamental policy review?

2. Knowledge. Ignorance of the regulations is never a defence in itself; however, in a more complicated case it might be seen as a mitigating factor. 3. Alternatives. Is there an alternative method of compensation, monetary or otherwise? Is it a reasonable and fair claim on tax-payers’ money? 4. The X-Factor. Any attempt to correct every imbalance will risk a reduction in the X-Factor within basic pay, which is paid continuously throughout a Service person’s career. The elements that the X-Factor covers are detailed below. Are the circumstances within the case compensated for by the X-Factor? Advantages:

Disadvantages:

Job security Adventure Travel Trade training Variety of life & work Promotion / Early responsibility

Subject to military discipline On duty at all times Restrictions on resignation No negotiations on pay Danger Turbulence / Separation.

5. Extenuating Circumstances. To what extent are the circumstances brought about by the exigencies of the Service? Where there are extenuating personal circumstances, has the Service person acted in a responsible manner? Is their action a matter of personal choice? If so do the circumstances justify the reimbursement from public sources being sought? 6. Culpability. Is the Service person at fault in any way? If so, what degree of blame should be attached to him/her? Did he/she seek proper advice? Was he/she correctly advised? 7. Overpayments. There will be instances in which overpayments occur. However, the general rule is that the Service person will be required to repay any overpayments, irrespective of whether it was received in ‘good faith’. If the relevant policy is not is not in dispute an objection to recovery in accordance with Annex A to Section 6 of Chapter 2 may be more appropriate than submitting a case to the PACCC.

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8. Retrospective Claims. Casework should only be submitted if the claim is within 6 years of the date of the claim. For claims in excess of this 6 year period no claim will be paid (refer to para 01.0106). 9. Procedural Issues. Casework should not be submitted to the PACCC to resolve procedural issues. This work should be referred to the single Service personnel administration Focal Point. Back to Chapter Contents Page

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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

Reserved Rights of Pay (RRRP)

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 Reserved Rights Rate of Pay (RRRP) is a level of pay that is assigned to an individual but to which they are no longer entitled because the rules for entitlement have changed since they became eligible. A RRRP will attract annual pay uplifts, Yearly Incremental Progression (YIP), and Accelerated Incremental Progression (AIP) based on

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Specially Determined Rate of Pay (SDRP)

Spine

Standstill Rate of Pay (SSRP)

Table

X-Factor

Yearly Incremental Progression (YIP)

the level appropriate to the individual’s earlier pay range. (see Chapter 3, Section 1). A Specially Determined Rate of Pay (SDRP) is a rate of pay above the maximum Increment Level of a range to which an individual would normally be entitled. Therefore, 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). 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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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

JSP 754


BSEN

British Standards, European Norm

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

Entitled Casual Meal Charge

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EOOW EP/TP EQ EWC

Engineering Officer of the Watch Experimental Protocol/Test Plan 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

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

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NRPS

Non Regular Permanent Staff

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

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

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REC REME RF&C RFA 96 RI RMAS RMR RNR ROS RRP RRP

RRP(SF) RRP(SFC) RRP(SIP) RRP(SM) RRP(SM)SUP RRP(SR) RRRP RTU RWA

Research Ethics Committee Royal Electrical and Mechanical Engineer 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 Recruitment & Retention Payment (Air Dispatch) – Ceased 31 March 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) Reserved Rights Rate of Pay Return To Unit Residence at Work Address

S SA SAC SAP SAR SAS SATOS SBS SBWG SCC SCC SDRP

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

RRP(AD) RRP(AED) RRP(D) 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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SDS

Ship’s Diving Supervisor

SEARW

Single Engine Advanced Rotary Wing

SEBRW SEP 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

Single Engine Basic Rotary Wing Sustainable Experience Profile 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

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Y YIP

Yearly Incremental Progression



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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 now held in abeyance in peacetime.

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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.



JSP 754


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. Back to Chapter Contents Page


JSP 754


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

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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

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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

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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

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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

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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

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SECTION 7 – VOLUNTARY DEDUCTIONS 02.0701 02.0702 02.0703 02.0704 02.0705 02.0706 02.0707 02.0708

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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

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Aim Scope Conditions

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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. 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 JSP 754


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

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 JSP 754


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; 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; 1

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 18 dated 1 Apr 13 2–1–3

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. Back to Chapter Contents Page


JSP 754


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. Back to Chapter Contents Page


JSP 754


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


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.



3

This facility may not be available to some personnel on secondment/exchange tours/some Defence & Military Attaches/out of area posting.

JSP 754


ANNEX A TO CHAPTER 2 SECTION 3 JPA PAY STATEMENT



JSP 754

Edition 18 dated 1 Apr 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 beach 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


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


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


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).

JSP 754


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 18 dated 1 Apr 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 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


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. Back to Chapter Contents Page


JSP 754


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 JSP 754


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


(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


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


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 Back to Chapter Contents Page


JSP 754


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


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.

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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 18 dated 1 Apr 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)

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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)

Supporting information:

On behalf of SPVA Signature:

Name: Title: Date:



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


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 Back to Chapter Contents Page


1

For example, see ‘DIN 2011DIN01-149: Service Life Insurance (SLI)’ and ‘DIN 2010DIN01221: Change to PAX Scheme effective from 04 January 2011’. JSP 754


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. Back to Chapter Contents Page


JSP 754


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


-

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 – 03.0408 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


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


-

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

-

ANNEX A

-

Aim Scope Eligibility Criteria Qualifying Period Calculation of SUPA Impact on Recruitment & Retention Payment and Charges Impact on Allowances Continuity of Payment 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 18 dated 1 Apr 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 18 dated 1 Apr 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

Back to top


JSP 754

Edition 18 dated 1 Apr 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 18 dated 1 Apr 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 terms may be used in conjunction with a rate/level of pay within the formal pay structure: a. A Reserved Rights Rate of Pay (RRRP) is a level of pay that is assigned to an individual but which they are no longer entitled to receive because the rules for entitlement have changed since they became eligible 3. A RRRP will attract annual pay uplifts, Yearly Incremental Progression (YIP), and Accelerated Incremental

3

For example, a RRRP will be payable if a trade is moved to a lower range as a result of the JE process (see Chapter 3 Section 2). An individual already in receipt of pay in the higher range may continue to receive this. The detailed rules applicable to the payment of RRRP are set out as applicable in the relevant chapters in the JSP. JSP 754 Edition 18 dated 1 Apr 13 3–1–2

Progression (AIP) based on the level appropriate to the individual’s earlier pay range. b. 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 4. A SSRP will attract annual pay uplifts and incremental 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 5 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).

4

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).

For example, a SSRP may apply on commissioning from the ranks (see Chapter 5 Section 3). 5 These are colloquially known as higher and lower. JSP 754 Edition 18 dated 1 Apr 13 3–1–3

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).

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 6.

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 7. 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;

6

X-factor is explained at Chapter 1 Section 2. See Section 2. JSP 754 3–1–4 7


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) 8; 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

8


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 18 dated 1 Apr 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 Back to Chapter Contents Page

1

ILs 1 – 5


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. 2 Officers promoted to Capt RN on or before 30 June 1997 will have reserved rights to receive OF6 rates of pay and allowances on the 6th anniversary of their substantive promotion to OF5. 3 Officers promoted to Col RM on or before 30 June 1999 will have reserved rights to receive OF6 rates of pay and allowances on the 6th anniversary of their substantive promotion to OF5. JSP 754 Edition 18 dated 1 Apr 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 Back to Chapter Contents Page 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


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 18 dated 1 Apr 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 18 dated 1 Apr 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 (subject to the reserved rights provisions contained in 03.0209). 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 18 dated 1 Apr 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, on 1 April of the year following promulgation, personnel will be awarded reserved rights to their existing pay range profile for 3 years. This will be known as a Reserved Rights Rate of Pay (RRRP). At the end of this period of reserved rights, 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 RRRP or 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



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

ABBREVIATION

AB

LH

PO

WARFARE BRANCH

H = HIGHER RANGE CPO

CPO

WO2

WO

(Art)

RN WARFARE GS WARFARE SPECIALIST WARFARE SPECIALIST (ABOVEWATER WARFARE WEAPONS)

WS

L

-

-

-

-

-

WS(AWW)

L

H

H

L

-

L

WS(AWT)

L

H

H

L

-

L

WARFARE SPECIALIST (UNDERWATER WARFARE)

WS(UW)

L

H

H

L

-

L

(MINE WARFARE)

(MW)

L

H

H

L

-

L

WARFARE SPECIALIST (ELECTRONIC WARFARE)

WS(EW)

L

H

H

L

-

L

includes WS(AWW) ADAWS, DNA and SSCS WARFARE SPECIALIST (ABOVEWATER WARFARE TACTICAL) includes WS(AWT) ADAWS, CACS, DNA, and SSCS

(COMMUNICATIONS AND INFORMATION SYSTEMS)

(CIS)

L

H

H

L

-

L

SEAMAN SPECIALIST

(SEA)

L

H

H

L

-

H

(SURVEY RECORDER)

(SR)

L

H

H

L

-

L

(HYDROGRAPHY AND METEOROLOGY)

(HM)

L

H

H

L

-

L

includes HM(H) and HM(M) COMMUNICATIONS TECHNICIAN

CT

-

H

H

H

H

H

COMMUNICATIONS TECHNICIAN (ANALYST)

CT(A)

-

H

H

H

H

H

COMMUNICATIONS TECHNICIAN (LINGUIST)

CT(L)

-

H

H

H

H

H

DIVER

D

H

H

H

H

-

H

REGULATOR - RN POLICE

REG

-

H

H

L

-

L

PHYSICAL TRAINING INSTRUCTOR

PTI

-

L

L

L

-

H

EDUCATION TRAINING SUPPORT

ETS

-

L

L

L

-

L

WEAPON ANALYST

WA

-

L

L

L

-

L

includes PTI RI

JSP 754



TRADE FOR PAY

ABBREVIATION

AB

LH

PO

CPO (Art)

CPO

WO2

WO

RN WARFARE SM (COMMUNICATIONS AND INFORMATION SYSTEMS, SUBMARINE)

(CISSM)

L

H

H

L

-

L

WARFARE SPECIALIST (SENSORS, SUBMARINE)

WS(SSM)

L

H

H

L

-

L

WARFARE SPECIALIST (TACTICAL, SUBMARINE)

WS(TSM)

L

H

H

L

-

L

COXSWAIN (SUBMARINE)

COXN(SM)

-

-

-

H

-

H

ACMN(ASW)

-

H

H

H

-

H

ACMN(CDO)

-

H

H

H

-

H

NA(PHOT)

-

L

L

L

-

L

NAVAL AIRMAN (METEOROLOGICAL)

NA(MET)

L

L

L

H

-

H

NAVAL AIRMAN (AIRCRAFT HANDLER)

NA(AH)

L

L

L

L

-

H

NAVAL AIRMAN (SURVIVAL EQUIPMENT)

NA(SE)

L

H

H

H

-

H

NAVAL AIRMAN (AIRCRAFT CONTROLLER)

NA(AC)

-

H

H

H

-

H

ENGINEERING TECHINICIAN (MARINE ENGINEERING) ENGINEERING TECHNICIAN (MARINE ENGINEERING) ARTIFICER

ET(ME)

L

H

H

H

H

H

ET(ME)

L

H

H

H

H

H

H

MARINE ENGINEERING ARTIFICER

MEA

-

H

-

-

-

-

-

MARINE ENGINEERING MECHANIC

MEM

-

-

H

L

-

L

RN WARFARE FAA AIRCREWMAN (ANTI SUBMARINE WARFARE) includes ACMN(ASW) QAI AIRCREWMAN (COMMANDO) includes ACMN(CDO) QAI NAVAL AIRMAN (PHOTOGRAPHER) includes NA(PHOT) IA

includes NA(AC) JATCC ENGINEERING BRANCH RN ENGINEER GS

MARINE ENGINEERING MECHANIC (MECHANICAL)

MEM(M)

-

-

H

L

-

L

MARINE ENGINEERING MECHANIC (ELECTRICAL)

MEM(L)

-

-

H

L

-

L

ENGINEERING TECHINICIAN (WEAPON ENGINEERING)

ET(WE)

L

H

H

H

H

H

JSP 754



AB

LH

PO

CPO (Art)

CPO

WO2

WO

WEA

-

H

-

-

-

-

-

WEAPON ENGINEERING MECHANIC (ORDNANCE)

WEM(O)

L

H

H

L

-

L

WEAPON ENGINEERING MECHANIC (RADIO)

WEM(R)

L

H

H

L

-

L

RN ENGINEER SM ENGINEERING TECHINICIAN (MARINE ENGINEERING, SUBMARINES) ENGINEERING TECHINICIAN (MARINE ENGINEERING, SUBMARINES) ARTIFICER

ET(MESM)

L

H

H

H

H

H

ET(MESM)

L

H

H

H

H

H

H

MARINE ENGINEER ARTIFICER (SUBMARINES) MARINE ENGINEER ARTIFICER (MECHANICAL)(SUBMARINES) MARINE ENGINEER ARTIFICER (ELECTRICAL)(SUBMARINE)

MEA(SM)

-

H

H

H

H

H

H

MEA(M)(SM)

-

H

H

H

H

H

H

MEA(L)(SM)

-

H

H

H

H

H

H

MARINE ENGINEERING MECHANIC (SUBMARINES) MARINE ENGINEERING MECHANIC (MECHANICAL)(SUBMARINES) MARINE ENGINEERING MECHANIC (ELECTRICAL)(SUBMARINES) ENGINEERING TECHINICIAN (WEAPON ENGINEERING, SUBMARINE)

MEM(SM)

-

-

H

L

-

L

MEM(M)(SM)

-

-

H

L

-

L

MEM(L)(SM)

-

-

H

L

-

L

ET(WESM)

L

H

H

H

H

H

ET(WESM) (TACTICAL WEAPON SYSTEMS)

ET(WESM)

L

H

H

H

H

H

ET(WESM) (STRATEGIC WEAPON SYSTEMS)

ET(WESM)

L

H

H

H

H

H

ET(WESM) (TACTICAL WEAPON SYSTEMS) ARTIFICER

ET(WESM)

L

H

H

H

H

H

H

ET(WESM) (STRATEGIC WEAPON SYSTEMS) ARTIFICER

ET(WESM)

L

H

H

H

H

H

H

WEAPON ENGINEERING ARTIFICER (SUBMARINES) WEAPON ENGINEERING ARTIFICER (STRATEGIC WEAPON SYSTEMS) WEAPON ENGINEERING MECHANIC (ORDNANCE SUBMARINE)

WEA(SM)

-

H

H

H

H

H

H

WEA(SWS)

-

H

H

H

H

H

H

WEM(O)(SM)

L

H

H

L

-

L

WEAPON ENGINEERING MECHANIC (RADIO SUBMARINE)

WEM(R)(SM)

L

H

H

L

-

L

AIR ENGINEERING TECHNICIAN

AET

H

H

H

H

AET(Av)

L L

H

AIR ENGINEERING TECHNICIAN (AVIONICS)

H

H

H

H

H

AIR ENGINEERING TECHNICIAN (ELECTRICAL)

AET(L)

-

H

H

H

H

H

TRADE FOR PAY

ABBREVIATION

WEAPON ENGINEERING ARTIFICER

RN ENGINEERING - FAA

JSP 754



TRADE FOR PAY

ABBREVIATION

AIR ENGINEERING TECHNICIAN (MECHANICAL)

AET(M)

AB L

LH

PO

H

H

CPO (Art)

CPO

WO2

WO

H

H

H

AIR ENGINEERING TECHNICIAN (RADIO)

AET(R)

-

H

H

H

H

H

AIR ENGINEERING ARTIFICER (AVIONICS)

AEA(Av)

-

H

-

H

H

-

-

AIR ENGINEERING ARTIFICER (ELECTRICAL)

AEA(L)

-

H

-

H

H

-

-

AIR ENGINEERING ARTIFICER (MECHANICAL)

AEA(M)

-

H

-

H

H

-

-

AIR ENGINEERING ARTIFICER (RADIO)

AEA(R)

-

H

-

H

H

-

-

AIR ENGINEERING MECHANIC

AEM

-

-

H

H

-

H

AIR ENGINEERING MECHANIC (AVIONICS)

AEM(Av)

-

-

H

H

-

H

AIR ENGINEERING MECHANIC (ELECTRICAL)

AEM(L)

-

-

H

H

-

H

AIR ENGINEERING MECHANIC (MECHANICAL)

AEM(M)

-

-

H

H

-

H

AIR ENGINEERING MECHANIC (RADIO)

AEM(R)

-

-

H

H

-

H

LOGISTICS BRANCH RN LOGISTICS GS LOGISTICIAN (PERSONNEL)

LOG(PERS)

L

H

H

H

-

H

LOGISTICIAN (SUPPLY CHAIN)

LOG(SC)

L

L

H

H

-

H

LOGISTICIAN (CATERING SERVICES)(PREPARATION)

LOG(CS)(P)

L

H

H

H

-

H

LOGISTICIAN (CATERING SERVICES)(DELIVERY)

LOG(CS)(D)

L

L

H

H

-

H

FAMILY SERVICES

FS

-

-

H

H

-

-

LOGISTICIAN (PERSONNEL)(SUBMARINE)

LOG(PERS)(SM)

L

H

H

H

H

-

H

LOGISTICIAN (SUPPLY CHAIN)(SUBMARINE) LOGISTICIAN (CATERING SERVICES)(PREPARATION)(SUBMARINE) LOGISTICIAN (CATERING SERVICES)(DELIVERY) (SUBMARINE)

LOG(SC)(SM)

L

L

H

H

H

-

H

LOG(CS)(P)(SM)

L

H

H

H

-

H

LOG(CS)(D)(SM)

L

L

H

H

-

H

RN LOGISTICS SM

JSP 754



TRADE FOR PAY

ABBREVIATION

AB

LH

PO

CPO (Art)

CPO

WO2

WO

MEDICAL BRANCH RN MEDICAL GS MEDICAL TECHNICIAN (LABORATORY)

MT(L)

-

H

H

H

L

L

MEDICAL TECHNICIAN (HEALTH INSPECTOR)

MT(HI)

-

H

H

L

L

L

MEDICAL TECHNICIAN (RADIOGRAPHER)

MT(Rad)

-

H

H

H

L

L

MEDICAL ASSISTANT

MA

H

H

H

H

-

H

MEDICAL ASSISTANT (COMMANDO) MEDICAL ASSISTANT (OERATING DEPARTMENT PRACTITIONER)

MA(CDO)

H

H

H

H

-

H

MA(ODP)

H

H

H

H

DENTAL NURSE

DN

L

L

L

L

-

L

DENTAL HYGIENIST

DHY

-

H

H

L

-

L

MA(SM)

H

H

H

H

-

H

H

RN MEDICAL SM MEDICAL ASSISTANT (SUBMARINE)

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

-

L

LOGISTICS (RESERVE)

LOGS

L

L

H

H

-

H

INTELLIGENCE BRANCH

DI, OPINT, HUMINT

-

-

H

H

-

H

INFORMATION OPERATIONS

INFO OPS

-

-

-

-

-

-

MEDICAL TECHNICIAN

MT

-

-

-

L

-

NEW ENTRY INSTRUCTOR

NE INSTR

L

L

L

L

-

CAREER ADVISOR

CARADV

OTHER BRANCHES

L

JSP 754

L

L

L L



ROYAL MARINE TRADES GENERAL DUTIES includes GD Sniper GENERAL DUTIES (SPECIALIST QUALIFICATIONS)

GD

MNE

CPL

SGT

SGT

CSGT

WO2

WO1

L

H

H

H

L

H

H

GD GD(SQ)

ASSAULT ENGINEER

AE

L

H

H

H

L

H

H

ARMOURED SUPPORT

AS

L

H

H

H

L

H

H

ANTI TANK

AT

L

H

H

H

L

H

H

SIGNALLER

SIG

L

H

H

H

L

H

H

H

H

H

L

H

H

L

H

H

H

L

H

H

MOUNTAIN LEADER

ML

HEAVY WEAPONS (ANTI-TANK)

HW ATK

HEAVY WEAPONS (MORTARS)

HW MOR

L

H

H

H

L

H

H

HEAVY WEAPONS (AIR DEFENCE)

HW AD

L

H

H

H

L

H

H

PLATOON WEAPONS

PW

-

H

H

H

L

H

H

LANDING CRAFT

LC

L

H

H

H

L

H

H

DRIVER

D

L

H

H

H

L

H

H

STORES ACCOUNTANT

SA

L

H

H

H

L

H

H

CLERK

C

L

H

H

H

L

H

H

CHEF

K

L

H

H

H

L

H

H

DRILL LEADER

DL

-

H

H

H

L

H

H

PHYSICAL TRAINING INSTRUCTOR

PTI

-

H

H

H

L

H

H

MILITARY PROVOST

MP

L

H

H

H

L

H

H H

TECHNICAL QUALIFICATIONS (ARTIFICER)

TQ ART

ARTIFICER VEHICLE

ARTV

-

-

-

H

H

YEOMAN OF SIGNALS

YofS

-

-

-

H

H

H

COMMUNICATIONS TECHNICIAN

RMCT

H

H

H

H

H

H

TECHNICAL QUALIFICATIONS (NON ARTIFICER)

H

TQ NON ART

ARMOURER

ARM

H

H

H

H

H

H

-

METALSMITH

MESM

H

H

H

H

H

H

-

INFORMATION SYSTEMS

IS

-

H

H

H

H

H

H

VEHICLE MECHANIC

VM

H

H

H

H

H

H

-

TELECOMMUNICATIONS TECHNICIAN

TT

H

H

H

H

H

H

-

JSP 754



ROYAL MARINE TRADES

MNE

CPL

SGT

SGT

CSGT

WO2

WO1

MISCELLANEOUS COMBAT INTELLIGENCE

CI

H

H

H

H

L

H

-

MEDICAL ASSISTANT

RMMA

H

H

H

H

H

H

H

AIRCREWMAN

RMAC

-

H

H

H

H

H

H

MUSICIAN

MUS

H

H

L

L

L

L

H

MUSICIAN (BANDMASTER APPOINTMENT)

BMAST

-

-

-

-

-

H

H

BUGLER

BUGLER

H

H

L

L

L

L

H

ROYAL MARINE BAND

ROYAL MARINE RESERVE TRADES PAY RANGING ALLOCATION FOR ALL RMR TRADES IS TO THE SAME RANGE AS THAT OF THE EQUIVALENT REGULAR TRADE.



JSP 754


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 18 dated 1 Apr 13 3–2–B-1


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

RE Group A

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

-

-

-

-

ROYAL ENGINEERS (Des & Geo)

JSP 754



ARMY TRADE FOR PAY 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 ME BLACKSMITH RE Group C (C3S/Res Spec/Dvr/Dvr Spec)

ABBREVIATION 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 ME BD 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 ME BLACKSMITH

JSP 754

PTE H H H H L

LCPL H H H H H

CPL H H H H H

SGT H H H H H

SSGT H H H H L L L L L

WO2 H H H H L L L L H

WO1 H H H 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




L L L L L L L L L L L L L L L L L L L





ARMY TRADE FOR PAY 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 RES SPEC ME C3 SYS ME DVR SPEC CRANE ME DVR ME DVR SPEC PLANT ME DVR SPEC TBT ME DVR SPEC ABLE

PTE L L L L L L L

LCPL L L L L L L L

CPL L L L L L L L

SGT L L L L L L L

SSGT L L L L L L L

WO2 H H H H H H H

WO1 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

H

H

H

L

H

H

RD R SIGNALS

INFANTRY INFANTRY SOLDIER

INF SOLDIER

JSP 754

L



ARMY TRADE FOR PAY ARMY AIR CORPS AAC SOLDIER

ABBREVIATION

PTE

LCPL

CPL

SGT

SSGT

WO2

WO1

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 LINGUIST

OP MI OP MI (L)

L

H H

H H

H H

L H

H H

H H

ROYAL LOGISTICS CORPS Maritime Specialists MARINE ENGR

MARINE ENGR

L

H

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

JSP 754



ARMY TRADE FOR PAY 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 MARINER

PTE L

LCPL H

CPL H

SGT H

SSGT H

WO2 H

WO1 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




H H H H H H H 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

MUSICIAN

H

H

H

L

L

L

H

APTC APTC INSTR CORPS OF ARMY MUSIC MUSICIAN

JSP 754



ARMY TRADE FOR PAY 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

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



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


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 18 dated 1 Apr 13 3–2–C-1


AC/LAC

SAC


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



AC/LAC

SAC


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



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


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 -



ROYAL AIR FORCE TRADE FOR PAY TRADE GROUP 19 (CATERING) LOGISTICS (CHEF) LOGISTICS CATERING MANAGER (CHEF) LOGISTICS (CATERER) LOGISTICS (CATERING MANAGER)

AC/LAC

SAC


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



JSP 754


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


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. Transfer from the Reserve Forces [03.0310

deleted as now covered by amended 03.0301]

Annex: A.

Student Trades.


4


RN – for Phase 3 Training, Army and RAF – for Phase 2 Training.

JSP 754


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)


1


See relevant single Service regulations for an explanation of these codes.

JSP 754


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 18 dated 1 Apr 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. 03.0408. Personnel in receipt of a Reserved Rights Rate of Pay (RRRP) are entitled to YIP. JSP 754


Factors Influencing Incremental Progression 03.0409. 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 03.0410. 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. 03.0411. 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


03.0412. 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 03.0413. 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 03.0414. 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


(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). 03.0415. 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



JSP 754


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


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


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.



JSP 754


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. Back to Chapter Contents Page


JSP 754


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: Logs (Cat) (TG19). Caterers will be paid NERP rates whilst undergoing basic recruit training. On successful completion of basic trade training and with the approval of OC CTS, qualified entrants will have their pay reassessed so that they progress directly to IL 2 (Qualified Entrant) retrospective to their second day of service (i.e. the day they are promoted to SAC). Musn (TG21). Musns will be paid NERP rates whilst undergoing basic recruit training. 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 Entrant) or IL 2 (Partqualified Entrant) retrospective to their second day of service (i.e. the day they are promoted to SAC). Progression from IL2 to IL5 for Part-qualified Entrants is attained on completion of Phase 2 training and assignment to a regular band. Personnel on IL5 are awarded Q|Q-MNTM1|RAF|.

All

All Ground Trades

LAC

1

Applicable to AC, LAC and NonCommissioned Aircrew (NCA), who must be promoted to SAC to access IL 2 and above.

All

All Ground Trades

SAC and jnr tech

7

Last Promotion recommendation must be ‘Yes’, or above to progress to IL8.

JSP 754


1 and 5

All Trades

SAC

7

Must possess Q-OPS to progress to IL 8.

19

Logs (Cat) Logs (Chef)

SAC

7

Must possess Q-CAT-DS or Q-A4 DEPLOYED SKILLS or Q-A4-CATDEPLOYED SKILLS (OHU) Operational Hygiene Unit 1 to progress to IL8.

All

All Ground Trades

Chf Tech

7

Must be promoted to FS to progress to IL8.

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

The Q-A4-CAT-DEPLOYED SKILLS was introduced in 2009 and then replaced with Q-A4CAT-DEPLOYED SKILLS (OHU) in 2012, both were intended to replace Q-CAT-DS. All 3 qualifications are sufficient to progress through this pay bar. Due to JPA functionality, when either Q-A4-DEPLOYED SKILLS or Q-A4-CAT-DEPLOYED SKILLS (OHU) is awarded to an individual, Q-CAT-DS is to be awarded in parallel to ensure that the pay bar is lifted. JSP 754


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


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: http://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905026. htm Back to Chapter Contents Page


JSP 754


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 18 dated 1 Apr 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) or Reserved Rights Rate of Pay (RRRP) 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 18 dated 1 Apr 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


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.


3


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 18 dated 1 Apr 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

AEA

Air Engineering Artificer

PO

CCSAM for POAEA

RN Engineer FAA

AEA(Av)

Air Engineering Artificer (Avionics)

PO

CCSAM for POAEA

RN Engineer FAA

AEA(L)

Air Engineering Artificer (Electrical)

PO

CCSAM for POAEA

RN Engineer FAA

AEA(M)

Air Engineering Artificer (Mechanical)

PO

CCSAM for POAEA

JSP 754

CCSAM for POAEA


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Engineer FAA

AEA(R)

Air Engineering Artificer (Radio)

PO

CCSAM for POAEA

RN Engineer FAA

AET

Air Engineering Technician

AB

Provisional Examination LAEM/LAET

RN Engineer FAA

AET

Air Engineering Technician

LH


RN Engineer FAA

AET(Av)

Air Engineering Technician (Avionics)

LH


RN Engineer FAA

AET(L)

Air Engineering Technician (Electrical)

LH


RN Engineer FAA

AET(M)

Air Engineering Technician (Mechanical)

LH


RN Engineer FAA

AET(R)

Air Engineering Technician (Radio)

LH


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)

LH to WO PO to

JSP 754

Level 5 NVQ Diploma in Management


BRANCH

TRADE

TRADE DESCRIPTION

RANK


WO RN Logistics GS

LOG(CS)(P)

Logistics (Catering Services)(Preparation)

AB

RN/RM QELH/Cpl

RN Logistics GS

LOG(CS)(P)



RN Logistics GS

LOG(CS)(P)


RN Logistics GS

FS

Family Services

RN Logistics GS

LOG(PERS)

Logistics (Personnel)

LH to WO PO to WO PO/CP O AB

RN Logistics GS

LOG(PERS)


NVQ Level 3 in Business Administration

RN Logistics GS

LOG(PERS)


RN Logistics GS

LOG(SC)

Logistics (Supply Chain)

LH to WO PO to WO AB

RN Logistics GS

LOG(SC)


NVQ Level 3 in Warehousing and Storage

RN Logistics GS

LOG(SC)


RN Logistics SM

LOG(CS)(D)(SM) Logistics (Catering Services)(Delivery) (Submarine)

LH to WO PO to WO AB

RN Logistics SM


LH/PO


RN Logistics SM


PO


RN Logistics SM

LOG(CS)(P)(SM) Logistics (Catering Services)(Preparation) (Submarine)

AB

RN/RM QELH/Cpl

RN Logistics SM


LH/PO


RN Logistics SM


PO


RN Logistics SM

LOG(PERS)(SM) Logistics (Personnel)(Submarine)

AB

RN/RM QELH/Cpl

RN Logistics SM


LH/PO

NVQ Level 3 in Business Administration

RN Logistics SM


PO


JSP 754

Level 5 NVQ Diploma in Management 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


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Logistics SM

LOG(SC)(SM)

Logistics (Supply Chain)(Submarine)

AB

RN/RM QELH/Cpl

RN Logistics SM

LOG(SC)(SM)


NVQ Level 3 in Warehousing and Storage

RN Logistics SM

LOG(SC)(SM)


RN Medical GS

DHY

Dental Hygienist

LH to CPO 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

Level 5 NVQ Diploma in Management 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

JSP 754

Achieved Certificate in Dental Radiography MA(ODP)

Initial Achievement of Rolling OPS for MA


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Medical SM

MA(SM)

Medical Assistant (Submarine)

LH

Passed MBSR PQC

RN Royal Marines GS

GD

General Duties – Clerk

Passed Company Clerk Course

RN Royal Marines GS

GD

General Duties - Stores Accountant

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 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

JSP 754

Passed GDSA Course 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 also be banked until Promoted to PL Cpl for ML, PW, DL and PTI Mne/LC Passed K3 course PL Mne/LC Passed JPA Proficiency PL Mne/LC Passed Bowman Module (BSAM) PL Mne/LC Qualified ATVPOBS pl


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Royal Marines GS

GD SQ

General Duties – Driver

RN Royal Marines GS

GD SQ

All General Duties SQ

Passed RM Driver Course or Army GS Driver qualification Qualified ATVPOBS

RN Royal Marines GS

GD SQ

General Duties SQ

Mne/LC PL Mne/LC PL Cpl

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

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


RN Royal Marines GS

TQ


RN Royal Marines GS

TQ


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 - CT 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


CPL

RN Royal Marines GS

TQ

All Technically Qualified

Awarded Level SQ2 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

Awarded TQ1 but can be banked until promoted to Sgt Mne/LC Qualified ATVPOBS PL

JSP 754


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Royal Marines GS

TQ

Technically Qualified - RMCT & RMIS Only

CPL

Awarded TQ2

RN Royal Marines GS

TQ


CPL

Awarded TQ1

RN Royal Marines GS

TQ


CPL

Passed New Instructor Training Course

RN Royal Marines GS

TQ


SGT

Awarded TQ2

RN Royal Marines GS

TQ


SGT

Passed New Instructor Training Course

RN Royal Marines GS

TQ


SGT

Awarded TQ1

RN Royal Marines GS

TQ


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)

Any Rate Any Rate Any

JSP 754

Award 2nd Class Qual Award 2nd Class Qual

Achieving Competence To Instruct Post FAA|Qualified Aircrewman Instructor Grade A2


BRANCH

TRADE

TRADE DESCRIPTION

RANK


Rate RN Warfare FAA

ACMN(CDO)

Aircrewman (Commando) Naval Airman (Aircraft Controller)

Any Rate LH

RN Warfare FAA

NA(AC)

RN Warfare FAA

Provisional Examination For POAC

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)


LH

Provisional Examination For POACMN and POA(AH)/(SE)/(METOC)/(PHOT) (UC30)

RN Warfare FAA

NA(AH)


CPO


RN Warfare FAA

NA(AH)


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)

JSP 754

Achieving Competence To Instruct Post


BRANCH

TRADE

TRADE DESCRIPTION

RANK


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

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)

(Communication and Information System Specialist, Submarine)

AB

OPS for AB (CISSM)

JSP 754


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Warfare SM

(CISSM)

LH

OPS for LS (CISSM)

RN Warfare SM

WS(SSM)

(Communication and Information System Specialist, Submarine) Warfare Specialist (Sensors, Submarine)

AB

OPS for AB WS(SSM)

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)


LH

OPS for LS WS(SSM)

RN Warfare GS

SEA

Seaman Specialist


RN Warfare GS

CIS

RN Warfare GS

CT

Communication and Information System Specialist 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

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

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

Edition 18 dated 1 Apr 13 3 – 6 – A – 10

BRANCH

TRADE

TRADE DESCRIPTION

RANK

RN Warfare GS

METOC

Meteorology and Oceanography

RN Warfare GS

RN Police

RN Police

RN Warfare GS

PTI

Physical Training Instructor

RN Warfare GS

WA

Weapon Analyst

RN Warfare GS

TEL

Telephonist

RN Warfare SM

COXN(SM)

Coxswain Submarines

RN Warfare SM

CISSM

RN Warfare SM

WS(SSM)

Communication and Information System Specialist Warfare Specialist (Sensors, Submarine)

RN Warfare SM

WS(TSM)


RN Warfare FAA

AC

Aircraft Controller

RN Warfare FAA

ACMN

Aircrewman

RN Warfare FAA

NA (Phot)

Photographer

RN Engineer GS

ET(ME)

Engineering Technician (Marine Engineer) [Legacy Artificer Apprentice entrants after 1994)]

JSP 754

WO1 PO to WO1 RPO to WO1 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


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 Selection and acceptance for WO2 MEA course (effective date = Promotion Signal DTG)


BRANCH

TRADE

TRADE DESCRIPTION

RANK


RN Engineer GS

ET(ME)

PO

Passed PQE/C for CPOMEA

RN Engineer GS

ET(WE)

CPO

RN Engineer GS

ET(WE)

Selection and acceptance for WO2 WEA course (effective date = Promotion Signal DTG) Passed PQE/C for CPOWEA

RN Engineer SM

ET(MESM)

RN Engineer SM

ET(MEM)

RN Engineer SM

ET(WESM)

RN Engineer SM

ET(WESM)

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)] 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 CPO

Selection and acceptance for WO2 MEA(SM) course (effective date = Promotion Signal DTG)

PO

Passed PQE/C for CPOMEA

CPO

Selection and acceptance for WO2 WEA (SM) course (effective date = Promotion Signal DTG)

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.

JSP 754


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.



JSP 754


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.



JSP 754


ANNEX C TO CHAPTER 3 SECTION 6 QUALIFICATIONS FOR ACCELERATED INCREMENTAL PROGRESSION (AIP) – RAF 1. RAF AIP Policy - Overview. RAF AIP 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 RAF Form 7535 (Application for AIP). 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. 2

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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.

RAF AIP Policy Qualifying Criteria. RAF AIP Policy – Roles & Responsibilities.

9

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.

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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 03.0604a, no AIPs can be claimed for qualifications gained by individuals prior to Apr 2001 (or the date of transfer to Pay 2000 if later).

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.

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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

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

Apprenticeship components 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

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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 The TS is to be consulted to confirm qualifications are admissible. TG13

Q-PI-B (Cpl Only)

SE Fitt

The following lists indicate the topics and types of, and specific qualifications which the TS may deem 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. 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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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.

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Q-PI-D (all ranks)

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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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&3 BTEC level 3 in Road Freight All constituent parts of the Apprenticeship must be presented at the time of application. No other qualification is admissible.

Q – PI – B (Cpl only)

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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Performing Road Haulage & Distribution Operations. Customer Services. Supervisory Management. Training & Development (Any). Quality Management. Computer Services. Information Technology (Any). Project Management. Business Administration. Acceptable Educational Equivalencies:

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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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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). Acceptable Professional Equivalencies:

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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.


No other qualification is admissible. 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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.


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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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 CBRN Defence Trainer Course

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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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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.


No other qualification is admissible. 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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. 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

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deem 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. InfoSec Training Paths and Competencies Scheme (ITPC) (Certificate of InfoSec Competency)


D34 or V1 Internal Verifier or TAQA 4 Award. AIP awarded on successful completion of competency plus completion of 5 quality assured portfolios. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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.


No other qualification is admissible. 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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. 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 or management related Level 4 or higher qualification on the National

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Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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.




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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Trade

RAF PTI


10


The TS is to be consulted to confirm qualifications are admissible.

N/A.

The following lists indicate the topics and types of, and specific qualifications which the TS may deem 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.


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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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. The TS is to be consulted to confirm qualifications are admissible.

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The following lists indicate the topics and types of, and specific qualifications which the TS may deem 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.

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.




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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


11

Trade

Int An(V)

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 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.


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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.






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)]

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All constituent parts of the Apprenticeship must be presented at the time of application.


No other qualification is admissible 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


IT User Operating IT Systems Contact Centre Operations Management. Management of L&D. Coordination of L&D provision. Direct Training & Support. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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



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 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Certified Oracle Database Administrator 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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

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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Supporting Learning and Assessment in Practice (SLAiP) (or equivalent) 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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 The TS is to be consulted to confirm qualifications are admissible. The following lists indicate the topics and types of, and specific qualifications

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which the TS may deem admissible: Trade or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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



Supporting Learning and Assessment in Practice (SLAiP) (or equivalent) 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.



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 The qualification gained through Trade Trg only is applicable for Q-PI-A; this is the NVQ Level 2 in Health and Social Care. No other qualification is admissible. 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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education

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Qualifications.


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 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.



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.

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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 1 Postgraduate Certificate in either:

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.

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Medical Ultrasound CT Scanning MRI Scanning Radiographic Reporting IV Administration for Radiographers Clinical Education 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Postgraduate Qualification (PG Certificate, Diploma or Higher Degree) in either:

Q – PI – D (all ranks) Trade Group Q – PI – A (SAC only)

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: BSc Hons Biomedical Science, Institute of Biomedical Science (IBMS) Certificate of Competence and HCPC Registration


No other qualification is admissible 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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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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) 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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 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)



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). 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. BOHS Cert Occ Hyg (if not used as cpl).

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NEBOSH Dip Env Mgt (if not used as cpl). BSc (Hons)/MSc Environmental Health. NEBOSH Diploma in Occupational Health and Safety (NEBOSH Diploma). 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

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 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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Assessing and Assuring Quality Qualifications (A1). AIP awarded on successful completion of A1 competency plus completion of 5 assessed and verified portfolios. 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

Trade Group Q – PI – A (SAC

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 The TS is to be consulted to confirm qualifications are admissible.

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only)

The following lists indicate the topics and types of, and specific qualifications which the TS may deem admissible: Trade or management related Level 2 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Supporting Learning and Assessment in Practice (SLAiP). 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 or management related Level 3 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Level 3 Health & Safety, eg NEBOSH. Supporting Learning and Assessment in Practice (SLAiP) Advanced Scrub Practitioner Level 1 (ASP1) 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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) 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 or management related Level 4 or higher on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


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.


No other qualification is admissible 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:

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Trade or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Certificate in Oral Health Education. OCR Level 3 NVQ in Management. Further Adult Education Teaching Certificate (FAETC). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


OCR Level 4 NVQ in Management. Certificate in Oral Health Promotion. Cert Ed - Certificate in Education. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

Trade Group Q – PI – A (SAC and Jnr Tech only) Q – PI – B (Cpl only)

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. Dent Tech 16 Trade N/A



Qualification in speciality of conservation or prosthetics (does not include residential courses carried out during normal working day). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Achievement of HNC/HND in Dental Technology.

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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


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). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Cert Ed - Certificate in Education. Award of the Professional Development Diploma in the Promotion of Oral Health (Level 5). AMSPAR Diploma. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

Trade Group

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

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Q – PI – A (SAC only)

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



No other qualification is admissible 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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: 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.



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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:


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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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: 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: Chartered Institute of Personal and Development as Associate CIPD, MCIPD, FCIPD or CCIPD.

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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.


No other qualification is admissible 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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 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:


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). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher

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Education Qualifications. 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:


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). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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: 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. Logistics (Mover) 18 Trade The Trade Apprenticeship started in Trade Trg is the only qualification applicable for QPI-A and incorporates the following elements:

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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.


No other qualification is admissible. 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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:


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). 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Management or trade related S/NVQ Level 4 or equivalent. 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: 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).

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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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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:


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 All constituent parts of the Apprenticeship must be presented at the time of application.


No other qualification is admissible 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Nationally recognised Catering & Hospitality (Food Preparation & Cooking – Kitchen & Larder Work). Nationally recognised Kitchen Supervision. Nationally recognised Food Preparation & Cooking (General). Acceptable Equivalencies: C&G 706/3 HCIMA (Part A) Certificate or Associate Member of Institute of Hospitality (IOH).

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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 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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). 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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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).

City & Guilds (Level 4) Hospitality Based Subject 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. 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

3-6-C1-29



No other qualification is admissible 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. Nationally recognised qualification in Accommodation Supervision. Nationally recognised qualification in Restaurant Supervision. Nationally recognised qualification in Food Service Advanced Craft. Acceptable Equivalencies:


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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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. 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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 (See Note 1). SCOTVEC HE Dip NEBS Diploma in Supervisory Management.

3-6-C1-30

Trade Group Notes

Q – PI – A (SAC and Jnr Tech only) Q – PI – B (Cpl only)

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 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 or management related Level 3 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Licentiate of the London College of Music (LLCM) – Music Performance 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.


Licentiate of Trinity College London (LTCL) – Music Performance Licentiate of the Royal Schools of Music (LRSM) – Music Performance 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 or management related Level 4 or higher qualification on the National Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications.

Trade Group Q – PI – C (Sgt only)

Any Foundation Music Degree Any Honours Music Degree Any Masters Music Degree Licentiate of the London College of Music (LLCM) – Music Performance 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) 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 or management related Level 4 or higher qualification on the National

3-6-C1-31

Qualifications Framework, Qualifications and Credit Framework or Framework for Higher Education Qualifications. 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


All qualifications shown at Q-PI-A which have not already been used to claim AIP


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 August 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 18 dated 1 Apr 13 3–6–B–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–B–2 4


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.



6

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


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 Reserved Rights Rate of Pay (RRRP) or 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 18 dated 1 Apr 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 RRRP, 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 RRRP, 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 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 reversion to the lower rank. Where the lower rank range has, during the period that the individual has been holding higher rank, been moved from the higher to the lower range due to a Job Evaluation (JE) Review, the individual will be granted a RRRP for the higher range in accordance with Section 2, as though no higher paid rank had been held.

JSP 754

Edition 18 dated 1 Apr 13 3–7-2

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. 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


JSP 754


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. 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. 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. 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. 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. 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 18 dated 1 Apr 13 3–8–1 2

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. 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.

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 18 dated 1 Apr 13 3–8–2

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 18 dated 1 Apr 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. A Service person in receipt of a Reserved Rights Rate of Pay (RRRP) for previous service in a higher rank is, for SUPA purposes, deemed already to be in receipt of the higher rate of pay so SUPA is not applicable. 03.0820. An individual in receipt of a SDRP or RRRP (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 03.0821. The rate of any Recruitment & Retention Payment (RRP) in issue to an individual is not affected by the payment of SUPA. 03.0822. Accommodation charges are not affected by receipt of SUPA. Where a change in accommodation is requested normal accommodation charge rules apply. JSP 754


Impact on Allowances 03.0823. 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 03.0824. 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. 03.0825. 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 03.0826. 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 03.0827. 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 03.0828. 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


Annex: A.

Substitution Pay – Equivalent Civilian Grades to Service Ranks.



JSP 754


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


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


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


JSP 754


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


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


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) or Reserved Rights Rate of Pay (RRRP) 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 or RRRP (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

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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. Where the substantive rank range has been moved during a period of AR from the higher to lower range, following a JE review, the Service person will be granted RRRP to their existing pay range profile for three years in accordance with Chapter 3, Section 2. At the end of this period personnel will retain the rate JSP 754


of pay in issue on MTRP until it is overtaken by the appropriate rate of pay in the lower pay band. 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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Back to Main Contents Page 6

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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


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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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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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 with no reserved rights concession based on the range level of the higher rank. 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 granted a Reserved Rights Rate of Pay (RRRP) for the higher range in 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 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. JSP 754 Edition 18 dated 1 Apr 13 3 – 10 – 1

point at which the individual is to be placed in the lower rank. Any 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.

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03.1007. An individual reduced in rank while in receipt of a RRRP or Mark Time Rate of Pay (MTRP) (see Section 1) is to be treated in accordance with the 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. Where the individual’s trade has, during the period that the individual has been holding the lower rank, moved from the higher to lower pay range as a result of Job Evaluation (JE), the individual will be granted a RRRP for the higher range in accordance with Section 2, as though the lower rank had not been held. 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. Back to Chapter Contents Page


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.

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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 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 18 dated 1 Apr 13 3 –11 – 1 2

Transfers from Lower to Higher Range 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 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. JSP 754 Edition 18 dated 1 Apr 13 3 –11 – 2

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.

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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. Back to Chapter Contents Page


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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 Edition 18 dated 1 Apr 13 3 –12 – 1 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

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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. JSP 754 Edition 18 dated 1 Apr 13 3 –12 – 3

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. Back to Chapter Contents Page


JSP 754


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. JSP 754


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. JSP 754


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


The criteria identified in 03.1304 should also be used in this context. JSP 754 Edition 18 dated 1 Apr 13 3 – 13 – 3

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.

JSP 754


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 JSP 754


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. JSP 754


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


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, 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


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


JSP 754


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

JSP 754


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


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

JSP 754




JSP 754


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


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


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.


f.


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


F G H CT

ADC Continuous Training in Excess of 15 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


JSP 754


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.


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.


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.


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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


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

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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.

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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.

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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).

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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


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


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


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 JSP 754


and Public Holidays may only be paid up to the maximum of an individual prorata 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. Back to Chapter Contents Page


JSP 754


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. JSP 754


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. JSP 754


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. Back to Chapter Contents Page


JSP 754


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 JSP 754


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 JSP 754


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 JSP 754


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) JSP 754


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 Back to Chapter Contents Page


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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. JSP 754


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 15 days of mobilised service in lieu of continuous training. Additionally, if this period, or an additional period of 15 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. Full Annual Training Commitment Bounty

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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) 4 7 a, b, and c 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 15 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 the 15 days continuous (In-Camp) training, equating to a total of 19 days MTDs per year as a minimum for full Bounty qualification.

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 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.

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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 Instructions for the Army 1997 (AC63819), TA Regulations 1978, Air Publication 3392 Volume 7.

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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). 15 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 15 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. (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 JSP 754


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 15 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 15 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 15 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.

Ex-Regular Officers and Other Ranks 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


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: 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.

7

Not to exceed total requirement of MTDs for an individual.

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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. 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 JSP 754


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


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


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


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


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


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 JSP 754


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


JSP 754


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


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. 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: JSP 754


A.

Cadet Force Adult Volunteers Remuneration Tables.



JSP 754


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)



JSP 754


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. 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 DCDS (Pers) 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


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 re-entry. Business Process Guide 04.0906. The relevant Business Process Guide (BPG) relating to this Section will be added here once available.

Annex: A.

Breakdown of TA Early Years Commitment Bonus Scheme.



JSP 754


ANNEX A TO CHAPTER 4 SECTION 9 TA EARLY YEARS CB SCHEME TA Group A Direct Entrant Junior Officers joining the Territorial Army on or after 1 April 2013

Specialist Ex-Regular Lieutenants, Captains & Other Ranks recruited into eligible key part-time TA appointments on or after 1 April 2013

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

JSP 754


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


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


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


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

Back to top


JSP 754


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.


d.


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 18 dated 1 Apr 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


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


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


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 18 dated 1 Apr 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.

Substitution 05.0125.

See Chapter 3, Section 8.

Acting Rank (Paid) To OF3

8

Effective from 1 July 2010. JSP 754


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 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 JSP 754


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 P&C 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. 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 9

MIP has superseded the entitlement to Sustained Quality Payments. Currently D/SP Pol P+C/7/12/15/4 dated 17 March 2004. JSP 754 Edition 18 dated 1 Apr 13 5–1–8 10

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


11

D/SP Pol P+C/7/11d dated 25 May 2005. JSP 754 5–1–9


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.

JSP 754


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 JSP 754


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 9. Multiple trainees do not attract multiple payments. GMPTP or GDPTP is only paid for the first trainee.

JSP 754


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. JSP 754 Edition 18 dated 1 Apr 13 5–1-C-1 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. JSP 754 Edition 18 dated 1 Apr 13 5–1-C-2

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.

JSP 754

Edition 18 dated 1 Apr 13 5–1-C-3

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. JSP 754 Edition 18 dated 1 Apr 13 5–2-1

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.



JSP 754


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. JSP 754 Edition 18 dated 1 Apr 13 5–3–1

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. JSP 754


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 JSP 754


(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. Back to Chapter Contents Page


JSP 754


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. JSP 754 Edition 18 dated 1 Apr 13 5–4–1

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.

JSP 754


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. Back to Chapter Contents Page


JSP 754


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.

JSP 754


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. JSP 754 Edition 18 dated 1 Apr 13 5–5–2

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. JSP 754


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.



JSP 754


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. JSP 754 Edition 18 dated 1 Apr 13 5–6–1

(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. JSP 754 Edition 18 dated 1 Apr 13 5–6–2

(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. JSP 754 Edition 18 dated 1 Apr 13 5–6–3

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.

JSP 754


Yearly Incremental Progression 05.0610. 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 05.0611. 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 12. 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 05.0612. 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) 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 05.0613. 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 perform the duties of the higher rank for 21 consecutive days. SUPA is then effective from the date upon which the substitution began. An individual undertaking substitution 12

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.

JSP 754


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 single-Service Manning Authorities and reported annually to CDP Remuneration. Pay for Acting Higher Rank 05.0614. 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. 05.0615. 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 05.0616. 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 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. 05.06017. 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). JSP 754


Transfer of Specialisation/Branch and Re-entry 05.0618. 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. 05.0619. 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). 05.0620. 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 05.0621. The pay of PAS personnel will not reduce on approval of an application for Premature Voluntary Release (PVR). Pensions 05.0622. 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. 05.0623. 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.

JSP 754


05.0624. Pensions for those serving under AFPS 05 will be based on the final pensionable salary; there are no supplements payable under AFPS 05. Back to Chapter Contents Page


JSP 754


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)

b.

Army. (1)

1

Individuals at or beyond their IPP/EDP.

Individuals on an open engagement at IPP 3/EDP 4.

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. JSP 754 Edition 18 dated 1 Apr 13 5–7–1 2

(2) c. 05.0706.

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.

(4)

At IL22 for all non-AAC NCO pilots.

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. JSP 754 Edition 18 dated 1 Apr 13 5–7–2

(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. Promotion

5

Prior to April 2010 all AAC pilots were subject to a pay bar at IL22. JSP 754 Edition 18 dated 1 Apr 13 5–7–3

05.0712. 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 05.0713. 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 05.0714. PAS personnel are not eligible to receive substitution pay (SUPA). However, exceptionally, PAS personnel substituting for non-PAS aircrew personnel filling flying or flying related appointments that have a command/managerial responsibility are entitled to receive substitution pay provided they perform 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 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 NCA personnel would substitute for PAS non NCA personnel should be exceptional and instances monitored and reported annually to DCDS(Pers) Pay & Manning. Pay for Acting Higher Rank 05.0715. 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. Yearly Incremental Progression 05.0716. Section 4.

PAS personnel are eligible for YIP under the rules in Chapter 3

Medical Downgrading 05.0717. 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 JSP 754


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. 05.718. 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 05.0719. 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. 05.0720. 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. 05.0721. 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 05.0722. The pay of PAS personnel will not reduce on approval of an application for Premature Voluntary Release (PVR). Pensions 05.0723. 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. JSP 754


05.0724. Under AFPS 05, pension is based on final salary no supplements are payable under this scheme. Back to Chapter Contents Page


JSP 754


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 JSP 754


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 JSP 754


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.



JSP 754


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:

JSP 754


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 JSP 754 Edition 18 dated 1 Apr 13 5–9–2

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.



JSP 754


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



JSP 754


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. JSP 754


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. Back to Chapter Contents Page


JSP 754


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 JSP 754


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. JSP 754


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 Reserved Rights Rate of Pay (RRRP) or 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 JSP 754


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. JSP 754


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. Back to Chapter Contents Page


JSP 754


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.

JSP 754


(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. JSP 754


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


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. Back to Chapter Contents Page


JSP 754


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. The PMPS is an objective-based performance appraisal system which rewards senior officers with a single increment for satisfactory performance. Authorisation for the payment of increments is passed to the JPAC by CDP Remuneration annually, after the PMPS process has been completed.

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 18 dated 1 Apr 13 5 – 13 – 1

05.1308. CDS and the Service Prosecuting authorities are excluded from the performance-related pay element of the PMPS. The relevant officers will automatically receive a single increment each year as long as the requirement to have 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 under the PMPS 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 and for the PMPS assessment process, decisions about the award of increments can only ever be made after the IBD and will be backdated to 1 April of that year. Back to Chapter Contents Page


JSP 754


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 18 dated 1 Apr 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. Back to Chapter Contents Page


JSP 754


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 – 06.0208

-

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

SECTION 4 – RECRUITMENT AND RETENTION PAYMENT (SUBMARINE ESCAPE TANK TRAINING) 06.0401

-

Aim

JSP 754


06.0402 06.0403 06.0404 06.0405 – 06.0407

-

Scope Regulations for Payment Categories of Payment Special Instructions (RN/RM)

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 06.1007

-

Aim Scope Regulations for Payment Categories of Payment Reserve Bands Special Instructions Submarine Parachute Assistance Group

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

-

Aim Scope Regulations for Payment Categories of Payment

JSP 754


06.1207 – 06.1208 06.1209 06.1210 06.1211

-

Reserve Bands Level Progression Commissioning Swimmer Delivery Vehicle Troop

SECTION 13 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL COMMUNICATIONS) 06.1301 06.1302 06.1303 06.1304

-


SECTION 14 – RECRUITMENT AND RETENTION PAYMENT (SPECIAL FORCES COMMUNICATIONS) 06.1401 06.1402 06.1403 06.1404

-


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

-


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


SECTION 18 – RECRUITMENT AND RETENTION PAYMENT (FLYING CREW) 06.1801 06.1802 06.1803 06.1804

-


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

-


SECTION 21 – RECRUITMENT AND RETENTION PAYMENT (EXPLOSIVE ORDNANCE DISPOSAL OPERATORS) 06.2101 06.2102 06.2103 – 06.2104 06.2105 – 06.2106

-


SECTION 22 – RECRUITMENT AND RETENTION PAYMENT (NURSING) 06.2201 06.2202 06.2203 – 06.2204

-

Aim Scope Regulations for Payment

Back to top


JSP 754


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 18 dated 1 Apr 13 6 – 1– A – 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. For RAF personnel recruited prior to this date, reckonable service is from age 18 or date of enlistment, whichever is the later. In the case of attendancebased 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 3. 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 06.0124 – 06.0129, 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. l. Entitlement to RRP will cease 4 on approval of an application for Early Termination / Premature Voluntary Release in accordance with 2

i.e. total reckonable service, as opposed to qualifying service in a SP post. 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. 4 Effective from 1 April 2012. 3

JSP 754


06.0119 and is affected when an individual is medically downgraded in accordance with 06.0127 – 06.0128. 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 qualified 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 not return to an RRP or RRP-Related post within a specified period (see 06.0124d).

JSP 754


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.

JSP 754


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 elgible 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 periodic review of posts and 06.0103k for entitlement to RRP and RRP(RB) on a change of Branch or Trade. JSP 754


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; 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 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


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)


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 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

8 9

Effective from 1 Apr 12. Effective from 1 Apr 12.

JSP 754


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)


(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)


(2) Upon return to medical fitness, at any point, the individual becomes eligible for RRP under normal rules. 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).

10 11

Effective from 1 Apr 12. Effective from 1 Apr 12.

JSP 754


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. (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. 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

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(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 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, 17

On instruction from the Defence Management Board (DMB) 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


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


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://www.ipublish.dii.r.mil.uk/nlapps/data/folders/JPA_Docs/PR905050. htm

Annex: A.

Recruitment & Retention Payment – Payment by JPA.


18


For RRP(SM) a calendar day includes spending a night onboard at sea (06.0310).

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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 Back to Chapter Contents Page


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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 18 dated 1 Apr 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. c. For all Diving Officers on promotion to OF5.

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. Supervisors on promotion to OF5. On promotion to OF4 individuals transfer from CCB to NCB and Reserve Band payments cease. 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

RN Clearance Divers (AB1)

Army Diver (Army Diver Class 1) – up to but not including OF5/OR8. Army Unit Diving Supervisor 1

Qualifications

N/A

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”. When qualified as Army Diver (Army Diver Class 1). When qualified as Army Unit Diving Supervisor (Army Diving Supervisor

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 18 dated 1 Apr 13 6–2–2 2

3a 3

(Army Diving Supervisor Class 2) – up to but not including OF5/OR8. RN & Army Other Ranks in Category 3 above.

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

Class 2).

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 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 18 dated 1 Apr 13 6–2–3

SETT personnel

See Section 4.

Special Instructions (RN/RM) 06.0205. Reserved Rights. RM Swimmer Canoeist officers qualified before 1 April 2001 remain entitled to RRP(D) at the rate of £14.66 per day (frozen, no annual increase) until they cease to be qualified for RRP(D) or 1 April 2010 whichever is earlier. As with all other RRP, this rate will be reduced to 50% when an individual applies for premature release in accordance with 06.0116. 06.0206. 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. 06.0207. 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. 06.0208. Personnel who, following medical downgrading, are in receipt of the unfit for diving rate of RRP(D) who are declared fit for diving again may receive the full rate of RRP(D) applicable immediately – there is no requirement to wait for the beginning of the next diving period. Back to Chapter Contents Page


JSP 754


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.

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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


After 5 years in receipt of RRP(SM) level 2 (excluding time spent on Reserve Band rates)

4


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


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 FLEET DNPers NPT(E) TL at the earliest opportunity. 06.0309. Any case involving the likely suspension of RRP(SM) for an officer is to be referred to FLEET DNPers NPT(E) TL who will forward to NAVSEC for final decision. Non-submariners temporarily serving on board a 06.0310. 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 06.0116 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


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. Back to Chapter Contents Page


JSP 754


CHAPTER 6 SECTION 4 RECRUITMENT & RETENTION PAYMENT (SUBMARINE ESCAPE TANK TRAINING) Aim 06.0401. This section details the rules and regulations for the payment of Recruitment & Retention Payment (Submarine Escape Tank Training) (RRP(SETT)). Scope 06.0402. These regulations apply to all Regular and Reserve Forces personnel, and set out detailed arrangements and specific entitlements for RRP(SETT). These regulations should be read in conjunction with Section 1 which sets out the overarching regulations for all forms of RRP. Regulations for Payment 06.0403.

RRP(SETT) is payable as follows:

Payment Basis Entitled Personnel Medical Requirements Qualifying Posts

NCB Personnel assigned to SETT who have qualified as water work instructors.

Commencement

Payment begins from date of qualification as a SETT water work instructor. SETT staff under training may receive RRP(SETT) backdated to the date pressurised SETT instructor training commenced up to a maximum of 3 months prior to qualification date. This pay is to be credited only when full qualification has been achieved.

Cessation

a. On failing to achieve medical requirements (see 06.0121 – 06.0122 as appropriate). b. On assignment from SETT . c. Refusal to participate in SETT water work activity. d. At OIC SETT discretion.

In accordance with BR 1750A. RN Personnel assigned to SETT billets.

Categories of Payment 06.0404. personnel:

RRP(SETT) and supplements apply to the following groups of

Category Submarine Escape Tank Training Pay Additional Daily Supplement Cat 1

Entitled Personnel All SETT water work instructors

Qualification Qualified water work instructors

SETT water work with additional responsibilities as a Tank Top Chief.

Qualified and required to operate as a SETT Tank Top Chief.

JSP 754


Additional Daily Supplement Cat 2 Additional Daily Supplement for Submarine Parachute Assistance Group

SETT water work with additional responsibilities as a Control Officer. Personnel assigned to SETT nominated and qualified for SPAG duties (RRP(Para) is to cease).

Qualified and required to operate as a SETT Control Officer. Qualified SPAG

Note: RRP(SETT) cannot be claimed concurrently with RRP(D) or RRP(Para) Special Instructions (RN/RM) 06.0405. SETT staff qualified as Submarine Parachute Assistance Group (SPAG) parachutists will also receive SPAG parachute pay on a NCB, in recognition of this qualification. Payment of this supplement will cease on the day the individual is assigned away from SETT, see Chapter 6 Section 10. 06.0406. Continuing entitlement to RRP(SETT) depends upon regular water work. For this purpose the OIC SETT is responsible for ensuring authorisation at 6-monthly intervals for officers and ratings/other ranks that have: a.

qualified for a further payment of RRP(SETT);

b.

re-qualified after a previous period with insufficient water work;

c.

failed to qualify for further payment.

06.0407. Individuals are to report to Unit HR Admin staff any occurrences affecting the payment of RRP(SETT). Back to Chapter Contents Page


JSP 754


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


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.

Categories of Payment 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 18 dated 1 Apr 13 6–5–1

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. JSP 754 Edition 18 dated 1 Apr 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). Back to Chapter Contents Page


JSP 754


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


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


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. Back to Chapter Contents Page


JSP 754


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 18 dated 1 Apr 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. Back to Chapter Contents Page

4


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 18 dated 1 Apr 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. Back to Chapter Contents Page


JSP 754


CHAPTER 6 SECTION 9 INTENTIONALLY BLANK



JSP 754


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 18 dated 1 Apr 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 JSP 754


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. Submarine Parachute Assistance Group 06.1007. Personnel employed within the Submarine Parachute Assistance Group on Submarine Escape Tank Training (SETT) Duties are not entitled to RRP(Para) whilst in receipt of RRP(SETT). In such circumstances they are to be paid the supplement as detailed within Section 4. Back to Chapter Contents Page


JSP 754


CHAPTER 6 SECTION 11 INTENTIONALLY BLANK



JSP 754


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


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


Level 3


Level 4


Level 5


Level 6 1


Level 7 2


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


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. Back to Chapter Contents Page


JSP 754


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. Back to Chapter Contents Page


JSP 754


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. CCB for Regular ORs.

Entitled Personnel

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.

1

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 18 dated 1 Apr 13 6 – 14 – 1 2



JSP 754


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


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


Level 3


Level 4

Awarded after 9 years reckonable DSF service. 1

Level 5

Awarded after 12 years reckonable DSF service.1

Level 6


Level 7


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. Back to Chapter Contents Page 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 18 dated 1 Apr 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.



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


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


training is completed successfully

RRP(F) will commence from the successful completion of Conversion-to-Type (CTT) training. This date is 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.



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

Capt RN/Col/Gp Capt

On Appointment After 2 yrs After 4 yrs After 6 yrs After 8 yrs

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

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 18 dated 1 Apr 13 6 – 17 – 2

Cdre/Brig/Air Cdre

On Appointment

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). 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 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


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. Categories of Payment (RAF Specific)

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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: a. OF2s (Branch Officer) of the Flying Branch who are appointable for flying duties, are filling RRP or RRP-related appointments and who 6

Time spent on Reserve Band rates is not counted towards increased levels of RRP. 06.0124 refers.

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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.

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. 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.

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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. Assessment of Qualification and Authorisation for the Award of Flying Pay to Pilots, Observers and Weapons System Officers (RAF only). B. Recruitment & Retention Payment (Flying) - Ground Branch Officers and Ground Trades Personnel. Back to Chapter Contents Page


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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


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. JSP 754


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). Back to Chapter Contents Page


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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



JSP 754

Edition 18 dated 1 Apr 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.


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.


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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.


Edition 18 dated 1 Apr 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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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 18 dated 1 Apr 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

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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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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.


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

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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).


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.


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


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


5


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 18 dated 1 Apr 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


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



JSP 754


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.


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).


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.

JSP 754


Supplement

06.2005.

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

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


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 18 dated 1 Apr 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


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. 2 For RAF, only those in full-time EOD appointments are eligible. JSP 754 Edition 18 dated 1 Apr 13 6 – 21 – 1

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


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 18 dated 1 Apr 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 18 dated 1 Apr 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


2


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 18 dated 1 Apr 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


CHAPTER 7 SECTION 1 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


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


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, 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. 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.

JSP 754


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) 6 this will affect the individual’s eligibility to receive any further CB payments. Individuals whose break in service exceeds 30 7 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 07.0211. 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.

Back to top


6

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.

7

JSP 754


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


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 18 dated 1 Apr 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.



JSP 754

Edition 18 dated 1 Apr 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 1. 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 Remunerationwill 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.

1

For the Army, other than the Military Local Service Engagement (which is not included within the Scheme) limitations on the type of Regular engagement (i.e. Open and Versatile) no longer apply provided that an individual is able to serve to the required CB service point at which they are required to give at least 12 months’ notice.

JSP 754


7–3–1

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 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 Remuneration Directed Letter. b. 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. 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. Personnel who receive a CB and decide to terminate their service will be required to serve for a 12 month notice period from the qualifying date of the payment.

JSP 754


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 receive any further CB payments. A Service Person whose break in service

2 3

Deemed to be a period not exceeding 30 days. Including Committal Pay that was paid prior to 1991.

JSP 754


7–3–3

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


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


9.5

£5,500

£1,250

11

£7,500

N/A

£5,000

13

£15,000

N/A

N/A


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


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


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


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


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


4

£1,875

£625

5

£2,750

6

8


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


9.5

£2,750

£625

11

£3,750

N/A

£2,500

13

£7,500

N/A

N/A


11

13

OR

£3,125

RM Band Service NO OF YEARS’ CONTINUOUS RECKONABLE SERVICE TO QUALIFY

AMOUNT OF BONUS

9

£7,500

1

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. JSP 754 Edition 18 dated 1 Apr 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


5

£2,750

£625

6

£3,750

N/A

£2,500

8

£7,500

N/A

N/A

6

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8

OR

£3,125


3

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 18 dated 1 Apr 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


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 an 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 18 dated 1 Apr 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. PROPOSALS FOR NEW FINANCIAL INCENTIVES

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 18 dated 1 Apr 13 7–4–3

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 18 dated 1 Apr 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


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). 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 18 dated 1 Apr 13 7–4–6

Dependent on when the payments are made during the tax year, the payment 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


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. Back to Top


JSP 754


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


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.

JSP 754


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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1


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 18 dated 1 Apr 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


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 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


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 18 dated 1 Apr 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

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Sure Start Maternity Grant Family Maintenance Grant Calculating Family Maintenance Grant Business Process Guide

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JSP 754


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


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.



JSP 754


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. Back to Chapter Contents Page


JSP 754


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 18 dated 1 Apr 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 18 dated 1 Apr 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 18 dated 1 Apr 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


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 18 dated 1 Apr 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 18 dated 1 Apr 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 Back to Chapter Contents Page


JSP 754


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

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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

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Aim Scope Rates Private Accommodation Overseas Fuel and Light (Overseas) Fuel and Light Rates Exceptional Arrangements

JSP 754


09.0310

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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

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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

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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

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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

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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

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Aim Scope Definition of Charge Responsibility Business Process Guide

SECTION 9 – SERVICES COTSWOLD CENTRE, CORSHAM 09.0901 09.0902 09.0903

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Aim Scope Liability

JSP 754


09.0904 09.0905 09.0906 09.0907

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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

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09.1013

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09.1014

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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 09.1101 09.1102 09.1103 09.1104 – 09.1105 09.1106 09.1107 09.1108 09.1109 09.1110 09.1111 09.1112 ANNEX A ANNEX B

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Aim Income Tax and National Insurance Contributions (NICs) Eligibility Ineligibility Entitlement Continuation of Payment of CTR Cessation of Entitlement Effective Date of Payment Rate Method of Claim Method of Payment List of Qualifying Operational Locations Council Tax Relief for Eligible Service Personnel Located in or flying over an Operational Qualifying Location Until 31 Jan 08 and Council Tax Relief for Eligible Service Personnel Located in an Operational Qualifying Location from 1 Feb 08.

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JSP 754


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 Remunerationin 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


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


(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


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


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.

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(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. Substitute Single Living Accommodation

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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 temporary accommodation will be waived, where appropriate, in accordance with SLA charging regulations. 6

JSP 464 Part 1 paragraphs 0323 to 0327 refer.

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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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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.

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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


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. Following Evacuation from an Overseas Assignment

2

JSP 464 Part 1 paragraph 0111 refers.

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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. b. Occupation of SFA Above Entitlement by Personal Choice. Service personnel who elect to occupy SFA above entitlement as a

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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).

Death of the Service Licensee

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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. c. SFA Hirings (Worldwide). SFA hirings will be given a Type and Grading classification as SFA by a Board of Officers. 3

JSP 464 Part 1 refers.

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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 Back to Chapter Contents Page


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.

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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.

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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).

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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.

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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 2.5 metres high at the 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 2.5 metres high at the 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.

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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 Back to Chapter Contents Page


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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.

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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.

JSP 754


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. 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.

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JSP 754


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)



JSP 754


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. htm Back to Chapter Contents Page


JSP 754


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.

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JSP 754


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 18 dated 1 Apr 13

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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. 09.1008.

This concession does not apply to:

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 18 dated 1 Apr 13

09 – 10 - 2

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.


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.


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 18 dated 1 Apr 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



09 – 10 - 6

CHAPTER 9 SECTION 11 COUNCIL TAX RELIEF FOR SERVICE PERSONNEL ON SPECIFIED OPERATIONS Aim 09.1101. The aim of Council Tax Relief (CTR) is to provide financial support through a relief payment system for Service personnel on specified operations or assignments. Income Tax and National Insurance Contributions (NICs) 09.1102.

CTR is non-taxable.

Eligibility 09.1103. All Regular Service personnel, mobilised Reserves and Full Time Reserve Service (Full or Limited Commitment) personnel serving on specified operations or assignments who pay, or are counted for Council Tax or Rates in Northern Ireland or Contributions in Lieu of Council Tax (CILOCT) for Service Family Accommodation (SFA). Only one claim for CTR may be made for each deployment. The qualifying operations and assignments where Service personnel are eligible for CTR are listed at Annex A. Ineligibility 09.1104. Service personnel who have negotiated a Council Tax/Rates discount on their private property with their Local Authority specifically for being away on operational deployment 1 . Accompanied Service personnel who occupy SFA or equivalent on a qualifying operation or assignment are ineligible for CTR unless they can demonstrate that they have incurred Council Tax/Rates on a private property in the UK. 09.1105. The following Service personnel are also ineligible for CTR as they receive different remuneration packages: a. Attachés, Advisers and Embassy/ High Commission-based personnel. b.

Loan Service personnel.

1

Receipt of a council tax/rates discount for other purposes, e.g., the 25% single person discount, does not make the person ineligible for CTR JSP 754 Edition 18 dated 1 Apr 13

09 – 11 - 1

c.

Sponsored Reserves.

d.

Expeditionary Forces Institute (EFI) personnel.

Entitlement 09.1106. CTR is paid for each day that eligible Service personnel are on the qualifying location or assignment and includes days out of theatre on Rest and Recuperation (R&R). Personnel deployed to a Forward Operating Base who fly sorties over or into a designated operational area in direct support of operations will be eligible for CTR during the initial stage. Detailed eligibility for aircrew and personnel whose duties require them to fly over or into the qualifying location is at Annex B. Continuation of Payment of CTR 09.1107.

CTR will be paid for:

a. The planned duration of service on the qualifying operation or assignment if the recipient is hospitalised in theatre or elsewhere. b. The planned duration of service on the qualifying operation or assignment if the recipient dies. c. Eligible Service personnel declared ‘Missing’ or ‘Returned from Missing’ (RFM), until the Joint Casualty and Compassionate Centre (JCCC) categorises them otherwise. The following will subsequently apply: (1). If the Service person is subsequently declared ‘Dead’, their pay account will be credited with the amount that would otherwise have been paid if they had completed their planned operational deployment. If that date has passed, entitlement to CTR will cease the day after they are declared ‘Dead’. (2). ‘Missing’ Service personnel who return and pending repatriation to the UK are re-categorised as RFM (e.g. after a period of detention against their will by a hostile group) will continue to be paid the CTR until they leave the specified location. (3). ‘Missing’ Service personnel who return and resume their duties in the qualifying location will continue to receive CTR.


09 – 11 - 2

Cessation of Entitlement 09.1108.

The Service person’s entitlement will cease with effect from:

a. The day after they depart the qualifying operation or assignment (unless entitlement to CTR continues in accordance with paragraph 09.1107). This excludes days spent out of the qualifying location on R&R. b. The 1st day of any period that pay is not in issue (unless the CTR continues in accordance with paragraph 09.1107) and for periods for which pay is subsequently forfeited. c. The 1st day of Absence Without Leave (AWOL) or when an individual is declared as having deserted, whichever is earlier. Effective Date of Payment 09.1109. In the initial stage of implementation, with effect from 1 Oct 07, only eligible Service personnel deployed on operations for which the OA is payable are entitled to claim CTR. This payment covers deployment periods from 1 Oct 07 but not payable until 1 Apr 08. Entitlement to claim CTR was extended to additional qualifying locations from 1 Feb 08, but not payable until 1 Apr 08. Details are at Annex A. Rate 09.1110. The daily rate of CTR is based on the average Council Tax per dwelling in England, and is updated annually by Pers & Trg Rem by signal (see attachments). Method of Claim 09.1111. Entitlement to CTR will be captured by unit HR admin staff in accordance with separate instructions issued by SPVA. All Regular Service personnel, mobilised reserves and Full Time Reserve Service (Full or Limited Commitment) personnel who live in private accommodation are to provide proof as follows: a. A Council Tax / Rates in NI Bill for the period(s) in question, confirming that the Service person is counted for council tax / rates at that property; b. A letter (or other proof) from their local authority that they have not been given a discount due to their deployment on operations; or alternatively a signed statement to that effect from the Service claimant.


09 – 11 - 3

Method of Payment 09.1112. Payment will be at the daily rate of CTR, as a lump sum, following the end of their period of duty on the qualifying operation or assignment via the Service person’s salary. Annexes: A. List of Qualifying Operational Locations. B. Council Tax Relief for Eligible Service Personnel Located in or flying over an Operational Qualifying Location until 31 Jan 08.


09 – 11 - 4

ANNEX A TO CHAPTER 9 SECTION 11 LIST OF QUALIFYING OPERATIONS OR ASSIGNMENTS Initial Stage of Implementation - commencing with effect from 1 Apr 08 (backdated to 1 Oct 07): For those in receipt of the OA Second Stage of Implementation (inclusion of additional qualifying operational locations) - commencing with effect from 1 Apr 08 (backdated to 1 Feb 08): Ascension Island British Forces South Atlantic Islands Bahrain Bosnia CJTF HOA - Djibouti Diego Garcia Incirlik (Personnel assigned to Op HERRICK LSNs only) Jerusalem/Occupied Palestinian Territories Kosovo Kuwait Libya (Personnel assigned to Op VOCATE LSNs only) Minhad UAE Oman OPERATION ATALANTA OPERATION ELLAMY (Personnel deployed within the JOA specifically in support of the Operation)1 OPERATION MONOGRAM OPERATION NEWCOMBE OPERATION OCEAN SHEILD Qatar RN Ships and Submarines in receipt of Deployment Welfare Package (DWP) (Overseas) Somalia Tampa, USA (Personnel assigned to Op HERRICK LSNs only) UN Operations Washington DC, USA (Personnel assigned to Op VERITAS LSNs only) This list is reviewed periodically by Pers & Trg) Rem in conjunction with single Service Pay Colonel staffs; taking advice from PJHQ where operations come under their responsibility. Back to Chapter Contents Page



09 – 11 – A - 1

ANNEX B TO CHAPTER 9 SECTION 11 COUNCIL TAX RELIEF FOR ELIGIBLE SERVICE PERSONNEL LOCATED IN OR FLYING OVER AN OPERATIONAL QUALIFYING LOCATION UNTIL 31 JAN 08 1. Initial Stage of Implementation. CTR was introduced with effect from 1 Oct 07 as an adjunct to OA for payment from 1 Apr 08. CTR eligibility is confined to those Service personnel deployed to Forward Operating Bases outside the OA Specified Operational Location (SOL) whose role required them to fly into or over an OA SOL in direct support of operations there. For this initial stage of implementation, the regulations for CTR and OA have been harmonised prior to the second stage of implementation on 1 Feb 08. Payment of the CTR is either continuous for the duration of the deployment or paid at a daily rate. 2. Continuous Payment. Payment of the CTR is continuous (i.e. it is paid for every day of a qualifying deployment) for the following: a. Service personnel deployed for the primary purpose of flying sorties over or into the OA SOL who, for the duration of their deployment undertake these duties for at least 50% of the time (e.g. for a deployment of 60 days, flying sorties must be undertaken for a minimum of 30 days). b. Service personnel undertaking flying duties from ships stationed outside of the OA SOL who spend the majority of their working week flying sorties over or into the qualifying location (i.e. a minimum of 4 out of 7 days per week). c. Any other Service personnel whose duties require them to fly over or into the OA SOL for at least 50% of the time that they are deployed (e.g. for a deployment of 120 days, these duties must be undertaken for a minimum of 60 days). Examples of eligible personnel are: aeromedical staff, aircraft engineers and air despatch personnel. 3. Daily Payment. Personnel, irrespective of their branch or trade, whose duties require them to fly over or into the OA SOL for 3 days or less per week, will be paid CTR only for those days when they do fly over or into the qualifying location. 4. Clarification of Entitlement. Where eligibility for a particular group of personnel is unclear, Unit HR admin are to seek guidance, via their J1 staffs within their front line command HQs, from their MOD single Service Pay Policy staffs. They, in turn, will seek a ruling from Pers & Trg Rem. 5. Review of Entitlement. Front line command HQs should keep the eligibility for aircrew and personnel whose duties require them to fly over or into the qualifying location under review, to ensure that the appropriate CTR is paid (either continuous or daily), as employment patterns alter.

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09 – 11 – B – 1

COUNCIL TAX RELIEF FOR ELIGIBLE SERVICE PERSONNEL LOCATED IN AN OPERATIONAL QUALIFYING LOCATION FROM 1 FEB 08 Second Stage of Implementation. CTR eligibility is broadened with effect from 1 Feb 08 to include additional qualifying operational areas listed at Annex A. From 1 Feb 08 CTR eligibility is confined to those Service personnel deployed to Forward Operating Bases within the broader qualifying locations who are resident for one night or more in that location. Personnel whose role only requires them to fly into or over the broader CTR qualifying locations in support of operations and who do not temporarily reside in a CTR qualifying location are not eligible to claim CT.



JSP 754


09 – 11 – B – 2

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


£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


£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


£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


£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


£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


£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


£41,860.20 £40,954.68 £40,044.60 £39,138.72 £38,224.92


£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


£37,298.40 £36,611.76 £35,925.36 £35,238.72 £34,800.24 £33,939.96 £33,083.76


£34,452.84 £34,192.20 £33,050.76 £32,211.12 £31,888.32 £31,106.64 £30,312.72


£33,513.96 £32,798.40 £32,132.52 £31,375.32 £30,660.12 £29,228.88 £27,868.32


£30,138.84 £29,919.96 £29,683.80 £29,452.32 £29,228.88 £27,868.32 £26,668.80


£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


£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


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


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


£42,043.80 £41,134.32 £40,220.28 £39,310.44 £38,392.56


£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


£37,461.96 £36,772.32 £36,082.92 £35,393.28 £34,952.88 £34,088.76 £33,228.84


£34,603.92 £34,342.20 £33,195.72 £32,352.36 £32,028.24 £31,243.08 £30,445.68


£33,660.96 £32,942.16 £32,273.52 £31,512.96 £30,794.64 £29,357.04 £27,990.60


£30,270.96 £30,051.12 £29,814.00 £29,581.56 £29,357.04 £27,990.60 £26,785.68


£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


£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


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)


B-3


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


£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


£39,872.28 £39,137.28 £38,403.84 £37,670.16 £37,201.68 £36,282.24 £35,366.28


£34,854.00 £34,110.72 £33,417.72 £32,630.40 £31,886.88 £30,397.80 £28,983.60


£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)


B-4


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


£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


£40,047.12 £39,308.88 £38,572.32 £37,835.40 £37,364.88 £36,441.36 £35,521.32


£35,006.88 £34,260.24 £33,564.36 £32,773.44 £32,026.68 £30,531.12 £29,110.68


£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


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


£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


£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


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


£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


£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


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


£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


£31,732.80 £31,492.80 £30,441.48 £29,668.08 £29,370.84 £28,650.84 £27,919.56


£27,759.48 £27,557.88 £27,340.32 £27,127.20 £26,921.28 £25,668.24 £24,563.28


£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


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


£18.97

£9.49

4


£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


Furnished

Unfurnished


Furnished

Unfurnished


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


Furnished

Unfurnished


Furnished

Unfurnished


Furnished

Unfurnished


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


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.


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


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


2


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


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


3


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


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


£59,408.16 £58,535.88 £57,663.36 £56,791.08 £55,922.88 £55,046.52 £54,173.88


£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


£47,049.72 £46,293.60 £45,529.08 £44,777.52 £44,017.08 £43,315.08 £42,513.36


£43,876.08 £43,257.00 £42,650.52 £42,043.80 £41,134.32 £40,220.40 £39,310.44


£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



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


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


£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



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.


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


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


£233.17


£193.98


£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:


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



£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



A-2


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



£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


£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


£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


£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:


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


£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


£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



A-4


Level 6 - 10

FULL-TIME RESERVE SERVICE (OFFICERS) Rank

Full Commitment (14.5% X-Factor)


Home Commitment (0% X-Factor) 3

1 May 2013 OF6 RNR: RMR: TA: RAF



£102,145.08 £101,144.76 £100,156.68 £99,164.52 £98,172.48



£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



£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



£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


OF5 RNR:

Captain

RMR:

Colonel

TA:

Colonel

RAF

Group Captain

OF4 RNR:

Commander

RMR:

Lieutenant Colonel

TA:

Lieutenant Colonel

RAF

Wing Commander

OF3 RNR:


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


£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



£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


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



A-6


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


£238.08


£199.39


£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:


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



£120.94


£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


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


5

Levels 2-3 Level 4


A-8

FULL-TIME RESERVE SERVICE (NURSING OFFICERS) Rank

Full Commitment (14% X-Factor)


Home Commitment (0% X-Factor)

OF5

1 April 2013 RNR:

Captain

RMR:

Colonel

TA:

Colonel

RAF

Group Captain


£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


£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


£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:


RMR:

Major

TA:

Major

RAF:

Squadron Leader

A-9

OF2 RNR:

Lieutenant

RMR:

Captain

TA:

Captain

RAF

Flight Lieutenant


£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


£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


Level 1


Level 5 - 10


6

Levels 2-3 Level 4


A - 10

FULL-TIME RESERVE SERVICE (NURSING OFFICERS) Rank

Full Commitment (14.5% X-Factor)


Home Commitment (0% X-Factor)

OF5

1 May 2013 RNR:

Captain

RMR:

Colonel

TA:

Colonel

RAF

Group Captain


£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



£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



£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


OF4 RNR:

Commander

RMR:

Lieutenant Colonel

TA:

Lieutenant Colonel

RAF

Wing Commander

OF3 RNR:


RMR:

Major

TA:

Major

RAF:

Squadron Leader

A - 11

OF2 RNR:

Lieutenant

RMR:

Captain

TA:

Captain

RAF

Flight Lieutenant


£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



£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


OF1

RNR:

See table below

RMR:

See table below

TA:

See table below

RAF:

See table below

JPA for OF1 RANK

Pay Spine


Level 1


Level 5 - 10


7

Levels 2-3 Level 4


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


£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


£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



£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


£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


£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



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


RAF: Warrant Officer Range 4 – OR7 & 8

Level 1

£119.08 £117.28 £115.23 £113.20 £111.16 £109.28 £107.18

Navy:


£110.16 £108.60 £107.08 £105.56 £103.28 £100.98 £98.70 £96.39


£100.93 £98.70 £97.43 £95.96 £91.81 £90.58 £88.51 £85.72

Level 1

£94.12

Level 1

£84.62


£94.06 £92.32 £90.59 £88.86 £87.76 £85.59 £83.43


£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


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


RAF: Sergeant Range 2 - OR4

Level 1

Navy:

Leading Rate

RM:

Corporal

Army:

Corporal


RAF:

Corporal

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


£36.03


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


Range 5 - OR9


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


£43,684.32 £43,068.12 £42,464.04 £41,860.20 £40,954.68 £40,044.60 £39,138.72 £38,224.92


£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


£37,298.40 £36,611.76 £35,925.36 £35,238.72 £34,800.24 £33,939.96 £33,083.76


£34,452.84 £34,192.20 £33,050.76 £32,211.12 £31,888.32 £31,106.64 £30,312.72


£30,138.84 £29,919.96 £29,683.80 £29,452.32 £29,228.88 £27,868.32 £26,668.80


£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 1

Navy:

Leading Rate

RM:

Corporal

Army:

Corporal


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:


£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


£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


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


Level 1

£47,427.72 £46,713.12 £45,894.84 £45,088.92 £44,274.84 £43,527.12 £42,687.72

Navy:



£43,875.96 £43,257.00 £42,650.28 £42,043.80 £41,134.32 £40,220.28 £39,310.44 £38,392.56


£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


£37,461.96 £36,772.32 £36,082.92 £35,393.28 £34,952.88 £34,088.76 £33,228.84


£34,603.92 £34,342.20 £33,195.72 £32,352.36 £32,028.24 £31,243.08 £30,445.68


£30,270.96 £30,051.12 £29,814.00 £29,581.56 £29,357.04 £27,990.60 £26,785.68


£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 1

Navy:

Leading Rate

RM:

Corporal

Army:

Corporal



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:


£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:



£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


B-4

FULL TIME RESERVE SERVICE – (LIMITED COMMITMENT) – (5% X-FACTOR) Rank


Range 5 - OR9



Level 1

£43,492.68 £42,837.36 £42,087.00 £41,347.92 £40,601.40 £39,915.72 £39,145.92

Navy:



£40,235.64 £39,667.92 £39,111.72 £38,555.52 £37,721.40 £36,883.20 £36,048.84 £35,207.16


£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


£34,353.72 £33,721.44 £33,089.16 £32,456.76 £32,052.84 £31,260.48 £30,471.84


£31,732.80 £31,492.80 £30,441.48 £29,668.08 £29,370.84 £28,650.84 £27,919.56


£27,759.48 £27,557.88 £27,340.32 £27,127.20 £26,921.28 £25,668.24 £24,563.28


£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 1

Navy:

Leading Rate

RM:

Corporal

Army:

Corporal



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:


£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:



£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


B-5

FULL TIME RESERVE SERVICE – (HOME COMMITMENT) – (0% X-FACTOR) Rank


Range 5 - OR9

11



Level 1

£41,421.60 £40,797.48 £40,082.88 £39,378.96 £38,667.96 £38,014.92 £37,281.84

Navy:


£38,319.60 £37,779.00 £37,249.20 £36,719.52 £35,925.12 £35,126.88 £34,332.24 £33,530.64


£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


£32,717.88 £32,115.60 £31,513.44 £30,911.16 £30,526.56 £29,771.88 £29,020.80


£30,221.76 £29,993.16 £28,991.88 £28,255.32 £27,972.24 £27,286.56 £26,590.08


£26,437.56 £26,245.56 £26,038.44 £25,835.40 £25,639.32 £24,445.92 £23,393.64


£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 1

Navy:

Leading Rate

RM:

Corporal

Army:

Corporal



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:


£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


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


11


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)


Daily 1 April 2013 £123.84 £121.97 £119.84 £117.73 £115.61 £113.65 £111.46


£115.67 £114.04 £112.44 £110.84 £108.44 £106.03 £103.63 £101.21

Level 1

£98.82


£100.55 £98.69 £96.84 £94.99 £93.81 £91.49 £89.18


£87.89 £86.02 £84.27 £82.28 £80.41 £76.65 £73.09


£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:


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


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


£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


£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


£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


£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


Petty Officer

RM:

Sergeant

Army:

Sergeant

RAF:

Sergeant

Range 2 - OR4 Navy:

Leading Rate

RM:

Corporal

Army:

Corporal

RAF:

Corporal


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


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


£49,324.92 £48,581.64 £47,730.96 £46,892.40 £46,046.04 £45,268.32 £44,395.56


£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


£40,047.12 £39,308.88 £38,572.32 £37,835.40 £37,364.88 £36,441.36 £35,521.32



£35,006.88 £34,260.24 £33,564.36 £32,773.44 £32,026.68 £30,531.12 £29,110.68



£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




Petty Officer

RM:

Sergeant

Army:

Sergeant

RAF:

Sergeant

Range 2 - OR4 Navy:

Leading Rate

RM:

Corporal

Army:

Corporal

RAF:

Corporal


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


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

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.