NOT PROTECTIVELY MARKED
Policy summary
Aim
Scope
Compliance
The market factor payment policy procedure details the circumstances in which a market factor payment may be considered and the arrangements for the operation of market factor panels.
The aim of this policy is to set out:
•
when such payments/supplements may be paid;
•
the process by which cases are considered and approved; and
•
the conditions applied to them.
This policy applies to any police staff post, where the relevant criteria are satisfied.
Equality Act 2010
Introduction
Definition
West Yorkshire Police evaluate all police staff role profiles using the
Hay Job Evaluation scheme. On some occasions the results of the evaluation leaves the Force with a pay differential between external and Force rates which could cause instability in staff recruitment and retention.
A market factor payment is a temporary salary supplement that may be awarded to a particular role by a Chief Officer Team led panel, in order to address exceptional pay differentials with the external market.
These payments are reviewed on an annual basis.
Market factor panel
The purpose of the market factor panel is to address exceptional situations and determine if an increase in salary is necessary at that particular time for a police staff role that has experienced significant recruitment or retention difficulties.
The panel members are:
•
Deputy Chief Constable (Panel Chair);
•
Assistant Chief Officer - Finance and Business Services;
•
Director of Human Resources; and
•
UNISON Branch Secretary or GMB Conveynor.
An Employee Relations Specialist will also attend the panel to provide policy advice where appropriate and record the outcome of the panel.
NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED
Role profile Before any submission for a market factor payment is made, the district/department should ensure that the role profile is accurate and up to date, and that a recent review of the role profile at a Hay job evaluation panel has taken place.
Evidence to show salary not sufficient
In order for a payment to be made panel members must be satisfied that the information presented clearly evidences that the salary differential between external market, and the salary awarded by the
Hay job evaluation process, is not sufficient to recruit and retain suitably skilled, qualified and experienced post holders.
This will be balanced against the benefits of public sector employment, and the need to deliver value for money.
The information presented to the panel must evidence one or more of the following issues:
Evidence
A Instability in staff retention; or
B Failure of established recruitment process; or
C Significant pay differential between external and force pay rates.
Payments removed or reduced
Resources
If following the annual review the market factor panel considers that a:
•
payment is no longer necessary then it will be removed; or if
•
lower payment is required it will be reduced.
The effective date of the removal/reduction will be from the date of the review panel, unless agreed otherwise by the market factor panel.
Protection of earnings is not applicable to market factor payments.
The panel have the right to set an alternative review date where circumstances deem this may be necessary.
All increases must be resourced from within the district or departmental budget.
Any market factor payment awarded will be applied to all post holders carrying out that role.
Frequency of submissions
If a submission is declined a fresh submission cannot be made for the same role to receive a payment until a minimum of 12 months has elapsed, unless there are exceptional circumstances.
Professional roles
For some professional roles police staff will be paid in line with the appropriate national salary scale, taken against suitable specific
NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED
Leave
Change of role
Pension benchmarks, for example doctors and occupational health nursing roles.
Roles that fall into these categories will have their salaries aligned to national scales through a separate formalised agreement with the
Chief Officer Team, not through the market factor process.
The payment of a market factor supplement will not be affected by an individual being away from their role on any form of leave, i.e. annual, maternity, sickness, so long as they remain in their substantive post and the market factor payment continues to be approved for that particular role.
If an individual moves out of a role that has a market factor supplement attached to it, then the payments to that individual will cease with effect from the date of the move.
Pension contributions will be deducted from market factor payments, and will be taken into account in the calculation of pension benefits.
See Pensions section for further information.
Annual reviews
A review of all roles which are in receipt of a market factor payment will be carried out on an annual basis. The panel may decide to reduce or remove a market factor payment at this review.
Posts awarded a market factor payment
A post awarded a market factor payment should be resubmitted to a
Hay job evaluation panel every two years to assess any changes to the role, or sooner if there are significant structural changes.
Admin Last reviewed:
Scheduled for review:
March 2015
March 2016
NOT PROTECTIVELY MARKED