The starting pay is usually at the minimum of the scale. The pay ranges for all the posts are shown below.
Band |
Minimum |
Maximum |
A1 |
A101 (431) £52,942 |
A137 (467) £63,063 |
A2 |
A201 (394) £43,723 |
A240 (433) £53,495 |
B1 |
B101 (137) £32,418 |
B125 (161) £40,755 |
B2 |
B201 (116) £26,638 |
B228 (143) £34,336 |
C |
C001 (91) £21,183 |
C032 (122) £28,192 |
D1 |
D101 (75) £18,358 |
D130 (104) £23,875 |
Please note that, as a public sector department we must adhere to value for money principles, and with that in mind we do not award higher starting pay simply to match existing pay rates. Once appointed, progression through the pay band will be dependant on satisfactory performance and determined as part of Trade Union pay negotiations. Performance related pay is awarded for performance that goes above and beyond the standard work duties and you may be nominated for a performance award three times throughout the year.
In considering an offer of employment from PICT, you may wish to take into account the other elements of the total reward package, such as generous annual leave, quality occupational pension scheme, good learning and development opportunities, interest free season ticket or bicycle loan and the child care voucher scheme etc. Further information about PICT's benefits can be found on the benefits page.
If you have any questions about starting salary, these should be made - in writing - to the PICT HR and Development team only after a conditional offer of a post has been made.