advance winter 2012

M A G A Z I N ED E C E M B E R 2 0 1 2

Y O U R V O I C E A T W O R K

During our negotiations it has been agreed that Pay Progression will be implemented in the remainingbusiness areas where there arecustomer-facing colleagues in volume roles during 2013.

It has not been possible to apply theNational Pay Progression framework tocertain central functions. This is becausefor some roles, salary is progressedthrough gaining additional qualifications and in other roles salary ranges are more complex.However, Advance and theReward team have agreed towork with Santander todevelop arrangementswhich will build a positivecareer framework inthese areas that allow employees to progress through their pay scales.

The Job Families not in scope for thearrangements set out in the Nationalframework are as follows: BusinessOperations, Audit, Compliance &Regulatory Affairs, Finance, HR, Legal & Secretariat and Marketing & Communications.

Advance reached an agreement with thebank to implement Pay Progression, initiallyin the Retail Division in 2012 and in someother parts of the Bank during 2013.

special edition

PAY PROGRESSION IS A FAIR REWARD

Telephone: 01442 891 122 www.advance-union.org

BackgroundAdvance have been concerned by thenumber of calls taken by our HelplineTeam and Representatives, from ourmembers who have been with the bankfor several years and who have still notachieved the mid-point of their salaryrange for their role. Many of ourmembers have been baffled by thereason given for not being able toprogress to the mid-point of their salaryrange. One of Advance’s objectives in2010 was to negotiate a fair andconsistent Pay Progression Scheme. It was also important to Advance tonegotiate a scheme that was as easy aspossible to understand and implement.

We are delighted to advise you thatwe have agreed a National PayProgression Framework that will be implemented, initially into RetailDistribution from March 2013 andback-dated to 1 December 2012 forthose individuals in Retail Distributionwho are eligible to receive it.

2 ADVANCE magazine December 2012

So what is PayProgression? Pay Progression is a set process that isdesigned to increase individuals’ pay to a specified point (mid-point) in thesalary range of their job role within aclearly defined timescale. It works inaddition to the annual Paynegotiations.

This means that if you are below themid-point of the range for your role(i.e. less that 100%), pay progressionwill enable you to reach yourmid–point providing you achieve asuccessful performance over a period of three consecutive years. Alternatively,this can be achieved over two years with a combination of two consecutiveyear-end ratings of OP or EP.

You can find out where you are inrelation to the mid-point of your salaryrange by checking your details on HROnline under your salary history.

The Pay Progression increase will beapplied in March, separate to yourpay review increase, and will be used toprogress individuals to the relevant payprogression position mid-point of theirsalary range.

Who is in-scope for Pay Progression?● All Santander UK Divisions

are eligible for the National PayProgression Scheme as set out herein.

● All S1–S5 employees in RetailDistribution comprising: BranchDistribution & Agencies, RetailFinance & Business Development,Mortgages and Bancassurance. TheRetail Pay Progression Scheme willrun from 1 March 2013 andthereafter annually on 1 March eachyear. The scheme will be launched on 1 March 2013 and, for the firstyear only, will be backdated to 1 December 2012. The Retail PayProgression Scheme also operates aHead Start for existing employees.

● While Telephone Distribution is partof Retail Distribution and is coveredby this Framework, the Bank,

Advance and CWU agree that thePay Progression arrangements inplace in Telephone Distribution on1st December 2011 already meet theterms of the National Framework.

● Whilst Business Banking is part ofRetail Distribution, and Collectionsand Recoveries is part of Risk, bothareas already have Pay Progressionarrangements. Advance and CWU willbe reviewing their arrangements toensure that they meet the terms of theNational Pay Progression Framework.

● All S1–S3 employees in CustomerOperations (Retail, Business Bankingand Fraud), Complaints, and SCCBBTele-Relations (as mentioned herein),are eligible to participate in theCustomer Operations Pay Progression Scheme.

Those not in scope● Pay progression for eligible roles in

Consumer Finance will be producedfor consultation in Q4 2012.

● The Santander UK GlobalBusinesses, Geoban UK, ISBAN UK,Produban UK, SGF and Gesban arenot covered by this Agreement.

It is Advance’s intention to raise theissue of Pay Progression with Directorsof these business areas during 2013.

How does PayProgression work?Herein are details in relation to theRetail Distribution and CustomerOperations schemes: ● The ‘cumulative model’ also allows

an IP or CP performer to get backon-track quickly and progresssignificantly.

● Progression is to the midpoint of theappropriate salary range. Once theemployee has reached 100% ofposition in range they will remainthere with SP+ performance. A CPperformance rating will result in theloss of -2 points and an IP

performance rating will result in theloss of -5 points. For a CP who thenachieves an SP in the following year,this will result in a move back to100% as the -2 points will become 1(as SP = 3 points).

● End of year Performance Ratings will have the following points value:IP -5CP -2SP 3OP 4EP 5

● An employee will only receive a PayProgression payment once they haveachieved 2 year-end data-points at SanUK (i.e., their first year performancerating will count towards theirprogression, below, but they will not be paid the progression until the second data-point). This is only for new joiners, and is not in place following over events (i.e.,promotions). The 2-data points willonly apply to Retail, to address theissue of higher starting salaries for new joiners.

● The value of the points is shown in Table 1 (on page 3).

Table 2 demonstrates the operation ofthe incremental scoring and benefitsexisting performing staff over newentrants in Retail Distribution.

HEAD-START FOR EMPLOYEES IN POST (this applies to RetailDistribution only) 1 The Scheme will provide a

“head-start” to reward historicalperformance in that employees whoachieved at least an SP rating in 2011(year-end) and who achieve at leastan SP rating in 2012 (year-end) willstart higher than either new joiners or IP/CP performers (in 2010).

2 This means that an employeeachieving a previous SP rating in2011 will start at either 90% for anSP in 2012, 93% for an OP in 2012,or 95% for an EP in 2012.

3 On launch of the Retail scheme, end- of-year ratings for 2011 and

PAY PROGRESSSION

PROGRESSION MATRIXPERFORMANCE POINTS MINIMUM POSITION IN SALARY RANGE

0 80%1 83%2 84%3 85%4 90%5 92%6 94%7 95%8+ 100%

Table 12012 will be used for the purposes of the Head Start. In order to ensurethat employees are not disadvantaged,Advance has agreed the following,which will ensure that any employeewho would have achieved the head-start had the 2010 and 2011 ratingsbeen used, does not lose out.a. The head-start* salary level

(90% for SP etc) will be paidwhere an employee has dropped to CP in 2012.

b. The head-start* will not be paidwhere an employee has dropped to IP in 2012.

*Note: In this scenario, payments willbe made in April payroll, following payreview and the pay progression payrollrun, effective 1st December 2012.Separate and bespoke communicationswill be issued.

EXISTING PAY PROGRESSIONSCHEMES ● All new hires will be eligible for the

aligned Pay Progression Scheme fortheir business area, subject to theagreed eligibility criteria for theirparticular scheme.

● Where colleagues are currentlyincluded in an existing schemewhich is more beneficial in the shortterm (i.e. where they are able toprogress more quickly over a shorterinitial period), they will remain inthis scheme for a maximum of 12months, to ensure that they benefitfrom the existing arrangements andthe new National scheme starts from2013 (the same timing as for other Divisions).

● On cessation of the current PayProgression scheme, the employeewill automatically become eligiblefor the aligned National CustomerOperations Pay Progression Scheme.However their performance will notre-start in this scenario – the 2012performance rating will also counttowards the National scheme,therefore during the first year of theNational Scheme they will benefitfrom whichever scheme gives themthe highest award / increase.

EXAMPLES:(YEAR END) RATING YEAR 1 YEAR 2 YEAR 3 YEAR 3 YEAR 4

Performance SP OP OPIncremental Points 3 7 8+Minimum Position 85% 95% 100%

Performance SP CP SP SP SPIncremental Points 3 1 4 7 8+Minimum Position 85% 83% 90% 95% 100%

Performance SP SP CP SP SPIncremental Points 3 6 4 7 8+Minimum Position 85% 94% 90% 95% 100%

Performance SP OP SPIncremental Points 3 7 8+Minimum Position 85% 95% 100%

Performance SP SP SPIncremental Points 3 6 8+Minimum Position 85% 94% 100%

Performance SP IP SP SP SPIncremental Points 3 -2 1 4 7Minimum Position 85% 80% 83% 90% 95%

Table 2

December 2012 ADVANCE magazine 3

CONCLUSIONAs always, our Helpline Team and our Senior Team are only a phone call away (01442 891122). We believe that we have agreed the bestpossible conclusion to our negotiations and, as advised in this article,Pay Progression is in addition to the Pay Review. To reiterate what wehave printed in previous articles, it is important that you ensure youare awarded a fair rating for the whole of the role you do. If you are not happy with your rating based on your performance, it is important that you appeal against that rating. It costs nothing toappeal but could cost you a Pay Progression increase if you do not.

Full details of the National Pay Progression Framework will appear on the Advance website.

Evening helpline Contact Linda every Wednesday 8.30 – 10pm 07850 742340

Following our discussions at Paynegotiations earlier this year,Advance’s objectives were toagree a simplified Job Family

Framework. Therefore, during the lastfew months we have met with seniormanagers in the Reward team tonegotiate a Phase 2 harmonisation for amore simplified Job Family Frameworkwhich currently has approximately 900Job Statements. The main changes (andwhat these mean for our members) areoutlined herein.

All roles will be split into twelve ‘JobFamilies’ which will contain roles thatare similar in terms of the work theycarry out. These roles will be defined by ‘Job Family Descriptors’.

STRUCTURE

12 Job Families have been agreed,as follows:● Customer Relationships

– Consumer● Customer Relationships – B2B● Customer Operations● Business Operations● Audit● Compliance & Regulatory Affairs● Finance● HR● Legal & Secretariat● Marketing & Comms● Risk● Trading & Investment

Management

JOB FAMILYFRAMEWORK

JOB FAMILY FRAMEWORK

The Job Descriptors which situnderneath the Job Families have beendeveloped and aligned to the currentjob statements by Hay. The HayMethod of Job Evaluation is the mostwidely accepted worldwide, in use byover half of the world’s 50 largestcompanies as well as in government,public, and not-for-profit institutions.

As the Job Families are very general,individuals would refer to the JobDescriptors to find out where their jobsits in the overall Job Family. Advance’sobjective was to separate roles out so thatindividuals get a clear understanding ofexactly how they fit into the Job Family.More importantly, it will give moreclarity around career progression and aidin mobility across the Bank, making itmuch easier for individuals who wouldlike to progress their career withinSantander UK (including progressing in a different direction).

CUSTOMERRELATIONSHIPSCONSUMER

Professional 1

Professional 2

Professional 3

Professional 4

SeniorProfessional 1




Manager 1

Manager 2

Manager 3

SeniorManager

Head Of

CUSTOMERRELATIONSHIPSBUSINESS 2 BUSINESS

Professional 1

Professional 2




Manager

SeniorManager

Head Of

JOB FAMILY

BAND

S1

S2

S3

S4

S5

CUSTOMEROPERATIONS

Professional 1

Professional 2

Professional 3

Professional 4





Manager 1

SeniorManager

Head Of

BUSINESSOPERATIONS

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

AUDIT

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

COMPLIANCEANDREGULATORYAFFAIRS

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

FINANCE

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

HR

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

LEGAL &SECRETARIAT

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

MARKETINGANDCOMMUNICATION

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

RISK

Professional

SeniorProfessional

Manager

SeniorManager

Head Of

TIM (Trading &

Investment

Management)

Branchnetwork

roles

B2Broles

Contactcentreroles

Generalsupport,businessmanager,secretary

etc



Got any questions? Contact the Advance helpline 01442 891 122

So what does this mean for you? The majority of individuals will beunaffected by these changes in theirday-to-day working. The S1-S5banding will remain in place, as will all the job titles, so there will continueto be a familiar structure.

Herein are the Job Family Descriptorsand these will be effective from 1 January 2013. In the diagram, theshaded areas (Customer Relationships-Consumer S1–S3, CustomerRelationships -Business to BusinessS1–S2 and Customer OperationsS1–S2) make up approximately 75% of all Santander UK employees. Thiswould include all branch-based Retailroles (with the exception of RegionalManger Retail and Senior RegionalManager Retail), all CustomerTelerelations/administration roles andS2 team manager roles and Relationshipmanagers up to S2.

All of these roles would continue tohave ‘salary mid-points’ which wouldindicate the market rate (or “goingrate”) for the job and the pay rangewould continue to be the familiar 80%to 120% (with the exception of CSA’swhose pay range would be 82.57% to

120% to take into account the newlyagreed minimum salary of £12,250,which Advance had negotiated).Additionally, all colleagues in theseroles would be eligible to benefit fromPay Progression (please see the PayProgression article in this magazine formore details).

For the remaining roles, the mid-point will no longer be used as areference point and the Pay Range willbe wider (70% to 130%) with definedminimum and maximum points within.

As part of this review, salary rangeswere reviewed and NO SALARIES WILLBE REDUCED AS PART OF THISEXERCISE! In the majority of cases therange has either remained the same orhas increased. For those whose rangewas not affected, there will be noimpact. Individuals whose ranges haveincreased, and are now paid a sum lessthan the new minimum, would havetheir salary increased to reflect the newminimum range. Once again, thisinformation will be available on HROnline under your salary history.

If your range has been increased, butyour salary falls within the new range,it would be remain the same. However,your earning potential would beincreased as you would now sit lower

on the range, and so you would havethe potential to earn more based on ahigher mid-point and maximum viaPay Progression and standardnegotiated pay awards.

If your salary range has decreased andyour salary falls within the new range,you salary will not change but you willmove up the range to reflect position to the new mid-point. If your salary isnow above the new maximum, it willbe protected at the current level.

Following recent elections for the positions of Chairand Vice-Chair of Advance’s National ExecutiveCommittee (NEC), these positions have now been filled by 2 current NEC representatives.

Specifically, Caroline Stevens (the NECrepresentative for South-West) was successfullyelected to the position of Chair and Sue Grundy(currently seconded to the NEC positioned in theNorth) was appointed to position of Vice-Chair.Therefore, their former posts in the NEC arecurrently vacant. In addition, NEC positions forLondon & South-East and Global Business are also currently vacant.

All fully paid up Ordinary Members of more than 12 months standing are eligible fornomination for election to the NEC.

If you would like to know more about the NECvacancies, please contact Linda Rolph (General

Secretary) on 07850 742 340 or Gerry Moloney(Assistant General Secretary) on 07917 578 979.

Advance are also taking this opportunity to electArea Representatives for all parts of the business.Our Area Representatives are our eyes and ears inthe business so come on, phone Linda or Gerry tomake a real difference to your working lives.Nomination forms for all of these posts will beavailable from Monday, 14 January, 2013. Allcompleted nomination forms must be received at the Advance office by Wednesday, 30 January.

Join our team and make a difference!

Advance have illustrated themain elements of the JobFamily Framework that affectsour members. However, therewas insufficient space in thismagazine to report on all areasof this Framework. Full detailsof these changes will be onSantander’s Intranet. If youhave any questions on anyaspects of the new Job FamilyFramework and how it willaffect you, please call eitherRose O’Neill (Deputy GeneralSecretary) on 07793 307 333 orJim Leonard (Assistant GeneralSecretary) on 07764 977 808.


HARMONISATION

As part of Phase 2Harmonisation, Advanceensured that there was furtherdiscussion on the subject ofPMI. Management wanted tobuy this benefit out with theaim of providing individualswith as much control overtheir benefits as possible.Specifically, the bank proposeda “buy out” for this populationin the sum of £400.00 whichwould be added to one’s salaryand be pensionable andeligible for bonus. Theconsolidation would still applyeven if it took individuals overtheir pay range maximum.

Advance would not agree tothis change and we suggestedthat the bank writes toindividuals with thisentitlement and provide themwith the choice of having the£400.00 consolidated intotheir salary to use as theywished or, if they preferred, tocontinue to receive PMI as it is.

Therefore, if you are one ofthe individuals with thisbenefit, Santander will becontacting you in 2013: thechoice of whether to keep thePMI benefit or take the“buyout” will be yours.

Advance believe that this isthe best way forward for ourmembers as we are aware thatalthough some of you will onlyhave single cover, many of youwill be contributing for yourfamilies who are already usingthe benefit. This will be yourdecision and it must be basedon what is best for you.

PRIVATEMEDICALINSURANCE

PHASE 2 HARMONISATIONOvertime RatesSince the acquisition of the Alliance and Leicester, individuals withAlliance & Leicester heritage have been on different overtime rates than those in other pre-Santander acquisitions. As part of this phase ofharmonisation, the rates below have been agreed in relation to overtimeworking. The overtime that will apply from 1 January 2013 is as follows:

RETIREMENT GIFTSAs there is no age for retirement, it would not be possible to agree agift. Therefore, it was agreed not to pursue this issue as retirement at57 (for example) may be right for some individuals while retirement at65 may be right for others. In addition, most people were not aware ofa retirement gift.

However, new arrangements for recognising long service will beintroduced with effect from 1 January 2013 which will replaceretirement parties and gifts. Whilst Advance are pleased that 5 years is recognised with a certificate, we would have preferred if thismilestone of service in individuals’ careers was recognised by a moremeaningful award such as a voucher or a dinner for 2. Unfortunately, wewere informed that Santander could not budget to meet this request.That said, there is a financial award from 10 years’ service onwards.Specifically, with recognition as follows on the relevant anniversary:

5 years Certificate10 years £10020 years £20030 years £50040 years £1,000

Awards will not be backdated.

BRANCH NETWORKOVERTIME PERIOD RATE

Monday – Friday 07.00 – 21.00 1.5 times21.00 – 07.00 2 times

Saturday 07.00 – 17.00 1.5 times17.00 onwards 2 times

Sunday 2 timesBank Holiday 1.5 times + TOIL or 2.5 times

NON-BRANCH NETWORKOVERTIME PERIOD RATE

Monday – Friday 06.00 – 24.00 1.5 times00.00 – 06.00 2 times

Saturday 06.00 – 13.00 1.5 times13.00 onwards 2 times

Sunday 2 timesBank Holiday 1.5 times + TOIL or 2.5 times

also included ...


Evening helpline Contact Linda every Wednesday 8.30 – 10pm 07850 742340

Additional Travel Costs covered for all Santander employeesThe detail of this policy, specifically the wording on how the publictransport cap can be flexed by up to 10% to cover reasonable fuel costs will be remitted to the Policy Working Group but key points ofagreement are as follows:

● The proposals relate to permanent moves. Temporary arrangementswill be covered under the expenses policy.

● Costs calculated on 230 working days per year for full-time employees.● Figures grossed up to cover income tax at appropriate rate and NI● Reimbursement of additional travel costs will be wound down over

three years with 100% reimbursement in the first year, 60% in thesecond year and for the third and final year 30% of the additionaltravel costs will be reimbursed.

● The policy will make clear that calculation is based on an individual’shome address and would therefore apply, for example to moves within a region.

● Reimbursement of additional costs will be paid regardless of whatmode of transport the individual takes and the policy will make it clear that there is no onus on individuals to use their own car.

● Payments will be suspended for maternity leave and sicknessabsences of over 4 weeks.

● Car parking expenses will also be included where this is a legitimateadditional expense which would not otherwise be incurred.

● Existing arrangements will continue to apply to colleagues already in receipt of travel allowances.

● Changes agreed will also be reflected in the Resourcing Toolkit.● The policy will make clear that this is for individual moves and site

moves would be dealt with separately.

The changes to this policy will also be reflected in associated policies, such as Redeployment.

NEWsantanderisyou.co.uk This was launched on 1 November as a new HRwebsite structured into four areas.

REWARDING YOUSUPPORTING YOUWELCOMING YOUDEVELOPING YOU

The content has full searchfunctionality and ‘tagged’ sothat colleagues can quicklyfind what they are looking forand with all the right links inall the right places.

Total RewardStatementsThis was launched on 7 November and will enableyou to get an accurate and up-to-date picture of your overallreward package includingpension, shares, benefits andother opportunities fromSantander. This can beaccessed throughsantanderisyou.co.uk

Flexible BenefitsThe introduction of a range offlexible benefits that couldsave you money in at least one of three ways.

There are a range of benefitsto choose from in relation toSavings & Insurance, Leisure & Lifestyle and Health &Wellbeing.

Advance would recommendthat you view these benefitsto see if you can benefit from them.

This magazine is published by Advance, 2nd Floor, 16/17 High Street, Tring, Herts HP23 5AH

Telephone: 01442 891122Fax: 01442 891133Email: [email protected]

All articles © advance magazine 2012 or the author. Thecontents may not be reproduced without permission.Writers’ views are not necessarily those of Advance.

Editor: Linda RolphDesign & production: www.design-mill.co.ukPrinted on FSC accredited recycled paper.

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advance winter 2012

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