Following constructive and lengthy negotiations with the company the union has consulted with the apprentices and accepted Ericsson’s latest proposal, bringing the changes into effect with immediate effect.
The changes are summarised below and, we believe, address the concerns on timescales, fair pay and treatment that Prospect has been making progress on for several months and has been raising for at least a year.
- Progression path is reduced from 5 years to 3 years, condensing the time taken required to successfully become a Field Engineer
- At the end of 3 years individuals will need to produce a portfolio of work based evidence to demonstrate capabilities to become a stand- alone Field Engineer. Support will be provided and Ericsson has confirmed that its desire is that individuals successfully demonstrate this capability.
- The Field Technician role becomes a staging post in the progression process rather than an end in itself.
- Position within salary ranges will vary depending on performance
- £500 increase to salaries on appointment and at end of year 1
- Substantial increases of salary levels at end of year 2, improving minimum salary range by £1,650 and maximum by £3,000
- Significant increases of salary levels at end of year 3, improving minimum salary range by £6,632 and maximum by £6,704
- Following successful completion of assessment, ex-apprentices salaries will increase to 80% percentile of Field Engineer pay (they may already be above this) and future salary increases will be covered by Prospect negotiations
- Individuals who have already completed their second or third year will have their salary increases backdated to September 2011
The changes are extremely welcome, addressing as they do issues around fair pay, career development and fair treatment for equivalent work. They show Ericsson’s commitment Ericsson to the apprentices and the scheme, and recognition of their contribution to the future success of the business.
They come after a lengthy campaign by Prospect, in particular MBNL lead-representative Dave Rennie, which included not only negotiations with the company but a regular dialogue with the apprentices themselves, all of whom are Prospect members.
This success shows the benefits of the union working with members, the business and its key stakeholders in a constructive way to deliver an outcome that benefits both union members and the Ericsson.