We recognise that MoD has to operate within the ongoing pay cap within the public sector. Prospect remains opposed to that cap and is actively campaigning against it – you can help by writing to your MP. In that context, we will not be balloting members on the offer. However, we appreciate that the department and the Permanent Secretary, in particular, has made every possible effort, working positively with Prospect and the other TUs engaged in the negotiations, to maximise the impact of the total money available so as to try to address some of the many issues years of pay constraint have created. Notably, the offer still focuses more on the lower paid but for the first time since the cap was introduced will mean consolidated pay increases for those on the top of their scales.

In broad terms, the offer is set out in the table below. Each pay range has been divided into quarters also referred to as quartiles in the offer.

The pay ranges will also increase by 1.1% at the minimum and 0.5% at the max. This means that everyone at their max will receive a consolidated increase of 0.5% plus a non-consolidated payment of 0.6%. The payment of the non-consolidated amounts to those above the midpoint of their pay range provides a balanced approach with those below the midpoint while continuing to reduce the size of the pay bands. 

The level of award for retained grades will mirror this approach with pay rises determined by where current salary sits within the quarter of the broader banded ranges to which they are linked. For retained grades, if their pay is above the max of their linked grade they will be paid the top quartile/quarter pay increase.

The pay awards will now be implemented in September 2017, backdated to 1 August.

For the future Prospect is building its national campaign challenging the pay cap. We will also be seeking to use every opportunity to engage in meaningful discussions with the MOD to address the growing recruitment and retention issues within the department.