Tate sets the pace on pay in the heritage sector

The offer means that almost every member of staff will receive an increase of at least 3% – in line with the RPI rate of inflation on the due date of 1 April 2019.

The offer also:

• maintains the principle of movement through pay bands
• gives staff above the target rate a 3.1% increase (bands 3 and 4) and 3.3% for staff in bands 5 and 6
• increases all entry points by £400 plus 3% (ie between 3.91% and 5.38%); everybody currently below the new entry point will move to it, or to the first step if they are eligible for a progression increase.

Prospect negotiator Alan Leighton said: “This will be the first time for many years that almost everyone in all bands will receive an inflation-proofed offer.

“Tate management deserves credit for investing in pay and seeking to meet the concerns expressed by the unions.

“But we were only able to secure this offer because members gave Tate a very clear message about their unhappiness with the pay position when they voted for industrial action in a ballot earlier this year.”

Leighton paid tribute to Prospect pay reps, Sam McGuire and Holly Callaghan who did an immense amount of work for members in the negotiations.

Although the 3.95% consolidated increase in the pay bill was not quite enough to provide the full amount of movement between entry point and target rate, as was envisaged in the pay agreement, those eligible will receive significant increases – between 3% and 8.89%.

“We are also pleased that we were able to resolve pay earlier than in previous years. We worked closely with colleagues in PCS and FDA to secure an offer that all unions can recommend to their members.”

Prospect’s reps at the Tate are recommending that members vote to accept the offer. PCS and FDA are also recommending that their members accept it.

The ballot will close on 5 September. If the offer is accepted, the increases will be added to September’s pay (backdated to 1 April).

Restructuring the pay system

Resolving the pay issue for 2019-20 will now allow unions and management to focus on the benchmarking exercise in which the unions will be seeking to ensure further improvements in pay levels.

The results of the benchmarking exercise will almost certainly lead to a restructuring of the pay system.

“Given the number of roles that now have market rate allowances applied to them, we would hope to produce a new pay structure that has higher pay rates in general and reduces the need for such allowances,” concluded Leighton.