1.1 KiB
source, audience, title
| source | audience | title |
|---|---|---|
| policy_docs | role:admin, role:employer | Pay and Progression Guidance |
Setting the annual uplift
Managers set the annual uplift band before the review window opens. The uplift budget for this year is capped at four percent of the wage bill across the venue, and individual awards are expected to sit between zero and six percent.
An award above six percent needs a written case and sign-off from the regional lead. The cap is on the total, not on any one person — funding an exceptional award means funding it from the same pot as everyone else's.
Promotion to supervisor
A promotion case rests on three things: sustained attendance, demonstrated judgement under pressure, and a willingness to be accountable for other people's shifts. Length of service is not one of them.
Candidates should have covered at least forty shifts and have no unresolved lateness conversation in the preceding quarter.
What not to discuss
Individual awards are confidential until communicated. Discussing another person's band, or the reasoning behind it, outside the review panel is a disciplinary matter.