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