Pay

The Civil Service Pay Agreement 1990 between the Public Services Commission and the Government Officers' Association determined the pay, pay system, organisation, and personnel management arrangements for grades and groups in the Isle of Man Civil Service. Consequently the pay of public servants is based on two pay scales:

1. the IoM Civil Service Pay Spine covering the majority of Civil Service posts
   
   
2. the IoM Civil Service pay scales for certain operational posts on the staff of the Airports Division of the Department of Infrastructure

The current IOM Civil Service pay spine and the salary analogues for the pay spine are attached at Annex C1.

See also terms and conditions for new starters and promotions

The normal starting pay for all new entrants will be the minimum point on the relevant salary scale. This may be increased in accordance with the Public Services Commission's policy on Salary and Annual Leave on appointment, a copy of which can be found in the Public Services Commission Civil Service Regulations Handbook.

A civil servant's incremental date shall be:

• On Appointment – the first day of the month in which the anniversary of the civil servant's appointment date falls
• On Promotion – as set out in Promotion Increases (Regulation C9 – Promotion increases) and Treatment of Allowances on Promotion (Regulation C10 – Treatment of allowances on promotion)

_{Last Amended May 2021 – Amendment # 15-146}

When the salary scale of a post is changed so that it gives a new higher salary maximum than before and the Public Services Commission decides that applications need not be invited for the post, the existing post holder will enter the new salary scale as follows:

1. where he is on a point on his old scale below the maximum or has been on that maximum for less than one year, he should enter the new scale at existing salary and retain his existing incremental date or
   
   
2. where he has been on the maximum of his old scale for one year or more he should enter the new scale at the point next above his existing salary, taking the first day of the month in which the anniversary of his entry to the new scale falls as his incremental date.
   
   
3. If the application of (a) or (b) above would result in the post holder entering the new scale below the minimum point, he should enter the new scale at the minimum point and take an incremental date of the first day of the month in which the anniversary of his entry to the new scale falls.

It is recognised that on occasion and in exceptional cases a higher pay increase may be justified, based on previous relevant experience, qualifications, skills and periods of substitution, subject to a maximum of the penultimate point of the scale.

A credit for relevant experience would normally be on a year for year basis and can be calculated from relevant experience gained both within and outside the Civil Service. This experience would normally be in a similar role at the same level or a higher level.

Enhancements for qualifications should normally not exceed one spine point.

Last updated: 19 March 2015 - Amendment No. 14-014

With effect from 01 April 2020, the Personal Protection (10+4) rule will be applicable only to Equality Act grading projects that had been initiated prior to 01 April 2020.

This rule provides that a civil servant may retain the existing salary scale / spine points at the time of the regrading for the obsolete grade, enhanced by future general pay increases, for a maximum period of 10 years from the date of the restructuring of the obsolete grade. Normal incremental progression during this period will apply. Thereafter, pay identity with the pay of the lower grade will be achieved over a period of 4 years by progressively reducing in equal instalments the pay lead of the obsolete scale maximum over the maximum of the lower grade at the end of the 10th year so that it merges with the lower scale maximum by the 15^th year. An example of the 10+4 rule can be found in the Public Services Commission Civil Service Regulations Handbook.

Grading reviews that are initiated on or after 01 April 2020, where assimilation to a new pay structure involves a requirement to provide pay protection, will provide pay protection for a period of 3 years.

The 3 year pay protection period will also apply in instances where a civil servant is redeployed to a lower grade / pay band (one grade / pay band lower than that which they are redeployed from) as described in section 7 of the PSC Redeployment and Redundancy Policy and Procedure.

Civil Servants employed under New Terms for New Starters and Promotions (NTNSP), who for redeployment or any other reasons, except those relating to capability or disciplinary, are transferred (by agreement or otherwise) to a role at a lower grade will receive pay protection for a period of 3 years as set out in section 3.14 of the NTNSP agreement.

Further details can be found in the Public Services Commission Heads of Agreement – Equality Act Grading Projects

_{Last updated February 2021 Amendment # 15-131}

Where a post is regraded and this results in a lower salary maximum for the post the existing post holder will be expected to transfer to another post (if one becomes available) at the grade on which he has been personally protected. Civil servants will be given the option of applying for the next two vacancies that arise at their grade.

However, if they decline to apply for these posts the Public Services Commission may arrange for them to be posted to the next vacancy that does arise, subject to the views of the department concerned on their suitability for the vacant post. If a civil servant is not successful in obtaining a transfer for any reason the '10 + 4' rule, as set out in Regulation C5 – Personal protection, will apply.

Note: Regulation C7 is blank.

C8 Definition of promotion

A promotion for the purposes of this section is any transfer of an individual civil servant under a formal selection procedure to a new grade within the same group with a separate and distinct salary scale and a higher maximum salary.

A promotion does not occur: 

1. when a transfer to a new scale takes place as part of the regrading or assimilation to a new or extended scale of a whole grade or group in a department or throughout the Civil Service or
   
   
2. when a civil servant is appointed to a post which represents a significant career change rather than progression within his existing career (eg transfer from a post of AO to a post of Air Traffic Services Assistant). In such cases the starting salary will be determined under the new entrant rules in Regulation C2 – Starting pay.

(Given the changes in the structure of the Secretarial group from 01/08/99 the appointment of a secretary to an AO post, Personal Secretary to an EO post etc will be regarded as promotion as the skills required in the secretarial grades are relevant to the Administrative and Executive grades).

Salary

On promotion, a civil servant will enter the higher scale at:

a) the minimum point of the new scale or if this does not yield a higher salary

b) the mid or maximum point on the new scale

It is recognised that on occasion and in exceptional cases a higher promotion increase may be justified, based on previous relevant experience, qualifications, skills and periods of substitution.

A credit for relevant experience would normally be on a year for year basis and can be calculated from relevant experience gained both within and outside the Civil Service. This experience would normally be in a similar role at the same level or a higher level.

Enhancements for qualifications should normally not exceed one spine point.

Incremental date

On promotion, a civil servant's incremental date will normally change to the first day of the month of promotion to the new post. Any variation to this must be approved by the secretary of the Public Services Commission or their delegate.

See also terms and conditions for new starters and promotions

Last updated: January 2019- Amendment No. 15-047

Previous amendment no. 09-004 & 09-039 & 08-024 & 10-014

Fixed annual allowances (such as Accountancy, All Hours Worked, Responsibility etc) will be treated as follows for calculating pay on promotion

a) Where an allowance is payable to both higher and lower grades:

i) the existing allowance should be disregarded
ii) the normal promotion rules (see Regulation C9) should be applied when assimilating to the higher grade on the basis of basic pay to basic pay
iii) when the assimilation has been completed, the allowance appropriate to the higher grade should be added to the basic pay for the grade

b) Where an allowance is payable to the lower but not the higher grade the allowance should be added to the salary for the spine point reached on the scale to give the 'total existing salary'. Assimilation will then be to:

i) the minimum of the new scale if this is more than the total existing salary or
ii) the nearest spine point above the total of the existing salary, subject to not exceeding the maximum of the new scale.

Incremental date on promotion - refer to regulation C9

Last updated January 2019 Amendment: PSC 15-050

The pay of a civil servant who is reverted in accordance with Regulation A19 will be either:

1. the point on the scale of the lower grade which would have been reached but for the promotion with former incremental date or
   
   
2. the pay actually in issue, immediately before promotion including any mark-time element, if this is greater

Trainee Internal Auditors will be required to obtain the Institute of Internal Auditors Certificate in Internal Audit Qualification (CIA). They may also be required to obtain the Institute of Internal Auditors Qualification in Internal Audit Leadership (QIAL). Upon achieving the required qualification, civil servants will receive the lump sum payments as detailed in Annex C3.

_{Last amended January 2020 – Amendment # 15-089}

C13 Legal allowance

A Student at Law who has been admitted by the Public Services Commission into articles within HM Attorney General's Chambers in order to become qualified as an advocate shall be eligible to receive the lump sum payments listed in Annex C3:

• on successful completion of the final examinations for admission as an advocate and
• on appointment to the staff of the Attorney's Chambers for a period of not less than 6 months

Trainee Accountants are required to follow the Chartered Institute of Public Finance (CIPFA) or the Association of Chartered Certified Accountants (ACCA).

Full details regarding the arrangements for the pay and recruitment of Trainee Accountants are listed in Annex C4.

The pay of a civil servant who voluntarily applies for a post at a lower grade and with a lower salary maximum than their current spine point will be appointed at the maximum of the salary scale for the post to which they are appointed.

Last updated: 21st July 2008 – Amendment Ref. 07-031

Proficiency allowances became obsolete on 01/08/99. The amount of the allowances will be included in Annex C2(i) until it is no longer required under the personal protection arrangements detailed in the Secretarial Review Agreement.

The weekly pay of part-time civil servants corresponding to full-time civil servants conditioned to 37 hours net (ie excluding meal times) per week shall be calculated according to the following formula:

( Net Hours Worked x Annual Salary ) ÷ ( 37 (Hours) x 52.2 (Weeks) )

1. The result shall be rounded up to the nearest 0.1p
   
   
2. The annual salary should include any fixed allowances (eg all hours worked) of a full-time civil servant in the post

The entry point to the salary scale of a part-time civil servant shall be calculated in the same way as would the entry point of a corresponding full-time civil servant.

Assimilation arrangements, where there is a change to the pay and grade structure, will be as set out in the agreement setting out the changes.

C19 Substitution

Substitution is the assumption, by one designated officer of the full duties and responsibilities of a civil servant in a higher grade who is absent otherwise than on the duties of his particular post or on annual leave. It occurs only when it is impracticable to share the work of the absent civil servant among other staff. The Office of Human Resources should be notified of any periods of substitution worked by civil servants so that a record can be kept on the civil servant's personal file.

A) Covering vacant posts

Substitution may also apply in the case of a vacant post. However, wherever possible, civil servants should not be appointed on substitution where the post is being advertised and the person receiving substitution pay is (or is likely to be) one of the applicants. This particularly applies where there is more than one civil servant in the service eligible to apply (especially if they work in the department where the vacancy exists). In such cases every effort should be made to share the work or pass it to civil servants of the same or higher grade to avoid showing preference for, or giving an advantage to, one of the potential applicants for the post. Where it is not possible to make alternative arrangements substitution may be paid, but on the clear understanding that it will have no bearing on the recruitment and selection process.

B) Full Duties and Responsibilities

The substituting civil servant must carry out all the day to day duties of the absent civil servant. From a practical point of view it may be accepted that this would not include long term policy projects where lack of continuity could be a problem. However, the civil servant receiving substitution pay should be carrying out the majority of the duties of the post. If any work or decisions normally dealt with on a regular basis by the absent civil servant are deferred or passed to another civil servant substitution does not apply.

C) Pay

Substitution pay will be the same as pay on promotion to the grade of the absent civil servant. A civil servant substituting for the holder of a responsibility allowance will be eligible to be paid that allowance.

D) Incremental date

The civil servant will take the same incremental date on substitution that he would have received if he had been promoted to the higher grade. On reversion to his substantive grade he will revert to his original incremental date and to the point on the scale that he would have reached by normal incremental progression in that grade.

A period of paid substitution will comprise of at least 5 consecutive working days with payment being made from the first to the last working day. For the purpose of determining the minimum period of 5 consecutive working days, a working day will be any day on which the substitute attends, or is on call, to perform the duties of the absent civil servant. For this purpose non-working days (i.e. those which are not reckonable) are days (including public and privilege holidays, Saturdays, Sundays and 'off days' in a duty rota) on which the absent civil servant would not have been required to be on duty or on call

Consecutive periods of substitution for different civil servants in the same, or a closely related, grade may be aggregated for the purposes of satisfying the minimum requirement of five working days.

Last updated January 2019 Amendment: PSC 15-049

A civil servant who qualifies in accordance with these Regulations to receive substitution pay will be deemed to be substituting on working days on which he attends, or is on call, to perform the duties of the absent civil servant. The period of paid substitution will include any non-working days which fall within the period but will not include such days when they occur at either end of the period.

A sickness absence of 5 days or more will break continuity and end substitution.

Last updated January 2019 Amendment: PSC 15-048

A recruitment and retention allowance shall be paid to:

• Team Leaders and Educational Psychologists and Information Communications (ICT) Adviser within the Department of Education as laid out in Annex C22
  
• IT Specialist Information Technology Staff – Annex C9

Last updated: 21st July 2008 – Amendment Ref. 08-017

Note: Regulations C23 to C24 are blank.