The Institute of Groundsmanship (IOG) is recommending a 2.5 per cent increase in grounds staff’s national minimum salary bands for 2017. This compares to a recommended two per cent increase for greenkeepers, made by the Committee for Golf Club Salaries.

The suggested uplift - in salary bands across all grounds staff categories - reflects the uncertain economic climate and higher than expected levels of inflation, as well as the general level of pay settlements across the markets, says the IOG.

But while the rise is unlikely to ensure that pay growth keeps pace with inflation it is of the same scale as the majority of recent awards (between median and upper quartile) and strikes the correct balance between affordability and a competitive market rate.

The increase will also, says the IOG:

• Maintain an affordable pay structure for all grounds staff
• Align pay increases with overall market trends
• Assist grounds staff in managing the rising cost of living
• Ensure sustainability in the face of an uncertain economic outlook.

Indeed, outside of groundscare, the majority of private sector pay awards are now predicted to be two-three per cent, and the majority of awards in leisure industries between 1.5-2.5 per cent. Pay restraint continues in the public sector, with the local government award over the next year being one per cent with additional money for the lowest paid.

Based on independent industry-wide research, the IOG also suggests percentage extensions to each pay band - five per cent for grounds managers, three per cent for head groundsmen and two per cent for all others - to not only allow for additional professional development and career progression, but also to bring parity with equivalent professions.

The IOG recommended national basic salary bands for 2017 are:

• Grounds manager £34,058-£51,725
• Heads groundsperson £29,047-£39,085
• Deputy head groundsperson/
• sole charge £23,764-£29,735
• Groundsperson (skilled) £22,223-£27,795
• Groundsperson £17,805-£22,268
• Junior groundsperson (Age 17) £15,139
• Junior groundsperson (Age 16) £12,572

These bands reflect minimum recommended basic salary payment and are based on a 37.5 hour week. Bonuses, overtime and subsistence payments have not been included and are therefore additional.

The IOG call upon employers to ensure they meet their obligations in terms of maintaining a healthy work-life balance and ensure fair payment for overtime worked - by agreement about the balance between overtime pay, time off in lieu or flexible working. This is especially recommended in the current times of financial restraint and economic uncertainty.

Regional pay allowances continue to be incorporated into the salary bands and the IOG recommends that higher cost areas of the country should make salary awards at the upper levels of the bands. Regional differences are:

• Inner London £3,659
• Outer London £2,185 
• Fringe areas £653-£1,312.

It is expected that the recommended minimum pay rate for a groundsperson in London should be £19,000 – though there is an expectation that this pay rate already applies following previous years’ recommendations.

In addition, £500 per annum should be paid to those in junior groundsperson and groundsperson bands for the successful completion of IOG qualifications such as NVQ Levels 1 and 2, and those with First Aid or Spraying certificates should also be recognised with additional remuneration.

This, says the IOG, would encourage professional accreditation early in a person’s career, support personal development and is a cost-effective way of boosting employee engagement.

The 2017 pay scale recommendations have been made after a year that that has seen:

• A 2.1 per cent increase in the UK economy
• Inflation close to forecasts with the Retail Price Index up by two per cent (forecasters expect inflation to be above three per cent in 2017)
• The introduction of the National Living Wage (currently £7.20 per hour but due to rise to £7.50 an hour in April 2017 – the equivalent to a 4.2 per cent rise)
• A two-year deal (agreed April 2016) which sees local government staff receive a pay increase of one per cent in each of the next two years.

The IOG’s blended pay approach, a hybrid system of public and private sector pay levels, reflects the mixed IOG membership across these sectors.

To accompany these recommendations, the IOG publishes generic Position Descriptions to reflect typical job responsibilities and experience required for each level of position, against which employers can evaluate varying responsibilities and circumstances. Such variables will include:

• The number of sports being played
• The level of sport
• Intensity of use
• Total acreage managed
• Problem solving and decision making capability
• Staffing levels
• Budgetary responsibilities
• Qualifications required.

It is impossible to have single position descriptions that encompass all situations, but the descriptions can be used by employers to evaluate the varying responsibilities and circumstances found in the individual positions.

The research was carried out independently by Myriad Research using a number of data sources for analysis, including the ONS Labour Market Statistics, CBI Economic Forecast, OBR Economic and Fiscal Outlook, the Committee for Golf Club Salary (CGCS) scales, National Joint Council for Local Government Services salary guidance, Annual Survey of Hours and Earnings, and National Minimum Wage and Living Wage recommendations. CIPD and XpertHR remuneration surveys were used to confirm actual pay settlements and market trends.