1. A quick guide to the BT Reward Framework
Welcome to the Prospect quick guide to the BT reward framework. We’ve put this simple guide together to try and help explain the BT pay structure for managers and professionals. There’s more information on our website and feedback is very welcome.

2. Roles and job families 300 + roles Organised into 21 job families:
Network planning and design
Business improvement
Procurement and supply chain
Business transformation
Product management
Client management
Project management
Corporate services
Research
Fleet management
Sales
Finance
Service HR
Security
Legal, regulation & governance
Strategy and business planning
Marketing and communications
Systems, IT and network strategy
Media
Network engineering
There are over 20,000 managers and professionals in BT in the UK. They do a huge range of jobs from sales to managing the engineers in the field. The pay structure groups together similar sized jobs into roles. These roles are then organised into job families. There are 21 of these job families covering the full range of BT activities. Everything from Business improvement to Systems, IT and network strategy.

3. Head
OTB 15% BB 3
STST01
63, , ,300
Principal
OTB 15% BB 2
STST02
58, , ,200
Specialist
OTB 10% BB 2
STST03
48, , ,600
Lead
STST04
40, , ,000
Consultant/Snr Prof
OTB 10% BB 1
STST05
33, , ,800
Analyst/Professional
STST06
27, , ,520
Each job family will have a number of different size roles in it. This is one of the simplest job families – the Systems, IT and Network Strategy job family. It has just six roles, running from Analyst/Professional at the bottom of the structure to Head at the top, despite containing nearly one in four of all BT’s managers and professionals in the Reward Framework.

4. Marketing & Communications
Online Marketing
Marketing
PR& Corporate Relations
Employee/Internal
Head of Online Marketing
Head of Marketing
Head of PR& Corp Relations
Head of Employee/Int Comms
OTB 20% BB3
OTB 20% BB 3
OTB 20 % BB 3
OTB 15% BB 3
MKOL01
MKMK01
MKRE01
MKEC01
64, , ,600
63, , ,300
63, , ,000
Sen Online Marketing Mgr
Principal Int/Employee Comms
OTB 15% BB2
OTB 15% BB 2
MKOL02
MKEC10
47, , ,800
51, , ,800
Senior Marketing Manager
Senior PR & Corp Relations Manager
Senior Employee/ Int Comms
0TB 10% BB 2
OTB 10% BB 2
MKMK02
MKRE02
MKEC02
46, , ,000
44, , ,600
43, , ,800
Online Marketing Manager
Marketing Manager
PR & Corp Relations Manager
Employee/Int Manager
OTB 10% BB1
OTB 10% BB 1
OTB10% BB 1
MKOL03
MKMK03
MKRE03
MKEC03
36, , ,000
32, , ,600
32, , ,240
33, , ,800
Marketing Professional
PR& Corp Relations Prof
Employee/Int Comms Prof
MKMK04
MKRE04
MKEC04
26, , ,480
26, , ,600
26, , ,360
Other job families are a bit more complex and might have a number of different disciplines within the job family. This is the marketing job family which has four different disciplines. Within these disciplines there are four or five different sized roles. Some roles – like the marketing professional might cross two or more disciplines. This is common at the bottom end of the structure.
You can find pictures of all the job families on our website showing pay ranges and bonus levels

5. Each role in the RF has… A pay range A benefit band – 1, 2 or 3
An On Target Bonus, or Sales, OTB percentage
Each role in the structure has 3 things associated and published for it – its pay range, a benefit band, and the OTB or On target bonus % . We’re going to look at pay ranges and how these work in a bit more depth.

6. Pay ranges
Range parameters
80%
100%
120%
Range position
Min
Middle
Max
Team Manager
£25,200
£31,500
£37,800
Pay ranges are built around a midpoint with the bottom of the pay range being 80% of the midpoint and the top of the range being 120% of the midpoint. For all of the pay ranges we publish 3 figures – the min, the midpoint and the max.
Taking the Team manager role as an example the midpoint or 100% point is £32,500 – 80% of that is £26,000 which is the min and 120% of £32,500 is £39,000 which is the top of the pay range.
For some pay ranges at the very top of the structure the bottom of the pay range is 70% of the midpoint and the top of the pay range is 130% of the midpoint.
Where people sit in the pay range is an important determinant of their pay increase.

7. What is my RF role and salary?
People System: Employee Self Service -> Payroll and Compensation -> Compensation History
On the BT people system Compensation History screen, you will see a 'job title' field. This contains your Reward Framework role. This is in fact the only way in which you can find your RF role.

8. Position in pay range Q1 80-90 Q2 91-100 Q3 101-110 Q4 110+
Your pay increase depends on your APR performance mark and your position in the pay range. For the pay review each pay range is broken into 4 equal quarters as above. So, the first quarter is 80-90% of the relevant midpoint and so on. For the wider ranges at the top of the structure in BB3 the same principle applies but Q1 is 70-85, Q2 is and so on.
In recent years we have been successful in ensuring that the pay ranges have moved. This means that many more people are in the bottom end of the pay range and will thus see higher pay increases for the same level of performance.

9. What is my range position?
Role and Range Look Up Facility
Please use the look up facility below to locate where you are in the pay range for your role.
This details the new pay rates that apply as from 1 June 2014, i.e. prior to the calculation of your pay review this year.
Enter your Reward Framework role code here >>>
pssc04
(You can find this on the separate 'Role codes' tab).
If you don’t know to which role you are mapped, you can find this from BT's People System, by going to:
Employee Self Service -> Payroll and Compensation -> Compensation History
The 'job title' field contains your Reward Framework role
You are in benefits band: 1
Your job family is:
Procurement & Supply Chain Management
And your role title is:
Snr Buyer
Now, enter your current salary to the right >>>
£31,650
Your salary puts you
in Q1 of
the range for your role
The mid-point of your range is:
£39,200
As of 1 June 2014, the mid-point was increased by:
2.62%
And the range min is:
£31,360
While the range max is:
£47,040
Q1 of this role runs from:
to:
£35,279
Q2 of this role runs from:
£35,280
£39,199
Q3 of this role runs from:
£43,119
Q4 of this role runs from:
£43,120
There is a look up spreadsheet on our website which works out your pay range quarter – you just need your current salary and your role code – and what increase your range has seen this year.

10. 2014 pay matrix *
Here is the pay matrix for June You can read off the pay range you can expect by looking up your performance rating on the left and then working out where you sit in the pay range for your role along the top.
* For people rated as ‘Development Needed’ a zero award may be considered where an individual is currently subject to the formal performance process or where there is clear supporting evidence of a continued deterioration in performance towards an ‘Unsatisfactory’ rating. Where this is applied individuals will be advised of this by their line managers.

11. Benefits bands
Dependent on the additional benefits that are awarded to people mapped to different roles:
Band 1: no additional benefits
Band 2: a perk (not business needs) car or cash allowance, plus family health care, plus telephone allowance
Band 3: As band 2, but with a bigger car…
In detail, these are the additional benefits:
Band 2: £450pcm car list or £400 cash, plus family health care cover, plus free installation, line rental, £33.60 quarterly free call allowance, 3 extensions & up to 4 telephones
Band 3: £565pcm car list or £500 cash, plus the band 2 health care and telephone allowance

12. Bonus Each role has a bonus OTB
For 2013/14, bonus operation has changed
Should in principle lead to a clearer line of sight between the assessment of achievements and the actual bonus eventually received BUT…
Annual DPR rating will drive the process
Most people are on OTB bonus regimes of 10%, 15% or 20% of salary. Those on sales bonuses have regimes of commonly up to 50% of salary. You can find these details on our spreadsheets referred to earlier
The changes to the system were focused on an attempt to increase transparency by simplifying the process. In June those not on a sales bonus plan will be sent their pay review letter. This will include their bonus score and you should be able to see exactly how your individual bonus has been calculated
For those sales pay plans, bonus remains based on performance against the pay plan.

13. Areas for change Job sizing and mapping inconsistencies
Over-complexity
Silo effects
Need for better career paths, including for grads coming off scheme
Length of ranges (need to be shorter) and lack of progression, creating:
- differentials issues – no incentive to take promotion, esp in London
- equal pay issues
Bonus issues, esp surrounding cascaded objectives
Non-monetary rewards: sabbatical; opportunity to work on pet projects
Market – how significant an influence in practice?
We all know that the RF needs to change - a view that BT shares, at least in part. These are some of the issues which we have been pressing to BT as being in most urgent need of attention.

14. More information www.prospect.org.uk/btpayreview (members only)
Your local Prospect rep
Our Helpdesk on
And finally – remember the more members the stronger your voice at work, so: recruit a colleague
You can get more information on our website, by talking to your local Prospect rep or by calling our Helpdesk.