Details of their final offer are available by clicking on the useful link on the right.

You can add your own views by emailing payup@connectuk.org. All comments sent in have to be processed and may be edited, so there can be some delay before they wll be posted here.

Here's what some people have been saying about the PAY UP! campaign and BT's pay offer:

John
I've just read the latest e-mail re the pay claim. Your e-mail asks if we've backed the 'Pay Up' claim. As far as I'm concerned you are on the right track for me - ie a fair pay and reward system whereby some kind of pay increase is awarded to keep well performing managers at least up with inflation. Keep up the good work.

Alastair
As an ex-MPG4 put into a Job Family with which I do not agree, this will be the second year without a pay rise as I am considered to be paid too highly as it is.This stance, combined with the farcical reduction in bonus payments, is intriguing given that the company intends to deliver Spring and other major projects with the staff that are being treated in this way.

Denise
I support very much the efforts re pay for managerial and professional grades.  I myself am below the minimum threshold of my salary range. I have not had a pay rise in last four years.

Peter
I back the pay claim and agree wholeheartedly that any pay increase should be the same for ALL regardless of range position, performance or years in service. Never before have we ALL struggled to pay the bills as we do to day and in terms of equality and fair play an even split is the right way forward.

Keith

As a member, I am sending this email to add my weight to your campaign on our behalf for a better pay deal than the 2.7 per cent offered so far by BT.

This is scandalously low, as it's evident that not only is this below current inflation anyway, but will be used for those low in the pay range for the job roles they are mapped to. Even though I personally would expect to see a pay increase because I am paid well below what the NRF and Job Family programme suggests I should get, it will be a pittance I am sure if the coffers only have 2.7 per cent for the entire pay pot. As I know many of my bid management colleagues are below the pay levels for their roles, I know I'm not alone -  and furthermore I foresee DPR levelling to be done by management with the intention of limiting those benefiting from the small pay pot, rather than the more just and fair way of giving DPR markings to reflect their true performance (and hence receive a more appropriate pay increase).

I sincerely hope that senior management have the BT values in front of them when they reconsider their current offer - as currently it is hard to feel they truly value us.

Sheila

I back the PAY UP! campaign.

Paul

I would like to express my utter discust as to the behaviour of BT and would like our union representatives to take a clear message back to Ben V and his board that we have had enough of the bully boy railroading of tactics and policies that effect our pay and working conditions without consultation and negotiations. As over the past few years our pay and conditions have been eroded and our personal income reduced, it's now time to go back to BT and demand a realistic pay award in line with inflation - nothing less. And as far as the benefits 1 2 and 3 to not accept it on behalf of the members until it's discussed and agreed with the members. It's now time the fat cats that represent us as a union stand up and be counted. What do I actually get for my contribution, and I'm not interested with a couple of per cent off on house insurance etc.  I want to see a clear policy from Connect that will stop all the above from continuing. Enough is enough.

Chris

After serving several years in BT, I have noticed the trend of 'robbing Peter to pay Paul, this being that they allocate a higher percentage to lower paid staff and little if nothing to higher paid individuals (sometimes regardless of performance). Is it not time that BT realised that there is a better way.  An example could be;

*        Firstly a standard cost of living increase for everyone, say two per cent

*          Secondly a recognition pay rise for all achievers (Not just high achievers), which obviously varies from a further 1 per cent to x per cent

*        Thirdly a budget that has been allocated to recognise the pitfalls of the reward framework and resolve the imbalances.

George xxx
I have been a PSG1 approximately five years. In that time I have seen my council tax go up by more than 50 per cent, my utility bills have risen by more than 30-40 per cent and my travel costs have increased by almost 25 per cent. Despite the fact that I have received a rise of just over two per cent in that period, and that the new pay and reward structure will actually leave me approximately £4,000 worse off (with the handover of the company car and bonuses have halved), this argument can be resolved by giving a 10 year old a calculator. I find it not only offensive, but a gross insult, to the very people that brought this company from the brink of a virtual takeover, with a £30bn debt, back to a world-class, new wave technology company. This was NOT achieved by the shareholders, NOT achieved solely by the board of directors, but was achieved by the long hours, belief in the company and countless thankless tasks performed by the thousands of BT staff that has turned this company around. And what is our reward? Slashing bonuses, virtually wiping out benefits, and after years of inadequate, if any, wage rises we are offered just over 2.5 per cent. When will it be realised that this company owes its life to its staff?

Wendy

Thanks for continuing with the PAY UP! campaign. I have been in my current job for over five years and am paid below the pay range in the NRF.  Last year, I got a 'good' mark in my DPR and a pay rise of only 2.5 per cent, which meant that I remained below the pay scale. Because of this, I've very little confidence that BT is addressing the fair pay issues or attempting to move people towards the reference rate for their role.As a woman, I'm pleased to see that you are tracking and putting pressure on the 10 per cent difference in men and women's pay across BT. After Ben V signed up to the PAY UP! campaign, I'm surprised to see only 2.5 per cent pay rise offered by BT. This is not consistent! I expect, as usual, locally, the budget will be used to reward evenly - very cynical - but this is what I have seen happening, where the actual amount paid is hardly taken into account in giving out rises, with the idea that it is fair to give everyone a reasonable rise, even those who are already paid much higher, with the effect that lower paid people remain on much lower pay.

Béatrice,

Yes, I would like to add my voice of DISCONTENTMENT to the campaign. Benefits and bands (1 to 3) it's disgraceful the way this was done. I realise that nothing has been taken away (i.e. the employees who have them presently will keep them for ever). However, this is nevertheless a downgrading of the jobs! BT took the opportunity to amalgamate grades like PSG 1 to 4 or PSG A to C etc. into band 1. Timing of the announcements - well done, BT! All the bad news announcements really happened AFTER the Care survey. I can hear senior managers around me boasting about their improved care survey results.  This is really a joke! Job families based on the external market - again I am more than sceptical about this. Who would be applying for a job with BT if it does not offer extra packages like company car, health care etc? BT's pay offer is indeed ridiculous. Last year's pay increase meant £4.72 gross a month more for me! Honestly, this is almost an insult.

Becoming really hard and not giving anything back to the employees is NOT an incentive for motivation. BT people should refuse to work long hours or at the weekend and work their contractual times only. This is the only way the company would learn! But not a lot of people would have the courage to do it.

Anthony

I am fed up being told every year both personally and at management conferences about the great job I and we as managers are doing, consistently delivering for the company and customers. A pat on the back does not put food on the table…

Paul  
I applaud Connect for maintaining its campaign for a sensible approach to pay. As a PCG / PSG grade, I have watched for several years as the value of my base pay, (that same base pay that is used to determine my ability to pay a mortgage, and feed clothe and educate my young family,) is eroded by inflation, which, when coupled with an apparent policy of no or negligible pay rises despite good APR reviews, means that I am ever having to run faster against a hill that is rising steeper.  Does this affect morale - yes! Are people de-motivated - utterly! Keep up the good work, Connect

Bob
2.7 per cent? it might as well be 10.7 per cent for all the use it will be for me and many other managers above the mid-point! When will BT learn that a  per cent rise for the MPG pay pot is no longer acceptable for the vast majority of the management community and does absolutely nothing for morale.

Due to my position on the pay scale, I expect to get no percentage pay increase once again, even though this has been a tough year and we have had nothing but thank yous from senior management for our supreme efforts to overcome the massive work stack crisis resulting from inclement weather and some dodgy manpower forecasting. This is totally unacceptable and means that in real terms, I am likely to be expected to take yet another pay cut on the chin. I consider it long overdue for the management community to say enough is enough. Now must be the time to do something that hurts BT and pricks their conscience into action to resolve this dispute. Just how a major company like BT can treat its most valuable asset (our expertise, experience and commitment) with such contempt is unbelievable. From now on, I work the hours I am paid for. My phone gets switched off outside these hours. My lap top stays in its case evenings and weekends. I take a one hour break for lunch away from phones and e-mails. If my extraordinary efforts are not to be recognised by BT, then they don't deserve to have them. I am doing nothing more that I am entitled to do by working my conditioned hours. All affected BT managers should do the same. Make BT aware of how severely low morale really is at the coalface due to the arbitrary way they seem to assume they can treat us and still push for, expect and get 100 per cent.    

Steve

The whole BT attitude towards BT managers is to reduce their contributions to the pension fund by transferring the focus away from 'pay' to overall benefits. As more and more of our pay gets transferred to bonus and benefits we watch as our pension and standard of living get eroded faster than inflation! The matrix is a 'con' inflicted on us using a single sided agreement by a 'caring' company that obviously wants to get rid of us by stealth as they will soon be paying engineers more than us.

Mike

My history in BT has generally been a very happy one.  I studied and worked hard and got regular pay rises in accordance with my performance and at least inflation. I was promoted to MPG2, then MPG3 then MPG4 and ultimately PCGU. In my last two penultimate years as a PCGU in Retail I received no pay rise at all, despite good performance. In my last year as a retail PCGU I got what can only be described as a derogatory pay rise.  I applied for a job in Wholesale that was later mapped to a job family lower than was advertised.  When the benefits review was completed I found I was on reserved rights with my benefits package.  I see engineers with OT, capable of bringing home more money than I do for what can be a lot less hours worked and I also see them getting regular pay rises greater than mine.  I have always done that 'little bit more' for BT in terms of hours worked, working outside my remit and job description to move things along, travelled for sometimes 8 or 10 hours a day outside of working hours to save on overnight stays etc.  If I don't receive a 'respectful' pay rise this year I will continue to do my job as well as I can... BUT there will be no goodwill left for me to draw on to do anything over and above my job description and or job scope.  What happened to the fair and respectful BT I joined 26 years ago?    

Bill

I note that the pay rates advertised for job family roles remain the same as last year. Surely the pay rates need to be adjusted annually to reflect current industry standard pay rates before the pay round is completed. This way those who were paid at or above the 'going rate' last year will see an opportunity for pay increases in the future, or is it just those of us who are well below the 'going rate' that are worthy of some kind of increase, however small that may be. If inflation is currently above 2.7 per cent I'd expect our pay rates to naturally rise in proportion.

Henry

Question: Which employer has managed to totally de-motivate and impoverish its workforce whilst paying those at the top handsome market rates and bonuses. Answer: BT plc.

Question: Which employer demands that the employee puts in the extra effort

to make the corporate vision come true in connecting your world (but is not prepared to reward the results that we achieve). Answer: BT plc. Really.

Question: What employer has a customer promise to make every experience simple and complete (but fails to honour those employees who practise these ideals). Answer. BT plc.

Question: What employer fails to practise its corporate values of Trustworthy. Helpful. Inspiring. Straightforward. Heart. Answer: BT plc

I find it difficult to find a good word to say about BT plc's reward framework as what it practices fails to measure up with what it preaches and this has nothing to do with the marketplace and the tough times it alludes to when it comes to maintaining base pay against cost of living increases year on year.

Leonie
Just to let you know that I completely support Connect in its PAY UP! campaign. I transferred by TUPE from Scoot in 2002 and since then have never had a pay rise.  I've also lost all my current benefits in the NRF. It makes me feel completely de-motivated that while I am worked my arse off for BT, I get no thanks back in return.

Ian
Very interested in the latest situation with the BT pay claim. As expected, BT is not playing ball and is offering a derisory first offer. I, like an number of my colleagues in BT Sales, joined Connect a couple of years ago in order to get union recognition for PSGs from BT, which was eventually gained and to which we are all grateful. However, this is 'make or break' for Connect as 2005 is the first year that you are able to negotiate on behalf of PSGs as well. I would urge Connect to continue to do their best for all members but to remember that in particular PSGs no realistic increase agreed with BT would put a number of people questioning the relevance of continued membership. When you take into consideration the fiasco of the NRF and the rebanding structure BT surely at the moment think they can get away with anything? Show your muscle, Connect and show us and BT that you mean business.

Adrian
Well, the company has done it again! Lots of hot air, only to remove for many benefits that were already in place and strip them out for ever from an entire tier of management! The creation of job families has opened the door for BT to remove benefits previously associated with many jobs.  Previously if you were promoted into a PCG role, this came with a pay rise (or in some case perhaps not!), but did attract a benefits package, consisting of car allowance, private health insurance and home phone line.  Now, those of us either being promoted or assimilated into equivalent jobs find that we get none of the above and that we should be grateful (Ben V's webchat today will give a flavour of the management position!). Are we going to roll over and let this happen or are we going to fight back?  Our total rewards package is being eroded year on year yet we seem to be powerless to do anything about it.  Connect must make a stand on these issues and protect the overall remuneration package.

Henry
The New Reward Framework is a farce and has allowed the company to cut the pay of most of the MPG and some of the PCG grades by downsizing the value of their potential max salaries. This is hard enough to swallow but even worse if the new NRF job salaries are not to be inflation-proofed by not even having an annual pay award in line with inflation. Surely this happens in the external job market.  It also seems very unfair that senior positions have been protected and team members will more than likely receive an across the board rise in line with inflation.  What is happening in this once fair and considerate company that so many of us have given so much of our lives to?

Ian, BT Wholesale
At this time, it is great to hear from the BT Board, and to receive their thanks and enthusiastic comments about what a great achievement it is that BT is reaching the five million broadband line target three years ahead of schedule? However, the Board's thanks, and kind words do nothing to improve the living standards of the people who have worked hard to achieve this momentous achievement. There are other areas of the business that are now producing some superb end-of-year results! Does Ben V think that broadband lines install themselves? Or that all of the managers and engineers responsible have not had to make some sacrifices in their prioritisation of work-life balance in order to work a little longer just to get the job done? I agree about flexibility and that no-one is guaranteed a job. However, when people put their work first in their priorities, it would be nice to see this rewarded with a pay award that AT LEAST ensures that their salaries keep pace with inflation.

There have been many instances where I have gone the extra mile in order to achieve the best results for my customers. I am not alone. It would be nice to think that Ben V can recognise this in his 2005 pay award for all the employees that have contributed to the results, which he is so proud to announce to the press.

 
Mark 
I am an MPG4 manager who was mapped as a Business Improvement Specialist during the New Reward Framework mechanism. I have this week received official notification that I now have the opportunity to earn 10 per cent OTB, a rise from 7.5 per cent. However, the Specialist grade only attracts Band 1 benefits, which as you know are actually nothing. Most of my Specialist colleagues are PCGU grade and already enjoy a higher level of benefits than Band 1(very similar to Band 2) and I understand that these are to be retained indefinitely, which means in reality that there is now an ongoing severe disparity between Specialist managers doing exactly the same roles, with the same responsibilities, surely this cannot reflect the aims of the NRF. This appears to be simply because BT has given the Specialist role a lowest benefit Band. This is a major de-motivator both for my own grade and those below with aspirations. Who is ever going to make a sideways move nowadays?

Neil Holton
Who agreed that the Specialist role should attract only Band 1? What was the BT reasoning behind that decision? I have seen much BT information about money put aside to address disparities but am extremely concerned about the company's very clever words around a benefits package which actually delivers no benefits to the Specialist grade, or at least those in my position. I am not suggesting that those on higher benefits should lose them, but that those on lower benefits should be given parity, which in my opinion is actually Band 2 benefits. A bit emotive, I know, but I would be very interested to read by return the union's opinion of this major disparity. I believe that only those enjoying higher benefits will think the benefit bandings are reasonable.

Andy

I can't believe that BT would come up with a scheme to unfair rewards its managers. Those managers that are above their mid-point are so, no doubt due to hard endeavours over a period of time. Therefore it is totally absurd to penalise them by way of them not receiving the 2.7 wage increase. Surely, for morale purposes the 2.7 per cent increase (or whatever the amount will be) should be the same for every person. This, especially in light of the fact that we already have a bonus system in place which gives managers the onus to increase their annual pay.

Martyn

PSU managers were mapped into the wrong job family, managers of C3s on a mid rate of £500 p.a. more than their C3 team member maximum ranges. Add in five Saturday mornings on overtime and C3s were comfortably taking out more than those who manage them. This is not a tenable or even sane situation. Thankfully the job family issue was resolved however there were no steps taken to address the associated pay issue. Basically, because it took so long to resolve the job family issue, PSU managers' pay awards last year were calculated and completed on the wrong job family, resulting in, for many PSU managers, no increase at all. I am certain many other managers outside the PSU will recognise this situation in their own worlds.

Working on the basis we cannot undo what has been done (although technically possible I can't see BT wanting to re-open that particular can of worms), we need to be certain a realistic and reasonable settlement is delivered this year, leading to real pay rises that truly reflect the commitment and professionalism displayed by all BT managers during an extremely challenging year. To put things further into perspective the current view of many non managers, who were previously looking at management as their next career step, is that they either (a) cannot afford the pay cut through loss of overtime (b) don't think the remuneration match the requirements and demands of the role or (c) a mixture of both (a) and (b). This alone tells us much about how the BT manager role, particularly the first line manager role, is valued by BT. If BT wants to attract and keep the best managers, from within as well as without, we need to have 'clear blue water' between managers pay and those that are managed. We need to have real cost of living rises to ensure pay and benefits are not further eroded over time.

BT is relying on the ongoing goodwill and professionalism of its managers to keep the company moving forward, which we all know is in everyone's interest. But, without a proper remuneration package that truly reflects the vital contribution can made this is not a realistic, sensible or morally tenable situation.

Martyn
I've just read your update about the latest pay offer with interest.  Essentially, the company is saying that it will reward performance for managers up to the time where we get to the mid-point 'market rate' in the pay scale for our job.  I would image a good proportion of the manager community are at, or above, the mid-point, so will not get a pay rise for good performance (and, as a consequence, will not see pensionable benefit from their pay rise).  Therefore, the company saves all ways up! This has to change!  The company must give people below the mid-point a chance to get to the market rate for their job.  That much is fair.  However, it must also reward performance consistently in terms of a pay rise across the board.  Otherwise, the company must recognise that, if it takes us all to an average pay rate, there is no incentive to be more than an average performer.  Ultimately, this will cost the business more in terms of lost potential, goodwill and performance than ever it will save on its paybill.

George
Thanks, guys, for the latest info (08/04/05). I'm glad you are not painting BT into a corner just yet and the offer of alternatives to help the company out of the mess they've created is positive and I hope that they can be as mature. However we can't lose sight of the fact that everyone on the pay spine, regardless of their current position (high or low), should get a rise in salary.

The company has been busy singing the praises of us all for helping it turn the financial corner, deliver to exacting targets (at a cost to people's work life/ balance, stress etc) and generally reposition the company following serious strategic blunders of the past. We've been patient while this process was going on - now's the time for BT to put up. We've delivered. You pay!

Ray
I have been very disappointed with the pay scales. I have been a PSG grade since 1995 and for three years between 2000-2003 I received no pay rise at all! I have received something once last year because my grade changed but nothing for my performance. I doubt if the management will give us anything. I hit target two years running and have not had any performance-related pay increases. That too is just a management ploy.  The pay awarded is to blue-eyed men and women and not for performance. We have all shown our displeasure via the Care survey - and the results - the points are UP? That cannot be right.  Yet management is getting away with it and we know senior management are implementing more changes as they like and neither we nor Connect seem to be able to do anything about it. 

John   
Having just received my bonus statement and falling into Band One, I can honestly say it was not what I was expecting. As a Business Specialist my understanding was that all managers including MPGs would be given the option to use some of their bonus/pay to put towards healthcare, car etc. This farce has turned out nothing new. MPG's are still being discriminated against and the whole reward framework has turned out to be nothing more than a total waste of money and resource as most managers can expect no change. The question then has to be asked, if nearly 60 per cent plus will see no change, then why was it undertaken. BT had a real chance here to engage its management team but as usual it has raised expectations then, I would say dashed, but decimated is a more appropriate word, the goodwill, dedication and expectations of its people. It feels that sometimes I spend more time rewriting my objectives to meet the ever-changing decisions made above me then actually performing my job. Since joining my new team in September 04 I have rewritten my objectives four times and do feel that sometimes is it really worth all the effort and bother for something you may or may not get.

John
It's all very well BT saying that priority must be given to bringing people up to the average for the role but those of us who have been in the role a while have seen zero or infinitesimal pay rises over the past few years and yet we have been mainly responsible for BT's resilient performance. Our reward has been a reduction in real terms of our pay and pension value. Where is the incentive to achieve a good DPR mark or contribute to One BT? It is wasted effort, when a tiny change on your 'hard-wired' bonus brings a much greater reward.

James
I am very concerned about this. Since moving into my current role two and a half years ago I haven't had a pay rise. Although I agree with yourselves that 2.7 per cent is not enough and it should be at least in line with the rate of inflation. It would be better than nothing. I seem to remember last year and the year before the union rejected the proposed pay increases. If the same rate was offered for the last two years then at least I would know have salary increase of 8.7 per cent instead of zero.

John Boyle

Isn't it plain: BT wants to stabilise/ reduce the paybill. The way they have chosen to do this is to encourage those with long service -  and therefore most likely at or above the new salary mid-points - to think seriously about leaving. The chances of anyone in this category getting a consolidated rise are very slim to nothing. By doing this they can redistribute and reduce the current pay-bill. It doesn't need saying, but ... BT will state that this is not the case, they will trot out external comparisons etc but those of us who do not swallow the spin will retain our own (pragmatic) view. The prospect for me (being one of the fortunate/ unfortunate - choose your own spin) is to look closely at any packages which may come along in order to try and minimise the  long-lasting and damaging financial impact of this policy. It is ludicrous that using previous schemes I could end up with a much worse pension by staying in the job, than if I'd chosen to leave and get my pension in say five years time. This deal means my pension would be automatically index-linked during the five years (and beyond) to annual cost-of-living increases and therefore at two per cent (simple interest). My pension would be 10 per cent better if I left via such a package. So please, keep telling me regularly and routinely how highly valued (and paid) I am, but I will make-up my own mind about the sincerity and real value of these comments. Make no mistake - BT is switching-off more and more people like me who have for a long time contributed greatly to the success of this company.

Brendan
Having been promoted to PCGT several years ago I have had little more than inflation increases and have seen no real progression up the pay scale. It is now getting to the point where I am seriously considering whether BT is the right company for me and for my career progression. I fully support the union in its claim for a fair and just settlement that rewards people properly for the job they do and ensure progression through the relevant pay scale in a reasonable period of time.

Dipak
The very poor offer made to Connect demonstrates the true value that BT management places on those of us that have worked hard over the last 12 months. BT management must surely make greater efforts to recognise and reward its people. Morale is already at rock bottom. A minimum or no pay rise will lead to people withdrawing any goodwill that may still be left and will also lead to people leaving BT. Is this what BT ultimately want! Come on BT, PAY UP!

Tony 
I fully support the current Connect position and feel so angry. I have a team of 28 C3 grade engineers who are paid above the mid-point of my grade, and with O/T and FRS substantially more than 70 per cent of the 100 managers within the general managers group. I feel that the driving force behind this assault on the managers' pay differential is our HR community and therefore we should announce an intention for every manager who does not receive a pay increase this year to raise a grievance case. By way of preparation, and therefore our intent, that a sample document that just requires the input personal detail should be prepared by Connect in association with a legal team. One area we could attach the proposal is the legal claim of equal worth, used ironically in the past by such people as cleaners and canteen staff.

Paul

I fully support your rejection of the 2.7 per cent increase from BT. BT now seems intent on not increasing basic pay except in exceptional circumstances and so our salaries are being eroded by annual cost of living increases. I am in mid pay range of the MPG2 salary scale and at present see no way of my salary and forthcoming pension showing any increase from now until I retire in 4.5 years time! I feel this is a shabby way to be treated.

Michael

It is sad that the company takes advantage of our dedication and commitment to force through their own ends. I have been in post now for five years and consistently had good APR's but am still miles off the mid-point! How can you justify paying two people in the same office doing similar jobs with similar results £6,000 difference? It's about time there were five incremental steps per grade that attracted an across the board inflation-proof pay rise and the annual bonus was scorecard-related. I agree that BT's tabled offer of 2.7 percent on the pay bill for all managerial and professional grades should be rejected. I support all work currently taking place to encourage BT to increase the offer for all.

Mike
I am emailing to back the claim. I've received less than one per cent pay rise per annum over the last few years and am basically fed up with the treatment. Any strike action would be totally supported by me.  

Roger
I manage the HBOS account and am responsible for the all aspects of this Blue Chip account worth millions. I work a minimum of 55 to 65 hours a week and have done for four years! I lose four weeks leave a year because the cover is not there and when I come back from leave there are so many issues and emails that it's not worth it. I'm £3,000 pounds below my pay scale. I have had very good APR's all my working career and have had no sick leave in 21 years.

Angela  
I am feeling disgusted that we are still not valued by senior management. This pay offer, along with the NRF is very disappointing.

Name Withheld
Over the last couple of years, BT under the guise of better pay and conditions, has introduced a regime which rewards less people on an annual basis for the effort they put into the company.  The underlying issues with the old pay scheme have not been addressed and the new system still allows the higher-ranking senior executives to reward themselves with high markings and higher pay to the detriment of everyone lower down the scale. Therefore the fat cats are getting fatter whilst everyone else is carrying a self-regarding interest group, of whom many are under-performing and over-paid as they do not have the abilities or overview to generate profit and revenue for the business since their background has not prepared them for this. They are also unable to recognise those below them with the appropriate skills to do this. 

So yet again the mandarin class wins whilst it lunches on declining future revenue streams with neither the wit or imagination to generate a sustainable future.

 
Pete
I would like to know why the pay ranges we are measured against have not been
reviewed since they were published in April 2004. The data for that was probably
collected in 2003! They should at least have increased by inflation. I asked BT if there is an annual check against the external market, and the answer was no.
So how does BT know if the external market pay has increased, or there is more demand for certain roles. We all know that the external ICT market has picked up in the last year and market rates have increased, yet BT's pay ranges stay static. I think its time to vote with our feet, as that's the only action BT understands.

Roy
In the quest for simplicity,  straightening out and clarifying pay, BT has again turned itself inside out. The problem of low pay is particularly intriguing; I know several established ex-MPGs who claim they earn less than non-management people.

Manfred

According to the letter I received about my pay and benefits I have been told that my level of benefits is higher than the provision for my role. I was a PSGB2 and am now classified as a Sales Professional Band 1. According to this band I am not entitled to a company car, telephone and health insurance, all of which I enjoy at the moment. Although I believe BT states that this change will not affect my current status I still feel that the bandings are inaccurate and do not reflect the work and success put into achieving a PSGB2 grade. This is now not recognised! Also the opportunity to move up to Band 2 as a Senior Sales Professional seems unlikely if there are too many people in the team already at that level. What scope is there to meet career aspirations? Surely this pay plan should be as forward-thinking as are the researchers in Adastral Park?

Adeeba
I am totally fed up with the way in which pay increases are done in BT just because of grades. I am a PSGB grade, which means I get a higher target, I don't get to go home early on a Friday, and I'm not guaranteed a pay rise, yet I have my colleagues who are A grades, have a lower target, get to go home at four pm on a Friday, and are on much more money then I am. What incentive is there for me to work harder at my grade when others in my team are paid more then me. We don't even get a rise to match the cost of living, which is not asking for much. We pay those at the top big money, but what about us? Surely we matter. What we do impacts on BT as a whole. We come to work for the money and it would be nice to be rewarded for the efforts we put in. I don't care what grade I'm on - the grade does not get my food, or pay my bills. It's the money that does, so we should be rewarded.

Chris
If BT wants the best in its field but pays mid band if you are one of the lucky ones, what are they expecting in return? If they want retention of skills and transformation into a 21c organisation it requires more than 20C pay, procedures and attitude towards its most valuable asset.

Stewart
Since joining BT Exact in July 2002 my salary has gone up by approx £400 in that time, well below the inflation rate. I'm probably well in minus if inflation for all years are taking into account.

Mike
Having read your special e-mail on the BT pay claim, I thought I would forward you my concerns. I am currently a senior Business Support Manager and for the majority of this year I have had eight direct reports, all with different functions.  I am proud of what I have achieved this year, but have had to work excessive hours (average around 57 per week, some weeks as many as 70 hours) to maintain control of a large and diverse workload.  I am currently paid the absolute minimum for a Senior Business Support Manager and I am really concerned that the 2.7 per cent on offer will do little to move me up the pay range, when I am making large personal sacrifices and compromising my quality of life for BT.

Chris

I have just received my NRF reward package rating and now realise that NRF actually stands for No Reward Framework! I worked hard and sat interviews to gain the position I had and the package that went with it. Although I will still receive my benefits over time these will be eroded as I have to put more and more towards them to maintain status quo. I feel insulted to be told my package is pension and holiday. This is not a package - it is what I am entitled to and it doesn't matter how flowery BT wishes to make it, in my eyes I have been downgraded. This, on top of poor pay rises, have eroded my standard of living to the point now where things like family holidays are becoming harder to fund. My new job family pay band has also greatly reduced my earning potential by significantly reducing the pay mid-point.  So what have I gained from the NRF, nothing! It leaves me feeling totally deflated by what BT has done to me over the past five years and I can't see it getting any better.

Colin

I, like many other ex MPG's, find myself in a job family with a payscale that is considerably less than the old MPG2 pay scale, even though my responsibilities have increased greatly. This was done when I joined a new team without being given a current job description, scorecard or APR, purely on the say so of my GM. I have appealed but there have been no discussions only a refusal to consider any changes, even though it was my Line Manager who told me I had been placed in the wrong Job Family before I appealed.

We should not accept anything less than a rise across the board in line with inflation plus a percentage for meeting our targets. If the company is not prepared to accept this. The time has come to take action to ensure that BT knows that we are deadly serious.

John

The majority of team managers I work with are paid either less or a similar wage to the team members they manage when overtime and allowances are taken into consideration. The NRF seems to have made things even worse as if managers are placed on a higher pay scale they know they have no chance of even getting on the minimum and if managers are placed on a lower pay scale it demotivates them and means in real terms it is only a matter of time before their team members overtake them in take home pay.

Jai

I back the claim

Steve,  BT Exact

I have not had a pay increase for two years. I am just below the mid-point.

I have not changed my lifestyle/ spending pattern over this period, yet my monthly outgoings have increased. I wholly support the action you are taking with BT in support of pay.

Laurence

BT should understand the old adage: If you pay peanuts - you get monkeys.

LCMs in particular are sick of being paid less than the engineers they manage. We are expected to work a 60 - 70 hour week and then at the end of the year we are lucky to get a pay rise! Usually, only those well in with the hierarchy get a pay rise - BT's pay system stinks. Time for the union to fight back. I would support any industrial action up to and including indefinite strike.

Let BT explain to the City why its managers feel so demoralised. CWU grades get a pay rise whatever sort of APR they have. The money wiped off the share value by an indefinite strike would pay for the wage rise BT says it cannot afford.

Bruce , Doncaster, BT Retail

My basic pay has only just been raised to the recognised minimum because the PSG1 managers threatened to strike. My feelings are that it is very sad to be working for a company which claims to very supportive and caring but in reality only seems to reward its' staff when forced to do so.

Andrew, BT Openworld
To table an offer of 2.7 per cent is so insulting that I am finding it very difficult to stay calm and not swear. Is this a blatant attempt to get BT managers to look for work outside BT? A cheap redundancy scheme? My morale was low enough regarding my reward for the work I am doing. This is just kicking it when it's on the floor. Do Connect members have to get really tough before we are given some respect, because if this goes on we have little to lose? BT should be afraid of its managers feeling they have nothing to lose!

Peter
Having just read the offer BT has tabled, I thought I would add my comments.

I believe BT should this time round be making some specific attempt to deal with the consequences of NRF. They should be providing a best attempt to be fair and equitable across as many people as possible. They should provide various pots for

• a fixed increase (not percentage as this drags on the issue) for those far below the rate for the job
• a small increase across the board for those below the max for their job role.
• a pot to be applied using the performance matrix skewing.

Thus those low in the ranges and performing high would end up with a fairly justified performance-related rise. I recognise that this leaves those over the max with nothing, but then they would get nothing anyway under BT's offer. Hopefully these should be a relative minority. It is very unfair and unjust and damaging to managers' morale in general for BT to just trot out the performance matrix skewing method. Relying on this alone should only be the case when the majority of inconsistencies have been dealt with. Which means if BT can't afford it fully this year then it should be applying it again next year.

I am still very annoyed that BT continues to provide no convincing evidence to me and my manager colleagues or to my manager and his manager of the disparity (or not) of BT managers' pay against the marketplace.

Mick

I firmly believe that the time is ripe for BT to ensure that ALL managers are suitably rewarded with a pay rise which keeps their cost of living in line with inflation. We have to work hard to meet the sometimes unacceptable objectives and targets on which we have no direct control. I for one did not get a pay rise last year and the pay rise I received the previous year was the most meagre imaginable! The new reward and recognition initiative is crap and even more convoluted than before - and just as unfair. I was at the top of the pay scale and am now being punished for it. The pay gap between NMG and manager grades is diminishing all the time and something needs to be done.

Stuart, BT Property

Why doesn't Connect suggest to BT members that they all email BV at an

appointed hour? Surely the CEO will want to know what his valued

'people' think of NRF, etc?

MB, Scotland
I find it strange how BT claims to strives to be 'better and ahead' of it's competitors in all aspects of business with the exception of pay and rewards, it seems, however, that BT only wants to be the same as the competitor on this. I would also like to say all this chipping away and my pay and rewards over the last six years now equates to a reduction in my living standards. I feel that my hard work, dedication, total focus and loyalty have been misplaced, BT have made it abundantly clear they count for nothing. BT has proven they do not recognise, value or reward these attributes. I think these decision-makers are burying their heads in the sand, they should be under no illusion, the vast majority of their managers ARE demoralised, de-motivated and disgusted. I wrote this response because I wanted BT know how I feel. I would also like to take the opportunity to urge YOU to made your views known too. How else can we make sure BT are aware of how we feel? Even if the decisions being made this time round are not adversely affecting you they probably will the next time. Just a one-liner would get the message over. Don't let them think it's ok to do what they are doing. It really is time to PAY UP! Send that e-mail now…it will only take a moment.

Steve, BT Global Services
2.7 per cent across the board would be worth considering but as usual it will be distributed in an inconsistent manner. OK, I am just above the mid point in my pay scale but knowing this is yet another year that I'll receive 0 per cent, and have my pay eroded in real terms again, is getting beyond a joke. This, following the news that I am not now considered worth the benefits that I had worked long and hard to achieve, is taking its toll. My morale is rock bottom. An increased OTB is not going to help! Please try and make BT see some sense.

Harry, Field Manager
I am a 54 year old MPG2. I have been a manager for 14 years. My consolidated pay 'increase' has been frozen at zero for the past three years despite the fact that my performance has always been good and despite the fact that I have taken on lead roles for my T3. It seems I am in the mid band or higher salary 'trap'. I have had reasonable non-consolidated bonus payments but at my age I feel that my consolidated pay should at least keep up with inflation and be building to a decent pension. I feel that BT is deliberately holding back consolidated pay increases for people of my age to minimise the pension burden. To compound the injustice my engineers, who have been working a great deal of overtime, are regularly taking home twice my net pay. The whole issue of managers' pay and remuneration is a joke and is not based on any fair system of reward for the efforts we put in above and beyond our contracted hours.  

John, LAN SPECIALIST
I am on, or very near, the 'max' for my grade. Over the last few years I have received small (less than one per cent) or no increase in my salary. My salary compared to lower grades has been badly eroded, and does not even begin to compare with the supposed 'rate of inflation' over those years. My household bills do not appear to remain within those 'inflation' figures and my standard of living has been eroded. I have worked long and hard to achieve my current position and although I understand the need to help people at the lower end of the scale, I believe that people at the top end also deserve to maintain their position, at least, receiving an increase to cover inflation.

Colin
I back the pay claim.

Mahendra
This is to express may support to PAY UP! BT campaign.

Paul
I find it frustrating that we, the managers in BT, have turned this company around.  Senior managers provide the vision and have excellent packages, those that deliver are rewarded by watching the share price go up, profit go up and my real purchasing power go down!

It's time that BT knew that their work force is not happy, they are not motivated by their remuneration package. It is only time before the BT brand is soiled by a walk out strike by its professionals.  How much would that effect the share price?  BT, please recognise the hard work and commitment shown by its managerial work force. Don't take us for granted. You may just lose the priceless brand value I have worked seven years to protect.

Chris

I have no hope for a pay rise

I have no hope of any bonus

I fear the senior management

I have stress related symptoms

I am in self-preservation mode.

I have worked very very hard over the last 12 months

I have made many personal sacrifices for the benefit of the company

I am loyal to the company and always have been

I am fed up

I feel I am on my own, powerless.

I continue to work hard

I continue to make sacrifices

I remain loyal

Maybe it's time to speak out and make changes.

Michael
Having now seen the details of my NRF pay and benefits package, I'm not impressed! I was a PSG2 with a business-needs company car, health care package and telephone benefits. Now I'm in Band 1 with no benefits, OTB halved, with personal rights to the health care and telephone, but no company car (not enough business miles travelled). At least I'm still below my new NRF role pay scale maximum. Not that I hold out much hope of getting a pay rise from BT - like a lot of my colleagues, I haven't had a pay rise for four years.

Finally, my letter from BT talks about "of the BT people affected by the new reward framework  more than 60% will remain on their existing benefits package and current on target bonus (OTB). More than 35% of people will receive an increase to their existing benefits package and / or OTB, and BT has set aside almost £16 million per year to achieve this."

That only leaves five per cent like me and yet everyone I talk to is worse off - is it surprising that I don't believe these statistics? So, is NRF an attempt by BT at mass constructive dismissal?

Mick

Under the NRF I have been allocated a grade where my pay is below the start point. However, because I retain my bonus level of 15 per cent, which I received as a PSG4, I am informed that my salary will remain where it is, and I will not be made up to the minimum. My point is that BT and my line manager have defined the pay scale, not me, yet they have decided to leave me below the start point of the pay scale. I understand that when the pay is reviewed my salary, and where I am on the scale, will be considered. This cannot be right. I should be made up to the minimum, and then my pay considered! I also receive a car allowance, which stands under reserved rights, but the rate that is applied to the grade is actually less by £50. As a PSG 4 I do no less work. My salary scale is higher. Why then has the car been banded at less? Also a 2.7 per cent rise is derisory. Some people have not received a rise in three years. These are the people in the 50-60 per cent quartile defined by BT in their PMD scorecard who receive a Good marking on their APR . They form the backbone of the company and as Very Good and Outstanding ratings usually get the rises, these people are unlikely to get a rise this year. This is unacceptable.

Melvyn

Last year my pay award was a big fat ZERO pounds sterling. However it

was to be some 2.5 per cent until my esteemed RGM decided to 'redistribute' the pay pot, resulting in my 0 per cent. This year I am being told that there is NO MONEY available. The CWU have rejected some 2.8 per cent; inevitably they will accept more. Pissed off? YOU BET.

Chris
I do not believe that the original principles of the NRF have been applied consistently or fairly across BT or that it is behaving ethically regarding pay. BT appears to be robbing Peter to pay Paul after years of abuse of both pay and bonus regimes. If it has accidentally or deliberately undervalued and underpaid some of its people then it needs to correct those errors - but this should not be at the expense of other employees who are being paid correctly. The NRF process should not be abused to try to effectively demote people and ensure that (generally longer term) employees are manipulated by role definition to be above a median for any role. If BT really wants to correct anomalies then it should do so fairly and it should be prepared to honour previous agreements on pay and increase pay at least in line with inflation. BT cannot claim it does not have the funds - it patently has.

Paul
I have seven managers who report directly to me. I have just finished their DPR counselling and a number have made the following comments. NRF is supposed to reward high performers. They have all taken a 12.5 per cent reduction in bonus. However, they can get this back if they meet their stretch targets, but there is no guarantee and if they meet their stretch target it is still paid at BT's discretion! I have a number who were marked 'VG' on this year's DPR. They have asked what they need to stop doing so they can achieve a 'G' next year. They all put in a lot of extra hours and hard work to meet their

objectives. However, their view now is they will do the minimum required

to prevent them being a poor performer.         They have very little trust now in BT they have seen their pay eroded over the last three years and see CWU grades on better pay than them. On top of this their company car will be taken away from them when it is up for renewal or they will get a business needs car which is a Vauxhall Astra Estate available in three colours! Two have already found work outside of BT in their own time. They are now clock-watching and when they have done their 42 hours for the week they go! This work more than compensates for the loss of their bonus, payment is guaranteed and they are doing less hours overall than they were pre NRF. If BT thought that NRF was going to instil a culture of work hard and get your just rewards then they have sadly got it very wrong.

Diane, Wholesale

I fully support the PAY UP! campaign. How can people work together in the same team when some members are receiving a lot more than others i.e. health care, company car etc. It's just not fair.

Paul, QPB  

With reference to NRF and pay rises, I am surprised at the amount of complaints from the members. I for one voted against the framework as it was obvious to me that this was a way of reducing the overall pay bill.  The union recommended that we accepted this framework, and the members voted in favour of acceptance. Whilst in principle this seems a completely reasonable and fair approach where pay could be aligned to the market place and people 'incentivised'.  As always, it is how it is implemented that seems to be the problem. I fail to understand that our union does not insist on a minimum of an inflation rate pay rise for all, so at least we do not suffer a reduction in pay year on year. I would also like to understand what is going to drive people to take on more demanding roles without any recognition. The answer is to find a job without the pressures and where you are able to write your objectives at the end of the year/quarter. With job grades, whilst not perfect, this did give some understanding about the levels of responsibilities the position may hold.  The NRF has caused total confusion and seems to give licence to getting the job done at a lower cost, which may not be the market rate.  In order to be able to increase the manager pay pot, should the company look at the market rate for non-manger jobs! We do need the company to look fairly at the way it handles pay rises and how it treats its invaluable people, (including the managers!).

Jonathan

I had not been following the NRF discussions too closely prior to Easter due to pressure of work, deadlines to meet, Q4 marking to think about etc. On my return from holiday I opened my 'choices' letter to discover that as a PCGU BT no longer thinks I am worth the car and healthcare that I strove for.  It was a huge kick in the teeth and to say my morale is rock bottom is an understatement.  Last March I was promoted from PTG and got a miserly £1,000 pay rise (2.5 per cent) for promotion but as I'd just been promoted I was given a default Good in APR and I was told I wouldn't be getting a pay rise in June as I'd already had a pay rise.  So promotion got me an extra £40 a month for the car, which I no longer deserve and they won't pay in a lump sum anyway.  This year my Q4 marking is VG but will I get rewarded for my efforts? Doesn't look likely. I am left asking myself, why bother? Also why can't we use the telephony payment against broadband?  Seems this is another way of eroding benefits as few people can send the full amount on voice calls alone.  I notice res official lines and allowances hasn't even featured in the Choices discussion. Please keep up the negotiating efforts.

Jim
I am in Convergent Solutions, which overachieved its target by £44m. I amazed it is possible that key members may not receive a pay rise. Also the NRF has effectively declared that the PSG B grades are not worth the healthcare they receive and their bonus level is to be cut by five per cent. Is this any way to run a successful company or to motivate people who are some of the best in the industry?

Dave
Whilst I support that part of the pay and remuneration  should be based upon performance,  it is important that part of the scheme should take account of the rising level of costs in the economy which are above the government published figures. Bonuses at their current level only compensate for the many additional hours worked. After 34 years with the company I have dusted off my CV and am now in active discussion with a company overseas. The reason for this is that there is a breakdown in trust with the execution of the NRF/MMP somewhere in middle ranks of our HR organisation. Some of the MMP processes are being executed in a perfunctory and even possibly cynical way. The job economy in telecoms is picking up and by definition any industry pay benchmarking with external organisations in an expanding market  will lag the on the ground situation. It is important that the company understands that market forces are two way and the change in the market is going to operate against the position it is taking. Personally I fear that it is going to lose a lot of committed people if it continues down its current path. In the end the commitment of the people, their trust in the organisation and the focus on excellence are the only winning strategies.

Eric               
I have not had a pay rise of a few years now due to being at the top end of the MPG2 pay scale.  I certainly believe that it is time to that a stand as the company's proposal is effectively a pay cut. Lets take a stand this time. I for one would fight them all the way.

Mark
The company currently faces very difficult times, as we attempt to build the 21CN network whilst remaining within our current capex envelope. We are also poised go through a major reorganisation to create ASD, which will require a high degree of management focus and commitment. To undertake these major tasks we need a highly motivated and committed management team. A pay review which leaves a large number of mangers feeling bitter and undervalued will impact on our ability to move the company forward as we enter another period of significant change.

Brian

I fully back the PAY UP! campaign, having for the past two years been told that my salary will remain unchanged; this is because I am placed in the upper range for my supposed job family. This however neither fully represents my actual role and responsibilities nor the amount of effort that I need to put in  i.e., I current run a major contract which should have six contract managers allocated, due to cost cutting at the bid stage I currently have no contract managers supporting me, leaving me to run 50 TUPE people with no support.  The result is that I am forced (if I want to meet my objectives) to work considerably longer than the contracted hours and most weekends

William
I am below the min salary range for my grade with no indication that this will be resolved.

Steve
It is time that BT paid us at least the cost of living increase. Year after year we have effectively taken a pay cut, especially if a person is on or over the mid point in the pay scale matrix. Even with a mark of 3 or 2 a person would be lucky to get part of a cost of living rise, unless they were at the bottom of the pay scale.

Simon, Tim, Gareth
The pay offer of 2.7 per cent is clearly not acceptable and is below the current level of inflation. As an MPG/LCM, with no pay rise last year (not because of performance but because of salary range), and the prospect of no pay rise this year for the same reason, it hardly makes BT Retail, and in particular, the LCM role 'the place to be'! With the expectation from the business concerning the LCM role, our current levels of commitment and level of morale will surely be compromised should no basic increase of cost of living be awarded. We quite rightly expect the LCMs on lower level of pay be brought to the correct rate for the job. However, the LCMs who have performed well in the past and moved up the pay scale as a result, should not be disadvantaged.

Steve
I am particularly dismayed about the way BT seems to be tackling pay. The derisory offer to increase the pay  'envelope' by 2.7 per cent and the mechanisms for distributing this would inevitably lead to 'MPGs' like me, who have been high performers for some time and worked our ways to the upper ends of pay bands by consistent effort and loyalty to the company, being 'REWARDED' with a pay freeze and effectively a cut in salary by the rate of inflation. Isn't a cut in pay what the General Strike was all about?

Steve

You could not devise a system more de-motivating than the current one.

The better you perform the harder it is to get a raise in the long term. The worse you perform the easier it is in the long term.

Leigh
I full endorse your efforts to ensure that BT managers get a fair deal. I currently represent BT as a Service Manager working on customer premises five days per week and average around 50 hours a week and even weekend work to keep on top of my workload.  My pay in comparison to my responsibilities and status is poor and I face losing £3,500 in salary in September 2005 as when I came over to my current role I was paid a Sales Retention Bonus for a period of one year and then that simply stops. So I do not relish to 50 hours+ for even less money than I get now.

Janet

It is interesting to note that an earlier communication stated that Ben Verwaayen had said everyone should get at least inflationary pay rises. This recent communication flies in the face of this. It is my intention to e-mail Ben and communicate this to him. Once again we are expected to do more and be paid less.

Mike

I have not had a pay rise for more than three years! We are still supposed to support a company that says that I was earning too much and so have not even had a cost of living rise! They give a bonus each year that must prove we have some worth - but that does not help our pension situation!

Tony

Am very disappointed with the 2.7 per cent paybill increase.  I have not had a consolidated increase in pay for the past two years and can see that there is unlikely to be a change this year. I am so angry now that I am seriously considering leaving work on time, not working the hours I have been doing recently supporting a Global bid with BT Americas.  I have been totally committed to winning this deal up to now but my enthusiasm is now waning what with the pay offer and the NRF (I still have not had my letter from HR).

One very disgruntled and unhappy individual.

Derek
I have already posted a comment on your web site regarding pay ranges and why do we have them when it is really not possible to get above the reference rate within the range. The latest offer only supports my comment. Overall, how can BT justify: not providing good performers with a cost of living increase, thus giving one with a pay cut in real terms and not rewarding good/high performance with additional consolidation increases, particularly if one is still below the maximum of the pay range? How can they justify 'raising of the bar' which is just another excuse for not awarding a justified pay increase? BT had a good opportunity to right the wrongs of previous pay processes. Unfortunately the new scheme, to me anyway, is too complex, is not transparent or easily understood, and still means that one's true performance is yet again not reflected in ones pay packet. Nothing changed here. Thus one has to seriously question whether BT truly appreciates their peoples' dedication and goodwill they demonstrate on a continuous basis towards the business.

Neil
Dear BT,

Most of the people I work with in the business are going the extra mile to support and defend BT, they recognise the changing landscape and want to help BT win in the ICT market, particularly with the pressure we are facing from competition and regulation in the PSTN arena. I for one am more than willing to continue showing flexibility and commitment but it's a wearing a bit thin when year after year we do not receive an adequate pay award that recognises and reflects our efforts. Yes, you can let it pass on the odd occasion when you believe you are in or about the market rate but when it happens again and again it starts to bite. Most of my colleagues believe they are standing still when it comes to pay and they are starting to feel it's not just your pay but it's your worth as a person that is being questioned. I hope the business recognises some of the damage that is being sown. I have to motivate myself and my people and without a proper consolidated pay award this time around I truly believe it is going to be difficult in the year ahead.

Yours, a loyal corporate citizen

Bruce
My basic pay has only just been raised to the recognised minimum because the PSG1 Managers threatened to strike. My feelings are that it is very sad to be working for a company which claims to very supportive and caring but in reality only seems to reward its' staff when forced to do so.

Catherine
I AM BACKING THE PAY UP! CAMPAIGN.

Dom

I support the Connect's Pay Up campaign for an inflation rate rise for the whole range of members in the latest negotiation with BT. I can see my pay is being eroded by inflation and general price rises even for basic necessities like food, petrol and council tax. It is demoralising and BT has not shown any willingness to pay us more.

Stan

I agree it's time for BT to PAY UP! and to recognise that we are all working hard, not just the employees who are lucky enough to have accounts that deliver a return for their work. It's time for BT to PAY UP! so we can keep up with inflation.

Racheal
I am backing the PAY UP! campaign!

Adam
I am greatly disappointed at the way in which our company has disenfranchised a great number of their key people who drive their business.  I know that there is a groundswell of people dissatisfaction around this and am greatly concerned for how this situation will effect future morale and its effect upon performance.

M Russel
Why is inflation not part of BT Speak any more? Even accounting for performance everyone with a G rating should get at least the inflation rise (the one that includes mortgages and fuel!) i.e. more than 3.1 per cent. Those below mid point and VG should get additional rises to bring them towards the mid-point in time. Therefore an overall 5-6 per cent is probably what's required. After all, OneIT has factored in a 25 per cent productivity rise for us all this financial year. It would be nice for BT to go some way to paying us towards this.

Frank
BT PAY UP! I work too hard to earn peanuts.

P. Charlton
I've been told that once more even though I will be getting a GOOD APR score that there is again no budget for either a pay rise or MPG2 Bonus. This is unacceptable. I am working for a company which pays me less now than I earned over six years ago. In terms of morale, it's non-existent. How can we work towards customer satisfaction when BT's 'internal' customers are so disillusioned?

From Simon, Global Services

Just to let you know I fully support your PAY UP! campaign. I have just spent two weeks feeling somewhat delighted that BT has raised my salary to the minimum of my pay scale. And then I started to think. My DPR suggests I am fully competent in my role, so don't I deserve to be paid towards the mid point of the salary band?

Christopher
I haven't worked my nuts off all year to have no pay rise! I'm in the mid range coz I earned it with years of hard work at MPG2 level before moving to PSG. This would surely be discrimination if I get a better APR score and a lesser percentage rise.

Sarfraz
I back our pay claim wholeheartedly and I think all managerial grades should the same! I have been an MPG2 for the past 12 years or so and am still well below my max. I find this extremely disappointing and demoralising. In fact last year I received no pay increase at all.

Marcus
Please accept this e-mail as support for the PAY UP! campaign that you are conducting on our behalf.  I feel that the current pay offer from BT is demoralising and is not enough to give all those employees who deserve it a fair increase in their pay.

Les
I have not had a pay rise for two years despite having a performance rating of  very good. Like the majority I have given extra hours freely and disrupted my family life on many occasions to get the job done - and all for what? My pension is being devalued and my morale is at rock bottom. I used to be proud to work for this company, but not any more.

Andy, Network Build
Any manager who has a DPR rating of 'Good' or higher should receive as a minimum the mid-point (reference rate) for the job family to which they have been allocated. 

Dave
Minimum rate of inflation rise for all (notwithstanding that the 'basket of goods' doesn't seem to reflect the things I have to pay out for, which regularly increase above 2.7 per cent!)

Jon
I back the pay claim. I have not had any increase in pay since being promoted to PSG1 in 2001.  With the new job families I now find myself only £500 above the minimum for my role and vastly below others in my team who perform the same role, I've now unfortunately learnt to expect nothing.  Along with the forthcoming withdrawal of my company car and reduction in bonus, after 17 years of dedicated service I'm now beginning to wonder why I work here; in fact I'm not sure I can even afford to stay working here.

John
I have recently found out that in last year's pay rises I received nothing as I was over the mid range, although nowhere near my max. But a manager whose performance was below mine received a pay rise that took him to his max. I have now despaired of ever reaching my max as BT seema to want to herd people into one pay range. I agree with the fact that those at the bottom of the pay scale should be increased, but why should the poor sods at mid range or close to max be ignored? It appears within BT Retail it's not what you do, but who you know…

Dave
This is a derisory offer. 2.7 per cent is a joke. I moved into System Engineering seven years ago and have seen my base salary eroded over this time. I am £5,000 below the minimum salary for my Job Family and would need a 15 per cent pay rise just to match it. BT thinks nothing of paying larger salaries to people brought in from the competition but does not appear to reward successful loyal, long-serving BT people.I sometimes wish I was still a Technical Officer - they earn more.

Graham
Thank you for the email update on the current pay claim which I received last Friday. I'm a bit confused! The email you sent referred to an offer of 2.7 per cent from BT. However, BT has separately said that:

a)  the reference rates will be adjusted following external benchmarking that is not yet complete, and

b) there will be no pot of money but rather the total pay bill increase will be as determined by the benchmarking.

This seems contradictory. If the benchmarking is incomplete and yet BT is able to make an offer, this surely only works if there is a pot of money (in this case an increase of 2.7 per cent on the current wage bill). Presumably then, all the benchmarking does is help populate a matrix that says how the pot will be distributed?

Clare   
Please keep fighting for a better pay offer. I am fed up with being treated so poorly. I do many more hours than I am paid for because the job isn't doable in 42 hours. Survival and fear of getting no pay at the end of the year is the driver but if there is little or no pay anyway - what's the point?' BT has to recognise that in order to keep us managers motivated then we need to feel a sense of fair play - a decent wage is one hell of a good motivator

Jacqui
I have worked for BT for 15 years and I used to feel that I was paid extremely well in comparison to friends who worked in similar roles in other companies. This was when I worked in the call centres and in the BT shops, I knew I earned far more in that shop than any other person was being paid on the high street. However since becoming an MPG2 my hours, responsibilities, travelling etc have increased but due to a loss of London weighting, sales bonuses, and incremental pay structure, my pay feels lower than ever. That is why I am supporting the PAY UP! campaign.

Ken

Does BT realise that a lot of us are so angry at not receiving pay rises last year, and with similar prospects this year, that in a ballot for industrial action we would vote to take whatever action Connect deemed necessary to secure a pay rise for all BT managers? PAY UP! BT - YOU ARE KILLING OFF THE GOOSE THAT LAYS YOUR GOLDEN EGG!

Bob
BT has implemented an incredibly complex NRF structure and performance management systems which have the admirable aim of paying us the market rate for the job and rewarding performance.  Unfortunately it is not backed with the money in terms of pay increase and benefits packages.  End result:  deep de-motivation and resentment.

Steve
I received no pay rise last year and, as I am above the mid-point for my role, I will presumably get no pay rise this year. This is obviously de-motivating.

Paul W, BT Exact       
Let's stop pussyfooting around. The recent comments from senior management regarding the death of the fairness fairy etc. show the utter contempt in which the company places its managers. They have reneged on the 2003 pay agreement. Surely this was a legally binding contract, so why are we not pursuing the claim through the courts? What is everyone afraid of? That you might not get a pay rise/bonus if you dare to question the party line? Industrial action takes many forms and we should be balloting on this now. It is the only language these contemptible people will understand. Place advertisements in the national press highlighting the manner in which this company treats it people. Let's not pretend that by talking that we are going  to get a settlement that in any shape or form rewards us for the commitment that we have shown this company over the recent difficult times. I for one am absolutely sick and tired of working along side contractors being paid £35 per hour and then being told that I am getting paid the market rate, I don't think so!  Don't be afraid. Together we are strong. Industrial action now!!!!!!!!!!!!!

Tim
Whilst pleased to receive bonus payments I cannot rely on these from year to year and meanwhile my consolidated pay is being eroded. I am not happy about being marked as performing well and then having my pay reduced year after year!

Dave
2.7  per cent is not nearly enough to resolve the pay issues in this company. I would be willing to support industrial action to progress this matter.

Murray      

The offer by BT of a 2.7 per cent pay raise skewed towards high performers low in the pay range is totally unacceptable. It would mean that yet again I would get no pay rise and my salary would be reduced in real terms as would my pension. This offer is derisory and signals just how little senior management value us, the people whose efforts realised the improvement in profitability they crow about. I'm told that people with my skills and experience are in short supply. It's time that senior management recognised that fact, all I ask is that my efforts be properly rewarded instead of seeing my salary eroded.  PAY UP BT NOW!

Steve

I have worked for BT for a considerable, number of years and have always thought of BT as a good and fair employer. Events over the last year have drastically changed my view. Within Global Services there is a constant drive to raise the bar of performance which equates to doing more work with less resources. Everything and everybody is taken for granted. I am and have been a high performer, with excellent appraisals, doing extra work without complaint.  I am nowhere near the mid point of my pay range and 2.7 per cent will not make a difference. To put it in a straightforward way, it's a bloody insult given that I have contributed $24m of incremental revenue to BT this year in contract and price negotiations with my customer. I know my colleagues feel the same way so I await with interest the care results on the reward section of the care survey.  Will we get the same old flannel from HR about the basket of bonus and benefits being good - or will the company finally step up and pay the going bench mark rate for the job that they not I calculated? I somehow doubt it!

Julia, Manager, BT Mobile

Yet again if you are at the top of the pay scale you are penalised and de-motivated! I believe this is an ageist policy and should be clamped down on heavily. BT is a joke at the moment: 'Hey, come to our big party to celebrate 30 years with BT!' What's to celebrate when I have had a 3.1 marking on my APR for the last two years but do not look like I will be receiving a pay award this year either?

Nick from Adastral Park                           

This morning I received a voucher from BT Broadband for a FREE doughnut.  I assume that this is in lieu of a pay rise and it will be appropriately recorded on my benefit statement.

Dave of OneIT                                    

NRF and Choices seems to be settling down to significantly reduce future benefits to 'middle management', especially in the old PCGU ground. So, having apparantly won full union recognition (thanks), it looks like BT will now remove benefit to future people entering this level of the structure.  So, whilst I may have 'protection' on my existing benefits, what message does this send to others looking to progress?

Alan T, MCS Customer projects                    

I am Design Programme Manager for DFTS(F), the £1.5B contract signed on 1 April.  I am losing valuable design engineers to other areas of BT and our external competition who can offer better rewards and career structure which can be directly influenced by the individual.  Introduction of NRF is perceived as reducing prospects rather than offering opprtunities and is a great demotivator.

Martin, Global Solutions                         

Our senior management obviously do not see themselves as part of a team with the employees.     They see the employees as suppliers of services which they strive to ensure deliver ever increasing productivity through greater workloads and through less cost.  The less cost is relatively easy to achieve,  freeze pay and let inflation erode the cost to the business. 

Neil from BT Retail                              

I have never known morale amongst my colleagues at such a low ebb. BT always comes up with some lame excuse not give a decent pay rise to its managers and professionals. First it was performance-related pay, then market equivalence and now affordability. Support the PAY UP! campaign and if you're not a member, you should join now and stop freeloading!

Ross from BT Retail                              

I don't think it is fair that Newgrid/CWU grades receive two pay rises per year (April-inflation rise and October- performance-related rise) and the PSG community only receives one and even then in some cases none! Why should most employees receive two and PSGs may only get one?

Steve Global Services                            

Looking at the messages I think there is a theme here - the NRF (which in principle and if done fairly I welcome) is a shambles and is going to cost a lot of our fellow members money.  We have to vote to reject it. This will mean delaying our pay rise as it looks like the two issues are going to be linked together, but I for one will not miss my pay rise if the previous years are anything to go by.  I think the company is under-estimating the feelings of anger amongst us.

S from Exact                                      

I am supporting the PAY UP! campaign. For too long we have accepted the lack of reward. Enough is enough!

Graham from BT GS                                

I asked Andy Green for his comments on his website. The question only stayed on there for a couple of hours and was then removed. Let Andy see that we all care about this issue and send him more comments on pay.

M from BT Exact (OneIT)                          

As inflation and cost of living increase yearly, it's only fair that we should get a pay rise which match this. Last year I didn't get a pay rise, yet I worked equally hard as my colleagues who did - is that fair? I would much rather get yearly pay rises than one-off bonus payments.

John from BT Wholesale                            

A lot of us in BT Wholesale Markets have really, really busted a gut this year to bring in very, very tough numbers. Yet again we have more than met the very high expectations placed on us. And once again, we are seeing bonuses cut left, right and centre, getting mediocre pay rises and hearing pathetic double-speak from senior management in their lame attempts to pull the wool over our eyes. This has got to stop. I for one am prepared to do whatever I am called upon to do.

Dale from Retail                                 

After spending three years fighting for a reasonable pay rise it seems BT does not listen to anything we have to say they also appear to have brain-washed senior management into thinking its ok to give people a lower DPR marking, knowing that in turn this means lower pay increases even when all evidence of what the person has achieved says differently.

Gary from BTExact or One-IT?                    

I was seriously contemplating cancelling my Connect membership in order to save myself a few quid each month to make up for the the years of zero pay increases. Having now been conned by the false promises of the NRF I have decided to remain a member and fully support the PAY UP! campaign as it is now the only viable means of getting something done about it for us all and when I come across any non-members I will urge them to join and give their support as well.

Andy at GS                                       

Thirty years of 'going that extra mile', promoted into a job with no pay rise and (only to be revealed later) no benefits package. Is it any wonder my daughter cancelled her BT job application? She's now with a leading competitor, loads of money, a benefits package a PCG U could only dream of - and she's only 26.

Mike from Wholesale                              

It would seem the new benefits alignment is just another way BT intends to save money at the expense of its employees while still telling us how much our contributions are valued. Hollow words maybe or are we just too gullible..? Come on BT, recognise your managers' contibutions and PAY UP!

Bloke from Procurement                           

BT has totally demoralised almost everyone in Procurement. We see people like Vallance, Bonfield and I imagine soon also B Verwaayen taking the cream off the top with massive pay, bonus and reward schemes for themsleves, and then dismissing genuine pleas for fair pay from us, who I think they treat as their serfs. They claim to care about BT employees but this is just words.

Tony from BT Exact                               

I used to really enjoy working for this company and willingly put in the hours necessary to get the job done.  Presumably because I did get the job done, I received above average appraisal markings and commensurate pay increases. Now I'm told I'm paid too much and don't get any pay increases so now I work the hours I'm paid for and will no longer put myself out for a company with such a cynical remuneration policy.

Wholesale Ops                                     

Despite evidence from our line managers that we were performing well all year, myself and colleagues had their APR marks marked downwards en mass to manipluate us onto a pay award of 0 per cent. There is no longer any honour in senior management. So why their pretence to be 'living our values'?

Russell from Wales                               

Bonus payments are not a substitute for consolidated pay. They can be taken away or reduced at a whim (as is happening ). They do not count towards final pension ( so you have to start thinking about AVCs to top up your pension pot, and thus BT ship the pension risk on to you ). Your potential mortgage lender wants to know what your salary is and will not be so interested in here today, gone tomorrow bonuses. 

Paul...Global Solutions                          

In the last five years I have had three pay rises, all around the 1.5 per cent mark, the last one being 0.95 per cent. I, like many others, work more hours than I should, deal with more sh*t than I should due to BT's unworkable procedures. I get rewarded for this by having my benefits slashed and my pay very quickly eroded year by year. I am now much worse off than five years ago. Is Ben V?  I very much doubt it ! Whatever it takes, count me in.

Steve in Global Services                         

Now the detail of the Bonus and Benefits by role has been released, it is as expected. I find my role is suddenly assigned lower benefits than it has had for the past four years. Instead of seeing an increase, as may be expected after this period of time, I stay on the present level. So new people in the role get less, and I assume my penalty is deferred till there is a rise and I mark time.    The job, whether called a 'job' or a 'role' under the new framework, is the same…

Philip, North West London                         

We support Connect's campaign for a universal minimum increase equal to inflation. With inflation running at 3.2 per cent, not only is my present standard of living being undermined, but also my pension.  And yet all the time BT is demanding more and more of its managers.    Variable and uncertain bonuses are no compensation for a proper pay rise and no pay rise for last couple of years.

Jim S, Wholesale                                  

I've been an MPG for just over five years and in that time I've seen ex-ETG colleagues enjoy the benefits of Newgrid and I'm now being left in their wake pay wise.  I now get less than a D1 and C3s are catching up fast.  Never mind the rubbish about NRF and external pay referencing (another fairy tale, I believe!) - Ben V and team should take a look at how they treat their CWU members and apply some of the same thinking to Connect.

Liz, One IT                                       

The NRF (Non-Reward Framework for many of us) is the the final straw for me. Many years of loyalty, hard work, low pay rises, long hours and a final promotion to Lead (PGC U) have left me completely unrewarded like many of the others on this page. BT needs to understand that this is one step too far. Everywhere I go people are demotivated and can't see how the company can suceed without the goodwill of the working managers who have made BT the company that it is today.

John from One IT                                  

Even if I was to get a three per cent pay rise each year (I wish) it will still take me another eight years to reach the reference rate for my role, even though I get  G/VG every year in my MMP! I have always felt proud to work for BT, and have always been fiercely loyal. However, as it is now clear that BT cannot be trusted to deliver what it promises, or to treat its employees with any respect, I no longer feel this way. This is the best time ever to belong to the union.

Liz from BT Retail                                

With apologies to Yorkshire folk everywhere for plagiarising their classic saying, I offer the following advice for those at the top of BTC.  A mantra for the modern manager:  Hear all, tell all, spin nowt,  pay all, reward all, stint nowt.  And if ever tha's tempted to get us to do owt for nowt,  always ask: would tha do it thisen?

John ND&I                                        

I thought for once BT senior management was going to do something properly. NRF in theory is a good idea, but they got it wrong again.  Having been an MPG for many years I was mapped to a lead consultant role.  On the strength of that mapping I've taken on extra responsibility and more work (yet again) as befits my new-found status!  What new-found status - bonus 7.5% (subsequently upped to 10%) benefits band 1. 

Denni at Brentwood                               

Eightth April - I have just read BT's response to our (Connect's) rejection of their pay offer: 'We are disappointed that this offer has been rejected by Connect as it represents a fair and reasonable settlement - given the challenges now facing the company.' What a joke - when will BT start considering the financial challenges it has given us. Unable to pay the constantly rising bills as - No pay rises, pathetic bonus, top level of pay and hope of a pay rise in the future wiped out by the new reward framework.

A from Global                                    

Currently on the low end of the pay scale, I cannot see from the current information coming out that a pay rise will occur this year. As such I can't see the point of continuing in a role which continues to increase in responsibility and commitment whilst my wage in effect decreases year on year, I would be better off taking a step backwards to a team member grade where I am guarenteed increments, inflation wage rises, overtime/flexitime where needed and agreed standardised hours. Bonus payments

Andy from OneIT                                  

One of the deficiencies of the old MPG structure was that you had people working alongside one another, doing identical jobs of identical value but in different grades. I understood that the purpose of the NRF was to place people in a role appropriate to the function they performed. Its implementation has failed to do this. Instead it has reinforced the old grade structure so we still have people doing identical jobs of identical value but this time in different roles instead of grades. i.e. NOT

Richard at Adastral Park                         

I've always been fair with BT, but now that the Fairness Fairy is dead (response from Graham Shepherd, Head of Reward, Webchat on 3/3/05) perhaps I should consider being unfair?

Phil BTWholesale Sheffield                      

Keep up the good work, Connect. Having been one of the many 'demoted' by the NRF in terms of benefits, no doubt an insulting pay award will be next. BT has even managed to lower our expectations to expect nothing these days.

Paul from BT Exact                               

Apparently BT says the offer 'represents a fair and reasonable settlement - given the challenges now facing the company.'  On this basis I seem to have missed out on the appropriate 'fair' offers when the company's profits were pretty substantial.  I'm not the only one that has worked really hard this year, and is likely to get nothing - all I would ask for is that I am treated fairly. I believe strongly that I have earned the right for some recognition regarding pay.

Martin from West Yorkshire branch                 

No pay rise for several years at least since 2001! With NRF I am one of the people paid high in the range (in fact off the top of the range) I have been mapped to, thus NO pay increase. A 2.7 per cent increase to be implemented using the proposed BT pay reward structure is NOT RIGHT. Why not look after your people? I thought we were an asset to BT, not a liability. I do not know how many more years of taking a pay decrease I can take.

Paul G, BTSG                                    

YES! PAY UP! How refreshing it is to see people are now collectively expressing their disgust to the bully boy tactics of senior managers over pay. ENOUGH is ENOUGH is ENOUGH. I, like so many others, have worked damn hard over several years and performed to the highest level. I have been given no pay rises for this, resulting in seeing my pay and pension frozen by the back door along with my disposable income getting smaller by the minute. It's now time to send a very clear message to BT.

John from Coventry                                

What is the point? Why should anyone give this company any loyalty? All you do is erode pay and bonus and benefits. The company needs us to keep it going and growing and to face the new challenges - 21CN, ICT and so on. To do this they need a motivated and happy workforce.    Congratulations, BT you've achieved the opposite - a demoralised workforce.

Ross- BT Retail                                  

In relation to the 2.7 per cent offer proposed today: the rise should be given to all regardless of performance as a general cost of living increase as this is the case with Newgrid/CWU grades. Why should it be one rule for cartain grades and another for others? We should all regardless of grade be treated equally in terms of pay increases and I find the current offer disgusting, particularly that some people may see no rise at all! Are senior managers getting the same rise?.......I think not!

Paul from Wholesale                              

BT is asking for increased effort from its people as we move forward to drive broadband revenues up and to rollout new technology. It is continuously acknowledging the challenges we all face and asking us to step up to them. But at the same time BT has offered little or frequently nothing at all in its recent pay offers. Why should people step up to meeting BT's challenges when demotivating pay freezes are offered in return?

Mark, BT Group                                  

I feel that after 26 years of service my loyalty counts for nothing and offering a meagre pay rise such as this is an insult. Come in BT- PAY UP! If you want to keep good people then you have part with the cash!

Paul BT Exact under the bench                    

Too many years with no pay rise, whilst watching the fat cats get fatter!

LCM, BT Retail                                    

Field Service Members should demonstrate their support for the Pay Up campaign at the Field Service Conference 14-15 April at the National Motorcycle Museum through peaceful non-participation in any syndicate exercises or question and answer sessions . Even the event timings demonstrate a contempt for your working hours on the day .

Mark from Adastral Park                          

I want to express my deep disappointment with the benefits packages assigned to roles.  I was successful in an appeal to be mapped to a Lead rather than Senior role and was on quite a high!  However, having since seen that this role is no longer considered worthy of the old PTG benefits, my morale and enthusiasm have plummeted.  People doing the same role will be getting different benefits, which is hardly a fair situation.  Personally, I can't see that this is any different to being an MPG4.

J from Group Finance                             

The Role Mapping Review Request process was a farce. After nearly nine months of chasing I just got a quick 'fob off' response. This together with the recently announced benfits bands means I've been demoted and unless there is a substantial increase for people well up their new scale I can look forward (!) to my take home package shrinking, despite very good APRs and busting my gut over many years for BT.

Paul, BT Exact

I have been an MPG2 since 1998 receiving 'GOOD' markings. For three years I have received below inflation pay rises with zero last year. I am below the mid point/market value for my role. Non management grade D1's are paid over £2,000 more basic. C3's will over take me this year with current proposals. Any potential bonus as a manager is still less than a D1's basic pay. Had I remained a non-manager in my old role, I would have been a D1. So a non-manager has potential for nearly £29,000, 35 hour week, guaranteed pay rises at or above inflation and increments if below the max of five per cent. Therefore their standard of living is maintained and pension protected. (cheaper union subs also!). The reality as a manager is more grief, more pressure, more hours, less basic pay, a non-guaranteed bonus that does not make up the differential, personal financial pressure as cost of living rises but pay does not, pension provision eroded. But I do get a couple of extra days annual leave (negated by weekly contracted hours being less for non-management). Do I feel valued? Given the above facts, please advise which course I should take in my next career move!

PS. Isn't' it ironic that spell checker tries to change MPG2 to MUG!

Steve
I, like many others, have seen no cost of living increase since 01/02. I am now expected under OneIT to be dedicated to what Paul Reynolds calls the biggest systems upgrade anywhere.  21CN is not a hardware problem - it is a systems problem. I am not looking for an incentive to do my job. I am looking to maintain my financial situation. Motivation is below zero where I am working. We are all threatened with working wherever the company wants us for the rest of our careers with a 90 day commitment.

Colin, BT Retail 

I haven't had an increase in my basic salary since June 2003, despite having a Good marking in my DPR. With the increase cost of things such as council tax, water rates, electricity, petrol etc, I am now having to cut back in other areas to make sure I can still pay all these basic bills. Over the last few years my standard of living has been falling slowly, but it is now getting much more noticeable. I feel I am being penalised for having performed well for the company over a long period of time. I fully support the union's claim for an inflation-based pay rise for all employees.

AGC, Adastral Park

It seems that BT really has it in for all those hardworking BT personnel who are already above the so called 'mid-band-paypoint' nonsense, such that once again these poor souls, myself included, would gain no benefit for a second year running! What have we done to deserve this poor treatment? Any pay negotiations must be ACROSS THE BOARD REGARDLESS! Nothing less will do and I for one am prepared to take strike action in order to redress this blatant deliberate unfairness!

Keith from One IT
There is no point trying to negotiate anymore and Connect must ballot us on industrial strike action or 'work to rule' as soon as possible. We keep giving the impression of being weak if we let this issue drag on.  The impact on BT business and our jobs will be far less damaging if make a stand now instead of the whole issue being left to fester for several more months. I support Connect in its dismissal of this offer but we need action NOW, not more talk!

Simon, BT Wholesale
I fully support the need for a fair pay award this year, as a person who is above the mid point for his job family, as a result of high performance and reward in the past, it is becoming difficult to maintain enthusiasm for a company where it is becoming the norm to receive a pay rise that is either non-existent or well below inflation. One year I may accept, two years - it's not funny and now it has become the expected. I would like to think that matters will be put right this year.

Paul

Not had a pay rise in three years, apparently at the mid range of my banding so don't deserve one! My frustration is with the system. What should be increments for junior managers are now funded from the pay claim pot.  Whilst my CWU people can anticipate a 2.7 per cent annual rise regardless of performance/ effectiveness or any other criteria, the only thing I can guarantee is a mid range PR and no rise, again. Whilst they have FRS, rewards to encourage them to trial the scheme, I get to sort the problems.  They get the money, I get the grief. In Retail there seems to be a philosophy that we are all over-appraised, so each year we are less well appraised than the previous year. When the company applies the same rules to CWU grades and our senior managers get the same pay rise as us I will agree we are fairly treated. At this moment in time I feel very aggrieved.

Mike Moore, Global Services 

Realistically we need an across the board reference rate move of at least inflation. With all people paid below their minimum move to that point.

Once this happens we can start to talk about a pay increase.

Richard, BT Global Services

I have worked for BT for 36 years, 30 of those as a manager, and I have to say I have never seen so much resentment from managers over the way they are being treated in terms of pay awards. I, for instance, have been on my maximum for years and therefore the only increase I am going to see is an inflationary one, which to be honest I expect to receive given that my appraisement marking and achievement against objectives has been consistently very good. Over the last five years I have received virtually no increase in pay at all, which has significantly eroded my standard of living and even more importantly has greatly affected my pension terms. The strategy being pursued by BT of increasing bonuses but not basic pay is unacceptable to the rank and file. A more measured and balanced approach to this concept needs to be implemented urgently to avoid a year of discontent and possible industrial action. Again we see BT offering to increase its pay bill but we all know from past treatment that the vast majority will receive nothing, neither inflationary or increases within bands. In fact we are all completely bemused about who gets any increases at all as the pledged amount seems to disappear down a black hole never to be seen again!

Glen

I have been PSG1 for 8.5 years and suffered three years with no pay rises over this and now earn a measly £400 per annum more than new entrant PSG1s. What can we do?

Finance professional
Over the last year we have had a reduction in headcount, resulting in taking on extra work (including that of higher grades), working longer hours and the expectation that you always work longer hours if required.  People have accepted restructuring with loss of jobs and got on with their additional workloads in a professional manner.  Senior management have repaid their employees by giving them in many cases absolutely nothing for this loyalty, with many receiving no pay rise or bonus.  If this approach continues into this pay year people should forget loyalty and work strictly to their hours and no more as it is time senior management realised how fed up and tried we are for being taken for granted.

Mary

Reading the first line of the pay claim update I thought great, although the percentage on offer is low, at least a pay rise to help cover the ever-increasing utility and council tax bills. Then I read on. Much to my disappointment, once again BT is only rewarding those people with HIGH markings on their DPR and those not paid at the 'going rate' for the job.  As DPR markings are worked out on a quota basis (for example only one per cent of the team can be a 2.2 or above) how can people in the upper quartile of the pay scale get a rise? It's about time BT recognised its valued workforce with a reasonable pay rise across the board for all managers and not the selected few.

Michael, frustrated
I am a core field manager. I am saddened that after five years in my current position I am still no where near the middle of the pay scale, never mind the top. In fact many C3 grade people working in central London or on rotas around London earn more than I do for working less hours. I think that it is a disgrace that people doing the same job to the same standard are paid at different rates. Talk about equal pay for women - what about equal pay for all? There should be a standard pay rate for the job that unless disciplined for something all individuals reach after three to five years. There should be increments leading up to this to reflect on experience. Additionally there should be a bonus scheme, which runs separately. If you put yourself out in a year to achieve some pre-determined goals you should be rewarded with a bonus that reflects your additional input and achievements.

James

A brief note of support to Connect for their stance on the current pay claim against BT. If only the company treated all levels of management with the same approach... I consider my efforts no less than that of the board members. Is their reward matching the offer to Connect members?

David  
Totally agree with your stance, particularly as I have, through no fault of my own, not had a pay rise for two years now! All that will happen over a period is that we will all end up above the mid range and none of us will receive a pay rise!  Please send a PAY UP! poster to my address below!

Olivia Rana - BT Solutions Project Manager
I am in full support of the pay-up campaign. Currently employed within BT as a Project Manager 1, I am being paid 24 per cent below the bottom of the pay range for that role! I first brought this to the attention of my manager in December 04 and have since seen no change in position. I have also highlighted my position to local Connect representatives.  At present I feel undervalued by BT. Having worked hard to get moved from a project co-ordinator role to a project manager role (as I have always been doing a PM1 job) I have seen absolutely no change in my position - apart from a new title!  My morale is low and I feel that the NRF and senior management of BT has let me down badly.

Paul
I fully back up Connect's efforts on the pay claim.  It is high time that BT recognises that it needs to reward ALL the staff adequately and fairly i.e. at least award the inflation rate to those who are on the higher side of the range and are good performers who under BT's proposals (under the NRF) may not get any award at all for all their hard efforts and long working hours over the last year. Our quality of life (and future pensions) is being eroded away by BT's actions.

Steve
 have waited months, as have many of us, for the assignment of roles against the new Benefits Bands to be published. This has now happened and I see that my role, 'Lead Professional, Technical Services', has been assigned to benefits band 1, meaning that I will receive NIL benefits.

I am extremely disappointed by my benefits banding and my disappointment is only exceeded by my frustration that there seems to be nothing I can do or say to change my benefits. I see this as a blatant and cynical money-grabbing exercise by the BT HR departments. The old PTG grade, to which this new 'Lead' role equates, had a benefits package including a car and health care. I have been aiming to achieve PTG for many years and I have been striving to be recognised as above-average professionally so that I could eventually take advantage of the PTG benefits package. Finally, last year, I was recognised for my position and assigned to the 'Lead' role. This excited me and I awaited the benefits package. But the benefits package has now been removed. I wonder why I bothered to work so hard to achieve PTG for all this time.

I acknowledge that my new 'Lead' role, to which I was allocated last year, has a higher salary scale than that of my previous grade, MPG4, and that I should perceive this as a benefit. However, I find it difficult to excite my expectations in this area because the pay structures of previous years meant little or no pay rise for people above the mid-point on any salary scale.
This whole exercise, along with the MMP process, has demoralised me and has hit my confidence and my self-belief so much so that I cannot envisage a way to improve my position, my benefits package, or my role in BT. I can feel my motivation dropping further and further down. I do not know how much further it can go  I will NOT mention how unfairly this new reward framework is being applied as I know, from previous discussions and web chats, that the 'fairness fairy is dead'! But if fairness is not part of BT's employment regime, then trust in BT, respect for BTs management and honesty from BT become doubtful too. As a result, I believe that employee satisfaction will wane and fairness, trustworthiness, respect and honesty will also disappear from employee behaviour. As I conclude this email, I think I should explain that I am writing it after many days of thought and it is not written as a result of an immediate flash of emotions, but it is a considered, thoughtful and intelligent (I hope you agree) response to an important situation.

Louise
BIG Poster please!

Anon
I am prepared to support industrial action as BT seems to want to 'bust' Connect, as it is getting too strong. As I speak a fellow project manager working and reporting to me is on £45,000 per year. Motivation, goodwill, working late, evenings, weekends seems fruitless. If I approach my line of business they just say 'No-one leaves BT, so you all must like it here, therefore we must pay the right rate. If you don't then leave!' BT pays an average salary to new people coming into the company. They have to because no-one will do my type of work for £31,000! I'd love £45,000. It's the loyal BT people who understand the business that are treated so badly and I cannot see for the hell of me a strategy that supports this behaviour.

Arlene
Just a note to back up the BT Pay Up campaign! It is very frustrating and demoralising for me personally to be working to the same level as colleagues with a substantially lower salary and I know I am not the only one in this position. What is even more annoying and de-motivating is that inflation has risen considerably over the last year, and yet the pay rises continue to remain well below the inflation rate. How does the company expect to motivate their staff to ensure they rise above their job requirements?

Daren
If BT thinks that a 2.7 per cent increase is a good deal for their overworked staff, then I don't think they realise the morale level that is currently running throughout BT. People are fed up with being overworked and underpaid, and been asked to do more and more mundane tasks. This increase is an insult.

Paul
I just wanted to say that I fully back the pay claim, I have been paid below my colleagues for quite a few years now. Each time pay is raised I am always told that its not the right time to raise this now as it will not get through the process. I am now on the new banding and I am nearly £4,000 below the minimum. I know full well that I will not be moved onto the scale at the next review and this does affect my morale when others within my team are on the scale and even people who work for me are paid as much or even more than myself!  I think BT is a great company to work for. It's now a forward-thinking company and is changing at a tremendous rate, but with all the savings we make the company and the revenue we generate it does not match up to the rewards for the employees. Without us there would be no BT. Please help us to be rewarded fairly for our work

Derek
In the past several years, my pay has effectively decreased as I am at the top end for my grade [MPG2]. My rent, council tax and utility bills have all increased during this time and financially I am far worse off whilst BT expects more.  It is about time BT paid the inflation rate increase to all. I understand the argument of lower paid on the same grade doing the same job, but whatever happened to experience and loyalty being taken into account? By the way the current wage structure is going BT obviously does not care about either of these.

From an ex PSGB

• Employed by this company for 27 years
• After paying bills (mortgage, council tax, utility bills, insurance, loans etc) I have less than £400 per month disposable income
• I have no other income - my wife is a full-time mother of two small children
• I cannot make ends meet each month without borrowing
• My standard of living has not improved for several years
• I have concerns about the relative value of my potential pension due to low salary 
• I am below the reference point for my job role (£30,000)
•  External recruits doing the same job as me getting paid way in excess of my salary (£40,000 plus)
• Most are no better, don't last the distance and leave
• If they are being paid the market rate why isn't my salary equal?
• My role is advertised externally with a salary far in excess of mine

Dave, BT Wholesale
A fair deal … The last pay increase I received was 1.35 per cent in March 2003 for a DPR rating of very good, which was well below the rate of inflation (approx 2.5 per cent). I have not had a pay increase in two years. My appraisal rating in 03-04 was 'very good' which was adjusted to 'good' during my MD's and HR's levelling exercise and I expect another very good rating from my manager this year. I have completed all my objectives and beyond the stretch target in many of them for the last two years. So my performance is exactly what BT wants from its employees but in real terms my salary is decreasing as the cost of living keeps rising and my salary remains static. To perform well for a company but find that the pound in your pocket buys less each year because your salary is not even keeping pace with inflation is appalling and to put it mildly de-motivating. I am delivering my side of the deal, BT are not, and BT preach 'win-win' for both parties, but this feels like 'win-lose' in BT's favour. The minimum that BT should be paying to staff who are rated 'good' and upwards in their DPRs is the rate of inflation and even that is poor considering the year on year stretch in performance that is expected. Ideally if you perform satisfactorily, you should at least keep pace with inflation and have some added reward, however small, for a 'good' and upwards performance.

Stephen 
I support the campaign for a decent pay increase. My main concern is my pension as I am in the final salary scheme. Not getting any pay increases in the past  four years and potentially no more in my life with BT is a pension cut. My extra years are not counting toward my pension. I TUPED across to BT from Barclays Bank. BT convinced me against my better feelings to transfer my pension, with an assurance that my salary was not considered above the rate for my role. I also had an actuarial reduction of six per cent in my years as a result of the move from a non-contributory pension to a contributory one, due to the increase in gross salary to result in the same net. After five years of no pay, and none in the likely future, I see this as pension miss-selling.

Owen
BT is now playing games with the lives of their employees and it needs to STOP. The union has my full support to negotiate a fair and proper wage rise and speaking as a manager who has not seen one for a number of years enough is enough. Can you send me a couple of posters that I can display around the buildings that I work in.

Chris
I firmly believe that a company such as BT which earns millions of pounds each year and who only do so thanks to those who are employed need to take a long hard look at their pay system. Is it not so that those people who deliver consistently for this company are feeling undervalued and unappreciated?  I have always been a firm believer that you always get the best from your people if you make them feel that they are wanted and you reward them correctly for their loyalty, hard work and dedication. I have never worked for a company which claims to want to put their customers first but who continually fail to show this. Am I not a customer? BT, PAY UP!

John
I have worked for this company for just under 32 years and I think BT no longer values those loyal employees like myself, who have over the years given 110 per cent, and I believe it is only interested in de-motivating people like myself, who have in the past put the business before anything else, mainly because I wanted the company to succeed. Although I received a bonus last year, I didn't receive a pay increase, so in real terms my salary and that of my pension was devalued by what ever the rate of inflation was. I felt very angry last year, after reading through BT's shareholder report to see that Ben Verwaayen received an enormous bonus equivalent to 120 per cent of his annual salary. No doubt Mr Verwaayen was entitled to such a large reward, as he no doubt works extremely hard. I wouldn't have been so dismayed if I had received a similar percentage bonus, as I would have been able to pay off a substantial amount from my mortgage, to minimise the impact of the recent interest rate rises that have occurred over the last few months, and paid an amount in to my pension. It appears to me that the further down the food chain you are, the less you are valued no matter what effort you have put in, and those people further up the hierarchy get disproportionably more, although they are already on extremely high salaries.

I hope the union will be successful in securing a fair pay rise, which all management and professional grades will benefit from and keep their pay and pension ahead of inflation.

Nigel
It looks like I am again facing a zero pay rise this year. Yet again there is no regard for loyalty to the company, and no proper recognition of my continued very good performance. A bigger bonus does not compensate, and hence morale is low amongst my peers and me. I am also confused as to how a single MMP mark in BT Exact (whoops, One IT) is used to determine both annual salary and bonus reward. It never has been that clear in BT Exact.

GJ   (OneIT)
I am saddened and disappointed by BT's attitude towards its employees. This is no longer the BT that I was once proud to work for, and morale within my team is at an all-time low. There is now little hope of advancement in terms of pay and benefits, and what was once a career is quickly becoming just a job. There have been many occasions on which I, and other members of the team, have worked at weekends and during the evening to ensure that milestones have been met. However, if BT is going to reward us with an effective cut in our pay, why should we bother in future?

David
My 20th year in this company and without doubt the lowest ebb in my morale.  A derisory pay offer coupled with the NRF attack has left me disillusioned with several thousand pounds of removed earning opportunity and a devalued  benefits package. A company which does not value people as an asset is a company on the wrong track

Anon

This offer by BT is an insult - unfortunately, this is what we now expect from the management.  Morale could not possibly be lower.  What would be the point in 'going the extra mile'?  It hasn't done anyone any good so far - it simply encourages management in their view that we are a pushover.  Disgraceful! This is now likely to be the second year with no pay award. Is this how BT is addressing any potential pension problems - by not awarding consolidated pay awards?

Cliff
I have been an MPG for 15 years, have always received Good or better APR's and positive feedback from my managers and yet am still stuck on the mid-point for my pay range. This cannot be good for either the individual or the company. Where is my incentive to work even harder than my average 50 hours a week for BT (or indeed continue with them), when our engineers ( and good luck to them) are offered a pay award somewhere in line with inflation, work 36 hours, untold overtime available if wanted, are able to gain extra pay through the Field Reward Scheme (for doing perhaps what they are already paid for), with may T2A's (2Bs) earning £45,000 per year, with little or no responsibilities. I personally would be grateful for NO bonus, an award in line with inflation with perhaps a small percentage towards pay progression IF my performance warranted one, but again our efforts go unrewarded with our pay is being eroded.

Laurie
Is it not time to co-ordinate the efforts of both ourselves and the CWU? Alone we seem powerless. Together we may have a chance of influence.

Phil
I wholeheartedly back the Connect pay campaign claim for managers.

Eddie
These derisory pay offers must stop now. They are both insulting and morally corrupt in their attempts to divide, conquer and bully these abject offers through. No longer must we allow our pathetic pay offers to become an enabler for BT to payroll other pay offers within the business. They have no respect what so ever for the Connect membership. Sabre-rattling will not work as size matters and we will be sacrificed each year in order to pacify pay claims from other parties. I say:

·        Do not continue NRF negotiations, withdraw immediately

·        Do not board flights at ridiculous abnormal hours

·        Do not be emotionally blackmailed into 'customer must come first' allegations

Without the skills and front line leadership of the Connect membership during a recent black period, we could not have pulled back from the brink of a £30billion catastrophe. This is no longer a question of benefits packages and pay rises; this is about respect. I have been with this company for over 30 years and cannot recall a period of when I have been treated with such indifference. We must collectively stand together with our heads above the parapet and demand - not ask - for the respect that we deserve.

Nick

I find it difficult to believe that BT's senior management can really expect to maintain a motivated management workforce when each year there is little or no money on offer to increase pay for managers, yet CWU members consistently enjoy cost of living rises far above that which managers are offered. We have reached the point where a good or high performance is meaningless in terms of the remuneration that can be expected. Our standard of living continues to drop year on year and the resultant low morale of managers is clear to see. It is notable that a number of management vacancies where promotion has been possible have proved extremely difficult to fill simply because many once ambitious non-managers no longer view the sacrifices of long hours and increased pressure as being worth the 'rewards'.  Gone are the days when BT people would take a promotion accepting that in the short term they would be worse off but content in the knowledge that there would be potential to increase their income by hard work delivering excellent results.  They now know that this is not true and that no matter how hard one strives the rewards are not forthcoming. Is this pay offer that is below the rate of inflation really a just reward when we have managed to achieve five million broadband connections months ahead of schedule? How many of the senior management team would be prepared to accept this offer in light of their achievements? It really is time for BT to PAY UP!

Colin
BT keeps making statements that they CARE, but it appears not when it comes to showing there appreciation for all the hard work we put into keeping the name of BT recognised. If I was on the annual salary of the managers that have offered us 2.7 per cent I may have been happy, but knowing that they would not settle for such a small percentage why should they expect us to. To me this offer is insufficient and will not cover the increase of my council tax for this coming year, or any other increases I have incurred how do they expect me to survive and still feel happy working for BT.

Phil
As a typical 'victim' of last year's unfair distribution of the pay budget I do wonder if be BT's pay policy could actually be challenged at an industrial tribunal because it is essentially 'ageist'. If as a manager you have consistently performed well (good APRs) … and climbed the pay scale over many years (are therefore older) but are still performing well (good APR 2004).  And are not given a pay rise when others lower down the scale do get a rise - surely this supports an inherently ageist policy? Keep up the good work!

Rob
I am approximately 25 per cent (of my current salary) below the bottom of the newly established NRF range for my role (Project Manager 2). The BT pay offer does little to address this (illegal?) situation in a structured predictable way, nor does it offer a cost of living rise to all. The benefits package debacle is a real slap in the face for many and an actual erosion of what BT itself has described as my 'job benefits'. If BT truly wants a committed, motivated and 'feel good' managerial community then it should put its money where its mouth is and PAY UP NOW!

Stuart
As an employee approaching 40 years' pensionable service whose pension

has been adversely affected by BT's failure to increase my pay in line

with inflation. I am disappointed but not surprised by the company's

derisory offer. In my view it is the employees who are paying-off the

debt mountain accrued by the expansionist policies of messrs Vallance

and Bonfield; both of whom left the company with sizeable severance

packages.

Ken
Robbing Peter to pay Paul truly reflects how BT values its managers. The

BT Values obviously don't apply to employees! I am bitterly disappointed at BT's derisory pay offer. Yet again, BT is seeking to depress real wage levels through another miserly pay award. On the back of the NRF, this is another blow to morale. The STE needs to take a proactive and assertive role to take this pay claim forward to a financially successful conclusion for its members and BT staff.

Nigel

I think the way in which senior managers in BT continue to feather their nests, claiming that they are responsible for all the good things in the company, whilst at the same ignoring the value of the MPG and PCG grades is disgraceful.  If there is not enough money in the pot to pay MPGs, they the seniors should not get any either and they should lead by public example and cut their own pay by at least the inflation rate each year.  

Dave Moscrop
It's evident that a lot of time and effort has gone into developing and egotiating the NRF. Comparing existing salaries with those recommended in the NRF clearly demonstrates the wide shortfall. So there's nothing complex about this. It's time that BT began paying the going rate for the job.

Charlie, Job Changer

How can BT state it has aligned jobs to the external market, have a pay range for each job where the mid point is the market rate and still pay below the market rate? I will always remember the cartoon from The Review many years ago, where a manager has a large carrot dangling in front of him and the caption is 'Don't worry, it's not a real carrot'. Some things don't change. But it is long overdue that they did. Strangely it is only during the past 13 years, of my 32 years with BT, since becoming a manager, that I have taken part in any industrial action and will fully support any action necessary for this year's pay claim. It is about time BT senior management woke up to the fact that whilst no pay rise may not impact on their living standards and lifestyle, it does have a serious impact on the living standards of its other managers. See you on the picket line.

Barry, Local Customer Manager

I fully support the union's stance on the derisory pay offer from BT. I am fed up of the constant stress from ridiculous targets, everyone wanting the LCM to do what they see as most important, engineers earning way above LCMs through very generous bonuses (FRS) overtime, TOIL buyback, annual leave buyback etc etc and to then be told that we are not good enough to warrant a bonus - and by the way, don't expect a pay rise either. Bills, mortgages, council tax etc are all escalating and it's time we were given a decent pay rise to reflect the effort we put in.

Neil,  BT Wholesale
Prior to the NRF, I was a PTG (five years) and for the past year a PCGU - both jobs carried with them the benefits of car, medical insurance, telephone, etc. - just rewards for the hard work I put in to the business. Under the NRF, I now find myself in a role that doesn't attract these benefits, whilst people I work with day-to-day in similar roles who are in other areas of the business get level 2 benefits.  This has left me feeling totally demoralised, undervalued and annoyed.  Whilst I retain my current package 'on marked time', this doesn't help should I want to go for promotion. The next role up the ladder for me would give me no additional benefit whatsoever, for example...Therefore there is absolutely no incentive for me to progress. How can the business expect me to continue to give, without giving me anything in return?