There are two pay systems in place in TSol – one for the Senior Civil Service (SCS), and one for grades up to and including Grade 6. For people in the SCS, the pay structure and reward process is recommended by the Senior Salaries Review Body, and endorsed and managed by the Cabinet Office. Annual awards are with effect from 1st April each year, and are overseen by TSol’s SCS Pay Committee, who manage SCS reward in TSol.

For people below the SCS, everyone is in a job which is graded depending on the complexities of the post, the management responsibilities and other relevant factors. For grades up to and including Grade 6, each grade has a pay range with a minimum and a maximum, and people progress from the minimum to the maximum through annual pay awards (payable on 1st August each year). In common with the rest of the Civil Service, TSol has been subject to a 2 year pay freeze, in our case since 2010. Non consolidated performance bonuses are still awarded (subject to high performance).

The vast majority of staff working in TSol work in London, but we do have a few who work in Liverpool; a separate set of National pay scales is in place for them.

A special bonus scheme is in place in TSol, with staff receiving recognition in-year for specific achievements through the award of shopping vouchers, or small team awards.

TSol typically offers 25 days annual leave on someone joining the organisation, rising to 30 days annual leave after 5 years. In addition, people receive 10.5 days public holidays and privilege days. These are all pro-rated for people working part-time.

TSol offers a range of flexible working patterns, subject to business requirements, and has policies in place for those seeking maternity or paternity leave, parental leave, and leave for domestic emergencies.