Hi Folks
I see that we are onto the subject of tree officer remuneration (or in some
instances, it could be called charity work).
In my experience of working in local government in the UK, the difference in
pay from one authority to another is sometimes phenomenal, and that is not
including London and the home counties.
One incentive, of several, for my leaving the UK was the abysmal pay, which
after several years of badgering, rose to the dizzy heights of 20k. As soon
as my authority became aware that I was off, they also became aware that they
could not entice another T/O to join for this money and eventually were
forced to up it to 27k.
Best wishes to my replacement and I am most definitely not bitter (though the
counselling is beginning to help, combined with 3 hours in a darkened room
listening to whale sounds!), however, I believe this is not an isolated case
and T/Os are very often at the bottom of the planning pile.
Perhaps this is an issue that one of the professional bodies could take a
lead on, or there may be a good msc project here - (Tclarkeathome).
For anyone interested, the salary is not any better in NZ, though it does
tend to go much further and authorities are not afraid to employ additional
staff should they feel that the work-load requires it.
Happy Christmas and all the best for the new year, Tim
-----Original Message-----
From: Dominic Scanlon [mailto:dom@xxxxxxxxxxxxxxxxxx.co.uk]
Sent: Thursday, 23 December 2004 9:08 p.m.
To: UK Tree Care
Subject: RE: msc project
Scott wrote:
Scott wrote:
<I still maintain that TPOs are coincidental to, rather than consequential
to, socio-economics. TPOs are where the trees are.>
Actually that was Jerry.<
Sorry Scott - slip of the fingers.
<Thanks for that explanation. Certainly the staff time is going to be
higher where TPOs are. Are there any common ratios of TO salary, etc and
"field" expenses in management programs?>
Perhaps a TO should answer that - they get very high salaries ; )
Most LA's have a pay structure that is very rigid and worked out on a point
type system - the more responsibilities you have the more you get. People
who operate a budget tend to get more points but it is not an ideal system.
There are gaps in it and arbs tend to fall through them. This system is
supposed to be fair but its rigidity can be farcical.
Dom
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