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Remuneration Policy


This policy is written in line with the values and purpose of the Orchard Trust. The goal is to offer fair pay at all levels in the Trust, which is competitive within the charity sector.

Orchard Trust believes that professionalism does not conflict with the values that lie at the heart of charities and other civil society organisations. We see good management, good staff and good values as mutually reinforcing. Experience shows that committed, professional staff, with the support of their boards, produce exceptional outcomes for the beneficiaries and causes that they serve. 

As a charity mainly providing services on behalf of various local authorities with limited resources it is very important that the money we have available for remuneration is used effectively. We also take into consideration the imperative to retain valued staff within a values-driven organisation. The process of recruiting new staff costs considerable time and money, and worse it can divert focus from the Trust’s core aims. High staff turnover can adversely affect our clients along with a loss of organisational memory and disruption of working arrangements. 

The Remuneration committee reviews any proposed annual uplift to wage rates prior to implementation each year.  The committee makes a recommendation to the full board for discussion and approval. 

The committee comprises Orchard Trust’s Chair, Chair of the Finance Committee and two other Trustees. Orchard Trust’s board of trustees gives the Remuneration Committee:

  • Authority to recommend to the Board of Trustees the remuneration and conditions for the Chief Executive Officer of Orchard Trust.
  • Authority to receive recommendations from the CEO, and recommend to the Board of Trustees, regarding the remuneration of the Senior management Team, and such other persons as deemed appropriate from time to time.
  • Authority to receive recommendation on the overall cost increase to the pay and remunerations budgets for approval by the board.


Setting of pay levels

Salary levels are set taking into account the skills and experience required and sector norms for charities of similar size and scope. 

Annual uplifts and individual increases to staff pay are reviewed annually by the senior management team in relation to individuals’ responsibilities and performance, the external economic environment and financial affordability for the Trust.

In setting levels of pay and reward the following will be considered:

  1. Current funding arrangements with local authorities
  2. External financial environment
  3. Comparisons with similar charities within the local regions
  4. How pay is linked to skills, experience and competencies
  5. The charities ability to pay, including:
  • The benefit to the charity that the position will bring
  • The cost to the charity of increasing remuneration levels
  • How increasing pay, especially at senior levels, would be perceived by  beneficiaries, employees and donors
  • Whether it is affordable in the long term
  • The appropriateness of the pay in the context of the charity and its beneficiaries’ needs

Pay equality and Living Wage 

Orchard Trust strives to be an equal opportunity employer. This means our intention is to treat all staff equitably with regards to the terms and conditions of employment offered, including pay. Orchard Trust is working towards becoming a Real Living Wage employer. 

New staff 

New staff will be offered a salary which takes into account the nature of the role, the skills and experience the staff member brings to a role, pay equality and affordability. Jobs will be advertised either at a set hourly probational rate for direct care staff or within a pay band depending on the type of role advertised. When Orchard Trust makes a job offer the applicant is told what the salary will be. Once they accept the job the understanding is that the applicant has accepted it at the stated salary. 


For direct support staff, each of the following criteria will allow progression of one grade within the band:

Support Workers

  • More than 3 years’ service (pay will increase in the month following 3rd anniversary of employment)
  • H&Sc NVQ Level 2 or acceptable equivalent relevant qualification
  • H&Sc NVQ Level 3 or acceptable equivalent relevant qualification

Team Leaders

  • More than 3 years’ service (pay will increase in the month following 3rd anniversary of employment)
  • H&Sc NVQ Level 3 or acceptable equivalent relevant qualification
  • H&Sc NVQ Level 4 or 5 or acceptable equivalent relevant qualification

For each progression, pay will be uplifted from the first of the month following the relevant achievement

Full evidence of stated qualification must be given by the employee to their manager and the onus is on the employee to provide this. Both the certificate and full credit record of a qualification are required for consideration as sufficient evidence for an uplift.

Other qualifications may be considered on their own merits

For non direct support staff progression within their pay band is based on qualifications and skill development.  These will be discussed with the individual’s line manager and a final decision will be taken by the CEO.


Bonuses are not normally awarded, in exceptional circumstances they can be with prior approval from the Trustee board.


Overtime is paid to direct support staff at the standard hourly rate, other staff are expected to take time in lieu of the extra hours worked.


Where enhancements are paid, i.e for nights and bank holidays, these are non contractual payments.

Agreed and accepted by the Trustee board – 26th January 2022

To be reviewed as required but at least every 3 years.

This policy is displayed on the Trust’s website.


Trustee board

Issue Date: 26th January 2022

Reviewed: 6th March 2023

Updated: 26th March 2024