Joint Service Publication 754

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JSP 754 Edition 18 dated 1 Apr 13






Joint Service Publication 754


TRI-SERVICE REGULATIONS
FOR PAY AND CHARGES




CONDITIONS OF RELEASE

1. This information is Crown Copyright and the intellectual property rights for this
publication belong exclusively to the Ministry of Defence (MOD). No material or
information contained in this publication should be reproduced, stored in a retrieval
system or transmitted in any form outside MOD establishments except as authorised
by both the sponsor and the MOD where appropriate.

2. This information is released by the United Kingdom Government to a recipient
Government for defence purposes only. It may be disclosed only within the Defence
Department of a recipient Government, except as otherwise authorised by the MOD.

3. This information may be subject to privately owned rights.


Sponsored by: CDP Remuneration
JSP 754 Edition 18 dated 1 Apr 13

JSP 754 AMENDMENT DETAILS

Edition Chapters Affected Dated
1 First Edition 17 February 2006
2 1, 2, 3, 5, 6, 7, 9 24 May 2006
3 1, 2, 3, 4, 5, 6, 7, 8,10 4 August 2006
4 1, 3, 4, 6, 7 12 October 2006
5 1, 2, 3, 4, 5, 6, 7, 9 30 March 2007
6 1, 2, 4, 6, 9,10 1 August 2007
7 3, 6, 7, 9 23 November 2007
8 1, 2, 5, 6 , 7, 9 1 May 2008
9 1, 2, 3, 4, 5, 6, 7, 9 1 October 2008
10 1, 2, 3, 4, 5, 6, 7, 9,10 1 April 2009
11 1, 2, 3, 4, 5, 6, 8, 9 31 October 2009
12 1, 2, 3, 4, 5, 6, 8, 9 1 April 2010
13 1, 2, 3, 4, 5, 6, 7, 8, 9 1 October 2010
14 1, 2, 3, 4, 5, 6, 7, 8, 9 1 April 2011
15 1, 2, 3, 5, 6, 7, 9 1 October 2011
16 1, 3, 4, 5, 6, 7, 9 1 April 2012
17 1, 2, 3, 5, 6, 9 1 October 2012
18 3, 4, 5, 6, 7, 8, 9 1 April 2013


JSP 754 Edition 18 dated 1 Apr 13
i

TRI-SERVICE REGULATIONS FOR PAY AND CHARGES

CONTENTS

CHAPTER 1 – INTRODUCTION


Contents

Section 1
- Principles
Section 2

-
The Military Salary
Section 3
- Roles and Functions
Section 4
- Glossary of Terms
Section 5
- List of Standard Abbreviations
Section 6
- Table of NATO Ranks
Section 7
- Business Process Guides

CHAPTER 2 – PAY AND THE MILITARY SALARY



Contents

Section 1
- Calculation and Authorisation of Pay
Section 2
- Splits of Net Pay
Section 3
- The Pay Statement
Section 4
- Minimum Drawing Rate
Section 5
- Advances of Pay and Methods of Repayment
Section 6
- Recovery of Items from Pay (except Advances)
Section 7
- Voluntary Deductions
Section 8
- Miscellaneous Debits and Credits

CHAPTER 3 – BASIC PAY



Contents

Section 1
- Pay Terminology and Structures
Section 2
- Pay Range Allocation – Other Ranks
Section 3
- Commencement of Pay
Section 4
- Yearly Incremental Progression
Section 5
- Performance Standards for Pay Purposes
Section 6
- Accelerated Incremental Progression
Section 7
- Pay on Promotion and on Relinquishment of Rank for
Non-Disciplinary Reasons
Section 8
- Substitution Pay
Section 9
- Acting Rank
Section 10
- Pay on Reduction in Rank and on Loss of Seniority due to
Disciplinary Reasons
Section 11
- Pay on Change of Branch or Trade
Section 12
- Pay for Dual Career Employment Qualifications
Section 13
- Pay on Transfer of Service, Re-entry, Re-enlistment and
on Transfer from or to the Reserve Forces or Transfer
from a Foreign or Commonwealth Force
Section 14
- Suspension/Cessation/Forfeiture of Pay

CHAPTER 4 – RESERVES


Contents

Section 1
- Pay Principles for Attendance-Based Reserve Forces
Personnel
Section 2
- Periods Qualifying for Pay and Attendance-Based Pay –
Reserve Forces Personnel
Section 3
- Commencement of Pay and Subsequent Incremental Pay
Progression – Reserve Forces Personnel
Section 4
- Disability Allowance – Reserve Forces Personnel
JSP 754 Edition 18 dated 1 Apr 13
ii

Section 5
- Bounties – Reserve Forces Personnel
Section 6
- Call-Out Gratuity – Reserve Forces Personnel
Section 7
- Reporting Grants
Section 8
- Cadet Force Adult Volunteers
Section 9
- Early Years Commitment Bonus – Teritorial Army

CHAPTER 5 – EMPLOYMENT GROUPS WITH SEPARATE PAY ARRANGEMENTS


Contents

Section 1
- Medical and Dental Officers’ Pay
Section 2
- Veterinary Officers’ Pay
Section 3
- Officers Commissioned from the Ranks
Section 4
- Chaplains’ Pay
Section 5
- Special Forces’ Pay
Section 6
- Royal Navy and Royal Air Force Professional Aviators’
Pay Spine and Pilot Employment Stream (Army)
Section 7
- Royal Navy and Royal Air Force Non-Commissioned
Aircrew Professional Aviators’ Pay Spine and Pilot
Employment Stream (Army)
Section 8
- Specialist Aircrew
Section 9
- Military Provost Guard Service
Section 10
- University Cadet Entrants’ Pay
Section 11
- Royal Navy Clearance Divers
Section 12
- Non-Regular Permanent Staff(Territorial Army)
Section 13
- Senior Officers’ Pay
Section 14
- Nursing Officers’ and Nursing Other Ranks’ Pay

CHAPTER 6 – RECRUITMENT & RETENTION PAYMENT


Contents

Section 1
- Recruitment & Retention Payment – Overarching Policy
Section 2
- Recruitment & Retention Payment (Diving)
Section 3
- Recruitment & Retention Payment (Submarine)
Section 4
- Recruitment & Retention Payment (Submarine Escape
Training Tank)
Section 5
- Recruitment & Retention Payment (Nuclear Propulsion)
Section 6
- Recruitment & Retention Payment (Hydrographic)
Section 7
- Recruitment & Retention Payment (Mountain Leader)
Section 8
- Recruitment & Retention Payment (Experimental Diving)
Section 9
- Recruitment & Retention Payment (Air Dispatch)
Section 10
- Recruitment & Retention Payment (Parachute)
Section 11
- Recruitment & Retention Payment (Joint Helicopter
Support Unit Helicopter Crew)
Section 12
- Recruitment & Retention Payment (Special Forces)
Section 13
- Recruitment & Retention Payment (Special
Communications)
Section 14
- Recruitment & Retention Payment (Special Forces
Communications)
Section 15
- Recruitment & Retention Payment (Special
Reconnaissance)
Section 16
- Recruitment & Retention Payment (Special Intelligence)
Section 17
- Recruitment & Retention Payment (Flying)
Section 18
- Recruitment & Retention Payment (Flying Crew)
Section 19
- Recruitment & Retention Payment (Aeromedical and
Escort Duty)
Section 20
- Recruitment & Retention Payment (Parachute Jump
Instructor)
Section 21
- Recruitment & Retention Payment (Explosive Ordnance
Disposal Operators)
Section 22
- Recruitment & Retention Payment (Nursing)
JSP 754 Edition 18 dated 1 Apr 13
iii


CHAPTER 7 – RETENTION PAYMENTS


Contents

Section 1
- BLANK
Section 2
- Commitment Bonuses – Interim Scheme
Section 3
- Commitment Bonuses – New Schemes
Section 4
Financial Incentive Schemes for Recruitment and
Retention

CHAPTER 8 – STATUTORY PAYMENTS


Contents

Section 1
- Statutory Payments and Grants - Overview
Annex A
- Sure Start Maternity Grant
Annex B
- Family Maintenance Grant

CHAPTER 9 - CHARGES


Contents

Section 1
- Single Living Accommodation and the Substitute
Equivalents
Section 2
- Service Families’ Accommodation and the Substitute
Equivalents
Section 3
- Fuel and Light Charges
Section 4
- Garages and Carports
Section 5
- Garage Encroachments
Section 6
- Contributions in Lieu of Council Tax
Section 7
- Rent, Rates and Council Tax Rebate Scheme
Section 8
- Caravan Site Facilities
Section 9
- Services Cotswold Centre, Corsham
Section 10
- Food Charging
Section 11
- Council Tax Relief for Service personnel on Specified
Operations

ATTACHMENTS


Directed Letters &
CILOCT / CTR Signal

2013/14Armed Forces Pay Review
Rates of Pay and Charges for the Royal Navy, Royal
Marines, the Army and the Royal Air Force

2013/14 Senior Salaries Review Body – Rates of Pay and
Charges for 2, 3 and 4-Star Officers

2013/14 Armed Forces Pay Review
Rates of Pay, Distinction and Clinical Excellence Awards
for Medical and Dental Officers, Medical and Dental
Reserve Officers and Officers Serving in the Cadet
Forces

2013/14 Armed Forces Pay Review
Pay Rates for Special Forces and Niche Capabilities

2013/14 Armed Forces Pay Review
Revised Rates of Pay and Charges for the Royal
Naval/Royal Marine Reserves, the Territorial Army, the
Royal Air Force Reserves and all Cadet Forces

CILOCT and CTR Signal – Daily Rates with effect from 1
April 2013



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JSP 754 Edition 18 dated 1 Apr 13
i
CHAPTER 1

INTRODUCTION


SECTION 1 – PRINCIPLES


01.0101
– 01.0103 - Joint Service Publication 754
01.0104
- Joint Personnel Administration
01.0105
- Authority
01.0106
- 01.0107 - Appeal Process
01.0108
- Definition of Terms
01.0109
- Amendments

SECTION 2 – THE MILITARY SALARY


01.0201
- Introduction
01.0202
– 01.0203 - The X-Factor
01.0204
– 01.0205 - Civilian Employment
01.0206
- Additional Employment including Professional Sports
Activities

SECTION 3 – ROLES AND FUNCTIONS


01.0301
- 01.0302 - The Armed Forces’ Pay Review Body
01.0303
- 01.0304 - The Review Body on Senior Salaries
01.0305
- Service Personnel Policy Pay and Allowances
01.0306
- The Joint Services’ Job Evaluation Team
01.0307
- Single-Service Pay Colonels
01.0308
- Reserve Forces’ Personnel
01.0309
– 01.0310 - Service Personnel and Veterans Agency
01.0311
- Service Personnel and Veterans Agency Change Gate
01.0312
– 01.0316 - Joint Personnel Administration Centre
01.0317
– 01.0319 - Unit Human Resources Administration Staff

ANNEX A
- Armed Forces’ Pay Review Body - Terms of Reference
ANNEX B
- Review Body on Senior Salaries - Terms of Reference
ANNEX C
- A Guide to the Preparation and submission of Pay and
Charges Casework.
APPENDIX 1
- Format for a written submission to the PACCC.
APPENDIX 2
- Factors to be considered by HR Admin Staff.

SECTION 4 – GLOSSARY OF TERMS


SECTION 5 – LIST OF STANDARD ABBREVIATIONS


SECTION 6 – TABLE OF NATO RANKS


SECTION 7 – BUSINESS PROCESS GUIDES








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JSP 754 Edition 18 dated 1 Apr 13
1 – 1 – 1
CHAPTER 1

SECTION 1

PRINCIPLES

Joint Service Publication 754

01.0101. This Joint Service Publication (JSP) is the authoritative
publication for all Service Pay and Charges issues. It is designed for use by
all Service personnel, their line managers and specialist administration staffs,
to determine entitlement to pay and the criteria for the payment of appropriate
charges.

01.0102. This publication details the regulations for payment of the
military salary, Recruitment & Retention Payment, additional emoluments and
appropriate deductions, such as food and accommodation charges.

01.0103. The policies contained within this JSP have been equality and
diversity impact assessed in accordance with Departmental policy. This
resulted in a Part 1 screening only completed (no direct discrimination or
adverse impact identified). This JSP is due for review again on 1 October
2014.

Joint Personnel Administration

01.0104. Joint Personnel Administration (JPA) represents a harmonised
and simplified personnel and pay policy. JPA was introduced to replace
single-Service systems for personnel and pay administration that were
inflexible and costly to maintain.

Authority

01.0105. Tri-Service pay and charges policy is authorised by The Queen
by way of Royal Warrants made under section 333 of the Armed Forces Act
2006 (c. 52), namely the Armed Forces Pay, Bounties and Allowances
Warrant 2009 and the Armed Forces Pay, Bounties and Allowances
(Amendment) Warrant 2010. With few exceptions, Chief of Defence
Personnel (CDP) is responsible for all Service pay policy. Where policy
responsibility lies elsewhere, the lead organisation is indicated at the top of
the relevant regulation within this JSP. CDP delegates the pay policy lead to
the Director Service Personnel Policy (D SP Pol). The Service Personnel and
Veterans Agency’s (SPVA) Pay and Allowances Casework and Complaints
Cell (PACCC) is responsible for casework that results from that policy.
Appeals against casework decisions made by the PACCC will be considered
in accordance with Chapter 1, Section 3, Paragraphs 01.0314 -

01.0315
. Within D SP Pol’s area, the head of Remuneration has day-to-day
responsibility for pay and charges policy, the regulations for which are
promulgated in this JSP. In discharging these responsibilities Hd of Rem may
consult with the single Service Pay Colonels. Sponsorship and periodic


JSP 754 Edition 18 dated 1 Apr 13
1 – 1 – 2
review of the policy is vested with PERS TRG-REM-PAY POL 2
, whilst
responsibility for publication of new editions of this JSP is delegated to PERS
TRG-REM-PAY POL 3
.

01.0106. Retrospective Claims. No claim will be paid for any payment
or refund relating to any period more than 6 years prior to the date of the
claim, or such shorter period as may be specified in these Regulations.
Payments or refunds may only be paid where entitlement can be established
beyond doubt and where it can be proved by reference to accounts or other
documents that payment has not already been made.

01.0107. No person shall be entitled to claim as a right any pay,
promotion, emolument, or other benefit conferred by any provision of this JSP
in the event of such provision being at any time varied or cancelled. Any
charges imposed by any provision of this JSP may be varied or cancelled and
new charges may be introduced.

Definition of Terms

01.0108. A full glossary and definition of terms is included at Chapter 1
Section 4.


Amendments

01.0109. Proposals for amendments to the policy contained in this JSP
are to be submitted through single-Service chains of command to Pay &
Charges 2. The PACCC may also submit proposed amendments to policy
resulting from processed casework direct to CDP Remuneration.
Amendments will be published as and when necessary. Advance
amendments may be issued to forewarn personnel of significant changes.

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JSP 754 Edition 18 dated 1 Apr 13
1 – 2 – 1
CHAPTER 1

SECTION 2

THE MILITARY SALARY

Introduction

01.0201. The ‘military salary’ (basic pay, not including X-factor) introduced
in 1970, is paid to all Service personnel. The levels of pay and charges are
set by the Government based on recommendations by the Armed Forces’ Pay
Review Body (AFPRB) or, for two-star officers and above, the Senior Salaries
Review Body (SSRB). The basic principle applied since the appointment of
the AFPRB in 1971 is that the package of Service pay and charges must be
fair in relation to those applying to civilian occupations. In order to determine
levels of pay within the military salary, a technique for measuring job size,
called job evaluation, is used. Pay is maintained at levels broadly comparable
with those received by civilians doing jobs of a similar size and job evaluated
weight. Charges levied for accommodation and food also reflect broad levels
of expenditure on similar commodities in civilian life abated, where justified, to
reflect circumstances peculiar to the Services. The level of military salary is
enhanced by the ‘X-Factor’.

The X-Factor

01.0202. The X-Factor is a percentage increase to the military salary of
regular Service personnel (and Reserve personnel depending on commitment
level), intended to reflect the differences between conditions of service
experienced by members of the Armed Forces over a full career and
conditions in civilian life, which cannot be taken directly into account in
assessing pay comparability.

• Full-time Personnel
- The full level of X-Factor is payable up to level 9
on the OF4 range. X-Factor tapers beyond this up to and including the
rank of OF8, to reflect the fact that officers of these ranks are affected
to a lesser extent by X-Factor elements.

• Reserve Personnel
– The full level of X-Factor is payable up to level 5
of the OF4 range. X-Factor tapers beyond this up to and including the
rank of OF8, to reflect the fact that officers of these ranks are affected
to a lesser extent by X-Factor elements.

01.0203. The components of X-Factor are within a framework covering
the features, impact and social aspects of the job. The components of X-
Factor include:

a. Danger.
b. Turbulence.
c. Separation.
d. Job Satisfaction.


JSP 754 Edition 18 dated 1 Apr 13
1 – 2 – 2
e. Job Security.
f. Trade Union Membership and Industrial Action.
g. Stress at Work.
h. Individual Rights.
i. Support to personnel and their families.


Civilian Employment

01.0204 As a matter of both policy and financial regularity, Service
personnel should not be paid twice for their working time (unless during
terminal leave, see 01.0205, or annual leave/off duty, see 01.0206.
Therefore, whilst undertaking Regular service, and in receipt of Service pay
and allowances, Service personnel are not permitted to receive payment from
another employer for services they are paid to deliver by the Crown. In these
circumstances, any remuneration paid by another employer in connection with
such services is therefore payment for services for which the Crown has
already paid the individual Service person, and such payment is therefore due
to the Crown rather than to the individual. Examples include, but are not
limited to, officers seconded to industry
1
, Judicial Appointments and Medical
pre-registration house officers employed in civilian hospitals. Advice should
be sought from DFM if personnel are in doubt about the propriety of accepting
payments. Where payment occurs, the civilian authority should be requested
to forward payments in respect of salary, on a monthly or quarterly basis, to
SPVA, via the individual’s accounting unit
2
. Cheques should be made
payable to: ‘The Accounting Officer, Ministry of Defence’ and crossed 'A/c
Payee only'. The cheques will be banked by SPVA in Lloyds sub account
HMG3605. Cheques should include the unit RAC/UIN to ensure the proceeds
are credited to the correct unit. Payment should include:

(a) A sum equivalent to the employer’s superannuation contribution
to their superannuation scheme.

(b) The employer’s National Insurance contribution.

(c) Any extra payments of entitlement.

(d) A statement showing breakdown of salary.

For full guidance on how to write out cheques for recovery to MoD see JSP
891 para 7.40.


1
This policy does not apply to those on secondment terms who remain subject to Service law
but who do not receive pay.
2

Naval Barristers undertaking pupillage training should declare their second income to their
Tax Office and maintain a record of all fees and expenses. The net income (after deduction
of Income Tax/NIC, reasonable expenses and any chambers’ fees) is to be paid to the MoD
as per paragraph 01.0204 above. All paperwork should be submitted to Fleet DNLS Legal
Training for checking prior to being forwarded to SPVA.




JSP 754 Edition 18 dated 1 Apr 13
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01.0205 Where an individual commences civilian employment pending
discharge from the Service, payment from both sources may be received
during the terminal leave period.

Additional Employment including Professional Sports Activities

01.0206. In accordance with single-Service Queen’s Regulations (QRs)
(RN J.8401 – 8403, Army J.5076 – 5078 and RAF J.909 - 910), all Service
personnel must seek approval from their Commanding Officers before
accepting temporary employment during normal leave or off-duty hours.
Individuals undertaking professional sporting activities should refer to single-
Service guidance on participation in sporting activities (Chapter 12 of the RN
Sports Handbook
, Chapter 111 of AGAI Volume 3
, and AP 3415 Section 2
Chapter 2 Annex B
), which detail how their pay may be abated. All personnel
also need to ensure that any additional employment does not contravene
Service Regulations on Commercial Sponsorship (QRRN J.8301 - 8305,
QR(Army) J5.024 and QR(RAF) J914).


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JSP 754 Edition 18 dated 1 Apr 13
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CHAPTER 1

SECTION 3

ROLES AND FUNCTIONS

The Armed Forces’ Pay Review Body

01.0301. The Armed Forces’ Pay Review Body (AFPRB) Role. As
Service personnel have no negotiating body such as a trade union or
federation to look after their pay interests, in 1971 the Government set up the
AFPRB to carry out an annual review of the military salary. Membership of
the AFPRB is drawn from eminent civilians of widely differing backgrounds,
one of whom is always a retired senior member of the Armed Forces. Their
role is to advise the Prime Minister and the Secretary of State (SofS) for
Defence on the levels of pay and charges, and some allowances, which they
consider appropriate for members of the Armed Forces up to and including the
rank of OF6. When set up, it was stated that the recommendations of the
AFPRB would be accepted by the Government unless there were clear and
compelling reasons for not doing so. There are no Government Departments
represented on the AFPRB, and the case for the Services is presented by the
submission of papers of evidence by the Ministry of Defence (MOD) and at
meetings held between the AFPRB, MOD and Service representatives. The
rates of pay and charges recommended by the AFPRB in the light of this
evidence are passed directly to the Prime Minister and SofS. The final
decision whether to accept the AFPRB recommendations rest with the Prime
Minister. On the basis that they are agreed, SofS then presents the AFPRB
annual report, which contains the rates of pay and charges, to Parliament.
The rates are also promulgated annually by CDP Remuneration in a Directed
Letter (see 01.0305
).

01.0302. AFPRB Function. Terms of reference for the AFPRB are
shown at Annex A
to this Section.

The Review Body on Senior Salaries

01.0303. The Review Body on Senior Salaries (SSRB) Role. The
SSRB advises the Prime Minister on the remuneration appropriate to senior
public servants (senior Civil Servants, senior members of the judiciary, officers
of the Armed Forces at OF7 rank and above, and any other group which the
Government might from time to time specify). Rates of pay for senior military
officers are recommended by the SSRB, agreed by the Prime Minister,
published in the SSRB report and promulgated annually by Hd of Rem in a
Directed Letter.

01.0304. SSRB Function. Terms of reference for the SSRB are shown
at Annex B
to this Section.





JSP 754 Edition 18 dated 1 Apr 13
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CDP Remuneration

01.0305. The Remuneration Team is part of the CDP organisation within
MOD Head Office, and retains overall responsibility for pay and allowances
policy, providing documentary evidence and reports to the AFPRB and SSRB
for consideration. Hd of Remuneration is responsible for promulgating
changes in pay policy throughout MOD and the Services through the
publication of a Directed Letter and then for day to day maintenance of this
JSP to ensure that it reflects current pay policy. Hd of Remuneration is also
responsible for promulgating rates of pay through the publication of a Directed
Letter. They also act as final arbiters for any casework forwarded by the Pay
and Allowances Casework and Complaints Cell (PACCC) and for enforcing, or
where necessary agreeing revised, policy for all aspects of tri-Service pay and
charges regulations. In some cases, delegated powers of responsibility are
issued to single-Service authorities to authorise payments in exceptional
circumstances, however, single-Service staffs are not empowered to alter
existing regulations. Recommendations for changes to existing regulations
and policies are to be submitted by single-Service authorities through
individual Pay Colonel (Col) staffs, who are the single-Service points of
contact for all pay policy matters, for submission to CDP Remuneration for
consideration.

The Joint Services’ Job Evaluation Team

01.0306. The Joint Services Job Evaluation Team (JSJET) includes
representatives of all 3 Services. Their role is to assess the relative job
weight of each trade, at each rank, using a process called job evaluation (JE)
as follows:

a. JSJET analyst’s interview selected jobholders to analyse their
job in depth, based upon a detailed job description provided by the
Head of Arm or Service responsible for the trade. JE is concerned with
the job and not the jobholder and does not take account of the abilities
of the individual.

b. This information is then taken forward to a tri-Service JE judging
panel, supported by the Head of Arm or Service responsible for the
trade. This panel assigns a job weight to each rank for the trade under
review.

c. The job weight scores are then used to determine how the trade
will be paid at each rank. Again the Head of Arm or Service
responsible for the trade has a key role to play.

Single-Service Pay Colonels

01.0307. The single-Service Pay Cols and their staff each work for their
respective single-Service Principal Personnel Officer
1
(PPO). Their role is to


1
2
nd
Sea Lord for RN/RM, Adjutant General for Army and Air Member for Personnel for RAF.


JSP 754 Edition 18 dated 1 Apr 13
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support their respective PPOs in providing the single-Service lead in pay and
charges policy, delivering their respective Service’s case for remuneration and
charges to CDP Remuneration and the AFPRB. In addition single-Service
Pay Cols are responsible for taking forward casework from their respective
Service as part of the formal redress/complaint procedure. The single-Service
Pay Cols are:

a. RN. FLEET-DNPS PPA DACOS

b. Army. LF-DPS(A)-PS10A-AD

c. RAF. Air PersPol-PayAllces DACOS

Reserve Forces’ Personnel

01.0308. For the purposes of pay and charges the Reserve Forces and
Cadets Assistant Head of Capability (RF&C AHd Cap) is the policy focal point
for the Reserves.

Service Personnel and Veterans Agency

01.0309. The Service Personnel and Veterans Agency (SPVA) is
responsible for the delivery of current and future Personnel Administration
services to agreed standards and ministerial targets as laid down in the
Framework Document for the Agency and the Corporate Plan.

01.0310. SPVA contributes to the operational effectiveness of the Armed
Forces through the provision of pay and administration services to Service
Personnel. Additionally, the Agency provides direct support to the mobilisation
of Reservists and the deployment of operational manpower systems.

Service Personnel and Veterans Agency Change Gate

01.0311. SPVA(C) Gate are responsible for processing new or changed
requirements from single-Service Authorities, Pay Colonel staffs, CDP
Remuneration staff and other authorities as appropriate, to the JPAC PDT for
payment.

Joint Personnel Administration Centre

01.0312. The JPAC Role. The JPAC, part of SPVA, is the management
centre for the running of joint personnel administration and the Joint
Personnel Administration Centre Pay Delivery Team (JPAC PDT) deals
specifically with enquiries relating to pay, charges and allowances.

01.0313. The JPAC Function. With regard to pay and charges, the
JPAC is responsible for the calculation, accounting and issuing of pay to
Service personnel based on information supplied by individual accounting
units and other Service or outside organisations. It is also responsible for
effecting statutory deductions and authorised recoveries.


JSP 754 Edition 18 dated 1 Apr 13
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01.0314. Casework. There will inevitably be occasions where the
eligibility and entitlements detailed in this JSP do not fully cover the
circumstances of every Service person. Where it is considered that there is
sufficient justification for exceptional treatment of any pay and charges matter,
a case detailing the full scenario, justification and requirement (supported by
any relevant documentation) is to be staffed from the Unit HR Admin Staff and
signed by an OF2 or above on the Unit HR Admin Staff. If there is no Unit HR
OF2 or above then all casework is to be signed by the Unit CO. Units are
then to forward the case to the PACCC for consideration (in the Army’s case
through the appropriate Brigade Headquarters for comment). A guide to the
submission of pay and charges casework to the PACCC, including the
required format, is at Annex C to this Section. The PACCC is a department
within SPVA with the delegated authority to deal with all tri-Service pay and
charges casework. In conducting casework it will consider all of the
associated factors and seek to make consistent and fair decisions. The
PACCC does not have authority to alter existing policy or to set a precedent; it
will refer such cases to CDP Remuneration for a policy ruling before a final
decision is made. Where the PACCC has the authority to decide on a case it
will consider:

a. whether the case presented falls within the policy intent. If it is
clear that the policy intent was not to exclude the circumstances of the
Service person submitting the case, the PACCC may approve the case.
If, however, a group of 5 individuals or more seek, simultaneously, the
same regulatory treatment that the PACCC considers is justified, the
PACCC will request that CDP Remuneration reviews the policy to
determine eligibility prior to ruling on the case;

b. whether the regulations lay down a specific timeframe for
eligibility. Cases that exceed the timeframe will be referred to CDP for
consideration prior to any decision being promulgated.

c. That all cases relating to any period of more than 6 years prior to
the date of the claim are time expired and will not be paid in
accordance with para 01.0106
.

01.0315. Appeals Process. Individuals may submit an appeal a
decision on casework made by the PACCC, staffed through the Unit in
accordance with para 01.0314
above (under a covering letter signed by the
Unit CO) to the SPVA (via SO2 Appeals, MP 600, Kentigern House, 65 Brown
Street, Glasgow, G2 8EX). A first appeal is to be submitted within 3 months of
the initial notification by the PACCC of the decision. The first appeal will be
considered by the Assistant Head Military Operations and Development SPVA
or Assistant Head Veterans Services and Armed Forces Pension Scheme
SPVA who will review the evidence prior to informing the Brigade/Unit of the
decision. Where individuals still believe that they have been unfairly
disadvantaged, they have a further 3 months from the date of the notification
letter of the first appeal to lodge a second appeal to SPVA (via SO2
Complaints and Appeals, MP 600, Kentigern House, 65 Brown Street,


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Glasgow, G2 8EX) which will be considered by the Chief Executive. For both
first and second appeals CDP Remuneration may be consulted prior to a
decision being made. There is no further route of appeal after the Chief
Executive SPVA has made a decision. However, once the SPVA appeals
procedure has been exhausted, it may be possible to raise a Service
Complaint under the policy and process set out in JSP 831, Redress of
individual Grievances – Service Complaints.

01.0316. JPA Service Delivery Complaints. Complaints relating to
Service Delivery Failures should not be confused with Service Complaints .
Detailed instructions for submitting a JPA Service Delivery Complaint can be
found on the SPVA Infocentre web page.

Unit Human Resources Administration Staff

01.0317. Role. Unit Human Resources Administration Staff (Unit HR
Admin staff) are responsible for all aspects of personnel administration within
their Unit. In some cases Unit HR Admin staff will also have a parenting
responsibility for the administration function of individuals serving in lodger
units posts under their remit.

01.0318. Function. In relation to pay and charges, Unit HR Admin staff
or delegated HR Admin Staff (for “orphaned” personnel) are responsible at
unit level for maintaining pay details within JPA, and are responsible for
ensuring that changes to an individual’s circumstances that will affect pay and
charges, and associated details are promptly notified to JPA either manually
through the JPAC or directly on-line. Unit HR Admin staff are to ensure that all
documents supporting pay and charges are correctly and legibly prepared and
that all advances are properly authorised and within the terms set out in
Chapter 2 Section 5.


01.0319. Customer Interface. Individual Service personnel will be able
to access JPA as a customer, to view their own pay, and also action certain
occurrences affecting their own pay, allowances and personal details. Full
details for accessing information and processing are contained in the on-line
business process guides.

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JSP 754 Edition 18 dated 1 Apr 13
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ANNEX A TO CHAPTER 1 SECTION 3

ARMED FORCES’ PAY REVIEW BODY - TERMS OF REFERENCE

1. The AFPRB is to provide independent advice to the Prime Minister and
the SofS for Defence on the remuneration and charges for members of the
Naval, Military and Air Forces of the Crown.

2. In reaching its recommendations, the AFPRB is to have regard to the
following considerations:

a. the need to recruit, retain and motivate suitably able and
qualified people taking account of the particular circumstances of
Service life;

b. Government policies for improving the public services, including
the requirement on the MOD to meet the output targets for the delivery
of departmental services;

c. the funds available to the MOD as set out in the Government’s
departmental expenditure limits; and

d. the Government’s inflation target.

3. The AFPRB shall have regard for the need for the pay of the Armed
Forces to be broadly comparable with pay levels in civilian life.

4. The AFPRB shall, in reaching its recommendations, take account of the
evidence submitted to it by the Government and others. The AFPRB may
also consider other specific issues as the occasion arises.

5. Reports and recommendations should be submitted jointly to the SofS
for Defence and the Prime Minister.

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JSP 754 Edition 18 dated 1 Apr 13
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ANNEX B TO CHAPTER 1 SECTION 3

REVIEW BODY ON SENIOR SALARIES - TERMS OF REFERENCE

1. The SSRB provides independent advice to the Prime Minister, the Lord
Chancellor and the SofS for Defence on the remuneration of holders of judicial
office; senior civil servants; senior officers of the Armed Forces; and other
such public appointments as may from time to time be specified.

2. The Review Body also advises the Prime Minister from time to time on
the pay and pensions of Members of Parliament and their allowances; on
Peers’ allowances; and on the pay, pensions and allowances of Ministers and
others whose pay is determined by the Ministerial and Other Salaries Act
1975. If asked to do so by the Presiding Officer and the First Minister of the
Scottish Parliament jointly; or by the Speaker of the Northern Ireland
Assembly; or by the Presiding Officer of the National Assembly for Wales; or
by the Mayor of London and the Chair of the Greater London Assembly jointly;
the Review Body also from time to time advises those bodies on the pay,
pensions and allowances of their members and office holders.

3. In reaching its recommendations, the Review Body is to have regard to
the following considerations:

a. the need to recruit, retain and motivate suitably able and
qualified people to exercise their different responsibilities;

b. regional/local variations in labour markets and their effects on
the recruitment and retention of staff;

c. Government policies for improving the public services including
the requirement on departments to meet the output targets for the
delivery of departmental services;

d. the funds available to departments as set out in the
Government’s departmental expenditure limits;

e. the Government’s inflation target.

4. In making recommendations, the Review Body shall consider any
factors that the Government and other witnesses may draw to its attention. In
particular it shall have regard to:

a. differences in terms and conditions of employment between the
public and private sector and between the remit groups, taking account
of relative job security and the value of benefits in kind;

b. changes in national pay systems, including flexibility and the
reward of success; and job weight in differentiating the remuneration of
particular posts;



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c. the need to maintain broad linkage between the remuneration of
the three main remit groups, while allowing sufficient flexibility to take
account of the circumstances of each group; and

d. the relevant legal obligations, including anti-discrimination
legislation regarding age, gender, race, sexual orientation, religion and
belief and disability.

5. The Review Body may make other recommendations as it sees fit:

a. to ensure that, as appropriate, the remuneration of the remit
groups relates coherently to that of their subordinates, encourages
efficiency and effectiveness, and takes account of the different
management and organisational structures that may be in place from
time to time;

b. to relate reward to performance where appropriate;

c. to maintain the confidence of those covered by the Review
Body’s remit that its recommendations have been properly and fairly
determined; and

d. to ensure that the remuneration of those covered by the remit is
consistent with the Government’s equal opportunities policy.

6. The Review Body will take account of the evidence it receives about
wider economic considerations and the affordability of its recommendations.

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JSP 754 Edition 18 dated 1 Apr 13
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ANNEX C TO SECTION 3 TO CHAPTER 1

A GUIDE TO THE PREPARATION AND SUBMISSION OF PAY AND
CHARGES CASEWORK

1. AIM. The aim of this Annex is to provide advice and assistance to
those involved in the preparation and submission of casework to ensure that
comprehensive cases are submitted in a standard format that enables
balanced and fair decisions to be made in a timely manner.

2. PREPARATION AND SUBMISSION OF CASEWORK. Casework is to
be prepared and submitted in the format at Appendix 1 to this Annex, with a
covering letter from the Unit. Service personnel are not to submit casework
themselves; all cases must be submitted in accordance with para 01.0314
on
behalf of the Service person. Unit HR Admin Staff must satisfy themselves
that the case is justified, where necessary Units are to seek advice from their
Administrative Chain of Command prior to submission. Cases submitted to
the PACCC must contain the following essential elements:

(a) the full background to the case, including all relevant facts together
with the full details of any advice sought from other agencies.

(b) a clear description of the entitlement being sought together with a
full justification quoting full details of the relevant regulations (including
all references).

(c) justification as to why a decision should be made in favour of the
Service person supported by appropriate documentary evidence.

It is imperative that the elements described above are included in the
casework submitted to the PACCC as failing to include the information will
result in the return of the casework to the Unit CO unanswered. Sub
paragraphs 2(a) and 2(b) are straightforward and should provide factual
information set out in a concise, chronological and logical manner. Sub
paragraph 2(c) requires consideration and interpretation of the regulations as
they apply to the individual case and is the most important part of the
submission. Guidance on completing this is at Appendix 1. It is important
that all supporting documents are attached. All pay and charges cases must
include copies of relevant pay statements.

3. STAFFING PROCEDURES. In order to submit a comprehensive and
credible case to the PACCC as quickly as practicable, it is essential that
submissions are staffed through the Chain of Command and commented
upon by Unit HR Admin Staff in accordance with para 01.0314
. Unit HR
Admin Staff must consider the facts and assess whether the case merits
support. A guide to the factors to be considered is at Appendix 2 to this
annex. When submitting a case that is supported by the Chain of Command,
Unit HR are to include in their covering letter the reasons why the case is
supported and the outcome sought. Unit HR Admin Staff must apply the
regulations and should not be afraid to identify those cases which do not have


JSP 754 Edition 18 dated 1 Apr 13
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an entitlement; advising the Service person of their decision and returning the
case to the individual. Should the Service person still believe that they have a
case then it is to be forwarded to the PACCC, through the Chain of Command
and must include a copy of the Unit HR’s initial response to the case. It is
acceptable to forward a case with a covering letter stating that it is not
supported and explaining the reasoning behind the decision. Fully staffed
cases are to be sent via email to: SPVA-DMS-PACCC (MULTIUSER). In
exceptional circumstances e.g. where units do not have access to scanners
and/or email, casework should be sent to the PACCC by one of the following
routes:

a. By mail to: Service Personnel and Veterans Agency
Pay and Allowances Casework and Complaints
Cell
Mail Point 600
Kentigern House
65 Brown Street
GLASGOW
G2 8EX

b. By fax to: 94561 2605.

4. SUBMISSION OF APPEALS. All Appeals should be submitted in the
same format as initial casework

under a covering letter signed by the unit CO.
Reference should be made to the Initial Case (and 1st Appeal for 2nd
Appeals) and state exactly what outcome is required. The letter should briefly
detail the basis of the Appeal, highlighting any key areas and should include
any new evidence together with a statement from the Service person who is
appealing (there is no need to resend original case material). All enclosures
should be dated and in chronological order. The letter should end with a brief
statement of the unit view articulating whether the appeal is supported or not.

5. PACCC PROCEDURES. Once a case is received by the PACCC, a
letter acknowledging receipt will be sent within 24 hours. Provided all the
facts are to hand, the PACCC will aim to process the case and inform the
Chain of Command of the result within 10 working days of receipt. If there is a
need for further information or documentation the PACCC may return the
case, under covering letter, detailing the additional information that is required.
Where it is not possible to meet the 10 day timeframe, the PACCC will forward
a holding letter to inform the Unit/Bde that the case is still under consideration.
If a case is novel or contentious or relates to policy, it may be necessary to
seek advice from CDP Remuneration, who in turn may need to consult other
relevant authorities which may result in further delays. If this is the case, the
PACCC will continue to send holding replies every 20 working days until a
final decision is made. It should be noted that if the claimant is not satisfied
with the PACCC’s response, they may submit an appeal in accordance with
paragraph 01.0315
. Under no circumstances will the PACCC engage in
telephone conversations with the Service person regarding cases with which it
has dealt. Callers will be directed to follow the appeals process should they
feel aggrieved at a PACCC decision.


JSP 754 Edition 18 dated 1 Apr 13
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Appendix:

1. Format for Written Submission to the PACCC
2. Factors to be considered by Unit HR Admin Staff

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JSP 754 1 – 3 – C – 1 -
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Edition 18 dated 1 Apr 13
APPENDIX 1 TO ANNEX C TO SECTION 3 TO CHAPTER 1

FORMAT FOR WRITTEN CASEWORK TO THE PACCC

1. SHORT TITLE (EG. FRI, AIP).

Name & Initials: Number:

Rank: Service/Regt/Corps:

Unit: Contact Number:

Unit Address: Email Address:

DOB: Arrival Date:

PStat Cat: Future Availability Date:

CEA Claimant (Y/N): Termination Date:

2. BACKGROUND. Start at the beginning and go through the facts in
chronological order. Where relevant include:

(a) Dates of all important events (any delays in actions or
submissions at unit (or Bde) should be explained).

(b) What advice was sought or offered and by whom. In cases of
incorrect advice, be specific about dates, places and names (enclosing
evidence if available). Vague references to a telephone conversation
or a general conversation is insufficient.

(c) Relevant family or compassionate circumstances (enclosing
welfare or medical reports).

(d) Any financial hardship suffered (including a financial statement).

(e) Any remedial action taken by the Service person.

3. ENTITLEMENT SOUGHT. Be clear about what is required, i.e.
entitlement to Recruitment & Retention Payment or a Commitment Bonus.
Refer to specific paragraphs of the JSP, where relevant.

4. JUSTIFICATION. This is the key part of the submission. It must be
argued in a logical and convincing manner. If this presents difficulties, does
the case deserve to go forward? The key issue is whether the circumstances
of the case fall within the spirit and intent of the regulations. If it falls at the
‘margins’ is it possible to argue that there are other circumstances which
should be taken into consideration within the scope of the regulations?
Consider:

(a) Excessive turbulence or separation;

(b) Family circumstances;


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Edition 18 dated 1 Apr 13

(c) Availability of advice;

(d) Alternative options - if any;

(e) The financial effect on the Service person.

(f) Personal choice or Service requirement.

There will be cases that, although outwith current regulations, may
nevertheless merit support. The same basic format should be applied. It will,
however, be important to show why a particular case warrants special
treatment. The case itself may point to the need for a revision of current
policy. Both aspects should be considered when drafting the submission.
Avoid:

(g) Emotional statements and intemperate language;

(h) Blaming others for personal mistakes. If the regulations have
been unintentionally transgressed, have the honesty to say so;

(i) Persistent submission of marginal cases;

(j) Veiled threats of appeals, letters to MPs, etc. It is recognised
that these are courses of action available to all Service personnel and it
is not necessary to reiterate this in a letter to the PACCC;

Ensure that all supporting documents are attached to the submission,
e.g. welfare reports, medical evidence, assignment orders, course
certificates, Service housing applications, receipts, pay statements,
bank statements etc. This list is not exhaustive; the guiding principle
should be that all statements should be backed up with copies of
evidence or references to official documents that supports the
statements. Where evidence cannot be obtained this should be
explained. If in doubt enclose any additional documents in support of
the case.

5. SUMMARY. Close with a short, succinct paragraph that summarises
the case, whether it is supported by the Chain of Command or otherwise and
details the outcome sought. Do not introduce new information or facts; these
should have already been included in the background or justification.

Name


Rank
1
Date






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1
To be signed in accordance with para 01.0314
.


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Edition 18 dated 1 Apr 13
APPENDIX 2 TO ANNEX C TO SECTION 3 TO CHAPTER 1

FACTORS TO BE CONSIDERED BY UNIT HR ADMIN STAFF

1. Regulations. Does the case fall within the spirit and intent of the
regulations? Examine the aim of the regulations in the JSP. If the case is
outwith the current regulations in the JSP, it may still warrant support. For
example:


(a) is this case unique, or are there others like it?

(b) do the circumstances indicate a need for fundamental
policy review?

2. Knowledge. Ignorance of the regulations is never a defence in itself;
however, in a more complicated case it might be seen as a mitigating factor.

3. Alternatives. Is there an alternative method of compensation,
monetary or otherwise? Is it a reasonable and fair claim on tax-payers’
money?

4. The X-Factor. Any attempt to correct every imbalance will risk a
reduction in the X-Factor within basic pay, which is paid continuously
throughout a Service person’s career. The elements that the X-Factor covers
are detailed below. Are the circumstances within the case compensated for
by the X-Factor?

Advantages
: Disadvantages
:

Job security Subject to military discipline
Adventure On duty at all times
Travel Restrictions on resignation
Trade training No negotiations on pay
Variety of life & work Danger
Promotion / Early responsibility Turbulence / Separation.

5. Extenuating Circumstances. To what extent are the circumstances
brought about by the exigencies of the Service? Where there are extenuating
personal circumstances, has the Service person acted in a responsible
manner?

Is their action a matter of personal choice? If so do the
circumstances justify the reimbursement from public sources being sought?

6. Culpability. Is the Service person at fault in any way? If so, what
degree of blame should be attached to him/her? Did he/she seek proper
advice? Was he/she correctly advised?

7. Overpayments. There will be instances in which overpayments occur.
However, the general rule is that the Service person will be required to repay
any overpayments, irrespective of whether it was received in ‘good faith’. If
the relevant policy is not is not in dispute an objection to recovery in
accordance with Annex A to Section 6 of Chapter 2
may be more
appropriate than submitting a case to the PACCC.



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Edition 18 dated 1 Apr 13
8. Retrospective Claims. Casework should only be submitted if the
claim is within 6 years of the date of the claim. For claims in excess of this 6
year period no claim will be paid (refer to para 01.0106
).

9. Procedural Issues. Casework should not be submitted to the PACCC
to resolve procedural issues. This work should be referred to the single
Service personnel administration Focal Point.

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JSP 754 Edition 18 dated 1 Apr 13
1 – 4 – 1
CHAPTER 1

SECTION 4

GLOSSARY OF TERMS


The following expressions, when used in the Pay Structure policy statements,
shall be held to have the meanings stated below.

Accelerated Incremental
Progression (AIP)
In addition to Yearly Incremental Progression (YIP) (see
Section 4
), an individual may be awarded Accelerated
Incremental Progression (AIP) as an incentive for the
attainment of key qualifications required by the individual
Services. The effect of such AIP is the reward of an
‘immediate increment’ so that the Incremental Base Date
(IBD) for YIP is unaffected (see Chapter 3, Section 6
).
Armed Forces Pay Review Body
(AFPRB)
The AFPRB is drawn from eminent civilians of widely
differing backgrounds, one of whom is always a retired
senior member of the Armed Forces. It is their role to
advise the Prime Minister and the Secretary of State
(SofS) for Defence on the levels of pay and charges, and
some allowances, which they consider appropriate for
members of the Armed Forces up to and including the
rank of OF6 (see Chapter 1, Section 3, Annex A).

Ante-dated Seniority Ante-dated Seniority is a mechanism which provides for
the granting of a seniority date in a rank which is prior to
the actual date of assumption of the rank. Personnel
granted an ante-date of seniority for experience gained
before entry or during service will count such ante-date,
as detailed by single Service regulations, for the purpose
of qualifying experience for increments of pay.
Incremental progression is therefore calculated from the
date from which seniority is granted rather than the actual
date of assumption of the rank.

Basic Pay Basic pay comprises base pay and X-factor (see Chapter
3, Section 1
).
Business Process Guides Business Process Guides (BPGs) detail the actions
required by unit administrators to ensure that pay and
charges policy is properly delivered by JPA.
Early Payment In Cash An Early Payment In Cash (EPIC) is a sum that is paid to
an individual other than their normal monthly pay to bank.
Incremental Bar The Services set incremental bars to meet their individual
manning requirements. In addition to the factors at
03.0409
, incremental progression is not possible when a
bar is in place. For example, if an increment bar is set at
Increment Level (IL) 5, an individual barred at IL5 would
not be able to progress to IL6 until the appropriate
criterion has been satisfied (see Chapter 3, Section 4).

Incremental Base Date (IBD) An Incremental Base Date (IBD) is the date upon which,
in normal circumstances, a YIP is awarded. This date is
calculated initially from the date of enlistment and
thereafter will normally change on the effective date of
promotion to a subsequent higher paid rank (see Chapter
3, Section 4
).
Incremental Level (IL) An Increment Level (IL) is one of a series of pay rates that
go to make up a pay range (see Chapter 3, Section 1).



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Mark-Time Rate of Pay (MTRP) A Mark Time Rate of Pay (MTRP) is a rate of pay that is
higher than that to which an individual would normally be
entitled for their rank, experience in rank, employment
category or qualifications and is applied in certain
circumstances to ensure that an individual does not take a
cut in pay. A MTRP does not attract annual pay uplifts
and incremental progression is only applicable in
accordance with Chapter 3 Sections 4
and 6
. An
individual will generally remain on a MTRP until they have
satisfied the criteria to entitle them to a higher rate of pay
on the relevant range for their trade/rank (see Chapter 3,
Section 1
).
Minimum Drawing Rate (MDR) The MDR is the minimum rate of pay beyond which no
further compulsory deductions should be made from an
individual’s pay account in respect of the items listed in
02.0406. The MDR mechanism is designed to protect
Service individuals by guaranteeing that certain otherwise
compulsory deductions will not be made from their pay
once the MDR threshold has been reached (see Chapter
2, Section 4
)
Pay Profile All trades and non-commissioned aircrew categories in
the Armed Forces are allocated to a pay range within one
of the two pay spines on the basis of Job Evaluation (JE).
The output of the process is called a pay profile for the
trade (see Chapter 3, Section 1
).
Premature Voluntary Release
(PVR)
PVR is when a Service individual elects to apply for a
voluntary termination of Service earlier than their normal
retirement date.
Qualification Points (QP) A qualification point (QP) is an incremental bar which can
only be crossed through by the attainment of a specific
qualification or promotion mark/grading. QPs may be
imposed at different ranks and trades within the
incremental ranges beyond which individuals will not
proceed unless they have the necessary qualification or
promotion marking/grading. QPs are set to meet the
particular manning requirements of the individual Services
(see Chapter 3, Section 4
).
Range A range comprises a number of Increment Levels. For
pay purposes, rank is assigned to a range. In certain
circumstances more than one rank may share a range
(see Chapter 3, Section 1
).
Rate of Pay All personnel receive a rate of pay – this is the actual
monetary value published each year in a Directed Letter
issued by CDP Remuneration
(
see Chapter 3, Section
1)
.
Return Of Service (ROS) A Return of Service (ROS) is a period of reckonable
service required from an individual on completion of a
specified period of training or on receipt of a financial
recruitment or retention bonus.
Reckonable Paid Service Reckonable paid service is every day for which a Service
individual receives pay.
Reckonable Service Reckonable service can include days for which the
Service individual has not been paid, and these
circumstances are described in the relevant Chapters.
Reserved Rights of Pay (RRRP) A Reserved Rights Rate of Pay (RRRP) is a level of pay
that is assigned to an individual but to which they are no
longer entitled because the rules for entitlement have
changed since they became eligible. A RRRP will attract
annual pay uplifts, Yearly Incremental Progression (YIP),
and Accelerated Incremental Progression (AIP) based on


JSP 754 Edition 18 dated 1 Apr 13
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the level appropriate to the individual’s earlier pay range.
(see Chapter 3, Section 1
).
Specially Determined Rate of
Pay (SDRP)
A Specially Determined Rate of Pay (SDRP) is a rate of
pay above the maximum Increment Level of a range to
which an individual would normally be entitled. Therefore,
the rate of pay applicable as a SDRP will be unique to the
individual and not published in CDP Remuneration’s
Directed Letter on Pay and Charges (see Chapter 3,
Section 1
).
Spine A spine contains a number of pay ranges. There will only
ever be one range per rank within a spine (see Chapter
3, Section 1
).
Standstill Rate of Pay (SSRP) A Stand Still Rate of Pay (SSRP) is a pay level that is
assigned to an individual on promotion or entry to the
Service which, because of the need to guarantee a
certain level of pay, is above the normal entry level for the
rank. In such circumstances, progression beyond a
SSRP is only possible once the appropriate seniority in
rank has been achieved. A SSRP will attract annual pay
uplifts and incremental progression is only applicable in
accordance with Chapter 3 Sections 4
and 6
(see
Chapter 3, Section 1
).
Table A table is the collective term for a number of pay spines
applicable to a specific group of Service personnel (see
Chapter 3, Section 1).
X-Factor The X-factor is a percentage increase to the military
salary of regular Service personnel (and Reserve
personnel depending on commitment level), intended to
reflect the differences between conditions of service
experienced by members of the Armed Forces over a full
career and conditions in civilian life, which cannot be
taken directly into account in assessing pay comparability
(see Chapter 1, Section 2
).
Yearly Incremental Progression
(YIP)
Yearly Incremental Progression (YIP) is awarded on the
anniversary of the Incremental Base Date (IBD) to
individuals who are not on the maximum Incremental
Level for their trade and rank and have satisfied the
criteria set out in Chapter 3, Section 4
. YIP is awarded to
reflect experience and performance in rank.


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CHAPTER 1

SECTION 5

LIST OF STANDARD ABBREVIATIONS

A
B
C
D
E
F
G
H
I
J
K L
M
N
O
P
Q
R
S
T
U
V
W
X Y
Z

A
AAC Army Air Corps
AC Aircraftman
ACAD Army Compressed Air Diver
ACF Army Cadet Forces
ACT Annual Continuous Training
AD Army Diver
ADC Additional Duties Commitment
ADI Army Diving Instructor
ADQUAL Additional Qualification
ADS Army Diving Supervisor
AEW Airborne Early Warning
AFOMS Armed Forces’ Occupational Maternity Scheme
AFPRB Armed Forces’ Pay Review Body
AFPS Armed Forces’ Pension Scheme
AFPS 75 Armed Forces’ Pension Scheme 75
AFPS 05 Armed Forces’ Pension Scheme 05
AFT Advanced Further Training
AGAI Army General and Administrative Instructions
AHO Advanced HUMINT Operator
AIP Accelerated Incremental progression
AML Additional Maternity Leave
AMTC Airmen Aircrew Management Training Course
ANC Advanced Navigators Course
AP Air Publication
APC Army Personnel Centre
APW Army Pay Warrant
AR Acting Rank
ASCAB Armed Services Consultant Appointments Board
ASGPAB Armed Services’ General Practitioner Approval Board
ASTOR Advanced Stand Off Radar
AT Additional Training
ATC Air Training Corps
AVC Additional Voluntary Contributions
AWACS Airborne Early Warning Aircraft System
AWC Air Warfare Centre

B
BACS Banks Automated Clearing System
BFT Basic Flying Training
BPG Business Process Guide
BNC Basic Navigators Course
BPG Business Process Guide
BR 2806 UK Military Diving Manual
BRNC Britannia Royal Naval College


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BSEN British Standards, European Norm

C
CB Commitment Bonus
CBDA Clearance Divers Breathing Apparatus
CBPS Central Bank Payment System
CCB Continuous Career Basis
CCF Combined Cadet Forces
CDE Clearance Diving Elements
CDL Chief of Defence Logistics
CDP Chief of Defence Personnel
CDS Chief of the Defence Staff
CEA Clinical Excellence Award
CFAV Cadet Force Adult Volunteers
CILOCT Contribution in Lieu of Council Tax
CMR Casual Meal Rate
CMS(R) Common Military Syllabus (Recruits)
CO Commanding Officer
COS Chief of Staff
COTF Chaplain of the Fleet
CS Career Stream
CSA Child Support Agency
CTB Completion of a Task Basis
CTR Council Tax Relief
CTT Conversion-to-Type
CWO Commissioned Warrant Officer

D
DA Distinction Award
DBWG Diving Billet Working Group
DCI Defence Council Instruction
DCOTF Deputy Chaplain of the Fleet
DDNLM(Pay) Deputy Director Naval life Management (Pay)
DDP(P&A)(RAF) Deputy Director Policy (Pay & Allowances) (RAF)
DEFT Defence Elementary Flying Training
DER Deductions of Earnings
DFC Daily Food Charge
D SP Pol Director Service Personnel Policy
DIN Defence Instructions and Notices
DM(A) Directorate Manning (Army)
DMEO Deputy Marine Engineer Officer
DMS Defence Medical Services
DMSD Defence Medical Services Directorate
DO Dental Officer
DOMCOL Domiciled Commonwealth Overseas Leave
DRFC See: RF&C – Reserve Forces and Cadets Division
DSF Director Special Forces
DTI Department of Trade and Industry
DTU Defence Technical Undergraduate
DVTAB Dental Vocational Trainers Accreditation Board
DWP Department for Work and Pensions

E
ECMC Entitled Casual Meal Charge


JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 3
EOOW Engineering Officer of the Watch
EP/TP Experimental Protocol/Test Plan
EQ Employment Qualifications
EWC Expected Week of Childbirth

F
FBWG Flying Billet Working Group
FC(F) Field Conditions (Food)
FJAFT Fest Jet Advanced Flying Training
FMG Family Maintenance Grant
FRI Financial Retention Incentive
FsAST Flight Simulator and Synthetic Trainers IPT
FSLO Flight Simulator Liaison Officer
FTRS Full Time Reserve Service
FTRS(FC) Full Time Reserve Service (Full Commitment)
FTRS(HC) Full Time Reserve Service (Home Commitment)
FTRS(LC) Full Time Reserve Service (Limited Commitment)

G
GD General Duties
GDP General Dental Practitioner
GDPTP General Dental Practitioner Trainer Pay
GMP General Medical Practitioner
GMPTP General Medical Practitioner Trainer Pay
GST General Service Training

H
HBWG Hydrographic Billet Working Group
HHI Helicopter Handling Instructors
HMIT HM Inspector of Taxes
HMM Higher Medical Management
HR Human Resources
HRR High Readiness Reservists

I
IBD Incremental Base Date
IC Internal Communications
IL Increment Level
IMA Interim Maintenance Assessment
INM Institute of Naval Medicine
IOT Initial Officer Training
IPP Initial Pension Point
ISTAR
Intelligence Surveillance Target Acquisition Reconnaissance
ITEPA 2003 Income Taxes (Earnings and Pension) Act 2003

J
JE Job Evaluation
JEFTS Joint Elementary Flying Training School
JPA Joint Personnel Administration
JPAC Joint Personnel Administration Centre
JSJET The Joint Services Job Evaluation Team
JSP Joint Service Publication



JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 4

L
LAC Leading Aircraftman
LE Late Entrant
LOA Local Overseas Allowance
LPC Landing Point Commanders
LSAP Long Service Advance of Pay
LSL Long Service List
LSN Line Serial Number

M
MA Maternity Allowance
MAP Maternity Allowance Period
MCDO Mine Clearance Diving Officer
MCMV Mine Counter Measure Vessel
MCQ Marine Charge Qualification
MDG Medical Director General
MDR Minimum Drawing Rate
MEARW Multi-Engine Advanced Rotary Wing
MEO Marine Engineer Officer
MEPT Multi Engine Pilot Training
MFAPRG Minor Forms of Aircrew Pay Review Group
MIP Medical Incremental Progression
ML Mountain Leader
MLBWG Mountain Leader Billet Working Group
MLSE Military Local Service Engagement
MMRR Medical Manning and Retention Review
MO Medical Officer
MOD Ministry of Defence
MODCEAC Ministry of Defence Clinical Excellence Awards Committee
MODO Medical Officer/Dental Officer
MOU Memorandum of Understanding
MPGS Military Provost Guard Service
MPP Maternity Pay Period
MTD Man Training Day
MTRP Mark Time Rate of Pay

N
NATO North Atlantic Treaty Organisation
NCA Non-Commissioned Aircrew
NCB Non-Continuous Basis
NCO Non Commissioned Officer
NCOW Nuclear Chief of the Watch
NERP New Entrant Rate of Pay
NGR General Right to Notice Discharge
NHS National Health Service
NI National Insurance
NIC National Insurance Contributions
NMCDO Nuclear Main Control Desk Operator
NMEAOW Nuclear Marine Engineer Artificer of the Watch
NPOC Nuclear Propulsion Operators Course
NQW Not Qualified for Waterwork
NRD Normal Retirement Date
NRPO Nuclear Reactor Panel Operator


JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 5
NRPS Non Regular Permanent Staff

O
OAL Officer’s Appointment List
OCFR Officer Commissioned from the Ranks
OCP Operational Conversion Phase
OCU Operational Conversion Unit
OES Operational Evaluation Squadron
OJAR Officers’ Joint Appraisal Report
OML Ordinary Maternity Leave
ONCAWG Officers and NCA Working Group
OPG Overall Performance Grade
ORA Overseas Rent Allowance
ORD Optional Retirement Date
OR Other Rank
OSB(FC) Operations Support Branch (Fighter Control)
OSDS Open Space Diving System
OSR Official Service Residence
OTC Officer Training Corps

P
PACCC Pay and Allowances Casework and Complaints Cell
PAS Professional Aviators’ Pay Spine
PAYD Pay As You Dine
PAYE Pay as you Earn
PAX Personal Accident Insurance
PC Permanent Commission
PES(A) Pilot Employment Stream (Army)
PI Performance Indicator
PJIRG Parachute Jump Instructor Review Group
PMOC Personnel Management Operations Centre
PMPS Performance Management and Pay System
POL Post Operational Leave
PRHO Pre-Registration House Officer
PSTAT CATS Personal Status Category
PVR Premature Voluntary Release

Q
QFI Qualified Flying Instructor
QM Quarter Master
QML Qualified – Medical List
QP Qualification Point
QP Qualifying Period
QW Qualifying Week

R
R Irish (HS) Royal Irish (Home Service)
R Irish (HSFT) Royal Irish (Home Service Full-Time)
R Irish (HSPT) Royal Irish (Home Service Part-Time)
RARO Regular Army Reserve of Officers
RAuxAF Royal Auxiliary Air Force
RAVC Royal Army Veterinary Corps
RB Reserve Band


JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 6
REC Research Ethics Committee
REME Royal Electrical and Mechanical Engineer
RF&C Reserve Forces and Cadets Division
RFA 96 Reserve Forces Act 1996
RI Recruitment Incentive
RMAS Royal Military Academy Sandhurst
RMR Royal Marines Reserve
RNR Royal Naval Reserve
ROS Return of Service
RRP Recruitment & Retention Payment
RRP Recruitment & Retention Payment
RRP(AD)
Recruitment & Retention Payment (Air Dispatch) – Ceased 31 March
10
RRP(AED) Recruitment & Retention Payment (Aeromedical and Escort Duty)
RRP(D) Recruitment & Retention Payment (Diving)
RRP(EOD)
Recruitment & Retention Payment (Explosive Ordnance Disposal
Operators)
RRP(F) Recruitment & Retention Payment (Flying)
RRP(FCP) Recruitment & Retention Payment (Flying Crew)
RRP(H) Recruitment & Retention Payment (Hydrographic)
RRP(JHSU HCP) Recruitment & Retention Payment (Joint Helicopter Support Unit
Helicopter Crew) – Ceased 31 March 10
RRP(ML) Recruitment & Retention Payment (Mountain Leaders)
RRP(N) Recruitment & Retention Payment (Nursing)
RRP(NP) Recruitment & Retention Payment (Nuclear Propulsion)
RRP(Para) Recruitment & Retention Payment (Parachute)
RRP(PJI) Recruitment & Retention Payment (Parachute Jump Instructor)
RRP(SC) Recruitment & Retention Payment (Special Communications)
RRP(SD)
Recruitment & Retention Payment (Special Duties) – Ceased 30 Nov
2008
RRP(SETT)
Recruitment & Retention Payment (Submarine Escape Tank Training)
RRP(SF SDV) Recruitment & Retention Payment (Special Forces Swimmer Delivery
Vehicle Troop)
RRP(SF) Recruitment & Retention Payment (Special Forces)
RRP(SFC) Recruitment & Retention Payment (Special Forces Communications)
RRP(SIP) Recruitment & Retention Payment (Special Intelligence)
RRP(SM) Recruitment & Retention Payment (Submarine)
RRP(SM)SUP Recruitment & Retention Payment (Submarine) Supplement
RRP(SR) Recruitment & Retention Payment (Special Reconnaissance)
RRRP Reserved Rights Rate of Pay
RTU Return To Unit
RWA Residence at Work Address

S
SA Specialist Aircrew
SAC Senior Aircraftman
SAP Statutory Adoption Pay
SAR Search and Rescue
SAS Special Air Service
SATOS Specialist Aircrew Terms of Service
SBS Special Boat Service
SBWG Submarine Billet Working Group
SCC Sea Cadet Corps
SCC Senior Corps Commission
SDRP Specially Determined Rate of Pay


JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 7
SDS Ship’s Diving Supervisor
SEARW Single Engine Advanced Rotary Wing
SEBRW Single Engine Basic Rotary Wing
SEP Sustainable Experience Profile
SETT Submarine Escape Training Tank
SF Special Forces
SFA Service Families Accommodation
SG Surgeon General
SI Statutory Instrument
SI 1986/1960 Statutory Maternity Pay(General) Regulations 1986
SLA Single Living Accommodation
SM Submarine
SMO Senior Medical Officer
SMP Statutory Maternity Pay
SNCO Senior Non-Commissioned Officer
SofD Superintendent of Diving
SofS Secretary of State
SP Specialist Pay (Now Recruitment & Retention Payment (RRP)
SPAG Submarine Parachute Assistance Group
SPAR Special Paid Acting Rank - See Acting Rank (AR)
SPP Statutory Paternity Pay
SPVA Service Personnel and Veterans Agency
SRR Special Reconnaissance Regiment
SSC Short Service Commission
SSFA Substitute Service Families’ Accommodation
SSMG Sure Start Maternity Grant
SSRB Senior Salaries Review Body
SSRP Stand Still Rate of Pay
SSSA Substitute Service Single Accommodation
SUPA Substitution Pay
SUY Senior Upper Yardmen

T
TA Territorial Army
TMW Tactical Medical Wing
TSARs Tri-Service Accommodation Regulations
TSRB Top Salaries Review Body - See SSRB

U
UAS University Air Squadron
UCE University Cadet Entrant
UKMAM UK Mobile Air Movements
UKSF UK Special Forces
URNU University RN Reserve Unit

V
VO Veterinary Officer
VRT Volunteer Reserve Training

W
WC Weapons Controller
WCQ Weapon Charge Qualification
WSO Weapons Systems Officer


JSP 754 Edition 18 dated 1 Apr 13
1 – 5 – 8

Y
YIP Yearly Incremental Progression


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JSP 754 Edition 18 dated 1 Apr 13
1 – 6 – 1
CHAPTER 1

SECTION 6

TABLE OF NATO RANKS


Royal Navy

Royal Marines

Army

Royal Air Force

OF 10 Admiral of the
Fleet*
Field Marshal* Marshal of the
Royal Air Force*

OF 9 Admiral General General Air Chief Marshal

OF 8 Vice Admiral Lieutenant
General
Lieutenant
General
Air Marshal


OF 7 Rear Admiral Major General Major General Air Vice-Marshal

OF 6 Commodore Brigadier Brigadier Air Commodore

OF 5 Captain Colonel Colonel Group Captain

OF 4 Commander Lieutenant
Colonel
Lieutenant
Colonel
Wing Commander

OF 3 Lieutenant
Commander
Major Major Squadron Leader

OF 2 Lieutenant Captain Captain Flight Lieutenant

OF 1 Sub Lieutenant/
Midshipman
Lieutenant Lieutenant/
Second
Lieutenant
Flying Officer


*Promotion to Admiral of the Fleet, Field Marshal and Marshal of the Royal Air Force is now
held in abeyance in peacetime.












JSP 754 Edition 18 dated 1 Apr 13
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Royal Navy

Royal Marines

Army

Royal Air Force

OR9 Warrant Officer Warrant Officer 1 Warrant Officer 1 Warrant Officer
OR8 Warrant Officer 2 Warrant Officer 2 Warrant Officer 2 -
OR7 Chief Petty
Officer
Colour Sergeant Staff Sergeant Flight Sergeant
OR5/6 Petty Officer Sergeant Sergeant Sergeant
OR4 Leading Rate Corporal Corporal Corporal
OR3
- Lance Corporal Lance Corporal Lance Corporal

OR2 Able Rate Marine Private Senior Aircraftman
/Leading
Aircraftman /
Aircraftman
OR1 - - - -

Equivalent Civilian Ranks for SUPA and AR are shown in Chapter 3 Sections
8 and 9.






















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JSP 754 Edition 18 dated 1 Apr 13
1 – 7 – 1
CHAPTER 1

SECTION 7

BUSINESS PROCESS GUIDES



01.0701. Business Process Guides (BPGs) detail the actions required by
unit administrators to ensure that pay and charges policy is properly delivered
by JPA.

01.0702. The BPGs are to be found on the SPVA ‘infocentre’ web page
and where appropriate a hyperlink has been established at the last paragraph
of the relevant Chapter Section of this document.

01.0703. Administrators must ensure that due reference is given to JSP
754 before using a BPG.

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JSP 754 Edition 18 dated 1 Apr 13
i
CHAPTER 2

PAY AND THE MILITARY SALARY

SECTION 1 – CALCULATION AND AUTHORISATION OF PAY


02.0101
- Joint Personnel Administration Centre
02.0102
– 02.0103 - Calculation of Military Salary
02.0104
- Leap Years
02.0105
- Addressing of Tax Enquiries
02.0106
– 02.0108 - Payment of Military Salary
02.0109
- Bank Payments
02.0110
- Non-Bank Payments
02.0111
– 02.0112 - Refund of Bank Charges
02.0113
- Early Payments in Cash

SECTION 2 – SPLITS OF NET PAY


02.0201
– 02.0204 - Splits of Monthly Net Pay

SECTION 3 – THE PAY STATEMENT


02.0301
– 02.0302 - Introduction
02.0303
- Electronic Pay Statements
02.0304
– 02.0305 - Hard Copy Pay Statements
02.0306
– 02.0307 - Notification to Joint Personnel Administration Centre
02.0308
- Certificate of Pay and Tax Deducted
ANNEX A
- JPA Pay Statement

SECTION 4 – MINIMUM DRAWING RATE

02.0401
- Aim
02.0402
- Scope
02.0403
– 02.0404 - General
02.0405
- Minimum Drawing Rate Calculation
02.0406
- Items to be Included

SECTION 5 – ADVANCES OF PAY AND METHODS OF REPAYMENT


02.0501
- Aim
02.0502
- Scope
02.0503
– 02.0504 - General
02.0505
- Eligibility
02.0506
- Early Repayment
02.0507
- Business Process Guide

SECTION 6 – RECOVERY OF ITEMS FROM PAY (EXCEPT ADVANCES)


02.0601
- Aim
02.0602
- Scope
02.0603
- General
02.0604
- Advances of Pay
02.0605
- Recoveries from Pay
02.0606
- Recovery Periods
02.0607
- Early Repayment
02.0608
- Hardship Cases
02.0609
- Objections Against Automatic Recovery
02.0610
- Business Process Guides
ANNEX A
- Objection to Recovery


JSP 754 Edition 18 dated 1 Apr 13
ii
SECTION 7 – VOLUNTARY DEDUCTIONS


02.0701
- Aim
02.0702
- Scope
02.0703
- Conditions
02.0704
- The Payroll Giving Scheme
02.0705
- Payments to Sports Lotteries
02.0706
- Payments to Service Clubs, Associations and HQ Messes
02.0707
- Payments to Service-Facilitated Insurance Schemes
02.070
8 - Business Process Guide

SECTION 8 – MISCELLANEOUS DEBITS AND CREDITS


02.0801
- Aim
02.0802
- Scope
02.0803
- Conditions


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JSP 754 Edition 18 dated 1 Apr 13
2 – 1 – 1

CHAPTER 2

SECTION 1

CALCULATION AND AUTHORISATION OF PAY

Joint Personnel Administration Centre

02.0101. The Joint Personnel Administration Centre (JPAC) will calculate
and authorise pay for all Service personnel based on the information supplied
by accounting units and other Service or external organisations, including self-
service inputs from individuals. JPAC will also effect deductions and
authorised recoveries such as tax and Earnings Related National Insurance
Contributions (ERNIC) based on the information provided above. Personnel
serving abroad maintain a requirement to pay UK tax on their Service
emoluments irrespective of where they are serving.

Calculation of Military Salary

02.0102. Prior to JPA the military salary was calculated using daily rates
of pay. The biggest single effect JPA will have on ‘basic pay’ is the move to
annual salaries paid monthly to all personnel other than those paid on an
attendance basis who will remain on daily rates. Rates of pay will therefore
be expressed as an annual salary which will be divisible by 12. Basic pay will
be the same each month, comprising one twelfth of the annual salary, less the
appropriate mandatory deductions (e.g. Income Tax and National Insurance).
Recruitment & Retention Payment (RRP), allowances and charges will
continue to be paid/levied on a daily basis.

02.0103. When salary is due for only part of the month or a change in pay
occurs during a month (such as Yearly Incremental Progression (YIP),
promotion or Substitution Pay (SUPA)) the relevant part-month payment is
calculated by dividing the monthly payment by the number of days in that
month and then multiplying the resulting figure by the number of qualifying
days. This means that when a pay event(s) occurs mid-month, the total
month’s pay will comprise the relevant proportions of the separate rates
applicable.

Leap Years

02.0104. With effect from the first leap year after the introduction of JPA