Change of Status: BMB  to TSB
April 1st 1976
Assimilation of Staff Structure
When the Bank transferred to TSB status on April 1st 1976 it became necessary to switch
salary grades from those applicable to Birmingham Corporation to those applicable to TSBs.
 A document (reproduced below) was issued by the General Manager (J W Hoccom)
on March 24th 1976 to list the revised salary scales,
and to explain the other repercussions of the change of status.

Details of the main changes affecting staff, which have now been agreed, are given below.


(1) Sub-branch system


The system of sub-branches now in operation will be discontinued. All branches will act independently and will have a Branch Manager in charge.


(2) Groups


Branches will be allocated to one of four areas or groups instead of the former eight groups (Head Office will act independently).


(3)  Area Managers


Each area will be under the control of an Area Manager who will not be responsible for managerial duties at any particular branch within the area under his control.


(4) Working Hours


Since TSB working hours are 36 hours per week, the following working hours will operate from 1st April, 1976:







0900 - 1600 =




0900 - 1600 =




0900 - 1600 =




0900 - 1930 =




0900 - 1600 =





38 hrs

36 hrs


Present conditions will apply (and half-hour lunch period taken). Staff will be required to be on call and will not be paid lunch allowance until position is reviewed at time of amalgamation.


(5) Branch Grading


In order to conform to the TSB system of branch grading, our present system on a funds and transactions basis will cease after 1st April, 1976 and new appointments thereafter will be made strictly in accordance with TSB scales (ie on a funds only basis).


(6) Superannuation


An Admission Agreement allowing for all officers over 18 in post with the BMB to continue to pay contributions to the Local Government Superannuation Scheme has been drawn up by the County Superannuation Officer. The opportunity has been offered to negotiate the inclusion of a clause in this agreement to permit officers in post who will be under the age of 18 at 31st March, 1976 to be admitted to the Scheme on attaining that age.


The employees' contributions to the TSB Superannuation Fund are: men - 1%; women - nil.


In bringing BMB employees' salaries into line with present TSB employees, the assimilation points on existing TSB scales were arrived at after taking into consideration the facts that no impairment to existing pick-up pay and pension bases should occur on assimilation and that there was a fundamental difference in the Superannuation Scheme applicable respectively to BMB and TSB staffs.


The assimilation points decided upon in the TSB scales will ensure that even with the continuing contributions at the appropriate rate to the Local Government Superannuation Scheme allowed for under the proposed Admission Agreement, pick-up pay and pension bases will not be adversely affected; in other words, the above arrangement will allow BMB staff to remain in the Local Government Superannuation Scheme on terms which will be equivalent to the non-contributory scheme applicable to TSB staffs.


(7) Incremental Dates


Assimilation will be made on the position obtaining at 1st April, 1976 with immediate movement to the TSB incremental timing period (ie 21st November instead of 1st April).


(8) Salaries


The scheme for assimilation of salaries on to TSB grades has now been approved by the Trustees of the BMTSB, the TSB Employers' Council and NALGO, and letters will be sent to all members of staff giving details of individual grading and salaries as soon as possible. However, a positive indication of salary and incremental progression can be obtained by reference to the attached chart (Appendix 'A').


eg: An officer graded BMB Clerical 1(a) on 1st April, 1976 receiving a basic salary of 1,587 (column marked Scale Point BMB A) will be assimilated to TSB point 1581 (column marked TSB Scale Point A). This officer will be graded (TSB) Clerical Grade 1 but will receive incremental progression to the top of his assimilated grade (in other words, to the TSB point on the attached chart, opposite to the top of the C1(a) scale), eg:




1st April, 1976


21st November, 1976


21st November, 1977


21st November, 1978


21st November, 1979


21st November, 1980


21st November, 1981


At this point (unless already promoted to a higher grade), an officer's progression will cease. Officers on managerial and clerical scales will receive National Union of Bank Employees' negotiated salary increases but to avoid the possibility of a permanent differential between a former BMB officer's salary and that of his opposite number in a TSB, once a former BMB officer reaches his maximum protected salary level, any further salary awards or upward adjustments will not be paid to that officer after 21st November, 1979. Such salary will remain at that point until equalled or overtaken by the TSB salary. Until former BMB officers' salaries exactly conform to those of TSB officers, any adjustments that are made to salaries as a result of increased responsibilities will not be paid to former BMB officers on their assimilated salaries unless such increases would take them into their true TSB grade.


It is emphasised that BMB officers in post at 31st March, 1976 will be protected to the top of their assimilated scale but, in all cases, following promotion all right of protection of any former salary will cease. In this context  promotion is defined as a salary point above that to which an officer is protected. An officer who moves within his protected scale is not promoted and does not lose his protection.


Where an officer on a protected incremental scale has a ceiling higher than that used in TSBs but at present is on a scale point below that of a TSB with identical funds, it has been agreed that it will not be necessary for the officer to be removed from that branch or accelerated to the TSB scale point. Normal progression will be maintained until the protected scale point is reached or promotion is accepted.


(9) TSB Grading System


The present TSB scales of salaries are as follows:


General Duties Scale (based on age)














Clerical Grades


Grade 1

Grade 2

Grade 3

Grade 4
































Branch Managers' Salary Scale


A minimum salary on appointment of 3405, rising by three annual increments to 4407 (as shown below), unless the funds reach 1m. before that time, in which case a minimum of 4,431 will be paid.


Funds up to 1m.







Salaries for branches with balances over 1m. to be graded as follows:


Over 1m. funds


"   1.25m.  "


"  1.50m.  "


"   1.75m.  "


"   2m.  "


"   2.25m.  "


"  2.50m.  "


"   2.75m.  "


"   3m.  "


"   3.50m.  "


"  4m.  "


"   4.50m.  "


"   5m.  "


"   6m.  "


"   7m. "


"   8m.  "


"   10m.  "




(10) Administrative Officers


Salaries of Administrative Officers will be at the discretion of the Trustees. Officers placed in this category will be notified as soon as possible.


(11) Non-Clerical Officers


Salaries of officers in this category (present technical and miscellaneous grade) are at the discretion of the Trustees.


(12) Shorthand/Typists


There is no separate grade for this class of officer under the TSB grading structure. Consequently, BMB shorthand/typists will in future be graded within TSB Clerical Grades, in accordance with TSB practice.


All employees referred to in paragraphs 10 - 12 above will receive protection to the top of their present assimilated grade.


(13)  Manual Workers


Wages of manual workers are fixed at the discretion of the Trustees but, in common with all other BMB employees, they will be employed by the BMTSB on terms which will be no less favourable than those obtaining at the point in time immediately preceding transfer.


(14) Holiday Entitlement


The present TSB holiday entitlement is:


General Duties Scale or Appointment Grades 1, 2, 3.


On appointment and up to -


3 years' service

17 days

3 - 5 years' service

18 days

5 - 15 years' service

20 days

15 - 25 years' service

22 days

over 25 years' service

25 days


Branch Managers and Clerical Staff in Appointment Grade 4


On appointment

-  25 days

over 5 years' service as

Branch Manager/Grade 4


-   28 days


As stated in Staff Bulletin No 3, staff in post with BMB on 31st March, 1976 will continue with present entitlement unless or until advantage occurs.


(15) Large Town Allowance


A Large Town Allowance of 124 will be paid to all staff who work in branches or premises within the Local Authority boundary of Birmingham existing at the time of the 1971 census. Staff employed at the following branches will not be entitled to this allowance:


Blackheath, Chelmsley Wood, Halesowen, Oldbury, Rubery, Shirley,

Smethwick, Solihull, Sutton Coldfield and Boldmere.


(16) Agreement


An agreement will be concluded in the near future between "the employing body" and the National and Local Government Officers' Association, covering all aspects of the transfer of staff to TSB status, including the appeals machinery which will conform to the outline of the procedure agreement laid down in the TSB Employers' Council Handbook.


The purpose of this letter is to provide members of the staff with information concerning their transfer to TSB status and to reassure them that their interests will be fully protected.


However, should any member of staff require any further information, a meeting of the staff has been arranged at Head Office for Monday, 29th March at 16:45 hours. It would be of assistance if any questions could be sent to reach me on the morning of the meeting in an envelope marked "Staff Meeting".


Councillor N Hargreaves, the Chairman of the Management Committee of the BMB and Chairman of the Trustees of the BMTSB will be in attendance at the meeting.


In order that arrangements can be made, I should be pleased if Managers/Department Heads would arrange for the attached slip to be returned to Head Office not later than the morning of the meeting indicating the names of the members of staff who will be attending the meeting.

Continued ....