Temporary into permanent contract - procedures and timing

TOTAL

Hi gm4l

Very good, I guess I am. I instantly spot swollen procedures and do surgery in no time. This is actually my first role in which I am given free hand, and the first genuinely interesting one.

Power tip on the price it costs to take over a temp, thank you. I somehow imagined it worked that way only with managerial roles. So if they considered permanent, they are intrigued

Anyway, this might not work for another reason. I could not pretend that this role would be exciting for more than a year. A company does not sign a permanent contract unless they are sure the person wants to keep doing the same thing for two years if not much longer, so it is not for someone who writes "fast-track" in his CV.

I acknowledge what you're saying about the temporary contract being at stake now.
Indeed, I am taking it for granted that both the agency and the employer will want me at least for the next three months, because I have been paid for - and well.

What I would like to know, then, is if once a temporary worker is paid for to the agency, and then gets a pay rise he asks for (like I said, I have seen a precedent), he is paid the surplus by the employer or by the agency.

Anyone?

TOTAL

Caroline_a, my predecessor was permanent. Or actually is, in that she has been moved to a less demanding branch.

getmore4less

In most cases the perm role will pay less than you get now.

In my old job contract rates were typically in the 150%-200% range of PAYE.

More junior positions the pay can be more similar as there is the NMW floor.

Caroline_a

What I would like to know, then, is if once a temporary worker is paid for to the agency, and then gets a pay rise he asks for (like I said, I have seen a precedent), he is paid the surplus by the employer or by the agency.

As a temporary worker you are in effect employed by the agency. They pay your wages, your NI and your tax. They are responsible for your holiday pay etc etc, and if you get a pay rise it usually would mean that the agency would have negotiated a rise in their fees from the company. The company are not the employer - they are only where you work.

paddyrg

When I last contracted as an IT specialist back in the olden days, the rule of thumb calculation was for the hourly contract rate to be 1/1000th of the perm annual rate - for instance £40/hr was roughly a £40k permanent role. This is based on the contract GROSS rate - so with nothing removed for NI/tax/holiday/accounting fees/etc.

Going permanent will likely appear to you as a pay cut/similar rate.

TOTAL

Thanks both. I am going to check the employer's grade scale, because I have just realized that the annual pay that was told to me out of the context when the agency negotiated the pay with me might be misleading greatly. I am being paid in band E, whereas what I have heard the permanent role would be paying is band 4. Quite a mismatch if 11.28 calculates sums up to 21,996.00 annually (at 37.5 hs weekly), band 4 being £15,455 - 18000 something sounds like a joke.
Now I can see how temporary work can be so much better paid.
Is the calculation okay?

@Caroline_a
Good to know. So I definitely need to speak with the main managerial stakeholder I support, as suggested by my LM.

TOTAL

@ paddyrg

The calculation you propose would not apply to what I have seen before - maybe with lower sums?

Let's take 11.28 - if it were to be 11280 yearly, there is no way this can work.

Caroline_a

Good to know. So I definitely need to speak with the main managerial stakeholder I support, as suggested by my LM.

Don't you think that before speaking to whoever this person is you should see if you get a job offer? Most people would be pretty irritated being accosted regarding a salary where the job hasn't even been posted yet.

getmore4less

So we are talking about low paid work the gap will be smaller because of the min wage floor on pay.

Eg a perm role may pay in the region of 15k-18k 20k-23k for a contract would be reasonable upper end contact temp. Some places would pay the same for temp as the pool of workers available for some jobs would not need a premium to be paid.

TOTAL

Thanks both, good to know. With all the above in mind here is the final dilemma:

1. Accepting and winning the perm
+ security and guaranteed income, at least for some time
+ first perm being good for CV
+ a chance for managerial responsibilities and a chance for managerial training - both promised without stating when
- the range of my responsibilities was told to me during the job interview but the role name and the actual responsibilities were not made clear for weeks after I started working - is it common or does it not speak well of the employer for the future?

vs

2. Finding another similarly or better paid temp role
++ much better money than perm - enough to cover managerial training of my choice, and without being bound with the company
+ another skillset to develop and list in CV, broader experience