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CIfA minimum salaries from April 2017

At its meeting on 28 November, CIfA’s governing Board of Directors considered whether to increase the recommended minimum salaries levels from April 2017 and, if so, by how much. The discussions were informed by

  • CIfA’s primary role to promote high professional standards and strong ethics in archaeological practice, to maximise the benefits that archaeologists bring to society
  • CIfA’s published policy position on recommended minimum salaries as outlined at http://www.archaeologists.net/practices/pay
  • the 2013 IfA Council resolutions recognising that the proposed programme of above inflation increases agreed in 2007 had not proved to be an effective mechanism in the light of economic circumstances but that minimum salaries had played a role in preventing cuts to pay and may continue to do so in the future
  • A paper commissioned from CIfA staff collating general pay and inflation data for the UK as well as sector specific information from the annual State of the Market and Jobs in British Archaeology surveys (including our job advert data)
  • Feedback on the paper from BAJR
  • Feedback on the paper and advice from CIfA’s Advisory Council
  • Feedback from the Industry Working Group, (originally comprising FAME, Prospect and CIfA, now expanded to include ALGAO and Diggers’ Forum)
  • The need to balance issues of affordability and the impact of the decision on Registered Organisations (and in particular, their ability to invest in training and development), the state of the market across the UK at present, the need to recruit and retain skilled professionals within the industry and CIfA’s strategic aim to achieve parity of respect and reward with other professions by 2020

The Board concluded that recommended minimum salaries should increase from April 2017 to

2017-18  £  18,000  £  21,000  £  27,100


A fuller report on CIfA’s progress against the action plan can be found on our website at http://www.archaeologists.net/practices/pay

BAJR is supporting these rises and was involved in the implementing the £18,000 figure, representing a breakthrough figure for a starting salary.  It is hoped that in today’s development climate, that charge out figures, additional benefits, accommodation and other cost heavy elements on contract workers will begin to increase significantly across the board. We also hope career progression salary increases are implemented by more companies for those with more permanent posts or temporary contract workers with clear demonstrable skills beyond the requirements of a G2 level worker.

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