Rank: Forum user 
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I am looking for a bit of advice and the opinions of other safety practitioners.
I am employed as a Health & Safety Officer for a local government organisation employing over 10000 employees. I work with a Manager and two Advisers, all on higher salaries than myself. The two advisers are two pay scales higher than me. Their role profiles differ very slightly to mine, in that they have line management responsibilities. Apart from that, we all do the same jobs, advise on Risk Assessment, DSE, COSHH, Manual Handling, Policy, building related issues etc. etc.....
Because I have qualifications and was previously employed for 30 years with the Fire Service, my main responsibility now, is to advise on all Fire Safety related issues, including carrying out Fire Risk Assessments for 150 premises, training. Basically I am the adviser to the "Competent Person" (Chief Exec).I still carry out Health & Safety functions. The ratio is probably about 60% - 40%.
My role profile does not make any reference to Fire Safety!! It does refer to "giving advice" and carrying out Risk Assessment. I am being told that Fire related issues falls under these headings.
Whilst I don't have a problem carrying out these tasks, I do feel that I am now being exploited by the organisation. I am doing the roles of Health & Safety Officer AND..... Fire Safety Officer, on a Health & Safety Officers salary.
I would be interested in peoples opinions as to wether i am justified in asking for a review of my role profile and an increase in salary to reflect my current role.
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Rank: Super forum user
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I guess it depends on a couple of factors
You say you have fire safety qualifications but what about H&s Gen Cert or Diploma?
Guess your colleagues have no fire safety qualifications?
So I guess it depends which is the more important qualification.
WHat is the actual salary differential?
To some extent I guess its also a sign of the times - employers want more for less.
But then again don't we all.
Ultimately the only real choice you have is to vote with your feet and find another job - which is obviously easier said than done at the present time
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Rank: Super forum user 
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Do you meet the competence model for giving fire safety advice? (other threads have been dealing with that) 30 years in the fire service may be 30 years on the tender ... also 'most' contracts have a line saying 'carry out any other duty reasonably expected'.
What are your training roles and competencies, do you hold recognised trainer qualifications?
Has the organisation taken your fire service pension into account?
If you don't have a problem doing the roles, but do feel exploited, as JJ said its in your hands.
As Yoda said ' Do or not do. There is no 'try'.
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Rank: Super forum user
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Morning,
SNS asked a curious question "Has the organisation taken your fire service pension into account?"
Why would the Employer / LGO take a pension into account and to what effect? I do know that certain defence contractors know exactly what pension a 22 year service leaver will receive as a pension and adjust their pay offers accordingly - is this implying a similar "adjustment" to a fire service or similar pension.
Just wondering,
Jim
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Rank: Super forum user
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Couple of points as I see it – you appear to have been employed on a lower banding, you need to understand why – you are in a Government Organisation – speak to your trade union about it? Government organisations e.g. NHS LA’s all roles have the right to apply for a re-grade speak to the TU and do it if you feel its justified?
I do think you have answered your own question though! If the others guys have line management responsibilities – then that’s what they get paid for.
You need to look at both job descriptions then look at the salary difference then make a judgement on whether they are commensurate or not.
Most organisations including gov and private don’t have a clue that there is a massive gulf / gap in competencies with regards fire and H&S – they all think it’s the same thing, in the most they always have.
Due to the introduction of the Reform Order, this has now provided many Practitioners with the opportunity to guide employers of the difference.
You may have drifted into your new role – if so go for the re-grade ensuring fire competencies form a part of the application.
Additionally you have to remember that it’s a sign of the times – I’ll bet that most folk reading this have taken a lot more on over the last couple of years and got nothing for it – I can assure you I have but I’m building me skills portfolio and biding my time – as things will pick up – you may have to do likewise?
That’s my age showing a bit using a wise head.
It is an extremely frustrating you are in I have been there with the NHS a few years ago and in the end I walked and never looked back – I do understand and share this frustration.
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Rank: Super forum user
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The 3 biggest factors are in my personal view:
1: Managing £;-
2: Managing people;-
as if you do not manage £ and/or people your role will always be seen as a lower position than others who do manage irrespective of other areas
3: Kudos: If you have a kudos job you will always get the higher pay irrespective of managing £ and/or people e.g. a risk manager will always be seen as a kudos manager whereas a H&S and/or fire manager will not [that is in my experience!] be seen as a kudos post in a LA
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Rank: Super forum user
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I totally agree with Bob youel.
I am classed as a "manager" but don't manage £'s or people. So I'm on a lower salary than those that do.
It can be very frustrating at times.
Just a fact of life.
Andy
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Rank: Forum user
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Thanks to all who have "posted", your comments are interesting.
I have H&S qualifications .... CMIOSH, NVQ level 4. Fire Safety ..... Tech IFE, Nebosh Fire Cert and fire safety experience, about 50% of my time on a tender, the rest in Fire Safety Dept. with local authority fire service.
My salary is £26000 per annum, for Health & Safety Officer / Fire Safety Officer...... is that reasonable?
The salary differential between myself and my colleagues is about £5000 per annum.
No i don't manage, but i have a lot of responsibility. I am the only member of staff in the organisation with fire safety qualifications, if i was not in post, the organisation would have to rely on Consultants (and the associated costs) to carry out the Fire Risk Asssessments (some of our premises are high risk).
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Rank: Super forum user
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Personally- I think your value to the company is worth as much as any manager.
I can empathise with you, I'm in the same boat.
It seems that the "value" of a good practitioner comes into its own when the brown stuff hits the fan and the company has a robust defence against an EL claim!
When its all going well- we are a necessary evil.
Andy
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Rank: Forum user
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I'm probably just spouting the obvious but; it's not unusual for responsibilities to grow in a job, more competent people tend to get more responsibilities as a matter of course, often without it being immediately reflected in salary or recognised in titles, and this often happens in the bigger organisations. There is nothing wrong with saying that you think you might be worth more than is currently recognised and ask for a review, in fact a good employer should be asking people to bring their skills to the front to be recognised. It might be that no money is forthcoming but it's pointless hiding your light under a bushel - in fact it might even be a fire risk.
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