Talking about pay in the veterinary professions: Rosamund Ford

I led teams for quite a period at a veterinary charity. For the majority of time I was managing there, there was an increase in pay annually up the pay scale which stopped when you reached the top for each job role (so difference scales for receptionists, Practice Managers, VCAs, RVNs, Head Nurses, Vets, Senior Vets etc). Pay was dependent on length of service, and what pay point you started on when you joined the organisation, but thereafter could not be unduly influenced by factors such as gender or willingness to open a pay conversation.

The pay structure was completely open and accessible and there was a salary review annually to try and take into account inflationary changes (while looking after the charity’s resources appropriately). I believe that the pay was reasonable, but also probably not the prime motivator for working at charity - which offered not only a fantastic opportunity to help pets in need, a varied caseload often with lots of surgery, but also very fair working hours and rotas. However, the openness of pay scales for all roles was very positive and reduced the risk of pay gaps.

More information

"Good workplaces provide transparent, fair, and equitable pay for all employees, relevant to their respective roles.” - BVA Good Veterinary Workplaces policy position

Rosamund's blog is an excerpt from our new member resource: Talking about pay in the veterinary professions – a guide for employees, managers, and employers. 

The guide is about understanding pay and what it means for you, and creating mutual respect between employees and employers. It also discusses how to have effective conversations about pay and reward from all perspectives and offers information to empower individuals to know their rights and worth when it comes to pay.

It's free to download for BVA members.

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