Tag Archive for: Rise

Turfgrass prices expected to rise in 2024

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Turfgrass prices expected to rise in 2024: The Turfgrass Growers Association (TGA) has noted a concerning trend following a year of unpredictable and extreme weather conditions across the UK in 2023. Members of the association have reported that the changeable weather, combined with other factors, is likely to lead to an increase in turfgrass prices in 2024.

The past year saw a spectrum of climatic challenges, from prolonged summer droughts to heavy rainfall in autumn and winter. These conditions, exacerbated by stringent chemical legislation have
led to increased disease vulnerability and impacted turfgrass harvest yields.

Turfgrass prices expected to rise in 2024

Turfgrass prices expected to rise in 2024

The Met Office has highlighted the visible effects of climate change globally, including risks to water supplies, localised flooding, altered seasonality, heat stress, and the expanding habitat range of pests – all of which are concerns for the turfgrass industry. Predictions of warmer, wetter winters, hotter, drier summers, and more frequent intense weather events add further pressure to turfgrass cultivation.

Richard Owens, Chair of the TGA, stated, “Our members are finding 2023 to be a particularly challenging year for turfgrass production. This trend is expected to continue, necessitating an industry-wide adjustment in turfgrass pricing to offset the increasing costs of production.”

In addition to weather challenges, other factors contributing to the anticipated price increase include the rising cost of fertilisers and fuel, supply chain disruptions, and the need for more sustainable growing practices. The TGA is committed to supporting its members through these challenges, advocating for industry needs, and promoting best practices in sustainable turfgrass production.

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3% pay rise recommended by GMA

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3% pay rise recommended by GMA: Following research commissioned by the Grounds Management Association (GMA), conducted by Myriad Research*, a recommendation of a 3% increase in national minimum salary bands for all levels of grounds staff is being recommended this year by the not-for-profit membership organisation.

In addition, the GMA suggests that the ‘bonus’ amounts paid in recognition of those with GMA qualifications should increase to £675 per band – a rise of 3.8% – extending from £675 for Level 1 accreditation up to £4,050 for Level 6.

3% pay rise recommended by GMA

3% pay rise recommended by GMA

The increases outlined in the GMA’s 2022 National Salary Framework report are made against a backdrop of forecast growth in the economy (of 6.5% in 2021 and 6% in 2022), as well as projected increases in both CPI (Consumer Price Inflation) and RPI (Retail Price Index) inflation.

The GMA’s recommended national basic salary bands, with effect from 1 January 2022, relate to the minimum basic salary and are not ‘salary ranges’. There is no maximum salary specified for grounds staff as experienced staff in some sectors (notably professional sports) would be expected to earn well above the average in other sectors. If this is the case, these recommendations can be used purely as a recommendation for annual uplift. Bonuses, overtime, and subsistence payments have not been included and are therefore additional. Regional pay variations have been considered, with higher cost areas of the country expected to make salary awards at the upper levels of the appropriate band.

To accompany the recommended salary bands, the GMA publishes sample job descriptions that reflect the typical job responsibilities and experience required for each level within the industry career hierarchy. The GMA recommends that competent and effective job performers whose job content relates closely to the ‘standard’ position description should be paid at the mid-point and upper pay levels of the bands.

Following the GMA’s research, the recommended salary bands for 2022 are:

Job Level National Basic Salary Bands Per Annum (lower end) National Basic Salary Bands Per Annum (upper end)
Grounds Manager £38,230 £59,224
Head Groundsperson £32,605 £44,750
Deputy Head Groundsperson / Sole Charge £26,675 £34,045
Groundsperson (Skilled) £24,946 £31,823
Groundsperson £19,986 £25,496
Junior Groundsperson (aged 17) £16,993 N/A
Junior Groundsperson (aged 16) £14,112 N/A

 In addition to the updated salary bands, it is recommended that all grounds staff receive financial recognition within the salary scale for successful completion of a relevant professional qualification, such as those offered through GMA learning. The total amount received should be directly linked to the highest level of qualification attained, with the highest amount, awarded for those who hold a GMA Level 6 qualification, being an additional £4,050 to the individual’s existing salary.

Geoff Webb, CEO of the GMA says:

“The GMA is working to elevate the sector and its perception so that, in turn, grounds staff get increased recognition and reward – such as salaries that meet the level of skill or demand.

“With a stagnant economy riding the pressures of COVID-19, many industries are facing economic challenges, but our National Salary Framework is imperative to shaping the future of grounds management.

“But we can’t do this alone. We must all work together to educate those outside of our sector to help understand it’s value. You can visit our website to find out more about the practical ways this salary framework can support your role or recruitment.”

GMA members can access the full report via their online member portal at: https://thegma.org.uk/user

The GMA’s Training Needs Analysis service is designed to support managers and grounds staff in mapping out a training and education journey. To find out more, visit: https://thegma.org.uk/learning/training-needs-analysis

To improve your knowledge and develop the skills needed to receive a higher salary, see our training options at: https://thegma.org.uk/learning

Gain access to our full report, as well as a wide range of other member-exclusive benefits, by becoming a GMA member. Find out more at: https://thegma.org.uk/membership

*The research was carried out independently by Myriad Research (www.myriadresearch.co.uk) using several data sources for analysis.

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Rise of the SuperBents

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Rise of the SuperBents: Germinal’s Paul Moreton explains that the latest generation of creeping bentgrasses are ideal for British greens thanks to their natural disease tolerance and ability to thrive in a range of climatic conditions.

The popularity of modern creeping bentgrasses – or ‘SuperBents’ as they are commonly referred to – is the result of an intensive breeding programme which led to the development of 007 DSB (named after the year it was released, 2007, not the fictional British Secret Service agent).

Rise of the SuperBents

Rise of the SuperBents

Bred using genetics from 24 parent plants collected from old putting greens located in cooler, northern locations in the US, 007 DSB is the cultivar of choice on a number of courses which have hosted major golf tournaments in climates where winter temperatures average well below 0oC.

007 DSB has proven to be the perfect fit in these cool conditions, not only thanks to its fineness of leaf, fast rolling speed, enhanced disease resistance and low input requirements, but also because of its significantly shorter growing-in period which enables greenkeepers to quickly and easily produce a tournament-ready putting surface.

In contrast to previous creeping bents which were developed primarily to withstand close mowing, the new generation of SuperBents has been bred to be tolerant of lower inputs of N and water: the ability of varieties such as 007 DSB and more recently Tour Pro (GDE) to thrive without excessive inputs makes them ideally suited for use on UK courses where their vigorous lateral growth and persistence to very close mowing enables greenkeepers to utilise them on greens to outcompete Poa annua without the need to drastically change any cultural practices.

In the last few years, numerous UK clubs have successfully over-seeded their greens with 007 DSB and in doing so have created more aesthetically pleasing greens which, crucially, are naturally more resistant to both Anthracnose and Microdochium patch: an ever-increasingly important factor given the loss of curative fungicides such as Iprodione.

For these clubs, regular ‘preventative overseeding’ using a SuperBent has enabled them to introduce young, healthy and vibrant new growth into the sward and to boost the natural ability of their greens to resist disease in a cost-effective and sustainable way.

At Germinal, we saw the potential of these leading cultivars from a very early stage and have been leading the push to use SuperBents in the UK. At first the market for creeping bents remained relatively subdued due to a natural tendency for greenkeepers to be wary of making any significant changes and because older varieties were input-hungry and couldn’t perform to the level attained by the new generation.

Despite this initial market hesitancy, we stood by our decision to bring the likes of 007 DSB and TourPro (GDE) to the UK based on the knowledge that, put simply, they both possess traits which can help greenkeepers to manage their greens more efficiently and effectively.

The dated stigmas and false clichés about creeping bentgrasses being difficult and expensive to manage are no longer representative of the new generation. Similarly, the misconception that greens maintenance regimes will need to a total re-vamp to accommodate SuperBents is simply untrue.

In fact, a recent survey has shown that many users have reduced their nitrogen input since switching to SuperBents, with no requirement for any additional dethatching or greens grooming required to maintain the SuperBent sward.

The positive feedback from these clubs will hopefully give other course managers in the UK the confidence to introduce a creeping bent cultivar to their over-seeding regime, and thereby enable them to embrace the natural disease resistance of this new generation of cultivars.

IOG recommend 2.5% pay rise

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IOG recommend 2.5% pay rise: The Institute of Groundsmanship (IOG), the leading membership organisation for everyone involved in the management of sports pitches, landscape and amenity facilities in the UK, is recommending a 2.5 per cent increase in grounds staff’s national minimum salary bands for 2020. 

In addition, says the IOG, the amount paid in recognition of IOG qualifications should increase to £600 per band (a 4.3% increase) to ensure an ongoing focus on training and professional development. The total amount received should be directly linked to the highest qualification level held and equates to £600 for each level attained (eg £2,400 for a Level 4 qualification).

IOG recommend 2.5% pay rise

The IOG’s recommendations have been made against a backdrop of “considerable uncertainty in both the economic and political context”, says the IOG which adds: “The election result could have a significant impact on public investment, expenditure, economic growth and inflation, and this has made accurate predictions for the coming year much harder than usual.”

Median projected pay awards for 2020 are around 2%, with most forward-looking basic pay settlements being between 2-4%. Over half of employers predict that their 2020 pay award will be between 2-3%, so the IOG’s recommended uprating should ensure pay rates remain competitive.

It also sits between the projected CPI (Consumer Price Inflation) figure for 2019 of 2.1% and the recent increase in the voluntary Living Wage (3.3%), and should take account of any increase in the cost of living. This is particularly important in light of the fall of 0.4% in median gross pay for grounds staff in the Annual Survey of Hours and Earnings.

The IOG recommended national basic salary bands for 2020 are:

Grounds manager
£36,676-£56,817

Head groundsperson
£31,280-£42,932

Deputy head groundsperson/sole charge
£25,591-£32,662

Groundsperson (skilled)
£23,932-£30,530

Groundsperson
£19,174-£24,460

Junior groundsperson
£16,303 (Age 17)

Junior groundsperson (aged 16)

£13,538.

These bands reflect minimum recommended basic salary payment and are based on a 37.5-hour week. Bonuses, overtime and subsistence payments have not been included and are therefore additional.

Regional pay variations have been taken into account, with higher cost areas of the country expected to make salary awards at the upper levels of the appropriate band. Regional differentials are: London Inner £3,941; London Outer £2,353; Fringe Areas £704 – £1,413. Other UK regions are broadly similar in their pay levels.

The recommended minimum pay rate for a groundsperson in London should be set at £21,000 (Outer) and £22,500 (inner). The IOG would also encourage employers to become a Living Wage Employer by gaining accreditation from the Living Wage Foundation. This has been shown to enhance job satisfaction and improves the reputation of the employer.

Given the current climate of economic and political uncertainty and on-going fiscal restraint, the IOG says it is of critical importance to job satisfaction levels that employers ensure they are meeting their obligations in ensuring fair payment for overtime worked and maintaining a healthy work-life balance. This should be done in partnership with employees with agreements reached about the balance between overtime pay, time off in lieu and flexible working.

These salary recommendations follow the publication of the IOG’s 2019 industry-wide survey, Groundsmanship – Sport’s Vital Profession, which highlighted a number of areas of concern in relation to the pay and career structure within the groundscare industry.

Says IOG chief executive Geoff Webb: “Over half of head grounds staff earn more than £25,000 per annum and a fifth earn over £40,000. Feedback during interviews indicated that some head grounds staff are earning considerably more than £40,000. Clearly, the range of salaries is very wide and individuals doing similar jobs, sometimes for similar employers, can be earning significantly different salaries.

He adds: “It is not clear if there is a recognised career structure within the sector, and it is important that there is clear career progression that rewards learning and development, and a review is recommended to explore how this can best be achieved.”

Geoff continues: “The IOG will be commissioning further research, based on the salaries achieved by the head grounds people at elite sports venues and the recognised status of their roles.

“The IOG considers it vital that in certain areas of the industry –  such as at elite sports venues with worldwide focus – that there should be further analysis of roles and responsibilities, comparing not only salary levels but also the relative status of the roles within such venues,” he says.

“Indeed, in certain situations, it may be argued that there should be no upper wage cap because the demands at individual sites are unique and evidence suggests that wages at UK venues compared to overseas sites differ greatly and, in the UK, are certainly below the earning potential of the head grounds person’s role overseas.

“Given the excellent work of UK grounds staff and the iconic sports venues they maintain, it is important that this issue is addressed. So, the IOG will be commissioning further research into this area during the coming year and the results will be factored into the salary recommendations in future reports.”

The research was carried out independently by Myriad Research (www.myriadresearch.co.uk) using a number of data sources for analysis. IOG members  can access the full report and view the bands via their online member portal. For information on how to become a member and gain access to this report, please email iog@iog.org or call 01908 512 311 for more information.

If you would like a copy of the IOG’s 2019 industry-wide survey, Groundsmanship – Sport’s Vital Profession, please contact the IOG – email iog@iog.org or call 01908 512 311.

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IOG Recommend 2.5% Pay Rise

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IOG Recommend 2.5% Pay Rise: The Institute of Groundsmanship (IOG) is recommending a 2.5 per cent increase in grounds staff’s national minimum salary bands for 2019.

The IOG say the recommendations have been made against a backdrop of economic uncertainty over the UK’s withdrawal from the EU, which is likely to impact growth; GDP growth is expected to be low in the medium term, with 1.6% the forecasted figure for 2019, and it is not expected to rise above this level until after 2023.

IOG Recommend 2.5% Pay Rise

The suggested rise sits between CPIH (Consumer Price Inflation including owner-occupier’s housing costs) inflation of 2.2% and the 2.9% increase in the voluntary living wage. As a result, it should take account of any increase in the cost of living and should ensure that grounds staff pay rates remain competitive.

The IOG recommended national basic salary bands for 2019 are:

  • Grounds manager – £34,782-£55,431
  • Head groundsperson – £30,517-£41,885
  • Deputy head groundsperson/sole charge – £24,967-£31865
  • Groundsperson (skilled) – £23,348-£29,785
  • Groundsperson – £18,706-£23,863
  • Junior groundsperson – £15,905 (Age 17)
  • Junior groundsperson – £13,208 (Age 16).

These bands reflect minimum recommended basic salary payment and are based on a 37.5-hour week. Bonuses, overtime and subsistence payments have not been included and are therefore additional.

Importantly, the bottom of the scale for groundsperson (£18,250 for 2018) is already above the current UK-wide living wage rate. The recommended minimum pay rate for a groundsperson in London should be set at £21,000 (Outer) and £22,500 (Inner) to ensure everyone receives at least a living wage.

The IOG also encourages all employers to become accredited living wage employers and to make this explicit in their recruitment and employment offers.

In addition, a 5% increase to at least £575 per annum (compared to £550 in last year’s recommendations) should be paid to everyone – not just to junior posts as in the past – for the successful completion of IOG qualifications. This, says the IOG, will encourage an ongoing focus on training and professional development.

Given the current climate of economic and political uncertainty and on-going fiscal restraint, the IOG says it is of critical importance to job satisfaction levels that employers ensure they are meeting their obligations in ensuring fair payment for overtime worked and maintaining a healthy work-life balance. This should be done in partnership with employees with agreements reached about the balance between overtime pay, time off in lieu and flexible working.

In addition to this survey, IOG chief executive Geoff Webb says the IOG will be commissioning a separate body of research to look at salary scales in elite, global sports stadia.

“While the IOG’s suggested salary scales have progressively improved over the last decade, it is recognised that the roles and salaries of those working at sports stadia across the UK require further review and analysis,” he comments. “This will be undertaken within separate, ongoing IOG Industry Research and the results will be presented at SALTEX 2019.”

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IOG Advises Pay Rise

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IOG Advises Pay Rise: The leading membership organisation for those involved in the management of sports pitches, landscape and amenity facilities in the UK, the Institute of Groundsmanship (IOG), is recommending a 2.5 per cent increase in grounds staff’s national minimum salary bands for 2018. 

But the IOG also advises that a 2.5 per cent increase would, in real terms, equate to an increase of just 0.1 per cent when the projected Consumer Price Index (CPIH) is accounted for.

IOG Advises Pay Rise

However, the IOG says the increase would:

Maintain a sustainable pay structure for all grounds staff
Account for inflationary pressures, and
Ensure grounds staff pay is in line with overall market trends. Most pay awards in the private and leisure sectors are predicted to be two to three per cent in 2018.

Based on independent, industry-wide research, the IOG recommendations also suggest a two per cent extension to the top of each pay band, to allow for greater professional development and to reward experience.

The IOG recommended national basic salary bands for 2018 are:

Grounds manager
£34,909-£54,079

Heads groundsperson
£29,773-£40,863

Deputy head groundsperson/sole charge
£24,358-£31,088

Groundsperson (skilled)
£22,779-£29,059

Groundsperson
£18,250-£23,281

Junior groundsperson
£15,517 (Age 17)

Junior groundsperson
£12,886 (Age 16).

These bands reflect minimum recommended basic salary payment and are based on a 37.5-hour week. Bonuses, overtime and subsistence payments have not been included and are therefore additional.

The IOG also recommends that employers ensure they meet their obligations in terms of maintaining a healthy work-life balance and ensure fair payment for overtime worked – by agreement about the balance between overtime pay, time off in lieu or flexible working.

Regional pay allowances continue to be incorporated into the salary bands and the IOG recommends that higher cost areas of the country should make salary awards at the upper levels of the bands. Regional differences are:

Inner London
£3,751

Outer London
£2,240

Fringe areas
£670-£1,345.

It is expected that the recommended minimum pay rate for a groundsperson in London should be £20,000 – though there is an expectation that most in this category would already be paid above that, in line with previous recommendations.

In addition, £550 per annum should be paid to those in junior groundsperson and groundsperson bands for the successful completion of IOG qualifications such as NVQ Levels 1 and 2, to encourage recruitment and ensure an ongoing focus on training and professional development. With low productivity forecast over the medium term, it is desirable to further incentivise the acquisition of skills, the IOG adds.

The recommendations have been made against a backdrop of economic uncertainty caused by Brexit and a revised (downwards) expectation for GDP growth in 2018 (from 1.7 per cent to 1.4 per cent). Poor productivity is a key factor in economic growth and, while this is notoriously difficult to measure in the leisure industry, it is likely to be a continued depressor of growth.

For the year to October 2017, the CPIH (Consumer Price Inflation – including owner-occupier housing costs) recorded inflation at 2.8 per cent, while the Retail Price Index forecasts 3.6 per cent. In addition, interest rates rose from 0.25 per cent to 0.5 per cent in November 2017 and the National Living Wage, for people over 25 years old, also increased to £7.50 per hour in April 2017. It will rise again by 4.4 per cent, to £7.83, in April 2018.

Average earnings have been lower in the public sector than in the private sector since 2015 – provisional estimates for average earnings put public pay growth at 1.8 per cent compared to 2.3 per cent in the private sector – but in September the government announced the end of the one per cent pay freeze for average public sector pay awards. This year government will consider recommendations of the Pay Review Bodies to inform pay awards.

The research was carried out independently by Myriad Research (www.myriadresearch.co.uk) using a number of data sources for analysis.

While the IOG salary survey reflects the diversity of the industry, the IOG is aiming to undertake a more in-depth analysis of pay scales in elite stadia management, to compare and contrast with global salaries for iconic sports venues. This new level of research will be part of the industry-wide research that the IOG will be undertaking this year.

For more information, visit: www.iog.org

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