I have the results of my research into the TCoS that are applied to VeRR engagements and wanted to share here so that others who are looking at this can take a view.
The SO2 staff post that was ‘in need’ has been gapped for 15 months and ‘all options’ were being investigated by the desk and the Dept head with the gap. In absence of a regular the preference was for FTRS however there was a genuine appetite to try and find solutions that would fit an individual’s commitment appetite; this is what attracted me.
Unfortunately it transpired that only a FTRS commitment would not jeopardise the post in the long run so a augmentation through VeRR was proposed.
Whilst a 2 day a week commitment for a number of weeks a year (30-45) would have worked the remuneration does not. At reserve (LC) payscales and abatement for number of years since leaving I would have been starting at OF3 starting annual salary equivalent of £47k.... BUT the pay is pro rata based on 365 working days a year equating to £130 a day, or £16 an hour.
For comparison - these rates are would be expected for entry level book keeping. A part time engagement for someone with the skills required of a key staff role would attract in the region of £50-80 equivalent hourly rate.
These terms will struggle to attract a mid- career individual with the skills and cognitive abilities required for such a role. At best you will get a full pension retiree who wants the socialisation and has the time. This is a shame because the service denies itself a pool of dynamic talent and there are many of us around who are part of the newer ways of working with multiple income streams and commitments.
Unfortunately I have retrenched back into my previous position; there is little that could attract me back into a service commitment because the structure has not evolved sufficiently from ‘weekend reserves’ or FTRS.