Frequenty asked questions

Advertising

Besides payroll, what other areas do your subscribers have responsibility for?

The breakdown below is based on the results from the 2011 membership survey which ran from 1 August 2011 for six weeks. Members selected all of their areas of responsibility: 95% - payroll 49% - pensions administration 49% - implementation of new systems 45% - HR 40% - compensation and benefits 36% - absence management 35% - finance 32% - flexible benefits 24% - pensions payroll 24% - training 22% - accountancy 16% - recruitment

Do readers of Professional in Payroll, Pensions and Reward magazine subscribe to the other payroll magazines?

Our research shows that approximately 85% of our readers ONLY read Professional in Payroll, Pensions and Reward magazine and do not subscribe to any other publication.

Do you offer agency discount?

An agency is classed an advertising agency that has been commissioned to place ads on behalf of another organisation. Agency discount is 10% off the rate card.

Do you offer online advertising?

Yes, online advertising is available on all pages of the CIPP website. If you are looking to advertise a job, we have a payroll jobs board. We also offer email advertising, whereby we can send a targeted message. This is quite popular and has been successful for organisations that have opted to make use of this channel. All print adverts that appear in Professional in Payroll, Pensions and Reward magazine will also appear online in the e-version of the magazine. This is available to all members, subscribers and an additional database of trial members who have access to the online magazine only. For more details email info@cipp.org.uk

How many payroll professionals are there overall?

Previous research shows that there are approximately 500,000 individuals that process payroll in the UK.

How many times is Professional in Payroll, Pensions and Reward magazine distributed in a year?

Currently there are ten issues a year, one per month with the July / August and December / January issues combined.

Is your circulation ABC audited?

Not at the moment, but we are looking to have it ABC audited in the future.

The circulation of Professional in Payroll, Pensions and Reward magazine is lower than that of the other publications, why should I advertise with you?

All of our subscribers' request, and pay for, Professional in Payroll, Pensions and Reward magazine and 97% read every issue. 87% also keep every issue to refer back to should they need to. Another advantage is that all of our subscribers are either CIPP subscribers', or students of the CIPP. And 59% are in a management / decision making role.

What is the current circulation of Professional in Payroll, Pensions and Reward?

Approximately 6,500 - this is made up of CIPP subscribers', students (1,200) and paid for subscriptions.

What other sponsorship opportunities are available?

We offer a range of sponsorship and exhibition opportunities, those currently available can be viewed on the website

What type of organisations do your readers work for?

Over 50% of our subscribers work for large organisations with over 1,000 employees on the payroll. The majority of our subscribers are from the private sector, but we have a mix of all industry types

What is the geographical distribution of your subscribers?

Our subscribers' are based all over the UK, with a small percentage overseas. Most are located in the South.

Apprenticeship levy

Is there a limit to how much apprenticeship levy I can claim?

There is a funding cap per individual apprentice but not the employer and it is important to note that the levy must be spent on apprenticeship delivery and not on the business costs associated with hiring an apprentice for example:

  • Overheads;
  • Supervision costs
  • Salaries for the apprentice of your staff

There are currently six caps for existing trailblazer standards, which are demonstrated in the table below:

Funding Band Core Government contribution cap (£)
1 1,500
2 2,000
3 2,500
4 3,000
5 3,500
6 4,000
7 5,000
8 6,000
9 9,000
10 12,000
11 15,000
12 18,000
13 21,000
14 24,000
15 27,000

Additionally there are three incentive payments available, which are details in the table below:

Funding band Recruiting a 16-18 year old (£) For business with less than 50 FTE For successful completion (£) Maximum incentive payments
6 5,400 2,700 2,700 10,800
5 3,900 1,950 1,950 7,800
4 2,400 1,200 1,200 4,800
3 1,800 900 900 3,600
2 900 500 500 1,900
1 600 500 500 1,600

Objective of the Levy

The levy aims to put the employer at the heart of the delivery of apprenticeships that are fit for purpose in industry that also increases their quality, holding both the employer and the training provider accountable.

 

What are the key dates I need to know?

  • April 2017
    • Apprenticeship levy collection begins
    • Apprenticeship Service Account launched
  • August 2017
    • Apprenticeship grant for employers funding end
    • No SFA allocations for apprenticeship delivery
    • Dual running of SASE frameworks and apprenticeship standards

What is the Apprenticeship Service Account?

The new service, which launches in April 2017, will assist the employer to:

  • Find an apprenticeship training course;
  • Choose a training provider; and
  • Advertise apprenticeship vacancies.

When will the levy be introduced?

6 April 2017 and will affect all employers in both public and private sectors and will be payable by employers whose pay bill exceeds £3 million in a tax year.

How will the apprenticeship levy be calculated?

The government has provided the following example calculations:

Example one

  • Employer of 250 employees, each with a gross salary of £20,000 would pay:
    • Pay bill – 250 x £20,000 = £5,000,000
    • Levy sum – 0.5% x £5,000,000 = £25,000

Allowance of £15,000 is taken into account so a payment of £10,000 would be payable.

Example two

Employer of 100 employees, each with a gross salary of £20,000 would pay:

  • Pay bill – 100 x £20,000 = £2,000,000
    • Levy sum – 0.5% x £2,000,000 = £10,000
    • Allowance of £15,000 is taken into account there would no annual levy payment.

How will the apprenticeship levy be paid?

It will be collected monthly by HMRC through PAYE and is likely to be payable with remittances for Income tax and National Insurance contributions (NICs). The pay bill will be calculated on total employee earnings that are liable to Class one secondary NICs.

What happens if I run multiple payrolls in my business or my business or charity is connected to another?

A connected person rule, similar to the one used for the Employment Allowance, will mean that employers who operate multiple payrolls will only be able to claim one allowance for the levy.

What can you spend the levy on?

The apprenticeship levy must be spent on an approved apprenticeship standard or framework. This can mean new apprentices or existing staff that would qualify for an apprenticeship*.

*Apprenticeship funding is available based on an individual’s eligibility for an apprenticeship so may not be available to all prospective apprentices.

What is the difference between, apprenticeship frameworks and an apprenticeship standard?

Existing frameworks (SASE) Trailblazer apprenticeships
Initial assessment Initial assessment

On and off the job training:

  • Mandatory qualifications
  • Functional skills
  • Personal learning and thinking skills
  • Employer rights and responsibilities

On and Off the job training:

  • Qualifications are not mandatory
  • Functional skills
  • Formative assessment of behaviours
Gateway
End assessment
Completion and certification Completion and certification
Occupational competence Occupational competence

What apprenticeship standards are currently available?

We are working with both BIS and a group of employers to develop an advanced apprenticeship standard in payroll and assessment plan for approval.

In time we will also launch an employer group to develop a higher apprenticeship standard in payroll.

A number of standards have been approved and can be found at https://www.gov.uk/government/collections/apprenticeship-standards

What will happen with any apprenticeship levy that is not spent?

Any apprenticeship levy funds that are not used by employers will be reallocated to employers that wish to fund quality apprenticeship training.

How will this be managed?

A new independent body; the Institute for Apprenticeships, will be established during 2016 and will be operational in time with the introduction of the apprenticeship levy that will regulate apprenticeship quality and will also advise on funding caps, apprenticeship standards and assessment plan sign off.

Booking events

Do I have to be a member of the CIPP to enrol/book a training course or event?

No, and students receive student membership of the CIPP for the duration of their studies.

There is a course listed on your website which I wish to attend but I can't find a list of dates?

If there are no dates listed for a training course on our website then this course is not running within the next three months. However, if you wish to attend a course which is not scheduled, email admin@cipp.org.uk as we may be able to run the course internally, or if we have enough interest schedule an additional date.

Certificate in Pensions Administration - online qualification

How much time will I need to invest each week?

Recommended study time is seven hours per week.

When does this qualification start?

There are two intakes, spring and autumn.

How long does this qualification take to complete?

This is a nine month course.

How much does this qualification cost?

£1,095+VAT, which includes student membership of the CIPP for the duration of your studies. Please contact education@cipp.org.uk for multiple booking discounts.

Chartered Status

Can you explain the CIPP's designatory letters?

The CIPP's designatory letters will be: associate ACIPP, Full MCIPP or MCIPPdip (if diploma qualified), Fellows FCIPP or FCIPPdip (if diploma qualified) and FCIPP MSc (if qualified to MSc level)

Does this mean there will be a dual level of membership - Chartered for those who are participating in the CPD, and ordinary membership for those who do not commit to CPD?

There will be differing grades of membership to accommodate the different levels within the payroll profession, i.e. fellow, full, associate and affiliate members. In order to maintain being fellow or full member, members have to participate in the Institute's CPD scheme, in which they have to provide evidence of their ongoing technical and experience development. Under the rules of the Charter, the Institute has to be rigorous in assessing CPD requirements amongst its fellow and full members. If these members fail to demonstrate adequate evidence of CPD, they will not be allowed to use the designatory letters 'MCIPP' (or 'MCIPPdip' if they are diploma qualified) after their name. To summarise, any member who uses 'CIPP' after their name has to demonstrate a sufficient level of commitment to the Institute's CPD scheme.

How will this affect retired members?

Since achieving Chartered Status, retired members become retired members of the CIPP. However, if a retired member wants to use 'CIPP' after their name, they will have to demonstrate commitment to CPD. It is not mandatory for this status of membership, but in order to have the letters, they have to show active participation in the Institute's CPD scheme. This can be easily done through keeping up to date with News On Line and Professional in Payroll, Pensions and Reward.

I am concerned that CIPP membership fees may be increased significantly by becoming Chartered and that CPD may be a costly exercise for members.

Becoming a member of the CIPP and demonstrating CPD does not mean that there will be increased costs for training and development. Keeping up to date, and developing and maintaining skills can be done through a number of channels, and as a member, you are already utilising a number of them. If you read News On Line and Professional in Payroll, Pensions and Reward, attend free meetings such as the CIPP's Member Forums and National Meeting, and make use of our new podcasts then you are demonstrating CPD, all we ask is that you document this in the online CPD tool. You can find out more about CPD and the online tool by emailing cpd@cipp.org.uk. Regarding the cost of membership, the CIPP will not be increasing membership fees just because we have achieved Chartered Status. There will be, as with every year, an annual review on the cost versus the benefits received, and costs may increase in line with the rate of inflation, and/or associated costs of delivering the benefits to members.

Will the fees remain the same? Does this mean that the current membership will cease?

The CIPP will not be increasing membership fees just because we have achieved Chartered status. There will be, as with every year, an annual review on the cost versus the benefits received, and costs may increase in line with the rate of inflation, and/or associated costs of delivering the benefits to members. With regard to the current membership structure, these will remain exactly the same except that members will now belong to the CIPP, not the IPP. As it is now, there will be differing grades of membership to accommodate the different levels within the payroll profession, i.e. Fellow, Full and Associate Members and within each of the three there will are subsets to accommodate international and retired members. Under current CIPP membership criteria and rules, Affiliate Members do not have to be qualified, and therefore cannot use letters after their name. They are likely to work in payroll but this is not necessary to become an Affiliate Member. They may just have an interest in payroll and want to keep up to date on developments in the industry. Therefore, they will be Affiliate Members of the CIPP, but they will still not be allowed to use the designatory letters 'CIPP' after their name. Full and Fellow members are qualified, either through professional qualifications or experience, and this gives them a higher standing and enables them to use the letters 'CIPP' or 'CIPPdip' for diploma qualified individuals after their name. CPD is already mandatory for these grades of membership and therefore they automatically become members of the CIPP once the Charter is granted.

CPD

Do employer-related CPD schemes qualify as well as the CIPP CPD scheme?

As long as this is evidenced, yes.

Do I have to attend numerous training courses and events to participate in CPD?

No. CPD is any form of continued learning and therefore can include informal learning such as reading an article in News On Line or Professional in Payroll, Pensions and Reward magazine which contributes to your development. You'd be surprised how much CPD you do on a monthly basis without even realising. Of course there may be some things that you will need more formal, or interactive methods of learning - such as a CIPP National Meeting, or attending a training course of conference - but you are not obligated to attend these events if they are not necessary to your development.

Does this mean without evidence of CPD we lose our membership of the CIPP or just the chartered body? Within payroll you are always in CPD due to legislative and IR changes.

You highlight a very true and accurate point, "within payroll you are always in CPD due to legislative and IR changes". To evidence that you are keeping up to date all we ask is that you utilise the online CPD tool. It is quick and simple to use so should not take too much time and effort to do so. If you are a fellow or full member, it is a mandatory requirement to participate in the Institute's CPD scheme, in which you have to provide evidence of your ongoing technical and experience development. This does not change when once the Institute becomes the CIPP - fellow and full members are still obligated to fulfil their CPD requirements. If these members fail to demonstrate adequate evidence of CPD, they will not be allowed to use the designatory letters 'MCIPP' (or 'MCIPPdip' if they are diploma qualified) after their name. However, they will remain fellow or full members of the CIPP.

How is CPD measured, will there be extra work involved?

That depends on your current processes. CPD is measured through setting learning objectives for the year, which is normally done at appraisals anyway. We suggest that three learning objectives are set and measured using KPIs which you agree with your CPD monitor (usually a line manager). If you don't currently set objectives during your appraisal process, drop us an email and we will be happy to help.

I have completed CPD through another Professional body; do I need to take part in CIPP CPD scheme?

You would not need to complete further CPD, but we would encourage you to record the achievement on the CIPP tool as evidence.

I learn more on the job than in a classroom and having to force employers to pay for costly training and seminars just to prove this will be justly unfair.

As one of the most effective training methods you can use, on the job learning counts towards CPD, as does keeping up to date through other free learning tools, such as News On Line, Professional in Payroll, Pensions and Reward magazine, national forums and podcasts from the policy and research team. All we ask is that any learning and development is evidenced. The CIPP does not want becoming chartered to impact on our members financially. Chartered status should have, and has had, a positive impact on current members, students and the payroll industry as a whole (including employers).

If I were unable to show CPD as currently not in contract of employment what would happen to membership?

You do not have to be employed to keep up to date and demonstrate CPD. In fact, it can be argued that it is more important for you to demonstrate CPD so that when you are going to interviews you can show employers that you are still aware of current legislation and how this affects payroll. Having knowledge and developing skills on the job is one thing, but demonstrating that you have done so even out of employment shows commitment and dedication to ensuring that you strive to be the best. As long as you maintain your membership, and do not let it lapse, and you continue to read and learn from News On Line, Professional in Payroll, Pensions and Reward magazine and other benefits provided to you, then your membership status will not be affected.

Unfortunately, my employer will not pay for any training or development. So depending on the cost involved, I may not be able to continue membership.

Demonstrating CPD does not mean that there will be increased costs for training and development. Keeping up to date, and developing and maintaining skills can be done through a number of channels, and as a member, you are already utilising a number of them. If you read News On Line and Professional in Payroll, Pensions and Reward magazine, attend free meetings such as the CIPP's national forums and national meeting, and make use of our new podcasts then you are demonstrating CPD, all we ask is that you document this in the online CPD tool - you can find out more about CPD and the online tool by emailing cpd@cipp.org.uk

What evidence of CPD would you need?

All that is required is that any learning and development is documented in the CIPP's CPD tool. The CPD tool is already being used by Full and Fellow members, and you can find out more about using this tool by emailing cpd@cipp.org.uk or visiting www.cipp.org.uk

What is meant by commitment to CPD? Does this mean gaining a professional qualification?

CPD is an area that raises a number of questions, and people often associate this with qualifications and training. However, this is not always the case. CPD should be about identifying areas where development is required, and skills need to be maintained, and then identifying the best way for the individual to achieve them. Areas which count towards CPD include: Reading regular news updates through News On Line and Professional in Payroll, Pensions and Reward magazine, Any increase in knowledge as a result of utilising the Advisory Service, or online discussion forums, Attending Member Forums, the CIPP National Meetings, conferences, or any other event where you have learnt something that will meet your learning objectives, On the job learning, And, of course, professional training and qualifications

Events and Training Courses

Do I have to be a member of the CIPP to enrol/book a training course or event?

No, and students receive student membership of the CIPP for the duration of their studies.

Do I need to bring any material with me to an Event or Training course?

No, a notepad and pen will be provided at all Events for delegates to make notes. The slide presentation will then be available on the CIPP website after the event. All course material for a Training course will be provided on the day of the course. For a training course we suggest you bring a calculator and a carrier bag.

The website says which city or town the course is in but not the actual venue details, can you tell me where the course will be held before I book?

We provisionally book course venues and only confirm the actual venue when we have an idea of the numbers of delegates booked. Therefore, the venue details will be confirmed to delegate that have booked no later than seven working days prior to the course date

When will joining details for Events and Training courses be issued and what will they include?

Joining details are issued 2 weeks prior to an Event and as soon as a Training course is confirmed. Joining details will include the start and end times and venue location details.

Can you advise which the most suitable course is for me?

If you contact the office on 0121 712 1000 or email admin@cipp.org.uk we can discuss your requirements and help you select the most suitable course.

Can you provide me with costs and dates of in-house courses?

We can run in house courses on a date that best suits you and your organisation. The costs depend on the number of employees attending the course, which course, whether you have the content tailored specifically for your organisation etc. Therefore, to obtain a quote for in house training please email details of what you require to admin@cipp.org.uk

Do you offer discounts for more than one person booking onto a training course?

Unfortunately, the CIPP does not offer discounts for booking multiple delegates.

Membership queries

Do I have to be a member of the CIPP to enrol/book a training course or event?

No, and students receive student membership of the CIPP for the duration of their studies.

Do I have to be qualified to become a member of CIPP?

No you do not need to have a qualification to become a member, the CIPP has different grades of membership and there is an opportunity for members to move through all grades during the course of their career.

How many times is Professional in Payroll, Pensions and Reward magazine distributed in a year?

Currently there are ten issues a year, one per month with the July / August and December / January issues combined.

I didn't receive this month's magazine, how do I get another sent out to me?

Email membership@cipp.org.uk with your membership number and state which month it is you've not received and we will look into this for you. You can also access every issue of Professional in Payroll, Pensions and Reward magazine in the members area of the website.

I haven't been receiving the News On Line: is there a problem with my email address?

It is important that you keep your details up to date so that the correct email address is being used, to verify this and to let CIPP know you are not receiving News On Line please email membership@cipp.org.uk

We are interested in joining the CIPP, can you provide me with materials and identify the easiest way I can go about the process.

A membership pack can be sent to you by emailing membership@cipp.org.uk with your address or alternatively we can send an electronic pack to you via email.

Whats the difference between the entry levels of membership: affiliate and associate

Affiliate: entry level open to anyone connected to the profession but not necessarily working in payroll, pensions or reward. Associate: entry level of membership open to experienced or qualified professionals in payroll, pensions or reward. Individuals must spend at least 50% of their time working in payroll, pensions and/or reward and meet one of the following: Evidence of one year's experience in the profession and CPD. Qualified to level three or four in payroll, pensions or reward.

How do I get hold of a copy of your prospectus?

A hard copy can be sent to you by emailing your address to admin@cipp.org.uk or alternatively we can send a copy to you via email. The CIPP prospectus is also available on our website.

How do I update my email address and contact details?

This can be done by going to the 'My CIPP' section of the website and going to the 'update details' tab.

Payroll Assurance Scheme

How comprehensive is PAS?

Early in the process we will provide you with a checklist which identifies 14 categories which will be assessed; within these categories there are around 60 sub-elements. These elements have been put together based on experiences gained by our consultants in payroll and taxation roles, and we believe that this creates a comprehensive review of any payroll operation, whether that be in-house or a managed payroll service. The focus of the Payroll Assurance Scheme (PAS) is to verify that processes are in place to ensure accurate payments to payees but also to ensure that appropriate deductions are made from employees pay and are accounted for to HMRC and other authorities. The assessment will also test the readiness of the employer to assimilate major legislative changes in addition to regular changes such as at tax year changes.

How much does PAS cost?

This is dependent on the number of payees processed, contact pas@cipp.org.uk for a no obligation quote. The fee is payable at the start of the process and will include: • Support from the CIPP • Assessment • Detailed assessors report • The right to use the scheme logos from the date of accreditation for a period of two years • Certificate • Plaque issued at the CIPPs annual excellence awards

How will PAS develop further?

The CIPP is committed to developing PAS to become the de facto payroll standard in the UK and to ultimately become an international standard. PAS was initially launched in 2012 and underwent a major revamp in 2015 based on the experiences of organisations who undertook the assessment and we will continue to review and fine tune based on the experiences of our customers and assessors.

Is PAS different from an internal audit?

The CIPP believes that the Payroll Assurance Scheme (PAS) approach is different from any other type of audit, or ISO type accreditation because it has been created by payroll and taxation experts and is focussed on aspects of payroll which other types of audit will not address . PAS is complementary to these audits and reports from such audits will be accepted as evidence during the PAS assessment.

Is PAS suitable for all payroll operations?

Yes. We have assessed payrolls within organisations with only one payroll employee to managed service providers with hundreds of payroll staff and large numbers of customers.

What value will the PAS logo have?

The Payroll Assurance Scheme (PAS) logo is already recognised throughout the UK payroll industry as a prestigious award and increasingly is being recognised as an indication of best practice within successful organisations. With your permission, we will promote your corporate logo on the CIPP website thereby extending recognition for your organisation. .

Why has PAS now been packaged with PQP?

The Payroll Assurance Scheme (PAS) and the Payroll Quality Partnership (PQP) have been very successful schemes in their own right, improving the payroll unction within those organisations who have engaged with them. As part of the ongoing improvements and developments to the schemes, the CIPP recognised that the two work better in conjunction with each other. The Payroll Assurance Scheme is concerned with compliance and best practice processes in operational payroll. Achievement of this scheme is essential to demonstrate compliance. The Payroll Quality Partnership then goes a step further in establishing best practice in the learning and development of the people behind the processes to ensure ongoing compliance. The value of one is lost without the other, and that is why the CIPP has packaged the two accreditations.

Payroll Technician Certificate - Online qualification

How much time will I need to invest each week?

This will depend upon prior experience. Realistically you should allow about four to five hours per week. Recommended study time is seven hours per week.

How long does this qualification take to complete?

The course is delivered over a 20 week period but is a 26 week timetabled course.

How much does this qualification cost?

£1095 + VAT, which includes student membership of the CIPP for the duration of your studies.

When does this qualification start?

The course normally starts on the 1st Thursday of each month. There is an intake every month apart from March.

Qualifications

Can I enrol straight onto Year 2 of the Foundation Degree?

We recommend that you have worked in payroll or pensions for over two years to apply for the Foundation Degree Year two. You will have to undergo an online RPL test which will assess you on your basic pensions knowledge. Once we have received your enrolment form we will contact you regarding the RPL test.

Do I have to be a member of the CIPP to enrol/book a training course or event?

No, and students receive student membership of the CIPP for the duration of their studies.

Do I have to be qualified to become a member of CIPP?

No you do not need to have a qualification to become a member, the CIPP has different grades of membership and there is an opportunity for members to move through all grades during the course of their career.

How do I enrol?

Enrolment forms can be found on the website and will need to be downloaded and the original ink copies sent to the CIPP office.

How many hours are recommended to study for the Foundation Degree?

On average we estimate that you need to spend between 8 and 10 hours per week.

How much does each year of the Foundation Degree cost?

Visit the study pages on the CIPP website for the most up to date prices.

I don't work within payroll/pensions, can I enrol on the Practitioner Certificate?

We do recommend that students work in payroll or pensions, however students can enrol if they are not currently in a payroll or pensions job.

I have previously studied the Diploma, can I enrol for the Foundation Degree?

Diploma and Foundation Degree are equivalent qualifications and you can still use MIPPDip after your name as long as you remain a fully paid member of the CIPP.

What if a prospective student only feels ready to commit to one year of introductory study?

Each year of the Foundation Degree can be regarded as a unit and commitment to study and, for that matter, finance is to one year at a time. It is accepted that some students may not wish to progress immediately from Year one to Year two.

What if I don't pass the RPL interview?

If you don't pass the RPL test you will be offered a place on Year one of the Foundation Degree.

Where will Module Review Days be held?

Indications of these can be found on the enrolment form, locations are subject to change without prior notice.

Who will my tutor be?

Tutors will be allocated to you once your course has started.

When is the cut off date for the September enrolment for the Foundation Degree?

Please email education@cipp.org.uk for information on enrolments.

When is the next intake?

Visit the study pages on the website for the next enrolment dates, or email education@cipp.org.uk.

The Payroll Quality Partnership

How much does PQP cost?

The fee payable depends on the number of payees processed and will be confirmed to you before you are asked to commit. The fee is payable prior to the start of the process and includes all assistance from CIPP, the assessment and detailed assessors report, the right to use the scheme logos in marketing and promotional material for two years and appropriate certificates and plaques.

How will PQP develop further?

Payroll Quality Partnership (PQP) has been around for eight years and during that time has been updated to reflect feedback from engaged organisations and we will continue to review and fine tune based on the experiences of our customers and assessors.

What value will the PQP logo have?

The Payroll Quality Partnership (PQP) logo is already recognised throughout the UK payroll industry as an indication of organisations committed to the development of their payroll staff. With your permission we will promote your corporate logo on the CIPP website thereby extending recognition for your organisation.

Why has PQP now been packaged with PAS?

The Payroll Assurance Scheme (PAS) and the Payroll Quality Partnership (PQP) have both been very successful as separate schemes in their own right in improving the payroll function in more than 100 organizations. At the same time it is worth acknowledging the differences between the two - in short, PAS is concerned with compliance and best practice processes in operational payroll whereas PQP is concerned with best practice in ensuring that the learning and development needs of the staff following those processes are met. They are different but they both have the same endgame – improving performance of the payroll function.