The rise reflects the steady growth of the UK economy and the expected increase in inflation, the IOG says.
Rising living costs, the "living wage" concept, and the need to invest in the development and training of young grounds staff are also reasons for the move, according to the industry body.
Based on independent industry-wide research, the IOG has also suggested an extension of 2 per cent to each pay band, to allow for additional professional development and career progression.
The research was carried out independently by Myriad Research (www.myriadresearch.co.uk) using a number of data sources for analysis.
IOG's recommended national basic salary bands for 2016:
Grounds manager £33,227-£48,061
Heads groundsperson £28,338-£37,021
Deputy head groundsperson/
sole charge £23,184-£28,441
Groundsperson (skilled) £21,681-£26,585
Groundsperson £17,371-£21,299
Junior groundsperson (Age 17) £14,769
Junior groundsperson (Age 16) £12,265
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 £3,579
Outer London £2,137
Fringe areas £639-£1,283.
It is expected that the recommended minimum pay rate for a groundsperson in London should be £18,400.
In addition, £500 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, and those with First Aid or Spraying certificates should also be recognised with additional remuneration, according to the IOG.
The 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.
This, says the IOG, would encourage professional accreditation early in a person's career, support personal development and is a cost-effective way of boosting employee engagement.
To accompany its recommendations, the IOG publishes generic position descriptions to reflect typical job responsibilities and experience required for each level of position, against which employers can evaluate varying responsibilities and circumstances.
Such variables will include the number of sports being played, the level of sport, intensity of use, total acreage managed, problem solving and decision making capability, staffing levels, budgetary responsibilities and qualifications required in the role.
