Building blocks

The Provost’s Board are pleased that the work undertaken by members of the College and the Joint Trade Unions (UCU, Unison and Unite) on reforming the College’s salary scales can be used to address some of the issues raised during the Pay and Benefits Review. In particular the issue regarding academic and research salaries below professorial level. We have agreed to invest additional funding to improve the pay minimums on the academic and research grade.

The College will introduce a revised academic and research scale between 1 August 2018 (academic staff) and 1 April 2019 (research staff).  The salary figures include the 3% annual pay award which has now been agreed with the Joint Trade Union members.

Tabs

Equality Requirements

The legislative framework governing equal pay originated from the Equal Pay Act 1970, which prohibited less favourable treatment between men and women in terms of pay and conditions of employment. The Equality Act 2010 superseded this legislation, and requires organisations to ensure that men and women in the same employment who are performing equal work receive equal pay. The Equality Act 2010 also restated and revised the law relating to age discrimination, requiring objective justification of use of an incremental salary scale with more than six points (five years’ service).  The new Academic and Research salary structure comply with this and this will be the model for future structures

For more information on the Equality Act and the nine protected characteristics, please visit the Equality webpage.

Revised Salary Structures

The College will incrementally introduce three new salary scales for the following job families:

Academic and Research job family (A&R)

Academic salary scale

The Academic salary scale will be introduced on 1 August 2018 for the following members of staff: Lecturer, Senior Lecturer, Reader and Professor.

The new salary scale:

  • Raises minimum starting salaries for all Academic grades;
  • Results in accelerated salary progression for Lecturers;
  • Gives additional automatic incremental points to Lecturers;
  • Maintains the annual increment date at 1 October, and Provost’s Board have agreed that members of staff moved to the new structure from 1 August 2018 will receive their first increment on the new salary scale on 1 October 2018, and each October thereafter until they reach the top of the scale; and
  • Guarantees the Lecturer minimum will be increased each August over the next two years; with point 23 being removed 2019, and point 24 August 2019, resulting in the Lecturer minimum point being 25 from 2020 onwards.

The new salary scale has fewer spine points than the current and reduced automatic incremental progression to comply with Equality legislation.

When identifying the appropriate spine point on the new scale for existing members of staff, we have taken into account their service with the College or salary on appointment. Some staff will receive a transition allowance that will be paid from 1 August 2018 to 30 September 2019.

Academic Salary Structure

Academic Salary Structure [pdf]


Research salary scale

The Research salary scale will be introduced on 1 April 2019 for the following members of staff: Research Assistants, Research Associates, Research Fellow & Advanced Research Fellow, Senior Research Fellow and Principal Research Fellow.

The new salary scale:

  • Raises minimum starting salaries for all research grades;
  • Results in accelerated salary progression for Researcher grades;
  • Gives additional automatic incremental points to Research Assistants;
  • Gives further automatic progression for Research Fellows to move to the Research Fellow Advanced grade following a formal Dean review;
  • Gives an increase to the Research Associate starting salary from spine point 16 to spine point 17 from August 2019;
  • Increases the minimum starting salary for Research Fellows from spine point 19 to spine point 20; and
  • Maintains the annual increment date at 1 October

The new salary scale has fewer spine points than the current and improved automatic incremental progression to comply with Equality legislation.

When identifying the appropriate spine point on the new scale for existing members of staff, we have taken into account their service with the College or salary on appointment. Some staff will receive a transition allowance that will be paid from 1 April 2019 to 30 September 2019.

Research Salary Structure

 

Research Salary Structure [pdf]‌

 

Professional, Technical, Operational, Learning and teaching Salary Scale

Our work on the other salary scales, Learning & Teaching (LT) and Professional, Technical & Operational (PTO), will continue.  This will involve the development of a separate scale for the Learning & Teaching job family reflecting the new Learning and Teaching Strategy . The new strategy has set out the careers for this group of staff, and means we should be in a position to deliver this scale before the end of the year. 

The feedback received in the Staff Survey from PTO staff requested greater transparency on pay decisions and guidance on careers.  Our work on the development of careers and pay progression frameworks will continue to develop the PTO salary structure in order to meet this request.

The future structures will be aligned to the attached Academic and Research 29 point scale.  We need to identify the grade boundaries for the LT and PTO salary structures and, as agreed with Joint Trade Unions, implementation will be at no detriment to staff.

Guidance and Training

Equality has been a major driver for the revision of the current salary structure and to ensure consistent and transparent application, new reward guidance has/is being developed for;

  • Starting salaries;
  • Market pay – this will be finalised once the Pay Benchmark Working Group concludes its findings; and
  • Revised Pay Relativity guidance that will be further developed when the pay progression framework is finalised.

Joint Working Group Statement

The Provost’s Board are pleased that the work we have been undertaking with the Joint Trade Unions (UCU, Unison and Unite) on reforming the College’s salary scales can be used to address some of the issues raised during the Pay and Benefits Review. In particular it will address the issue regarding academic and research salaries below professorial level. We have also agreed to invest an additional £2.5m funding to improve the pay minimums on the academic and research grade.

We will introduce a revised academic and research scale between 1 August 2018 (academic staff) and 1 April 2019 (research staff). The salary figures include the 3% annual pay award which has now been agreed with the Joint Trade Union members.

The main changes are:

  • 29 point spine structure instead of the current 47 point spine;
  • Accelerated salary progression for Researcher grades and Lecturers;
  • Additional automatic incremental progression for Research Assistants and Lecturers;
  • A new Advanced Research Fellow grade, with automatic  incremental progression; and
  • Raised minimum starting salaries for all academic and research grades.

Professional, Technical, Operational, Teaching and Learning Salary Scale

Our work on the other salary scales; Teaching & Learning (TL) and Professional, Technical & Operational (PTO) will continue.  This will involve the development of a separate scale for the Teaching & Learning job family reflecting the new Education Strategy. The new strategy has set out the career pathway for this group of staff, and means we should be in a position to deliver this scale before the end of the year. 

The feedback received in the Staff Survey from PTO staff requested greater transparency on pay decisions and guidance on careers.  Our work on the development of career pathways and pay progression frameworks will continue to develop the PTO salary structure in order to meet this request.

The future structures will be aligned to the attached Academic and Research 29 point scale.  We need to identify the grade boundaries for the TL and PTO salary structures and, as agreed with Joint Trade Unions, implementation will be at no detriment to staff.

Drop-in sessions will be arranged to answer any questions members of staff might have.

Joint Working Group

The Joint Working Group members are:

Management Side

Louise Lindsay (Chair)

Director of HR and Organisational Change

Audrey Fraser

Head of Reward, Engagement & Policy

Tony Lawrence

Director of Financial

Lynne Cox

Director to the Research Office

Helen Young

Senior HR Administrator (Reward & Policy)

Joint Trade Union Side

UCU

Tom Pike

Local UCU representative

Amanda Sackur

Regional UCU representative

Michael McGarvey

Local UCU representative

UNISON

Theresa Debono

Local Unison representative

Tanya Hunt

Local Unison representative

Boyana Petrovich

Regional Unison representative

UNITE

Fiona May

Local Unite representative

Susan Parker

Local Unite representative

Andy Murray

Regional Unite representativ

FAQs

When will my salary change?

For members of the academic job family when they are moved to the salary structure on 1 August 2018.
Members of the Research job family will be moved to the new salary scale on 1 April 2019.

If a new member of staff joins my team, will they be on the new pay scale?

New academic staff appointed on or after 1 August 2018 will be paid in line with the new salary scale.

Likewise, research staff appointed on or after 1 April 2019 should be costed and will be paid in line with the new scale.

 

Will I still receive my annual incremental point?

Academic staff appointed to the new scale on 1 August 2018 that are eligible for an automatic increment will receive this on 1 October 2018 and each October thereafter until they reach the top of the salary scale.

 

Have the Joint Trade Unions been consulted on the change?

The salary scale has been developed jointly with the Joint Trade Unions.