The Glossary below has been created to provide further clarity on the specific terminology which may be used throughout the project communications. This will be updated on an ongoing basis.
| Term | Definition |
|---|---|
|
Base salary |
The amount outlined in your employment contract, representing your regular pay before any additional allowances or bonuses are added. |
|
Fixed salary |
A predetermined base salary amount that does not include spine point progression. Adjustments are made only through annual pay awards or reviews. |
|
Pay structure |
A framework defining pay grades and levels for different roles, creating a clear hierarchy of salaries based on responsibilities and skills. |
|
Pay grade |
A level within the pay structure that reflects the skill, expertise, and responsibility required for a role. For example, the current PTO&L structure has ten grades, from Level 1a to Level 7. |
| Spine points |
Incremental points within a pay grade that allow progression based on length of service or performance. |
| Job family |
A group of roles with similar functions, responsibilities, and skill requirements. Each family has defined criteria for pay grades and job descriptions. |
| Job family descriptor |
A document outlining the responsibilities, skills, and experience required for roles within a specific job family and grade. |
| Remuneration |
The total payment for work, including salary, benefits, and pensions. |
| Benchmarking |
Comparing Imperial’s pay and benefits with other organizations to ensure competitiveness. Imperial aims to be in the median-to-upper quartile for total remuneration. |
| Imperial's Total Remuneration Package (TRP) |
The combined value of salary, benefits, and pensions offered to staff, reflecting the university’s overall commitment to fair compensation. |
| Quartiles and median |
|