*This point will no longer be in use from a date to be determined.

Employees can progress to fixed salaries above the value of the spine point scale for these grades. Fixed salaries have no automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

Employees can progress to fixed salaries above the value of the spine point scale for these grades. Fixed salaries have no automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

This grade is appointed on fixed salaries. No automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

The title for this grade will be determined as part of Phase 2 of the Teaching salary structure implementation.

This grade is appointed on fixed salaries. No automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

The title for this grade will be determined as part of Phase 2 of the Teaching salary structure implementation.

Appointments to this grade are on fixed salaries. No automatic increments; any future salary increases or bonus payments are performance-related and are determined in line with College procedures.

Appointments to this grade are on fixed salaries. No automatic increments; any future salary increases or bonus payments are performance-related and are determined in line with College procedures.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

*This point will no longer be in use from a date to be determined.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

Employees can progress to fixed salaries above the value of the spine point scale for these grades. Fixed salaries have no automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

Employees can progress to fixed salaries above the value of the spine point scale for these grades. Fixed salaries have no automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

This grade is appointed on fixed salaries. No automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

The title for this grade will be determined as part of Phase 2 of the Teaching salary structure implementation.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

This grade is appointed on fixed salaries. No automatic increments; any future salary increases or one-off payments are performance-related and are determined in line with College procedures.

The title for this grade will be determined as part of Phase 2 of the Teaching salary structure implementation.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

Appointments to this grade are on fixed salaries. No automatic increments; any future salary increases or bonus payments are performance-related and are determined in line with College procedures.

If 100% remote working continues beyond the end of the review period, staff requesting to continue to work in this category will be paid on the Outside London and remote working payscale, regardless of their remote working location. During the review period, where necessary, an exercise will be undertaken to consider contractual implications/pay arrangements for staff who will usually be 100% remote but who also may be required to work onsite at a College location for a pre-arranged period of time.

Appointments to this grade are on fixed salaries. No automatic increments; any future salary increases or bonus payments are performance-related and are determined in line with College procedures.