Employment Terms & Conditions - Pay & Reward

Our University operates a single grading structure for staff based on a nationally agreed salary spine.  For further information, please refer to our University Pay Scales.

The grade of all posts is determined through the use of the HERA (Higher Education Role Analysis) job evaluation scheme, which is a sector specific scheme.  Job evaluation is a process for comparing the relative size and worth of jobs in an organisation.  All new posts and any re-grading requests are evaluated using the scheme.

Support staff

Support staff salary payments are made on the 16th of each month by direct credit transfer, for the whole of the calendar month. 

Academic staff / Staff on Grade 10 and above

Academic staff salary payments and payments for staff on Grade 10 and above are made on the 26th of each month by direct credit transfer, for the whole of the calendar month.

Staff on Grade 1 to 9

Pay rates for staff on Grade 1–9 are negotiated nationally and are subject to approval by the Board of Governors.  Any agreed increase is normally applicable with effect from 1 August annually.

Staff on Grade 10 and above

The pay rates for staff on Grade 10 and above are determined locally with any adjustments being made with effect from 1 September annually.

Staff on Grade 1 to 9

Incremental progression takes place with effect from 1 September each year provided that there has been six months’ service in the post.  Otherwise, progression will take place six months from the date of appointment with any subsequent increment due on the 1 September.  The normal expectation is that pay will progress through the grade at the rate of one increment annually up to the Contribution Threshold.  There is no automatic service-related progression beyond this point.

In exceptional circumstances the University reserves the right to withhold incremental progression where concerns have been expressed with respect to aspects of an individual’s performance or conduct.  In such circumstances it would be expected that the individual had been subject to the application of appropriate, established procedures.

Staff on Grade 10 and above

There are no incremental salary points for staff on Grade 10 and above.  Salaries are reviewed in the context of individual performance.

It is the University’s intention to attract and retain staff through the adoption of a median market pay strategy.  Basic salary levels are set according to the evaluated grade for a post.  Occasionally such grade based salaries are insufficient to attract or retain staff in particular posts.  In these cases, it may be appropriate to pay a market supplement in addition to the salary.

Any market supplement will be applied only where there is market based evidence to justify such action, with the value being determined by the difference between the basic rate of pay for the post and the market rate as determined by evidence from appropriate market sources.  The use of all such market supplements is reviewed annually in line with the market rate and may be increased, reduced or removed as a result.

On appointment, staff should normally be placed on the first incremental point of the grade relevant to the post.  Recruiting managers in conjunction with an appropriate member of the HR Planning & Reward team will be able to offer up to one increment higher if justified by the experience or current salary of the individual being appointed.  Any offers of salary in excess of this require the prior authorisation of the Director of Human Resources.

On promotion, staff should normally be placed on the first incremental point of the grade relevant to the post.  Where promotion is to the next grade up and overlaps with the individual’s existing salary, it is appropriate to offer additional remuneration to ensure that the individual is at least one increment better off as a result of the promotion.  These arrangements apply equally to secondments to posts at a higher grade.  For further information, please refer to our Pay Policy.

It is a reasonable expectation that colleagues cover for each other (including for those on a higher grade) for example during periods of annual leave or short-term sickness absence.

Staff on Grade 1-2 will receive the appropriate payment relating to covering a higher graded post, for all hours covered.  It is expected that this will be for short periods.

Staff on Grade 3 and above will receive payment for covering a higher graded post (in full) only when they have been covering for a continuous period of one calendar month.

The payment will be backdated to the commencement of the period covered.

Our University wishes to recognise and reward staff who have demonstrated exceptional levels of achievement or contribution in their role during the course of the year.  The scheme is open to all staff on Grade 1-9.  Staff on Grade 10 and above have separate arrangements.  For further information, please refer to our Pay & Reward webpage.

The arrangements of our University’s Sick Pay Scheme,  is based on an individual’s length of continuous service on the first day of the period of absence. 

Length of Continuous Service and Sick Pay

• Up to 4 Months : Full pay for 1 month
• After 4 Months : Full pay for 1 month and  half pay for 2 months
• 2nd Year : Full pay for 3 months and half pay for 3 months
• 3rd Year : Full pay for 4 months and half pay for 4 months
• 4th Year : Full pay for 6 months and half pay for 6 months

Our University is entitled to withhold contractual sick pay when an individual fails to comply with the following requirements:

• An individual is required to follow the reporting and certification procedures in accordance with sickness absence reporting requirements.
• An individual may be reasonably required, in accordance with a University procedure or policy (whether specified or not), to undergo a medical examination at the University’s expense by the University’s Occupational Health Advisor or a medical specialist of the University’s choice.

Contractual sick pay may also be withheld in the event of a failure to remain in regular contact with the appropriate manager during any period of sickness absence, including failure to attend meetings with a manager, Human Resources and/or an Occupational Health Practitioner or a failure to provide relevant information related to scheduled and other work commitments.

Staff who are formally recognised as nominated First Aiders and are required to undertake First Aid responsibilities following completion of our University’s First Aid qualification, receive a monthly allowance (pro rata for part-time staff).

Our University offers financial assistance to new members of staff who need to move home as a direct result of taking up an appointment at our University.  Payments are subject to an overall cash limit of 10% of starting salary up to the Inland Revenue maximum relocation allowance.  For further information, please refer to our Relocation Policy.

As part of our University’s Redeployment Policy, pay protection is offered to individuals who meet the following conditions:

• For redeployment arising as a result of a potential redundancy or through a Management of Change process; and
• For individuals who have a minimum period of 4 years continuous service with our University; and
• To a maximum of one grade difference; and
• For a maximum period of 2 years.

In such circumstances the salary and annual leave entitlement of an individual will be in effect “frozen” at the current level with no entitlement to annual increments or cost of living increases. 

It should be noted that pay protection does not apply in the following circumstances:

• Pay protection is only applicable to basic contracted hours and does not apply to overtime in any circumstances;
• Pay protection does not apply to any allowances;
• In cases where individuals increase their working hours, pay protection will only apply to existing contracted hours.  Any additional hours will be paid at the appropriate level for the post.

Pay protection will cease as soon as any of the following occur:

• The individual has obtained employment at an equivalent or improved level in comparison to protected pay; or
• Pay protection has been in place for a period of two years; or
• Earnings in the new post reach the value of the protected pay level.

Our University offers a number of benefits through salary sacrifice allowing staff to make payments from their gross salary, thus making a saving by paying reduced income tax and national insurance contributions.  Full details of the employee benefits available through salary sacrifice can be found on our Employee Benefits webpage.

All eligible members of staff are automatically enrolled in to one of our University’s recognised occupational pension schemes:

• Teachers’ Pensions Scheme (TPS)
• Universities Superannuation Scheme (USS)
• West Yorkshire Pension Fund (WYPF)

Academic and Research staff are normally eligible to join the TPS.  Staff who have been a member of USS during their previous employment and have had a break in service of less than one calendar month prior to starting their employment with our University; are eligible to continue membership of USS.  All other staff are eligible to join the WYPF.  For further information, please refer to our Pensions webpage.