This page contains information relating to our pay arrangements, associated terms and conditions of service and other benefits available.
Pay Policy: This sets out the arrangements for salary and related allowances paid to staff and the arrangements for the determination of salary, how salary levels are arrived at and the method of pay progression for all staff in Grades 1 to 11. Key aspects of the policy are included on this page.
Pay Structure: The University has a 51 point pay and grading structure. There are nine grades and each grade has four to six points which appear below the dotted line on the pay structure document. Movement within this part of the grade is based on service related increments up to the contribution threshold, the dotted line within each grade. In addition, each grade has one spine point above the threshold which constitutes the contribution zone. Access to this point is dependent on recognition of exceptional contribution and subject to a separate process under the Contribution Reward Scheme.
Job Evaluation: This is a process for comparing the relative size and worth of jobs within an organisation to determine the grade. In line with many other Universities, we use the Higher Education Role Analysis (HERA) job evaluation scheme. All new posts and any regrading requests are evaluated using this scheme, which measures the requirements of the job itself, not how well an individual performs the job. Performance is a different process which is completely separate from job evaluation.
Incremental Progression: In addition to the annual review of pay, increases in salary can also take place through incremental progression. 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 and entry into the contribution zone is only available to staff who meet the criteria set out in the Contribution Reward Scheme.
Contribution Reward Scheme: Staff can apply or be recommended for additional reward on an annual basis. This can take the form of accelerated progression, a one-off bonus or access to the contribution point at the top of each grade. The contribution point can only be accessed through this scheme. Under the scheme, the extent to which staff have met or exceeded their performance objectives is considered by a Faculty/Service Management Panel. Applications for contribution reward can only be made once individual Performance and Development Reviews have taken place. The deadline for completion of the annual PDR cycle is 31 October. Contribution Reward applications should be submitted no later than one month after completion of an individual's PDR.
Further Payroll-related information including guidance on claim forms and payroll deadlines is included under Payroll Information.