New Pay and Grading Structure for University Staff

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New Pay and Grading Structure for University Staff

• University of Oxford

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For University Staff Within Whitley Council
Grades
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Pay Modernisation in Higher Education

• National Framework Agreement
• Local pay structures to meet institutional needs
• Equal pay for work of equal value
• Single job evaluation scheme
• Common pay spine
• Pay grade progression
• Harmonisation of terms conditions
• Market pay

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Memorandum of Understanding

• For academic and academic-related staff
• To protect the expectations of incremental
  progression
• Double increments

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Objectives for the University of Oxford

• Single streamlined pay grading framework
• Designed to meet needs of Oxford
• Competitive affordable
• Transparent fair
• Minimum disruption
• Swifter grading arrangements
• Harmonised terms conditions

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Key Facts

• Implementation 1 August 2006
• Total cost - 5 million
• Average 1.34 gain on assimilation
• Further gains for many staff
• 38 days of annual leave for all staff
• 36.5 hour working week for all support staff
• Partnership approach
• Protection for existing staff

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The New Structure

• Partnership with trades unions
• steering group, harmonisation group
• Design
• Job evaluation of a large cross-section of
  typical jobs
• HERA job evaluation scheme
• Findings
• Good consistency of scores within existing grade
  groups
• Good overall rank order
• Bring salary structures into line

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The New Structure

• Single 10 grade structure
• Pay spine with 3 steps
• All grades have some service (i.e. automatic)
  points
• All grades have some discretionary points
  (recruitment, retention, merit)
• Overlaps between grades reduced

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Grade Mapping

• Good match HERA score and current grade
• Reflects consistency of existing processes
• Staff transfer to structure by mapping old grade
  to new
• no need for individual roles to be analysed
• no need to complete individual applications
• opportunity to request review
• Staff transfer to nearest (equivalent or higher)
  salary point, i.e. pay is the same or higher

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Grade Mapping

• University support staff
• most map to new grades 1 5
• common terms conditions
• arrangements to protect support staff who move to
  new grades 6 and above
• Academic-related staff
• map to new grades 6 10
• common terms conditions

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Whitley Council Grades

• Single streamlined pay and grading framework for
  all staff
• Data gathering in progress
• Clerical 23/25 interviews complete
• Technical 16/23 interviews complete
• Nursing 9/10 interviews complete
• Additional data gathered from desktop analyses
• Full consultation before introduction of any new
  terms and conditions

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Terms and Conditions of Employment

• Working week
• Leave
• Pensions
• Overtime
• New premium for variable working pattern to
  replace unsocial hours rates

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Working Week

• New grades 1 to 5
• 36.5 hours (harmonised to shortest working week)
• New grades 6-10
• Not defined (notional 37.5 hours)
• Staff currently employed on defined hours
  contracts not expected to change working hours
  after 1 August 2006

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Leave

• Harmonised leave arrangements for support and
  academic-related staff
• New grades 1 to 10
• 30 8 public holidays (i.e harmonised up to
  longest holidays) long service leave
• Includes any closure days
• Long service leave up to 5 days

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Pensions

• Membership
• Grades 1-5 OSPS
• Grades 6-10 USS
• Transfers
• Members of OSPS assimilating to grades 6 7
  remain in OSPS
• Staff may choose to transfer meet any costs
• From 1 August 2006 - Staff regraded from grades
  1-5 to 6 must transfer from OSPS to USS
• Members of NHSPS remain in NHSPS

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Overtime

• New grades 1 to 5 are eligible
• Time off in lieu or payment (when completed 36.5
  hours)
• Better harmonised payments
• T 1/2 for first 7.25 hours (equivalent to one
  working day)
• Double time for any subsequent hours
• Double time for any public holidays
• TOIL at plain time rates
• Qualifying period of 30 minutes (as now)

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Variable Working Patterns

• New grades 1 to 5 are eligible
• According to operational needs by arrangement
  with department
• Percentage addition to salary
• If available all day and every day 33 premium
• e.g. security staff
• If available for 12 hours over six days 16
  premium
• e.g. museum staff
• Small premium 3 for variable sessions
• Everybody else plain time

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Protection

• For staff in post on 1 August 2006
• Only affects small number of staff

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Protection - Age 60 and over

• Staff aged 60 and over can opt to remain on all
  current terms and conditions
• For up to five years

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Protection - Red circled staff

• New grade maximum is lower than current salary
• Small number of staff assimilate to new pay spine
  (above grade maximum)
• Stay at assimilated point
• Automatic right to review of assimilation grade
• Receive annual inflation uplift (cost of living
  increase)
• Work with individuals and departments to rectify
  situation
• Move to top (including discretionary points) of
  assimilated grade on 1 August 2010

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Protection - Annual leave

• If annual leave more than 30 8
• (For support staff -
• Academic-related staff under discussion)
• Excluding long service and TOIL, including
  closure days
• Step down over four years
• Or opt to remain on existing terms and conditions
  for four years

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Protection Regular Overtime

• Overtime for staff assimilating to new grade 6
  above
• If currently eligible and receiving regular
  overtime payments
• assimilate to new grade based on basic salary
  plus regular overtime
• or opt to remain on existing terms and conditions
  for four years
• If basic pay plus regular overtime more than
  maximum for new grade
• assimilate to top of discretionary range
  receive cash sum

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Protection Contractual Overtime

• Staff receiving contractual overtime
• Some AGP staff
• Assimilate to new grade based on basic salary
  plus contractual overtime
• Or opt to remain on existing terms and conditions
  for four years

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Protection Double Increments

• If new grade service maximum reached more slowly
  than in current grade
• progress through double steps of new grade to
  reach service maximum at same rate as in old
  grade

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Phase II

• Harmonisation of
• on call and standby arrangements
• allowances
• dates of annual inflation uplift
• leave year
• annual incremental dates
• Review and discuss
• closure days
• defined and nominal working week

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Contact Information

• Project team
• E-mail pay.structure_at_admin.ox.ac.uk
• Telephone (2) 89903
• website www.admin.ox.ac.uk/ps/hera