University of Abertay Presentation 18 April 2005

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University of Abertay Presentation18 April 2005

• HE PAY MODERNISATION

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Modernisation of HE Pay and Conditions

• Framework Agreement overview
• Framework Agreement details
• Other issues

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Context for Framework Agreement

• Dearing and Bett reports
• 40 year old structures occupational silos
• Equal pay / equal value issues
• Public sector pay reform
• Need to attract more funding from Government(s)

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Framework Agreement State of Play

• Major change 2½ years negotiations
• Support staff unions (Amicus, Unison, TGWU, GMB)
  agreed last autumn
• Academic staff unions (AUT, NATFHE, EIS) agreed
  in spring

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Framework Agreement Local Flexibility

• National principles
• Detail on job evaluation, grading, links with
  pay spine, pay progression to be determined
  locally
• Local detail to be developed in partnership with
  recognised trade unions

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Framework Agreement Key Features

• Retains a national framework
• Replaces old structures and removes barriers
• Based on single 51-point pay spine
• Rooted in institution-wide job evaluation
• Provides career and pay progression for all
  staff, taking account of contribution and
  experience
• Facilitates use of market supplements
• Recommends harmonisation of working hours
• Builds a platform for joint development locally

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Framework Agreement - Implementation

• Introduction August 2006
• Factors - job evaluation
• design of grading structure
• Cost

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Framework Agreement

• Abertay has chosen HERA (Higher Education Role
  Analysis) as it has been specially designed for
  use in universities
• It has Equal Opportunities Commission approval
• The scheme is transparent so that each individual
  who is assessed can see a paper trail as to how
  he/she was assessed/scored

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Framework Agreement - Implementation

• Project Group (Steering Group) to oversee the
  implementation of the scheme
• A Harmonisation Executive Group (conditions of
  service) to completed by 1st August, 2005 for all
  staff
• A Job evaluation Executive Group to complete
  their work by 1st August, 2006

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Framework Agreement - Implementation

• Training will be given
• Job Analysts / Role Profilers
• Verifiers who are likely to be Heads of
  Depts/Units/or Immediate Supervisor's
• All Staff on how to complete their job profile

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Framework Agreement - Implementation

• How the implementation will likely be done-
• Groups/Individuals will meet with a Job
  Analyst/Role Profiler who will gather in the
  information ready for submission to the Analyst
• Prior to the next stage the Job Analysts/Role
  Profiler will contact the immediate supervisor's
  to check the information is correct
• Any changes will be referred back to the
  Group/Individual before it is signed off

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Framework Agreement - Implementation

• The Analyst will score the job
• The Group/Individual will be notified of the
  score, at this stage meaningless
• The information is then passed to the Job
  Evaluation Exec Group to slot the jobs into the
  51 point salary structure with the assistance of
  a Salary Modeller

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Framework Agreement Implementation Final Stage

• You remain on the same salary or you move over to
  the 51 point pay spine to next nearest point on
  the scale
• If you are green circled and promoted and to the
  bottom of the appropriate salary point on the 51
  point scale
• You are red circled, effectively downgraded, with
  a 4 years protection clause
• An Appeals mechanism will be available

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Framework Agreement Pay Progression

• Pay scales for all staff covered by national
  bargaining (NB manual staff)
• Experience/Service related progression
• Contributionrelated progression
• Balance determined locally
• Process and criteria for contribution-related
  progression JNCHES guidance

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Framework Agreement Other Aspects

• Attraction and Retention Premia
• Harmonisation of working hours
• Staff development and review
• Equal opportunities and pay
• Regular Pay Audits

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Harmonisation of Conditions

• Working hours
• Maternity leave/pay ( Paternity)
• Holiday entitlements
• Sick pay
• Grievance procedures
• Pensions

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Framework Agreement Costs

• 
  (1) (2) (3)
  (4)
• Aberdeen, University of
  100,000 56,476,000 257,000 357,000
  
• Abertay, University of
  100,000 16,292,000 74,000
  174,000
• Bell College
  100,000 9,291,000 42,000
  142,000
• Dundee, University of 100,000
  52,403,000 239,000 339,000
• Edinburgh College of Art 100,000
  7,448,000 34,000 134,000
• Edinburgh, University of 100,000
  120,041,00 547,000 647,000
• Glasgow Caledonian University 100,000
  46,006,000 210,000 310,000
• Glasgow School of Art 100,000
  8,766,000 40,000 140,000
• Glasgow, University of 100,000
  111,773,000 509,000 609,000
• Heriot-Watt University 100,000
  31,309,000 143,000 243,000
• Napier University
  100,000 37,089,000 169,000 269,000
  
• Paisley, University of 100,000
  27,664,000 126,000 226,000
• Queen Margaret University College 100,000
  12,379,000 56,000 156,000
• Robert Gordon University 100,000
  28,581,000 130,000 230,000
• Royal Scottish Academy of Music
• and Drama 100,000
  5,114,000 23,000 123,000
• St Andrews, University of 100,000
  30,807,000 140,000 240,000

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Framework Agreement

• Branch Web page-
• http//www.st-and.ac.uk/staff/unions/amicus