New Salary and Grading Structure for University Staff

1
New Salary and Grading Structure for University
Staff

• University of Oxford

2
University Support Staff Within Libraries
3
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

4
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

5
Key Facts

• Implementation 1 August 2006
• Total into salaries - 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

6
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

7
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

8
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

9
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

10
Grade Mapping
11
Salary Gains for Support Staff

• Assimilation
• transfer to equivalent or nearest higher salary
• Service increment
• Cost of living
• gains for majority of staff

12
Examples

• Assimilation example 1

13
Examples

• Assimilation example 2

14
Examples

• Assimilation increment example 1

15
Examples

• Assimilation increment example 2

16
Salary Gains - Service Maximum

• Higher service maximum for majority of grades
• for example
• Clerical 4 552
• Technician E 681
• Additional service increments for some grades

17
Examples

• Additional service increments example 1

18
Examples

• Additional service increments example 2

19
Terms and Conditions of Employment

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

20
Working Week

• New grades 1 to 5
• 36.5 hours (harmonised to shortest working week)

21
Leave

• Harmonised leave arrangements for support and
  academic-related staff
• New grades 1 to 5
• 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

22
Pensions

• Membership
• Grades 1-5 OSPS
• Grades 6-10 USS
• Transfers
• From 1 August 2006 - Staff regraded from grades
  1-5 to 6 must transfer from OSPS to USS

23
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
• Double time for any subsequent hours
• Double time for any public holidays
• TOIL at plain time rates
• Qualifying period of 30 minutes (as now)

24
Variations in the working week

• New grades 1-5
• Only current staff in existing schemes
• Technicians working year reduced from 1680 to
  1628 hours for the same (or better) pay
• Accrue Time Off In Lieu (TOIL) to compensate for
  additional hours
• Maximum of 5 days (i.e. 36.5 hours) TOIL can be
  accrued in any year

25
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

26
Protection

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

27
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

28
Protection - Annual leave

• If annual leave more than 30 8
• excluding long service and TOIL, including
  closure days
• Step down over six years
• Or opt to remain on existing terms and conditions
  for four years

29
Protection Variations in the working week

• If TOIL more than 5 days
• Step down over six years
• Or opt to remain on existing terms and conditions
  for four years

30
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

31
Protection Service Maximum

• Service maximum of new pay grade
• If new grade service maximum is lower than
  current grade service maximum
• automatic annual progression into discretionary
  range of new grade until reach equivalent of old
  service maximum
• this affects grades AGP 2, Clerical 1 6,
  Technician I

32
Example

• Protection of service maximum

33
Protection fixed working patterns

• If working a fixed pattern including evenings
  weekends
• assimilate to new grade based on total salary
• i.e. basic salary enhanced payments for
  evenings /or weekends
• if total pay within range for grade
• if total pay is less than one increment
• payment of lump sum on 1 August 2006 1 Aug 2007
• Or opt to remain on existing terms and conditions
  for four years

34
Examples

• Protection fixed working patterns
• total pay is more than one increment

35
Examples

• Protection fixed working patterns
• total pay is less than one increment

36
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

37
Contact Information

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