Portsmouth College
PAY POLICY
Version 4
Last Revision: Sep 2004
Revised by: Jan Henderson (Personnel Officer)
Revision Due: Sep 2005
To be reviewed by: Personnel Officer
If you wish to make comments relating to this document, Please feel
free to print this page of, add your comments and return it to :
Jan Henderson,
Personnel Officer
Portsmouth College
PO3 6PZ
PORTSMOUTH COLLEGE – PAY POLICY
TABLE OF CONTENTS
2
TABLE OF CONTENTS ................................................................................................
3
INTRODUCTION ...........................................................................................................
3
PORTSMOUTH COLLEGE AIMS .................................................................................
RESPONSIBILITIES OF CORPORATION AND PRINCIPAL ...................................... 4
5
STATEMENT OF PRINCIPLE ......................................................................................
TEACHERS’ SALARIES ...............................................................................................
7
12
HOURLY PAID TEACHING STAFF ..............................................................................
13
SUPPORT STAFF SALARIES ......................................................................................
14
HOURLY PAID SUPPORT STAFF ...............................................................................
SENIOR MANAGEMENT SALARIES ........................................................................... 16
IMPLEMENTATION AND RELEVANT DOCUMENTS ................................................. 17
APPENDIX A: TEACHERS’ SALARY SCALE .............................................................. 18
APPENDIX B: SUPPORT STAFF SALARY SCALE ..................................................... 19
APPENDIX C: CLEANING STAFF SALARY SCALE ................................................... 20
APPENDIX D: HOURLY PAID STAFF RATES ............................................................ 21
APPENDIX E: EXTRACT FROM TEACHERS’ CONDITIONS OF
SERVICE HANDBOOK AND SUPPORT STAFF HANDBOOK ................................... 22
NOTE
Salary scales shown in the appendices of this document are current at
the time of issue but it is recognised that they will change from time to
time. Revised scales will be issued through the normal channels.
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INTRODUCTION
Portsmouth College continues to support national negotiations entered
into by the Sixth Form Colleges’ Employers Forum and recognised
trade unions, working to provide standardised terms and conditions of
employment and a pay framework for teaching and support staff
employed by the College. Any national agreements will obviously take
into account budgetary constraints, and will need to be in line with the
College’s individual development and strategic plan.
It is intended that the underlying principles and mechanisms for
implementing the policy stated in this document will apply to all College
staff. The Governors wish to use the flexibility now provided in a
positive and constructive manner in order to fulfil the College Aims set
out in the following section.
This document outlines the issues and states the pay policy adopted by
the College Governors.
It is intended that the pay policy will be reviewed annually to reflect the
needs of the College in meeting its aims and objectives.
PORTSMOUTH COLLEGE AIMS
The aims of the College are:
To achieve standards of excellence in every area of the College
To ensure clear criteria for success are set and monitored
To meet the needs of students for academic, vocational and
personal education
To recognise and celebrate student achievement
To respond to the needs of the local community which the
College serves
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To create within the College a culture of respect and tolerance in
which equal opportunities are realised
To increase participation in education
To promote international contacts and a sense of partnership in a
world-wide community
To work in collaboration and partnership with others, wherever
appropriate, to achieve the above aims
RESPONSIBILITIES OF CORPORATION AND PRINCIPAL
The Corporation is responsible for:
a. The determination of the education character and mission of the
College and for oversight of its activities.
b. The effective and efficient use of resources, the solvency of the
College and the Corporation and for safeguarding their assets.
c. Approving annual estimates of income and expenditure.
d. The appointment, grading, suspension, dismissal and
determination of the pay and conditions of service of holders of
senior posts.
e. Setting a framework for the pay and conditions of service of all
other staff.
Subject to the responsibilities of the Corporation, the Principal
shall be the Chief Executive of the College and is responsible for:
a. Making proposals to the Corporation about the educational
character and mission of
the College, and for implementing the decisions of the
Corporation.
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b. The organisation, direction and management of the College and
leadership of the staff.
c. The appointment, assignment, grading, appraisal, suspension,
dismissal and determination, within a framework set by the
Corporation, of the pay and conditions of service, of staff other
than the holders of senior posts.
d. The determination of the College’s academic activities, and for
the determination of its other activities.
e. Preparing annual estimates of income and expenditure, for
consideration and approval by the Corporation, and for the
management of budget and resources, within the estimates
approved by the Corporation.
f. The maintenance of student discipline and, within the agreed
rules and procedures, for the suspension or exclusion of students
on disciplinary grounds and for implementing decisions to expel
students for academic reasons.
STATEMENT OF PRINCIPLE
1.1 The Governors will be guided by the following statement of
principle:
‘This Governing Body will seek to ensure that all staff are
rewarded for the level of
responsibility they carry and for the individual contribution they
make to the work of
the College subject only to the constraints of the pay structure
and of budgetary provision. We will endeavour to establish and
maintain a pay structure which will enable the College both to
recruit staff of suitable quality and to retain staff of sufficient
number to achieve its objectives.’
1.2 Governors will also have regard to the existing structure of
responsibility and reward within the College, the College’s proper
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commitment to Equal Opportunities, and relevant legislation
including the Equal Pay Act.
1.3 Whilst Governors acknowledge that the pay policy is now a
matter for the Corporation to determine, they will first seek to be
guided by the Sixth Form Colleges’ Employers Forum, (the body
established to negotiate pay and conditions at national level, of
which the Corporation is a member).
1.4 It is the intention of the Governors to use pay differentials for all
staff when implementing the pay policy.
1.5 Governors note that the 1993 Pay and Conditions of Service
document permits the linking of pay to performance. While
reserving the right to link these two elements in appropriate
circumstances in the future, Governors:
1.5:1 Consider that the primary aim of the College Appraisal
Scheme is to develop and support staff both professionally and
personally;
1.5:2 Do not consider the circumstances generally appropriate unless
and until there is a properly negotiated and tested system of
performance related pay.
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TEACHERS’ SALARIES
1. At the time of appointment qualifications and teaching experience
will be taken into account (and other relevant experience may be
taken into account at The Principal’s discretion). Spine point 2 is
the minimum entry point for those teachers with second-class
honours degree or better and a teaching qualification. An
appropriate teaching qualification can be defined as a Certificate
in Education, a Post Graduate Certificate in Education or
PGCE/Cert Ed (FE).
Spine point 6 is the maximum point attainable through
satisfactory service alone and a teacher appointed to this section
st
of the salary spine will progress by one spine point each 1
September until this maximum point is reached unless
performance in any one year is deemed to be unsatisfactory.
Where a member of staff is dissatisfied with a decision to
withhold an increment, then they have the right to raise the issue
through the Appeals Procedure.
2. A teacher’s position on the pay spine will be reviewed once a
st
year, as soon as possible after 1 May. In addition to
qualifications and experience, other factors which may be taken
into account in assessing the appropriate salary may include:
a) temporary or permanent additional duties and
responsibilities
b) very special problems of recruitment and retention
c) substantially above-standard performance.
The determination of the factors to be used and the number of
points to be assigned to any one factor are at The Principal’s
discretion.
3. The position on the pay spine may be reviewed at other times of
the year where circumstances warrant e.g. changes in
responsibilities.
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4. Subject to the Principal’s discretion, the opportunity exists to
reward a member of staff for specific additional duties, generally
related to defined short-term projects or developments. Any such
payment would be extraneous to the pay spine.
5. Teachers are able to apply for Professional Standards Payments
once they have reached the top of the Spine (point 6 at present).
They have to provide evidence on effective teaching and the
ability to create a learning environment, professional
characteristics and effective learning (achievement and
retention). If they pass the threshold they are paid an additional
sum (£2265 – pro rata if part-time). This is a permanent payment
and is transferable between Sixth Form Colleges and maintained
Schools.
Teaching Staff salaries for 2004/2005 are set out in Appendix A. The
st
annual pay award date is 1 September.
Grading Criteria
Appendix 4 of the Conditions of Service Handbook (Appendix D) sets
out the basic duties, which may be expected of any teacher in a Sixth
Form College. Paragraphs 10 and 11 of the list of professional duties
make it clear that management and administration are part of the
activities that can be expected of all teachers. The Conditions of
Service Handbook also acknowledges that the particular duties,
responsibilities and accountabilities attached to posts are of necessity
not always susceptible to detailed definition, and may vary from time to
time without changing the general character of the duties or the levels
of responsibility and accountability entailed. Such variations are a
common occurrence and cannot of themselves justify reconsideration of
the pay for the post. Additional incremental points may, however, be
awarded for responsibilities consistently beyond those common to the
majority of teachers.
The determination of the factors to be used in assessing those
responsibilities and the number of points to be assigned to any one
factor as described in (2) above are at the Principal’s discretion.
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Responsibility allowances will be attached to posts rather than to
people, and will be reviewable on an annual basis.
In determining the level of allowance appropriate for a curriculum-
related responsibility, the Principal will take into account a range of
factors including the following:
the number of students attached to the programme, the student and
course hours involved and their FTE value
the number of staff (including non-teaching staff) whose work needs
to be co-ordinated
the diversity and breadth of the programme
the level of accountability of the post
the assessment patterns of the course and the subsequent
requirement for internal assessment and/or moderation or liaison
with external examiners/moderators organisations
responsibility for public events, performances or display
the level of associated responsibility for specialist accommodation
or equipment
the Health and Safety responsibilities associated with the
programme
the level of financial and budgetary responsibility
comparability with other similar posts within the college
These factors will have different significance in different aspects of the
college’s curriculum provision, and there is no uniform order of priority
or weighting to be attached to them. The final determination will
depend on a judgement of the overall balance.
In determining the level of allowance appropriate for a cross-college
responsibility, the Principal will take into account a range of factors
including the following:
the number of staff (including non-teaching staff) whose work needs
to be co-ordinated
the diversity and breadth of the function or activity
the level of accountability of the post
responsibility for liaison and involvement with other external
agencies, businesses or organisations
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responsibility for public events, performances or displays
the requirement for working outside normal college hours
the level of financial and budgetary responsibility
comparability with other similar posts within the college
The provision for additional points to reward ‘substantially above
standard performance’ is part of a national agreement, and will not be
put into effect locally in the absence of either a nationally agreed
framework for performance related pay or a local determination of how
this provision might be put into place.
Off-Scale Payment
5. An additional off-scale payment may be paid to any teacher at
the discretion of the Principal, for a smaller specific task(s) for
which a responsibility point would not be appropriate or for
additional work required on site during the College holiday
periods.
Payment for additional days/hours
6. Where additional days/hours of directed time over and above the
nationally agreed 1265 hours per annum are being worked by a
full-time teacher, these days/hours should be compensated for
additionally either through:
a) In appropriate cases the selection of a relevant point on
the pay spine to recognise adequately the number of
additional days/hours being worked or an off-scale
payment, or
b) The prevailing hourly rates paid to part-time staff may be
paid, or
c) Time off in lieu:
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The appropriate method of compensation will be agreed by the
Principal. Individual preferences will be taken into account,
where possible.
Where additional days/hours of directed time are being worked by a
part-time teacher, the percentage contract should be adjusted
accordingly.
Protected Posts
Where the range or degree of responsibility attached to a post for which
one or more incremental points has been awarded decreases, then, in
order to protect the interests of the employee, the college may
designate that post as protected i.e. remunerated at a higher level than
might otherwise be appropriate until such time as the post becomes
vacant. The College may also require the postholder to undertake
additional responsibilities appropriate to her/his skills and expertise
commensurate with the level of allowance. Should the post become
vacant, the College maintain the right to advertise it at the appropriate
level taking into account the factors described in ‘Grading Criteria’
above. Where the need for a particular post of responsibility ceases
altogether, then a potential redundancy will be identified, and the
college will follow the procedures laid out in its policy on redundancy.
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HOURLY PAID TEACHING STAFF
The Working Time Directive (November 1998) states that all hourly
paid, part-time staff who have a contract for more than twelve weeks
per year are entitled to holiday pay, which must not be remunerated
within the hourly rate of pay. All such contracts will now be extended by
the appropriate amount of holiday entitlement.
Hourly rates payable are paid as follows:
Job Description Hourly Rate
Teacher Higher Rate £21.73
Teacher Lower Rate £16.15
Tutorial Rate £16.15
Assessor Rate £11.00
Sports Coach £13.33
Ex-University of Portsmouth
Teacher Higher Rate £25.45 (inc. holiday pay)
Teacher Lower Rate £18.71 (inc. holiday pay)
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SUPPORT STAFF SALARIES
Salaries
1. The contract for Support Staff sets out two different salary
options. A member of staff may (Option A) be paid on a scale
consisting of a series of points from that spine. If this option is
used it is recommended that no more than four points are to be
used but either more points or less points could be used. If
however a scale is not thought appropriate, then a member of
staff may be paid on a single point drawn from the spine (Option
B).
Support Staff salaries for 2004/2005 are set out in Appendix B.
st
The annual pay award date is 1 September.
The minimum point on the scale for appointment is 14.
Temporary Additional Duties
2. Temporary additional duties can be recognised by the payment of
an additional spine point(s) as appropriate. When the additional
duties are removed, then the salary would revert to the point on
the scale (Option A) or the single point (Option B).
Subject to the Principal’s discretion, the opportunity exists to reward a
member of staff for specific additional duties, generally related to
defined short-term projects or developments. Any such payment would
be extraneous to the pay spine.
Increments for Staff Appointed to a Salary Scale
PLEASE NOTE: At present staff are not able to progress up the Scale.
This will be reviewed in 2003-2004.
3.1 Increments may be accelerated within the scale at the
discretion of the Principal for excellent performance, subject to
the maximum of the scale not being exceeded.
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3.2 Incremental acceleration may depend upon success in an
agreed examination and until this is achieved no further
progression will be possible.
3.3 An increment may be delayed due to the poor performance of a
member of staff. Where a member of staff is dissatisfied with a
decision to withhold an increment in this way, then they have
the right to raise the issue through the Grievance Procedure.
3.4 Members of staff with less than six months service on their
st
scale by 1 September shall normally receive their first
increment six months after their appointment, promotion or
regrading. Thereafter any increments due should be payable
st
from 1 September.
HOURLY PAID SUPPORT STAFF
The Working Time Directive (November 1998) states that all hourly
paid, part-time staff who have a contract for more than twelve weeks
per year are entitled to holiday pay, which must not be remunerated
within the hourly rate of pay. All such contracts will now be extended by
the appropriate amount of holiday entitlement.
Hourly rates payable are paid as follows:
Job Description Hourly Scale Rate
Rate Point
IT Assistant £7.00 n/a n/a
Learning/Language Support Assistant £6.90 15 A
Learning/Language Support Assistant £7.23 17 B
Learning/Language Support Assistant £7.49 19 C
Rate A:
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A new appointment with no or up to 2 years experience and no
qualification
Rate B:
Bilingual with 1 years experience plus working toward a
recognised and agreed qualification (agreed with Head of
Student Services and Vice Principal Staff Development)
or
Monolingual with 2 years experience plus working toward a recognised
and agreed qualification (agreed with Head of Student Services)
Rate C:
Achievement of agreed award
All incremental changes occur on the 1st September on a yearly
basis
Recognised Qualifications:
City & Guilds 7324 Certificate in Basic Skill Support
City & Guilds Certificate in Learning Support
Certificate in Higher Education Ethnic Minority Learning Support
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SENIOR MANAGEMENT SALARIES
The Articles of Government enables the Corporation to establish a
committee, to be known as the Remuneration Committee, to advise on
the remuneration of the holders of senior posts. The members of this
Committee shall be drawn from the Corporation, other than staff or
student members. At Portsmouth College the committee is made up of
the Chair of Governors, the Chair of Finance and the Chair of
Employment Policy.
The Governors have delegated responsibility to the Remuneration
Committee to review pay annually for holders of senior posts. Senior
Management will automatically be awarded a cost of living increase at
least equivalent to the Sixth Form College’s Employers’ Forum national
pay agreement for teaching staff. In addition, a bonus system of up to
2% of salary is payable to senior postholders based on the meeting of
four targets (0.5% is paid for meeting each target). Each target has to
be met in full. The targets are to be reviewed by the Remuneration
Committee each year.
st
The annual pay award date is 1 October.
The Governing Body pledges itself to a fair Pay Policy which;
ensures that the pay structure attracts, retains, and motivates the
calibre of Senior Staff needed to achieve college objectives
reflects comparative external pay structures, both regionally and
nationally
considers the pay and other rewards which are enjoyed by the
teaching and non-teaching staff at Portsmouth College
enables individual performance to be taken into consideration
involves a consultation and communication process with the Senior
Staff and Principal in determining pay levels and awards
ensures equal opportunities
is reviewed annually
is applied in a fair and equitable manner
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Definition of pay: in this context the use of the word ‘pay’ applies to
rewards which are within the powers of the Governing Body to negotiate
with a Senior Staff member, and which are capable of being
encompassed within a contract of employment.
IMPLEMENTATION AND RELEVANT DOCUMENTS
Governors acknowledge two vital points in implementing a pay policy in
the context of the powers under the Education Reform Act and Pay and
Conditions order. Firstly, the policy should cover all staff in the College
albeit its implementation will differ according to what is allowed by the
particular conditions of service. Secondly, implementation of the policy
presupposes that the College budget is sufficiently viable to make
payment.
Relevant Documents
This policy statement and implementation takes into account the
following:
1. Teaching and Support Staff Handbooks produced by the Sixth
Form Colleges’ Employers Forum.
2. The Education (Government of Further Education
Corporations)(Former Sixth Form Colleges) Regulations 1992.
3. Equal Pay Act 1970 and the Equal Pay (Amendment)
Regulations 1983.
4. Portsmouth College Personnel Procedures and Disciplinary and
Grievance Procedures.
5. ‘Appeals against Pay Grading’. (Teaching Staff Conditions of
Service Handbook)
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APPENDIX A: TEACHERS’ SALARY SCALE
st
1 September 2004
New Spine Point
1 £18,558
2 £20,027
3 £21,612
4 £22,323
5 £25,169
6 £27,160 PSP
PSP Range P1 £29,425
P2 £30,866
P3 £32,377
P4 £33,963
Management Ranges
1 2 3 4
A 31,501 32,828 34,209 35,650
B 33,725 34,822 35,956 37,127
C 36,107 37,187 38,300 39,447
D 38,656 39,566 40,497 41,451
E 41,384 42,502 43,648 44,826
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APPENDIX B: SUPPORT STAFF SALARY SCALE
st
1 September 2004
Spine Spine
Point Point
Age 18 8 10,490 32 21,210
Point
9 10,879 33 21,946
10 11,270 34 22,679
11 11,660 35 23,413
12 12,051 36 24,144
13 12,441 37 24,809
14 12,831 38 25,475
15 13,285 39 26,143
16 13,617 40 26,809
17 13,917 41 27,474
18 14,148 42 28,141
19 14,415 43 28,807
20 14,684 44 29,541
21 15,107 45 30,273
22 15,415 46 31,006
23 15,915 47 31,739
24 16,482 48 32,538
25 17,050 49 33,272
26 17,615 50 34,070
27 18,181 51 34,869
28 18,746 52 35,669
29 19,313 53 36,468
30 19,880 54 37,269
31 20,546
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APPENDIX C: CLEANING STAFF SALARY SCALE
st
1 September 2004
£10813 per annum
(£5.62 per hour)
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APPENDIX D: HOURLY PAID STAFF RATES
Job Description Hourly Rate
Teacher Higher Rate £21.73
Teacher Lower Rate £16.15
Tutorial Rate £16.15
Assessor Rate £11.00
Sports Coach £13.33
Learning/Language Support Assistant A £6.90
Learning/Language Support Assistant B £7.23
Learning/Language Support Assistant C £7.49
IT Assistant £7.00
Casual
Examination Invigilator £8.00
Training Rate £8.00
Ex- University of Portsmouth Rates
Teacher Higher Rate £25.45 (inc. holiday pay)
Teacher Lower Rate £18.71 (inc. holiday pay)
*Internal verification of students is remunerated at the teaching rates
according to the Level of study
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APPENDIX E: EXTRACT FROM TEACHERS’ CONDITIONS OF
SERVICE
HANDBOOK AND SUPPORT STAFF HANDBOOK
Individual Appeals against pay
1. The particular duties, responsibilities and accountabilities
attached to posts are of necessity in many cases somewhat
difficult of detailed definition, and may vary from time to time
without changing the general character of the duties or the levels
of responsibility and accountability entailed. Such variations are
a common occurrence and cannot of themselves justify
reconsideration of the pay for the post.
2. Where, however, having regard to paragraph 1 above, a member
of staff wishes to raise the issue of the appropriate pay for their
post, then they should submit a claim, in writing, for a
reassessment of their pay. This claim should be considered by
the postholder with responsibilities for such issues. If the
member of staff concerned is dissatisfied with the decision made
in response to their claim then, if the criteria set out below are
met, they should have a right of appeal against the decision
reached.
3. To establish a right of appeal the claim must relate to one of the
following criteria:
a) Where there has been a substantial change in the level of
duties, responsibilities and/or accountabilities of the post
going beyond variations of the kind referred to in
paragraph 1 above, since the last appointment to the post
or since the current level of pay for the post was
established (whichever is later).
b) Where duties, responsibilities and/or accountabilities are
transferred from one post to another and a member of staff
feels that as a consequence the college has misapplied the
college pay framework to their post when assessing the
level of duties, responsibilities and/or accountabilities of
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the post in comparison with the level applicable to other
similar posts in the college (see paragraph 4).
c) Where a member of staff accepting a post after
advertisement feels that the college has misapplied the
pay framework to their post when assessing the level of
duties, responsibilities and/or accountabilities of the post in
comparison with the levels applicable to other similar posts
in the college (see paragraph 4).
4. A member of staff bringing an appeal under the terms of
paragraph 3 above shall be entitled to refer to comparability with
other similar posts within the college which have similar levels of
duties, responsibilities and/or accountabilities. Likewise, the
college shall also be entitled to refer to comparability when
responding to a member of staff’s claim.
5. Where a right of appeal exists, a member of staff must register
that they wish to pursue an appeal within one month of being
notified of the decision on their claim (see paragraph 2 above).
6. Colleges should devise an appropriate procedure for the hearing
of such appeals. This procedure should provide for a speedy and
fair consideration of the issue and should take account of the
principles contained in the following framework:
i) a member of staff wishing to appeal has the right to put
forward a statement of their case (both in writing and
verbally) and to be represented by a friend (who could be
the college trade union representative or a full-time trade
union official).
ii) the appeal should be considered by a person or persons
either of the same seniority or higher than the postholder
who made the decision being appealed against. Where
such an appeal hearing includes members of the
Corporation, then the result of such a hearing should take
the form of a recommendation to The Principal who would
retain the responsibility for the final decision.
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iii) where those hearing the appeal believe it appropriate, they
may seek advice from an independent adviser (acceptable
to all parties) who would have no say in the decision itself.
iv) a suitable procedure for the conduct of the appeal hearing
is attached.
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Procedure for the conduct of an appeal hearing
The procedure at the hearing should normally follow this course:
1. The member of staff or her/his representative will state
their case.
2. The appropriate member of college management may ask
questions of the member of staff or her/his representative.
3. The member of college management will state their case.
4. The member of staff or her/his representative may ask
questions of the member of college management.
5. The person or persons hearing the appeal may then ask
questions of both parties.
6. The two parties will then withdraw for the case to be
considered. If possible the result of the appeal should be
communicated orally on the same day; in any event, it will
be communicated in writing to the parties within 5 working
days.
Notes
1. The member of staff has a right to be represented by a
friend (who could be the college union representative or a
full-time trade union official).
2. The appropriate member of college management referred
to in the procedure as the other party should be the
postholder who made the decision on the pay level that is
being appealed against.
3. Both parties have the right to submit a written statement,
which should be exchanged with the other party and
circulated to the person or persons hearing the appeal as
early as possible and at the latest 48 hours (2 working
days) before the appeal hearing.
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4. If after the close of the appeal hearing the person or
persons hearing the appeal wish to clear points of
uncertainty, then both parties are to be present to give
clarification.
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