Final Version – 1 August 2006 Agreement between UWIC, UCU, UNISON on Pay Modernisation This agreement covers all employees of UWIC and is a locally agreed application of the ‘Framework Agreement for the Modernisation of Pay Structure’ (referred to as the NFA), which has been formally agreed nationally between the above trade unions and the UCEA, through the Joint Negotiating Committee for Higher Education (JNCHES). This agreement supersedes the pay and grading elements of previous agreements as indicated in Appendix H of the NFA, and replaces existing salary scales with a new locally agreed pay and grading structure. The agreement does not affect the status of other nationally negotiated terms and conditions of employment, and in particular the nationally agreed contract of employment for academic staff in Higher Education. The local agreements that will remain in existence are listed in Appendix F. Senior Management, i.e. staff on salaries above the national pay spine (below senior postholders) are covered by this agreement in relation to annual pay review and will be represented through the current consultative arrangement. In addition, the principles of this agreement have been adopted including a new management pay spine.
Signed by UWIC:
Signed by UCU:
Signed by UNISON:
Introduction 1.1 All parties are agreed that at the heart of the Framework Agreement is their united view: 1.1.1 of the vital contribution which staff at all levels make to the continuing success of UK higher education, and the need for them to be rewarded properly; 1.1.2 on the need to modernise pay arrangements in the sector to improve the recruitment and retention of staff; 1.1.3 to ensure equal pay for work of equal value; 1.1.4 to tackle problems of low pay; 1.1.5 to recognise and reward the contribution which individuals make, and 1.1.6 to underpin opportunities for career and organisational development.
Principles 2.1 Pay Spine In applying this agreement UWIC will use the nationally agreed single pay spine for all staff (including for those staff who are hourly paid). 2.1.1 The values of the pay points will be adopted for those staff whose pay is covered by local agreements (with the exception of senior postholders i.e. appointed by the Board of Governors), through an extension to the single pay spine, and a grade structure underpinned by HERA. 2.1.2 The values of the single pay spine will be reviewed through the agreed national negotiating machinery, JNCHES, and for those staff on the extended single pay spine through the agreed local machinery, with effect from 1 August each year. 2.1.3 The pay of staff on an hourly rate will be calculated from the pay spine to ensure equivalence with the full-time rate of pay for comparable staff. 2.1.4 The incremental progression date for all staff will be 1st August. 2.2 Grade Structure There are two categories of grades within the grade structure within which there are job families of job types that have broadly comparable terms and conditions (see Appendix A): 2.2.1 Grades comprising academic and support staff (grades 6 – 9); 2.2.2 Grades for other support staff (grades 1 – 5).
Pension Schemes 2.3.1 UWIC will continue to offer membership of the Local Government Pension Scheme (LGPS) to staff on grades 1 – 5. Staff on grades 6 – 9, and above, will have the opportunity to join the Teachers Pension Scheme (TPS), the Universities Superannuation Scheme (USS), or the LGPS, subject to meeting the qualifying criteria. Staff should seek independent financial advice on these pension schemes through independent routes, including the recognised trade unions.
Annual leave 2.4.1 Staff on grades 6 – 9, and above, will receive 35 days annual leave. Staff on grades 1 – 5 will receive 25 days annual leave, rising to 30 days on 1 September subject to a one year complete service. 2.4.2 The leave year currently commences on 1 September. The revised annual leave entitlement will be implemented from 1 September 2006. 2.4.3 Annual leave is accrued at the rate of 1/12 of the full year’s entitlement for each full calendar month worked on a grade or having completed the first year of service for those on grades 1 – 5.
Staff Development and Performance Review 2.5.1 Access to training and development is important for the motivation of staff and to enhance their contribution to the institution. UWIC will make available suitable training and development opportunities to all staff, irrespective of their grade, job type, or contract. UWIC will operate a scheme that will link the appraisal of development needs to individual work related objectives. Such a scheme will operate within the context of the current staff development and review scheme and will be implemented after negotiation to agreement with the recognised trade unions through the CIGs and JCC by 1 August 2007. Until such time the existing agreed procedure will continue to operate.
Working Hours for staff within the scope of the agreement 2.6.1 The normal working hours for all support and academic related staff (grades 1 – 9) (other than academic staff) are expressed in the contract of employment in terms of hours per week and weeks per year with 37 hours a week being a full-time commitment. 2.6.2 While recognising the essential difference in the nature of academic work, as expressed in the academic contract, for 2 10/12/2008
academic staff a reasonable norm, with regard to the contractual position of other staff in the institution, is the equivalent of 37 hours a week (pro rata for fractional posts). 2.6.3 All members of staff are subject to the Working Time Regulations. 2.7 Workload Allocation Model 2.7.1 It is also recognised in respect of academic staff that there should be agreement between UWIC and UCU on a policy and underpinning principles and methodology to ensure the fair and equitable distribution of workloads in an open and transparent system. The methodology shall be adapted to ensure compatibility within the Schools. The application of this scheme will be monitored annually by both parties through the existing machinery. Such a scheme will be implemented within the existing academic contract after negotiation to agreement with UCU through the ACIG by no later than 1 August 2007. Until such time the existing contractual arrangements continue in all UWIC Schools. 2.7.2 It is recognised that variations in the application of the methodology will be required in some areas, for example studio work and performance. This will be agreed through the Academic Common Interest Group. 2.8 Market premia related recruitment and retention 2.8.1 The parties to this agreement envisage that the agreed pay and grading structure will address general concerns about levels of pay, and therefore minimising the need for recruitment and retention premia. However, it is recognised that there may be specific circumstances linked to fluctuating market conditions that will require clearly identified and time limited market payments. Any such payments will be linked to pay values on the single pay spine, and the recognised trade unions will be consulted before implementation and be provided reasons for the decisions. 2.9 Equal Opportunities and Pay 2.9.1 UWIC is committed to ensure that all arrangements for pay and pay structures, working hours, market premia, and other elements of remuneration are designed to ensure that equal pay principles are maintained. 2.9.2 UWIC will undertake periodic equal pay reviews in line with nationally agreed guidance as outlined in Appendix E of the National Framework Agreement.
Implementation and Review of the Agreement 3.1 The agreement will be implemented with a new pay and grading structure with effect from 1 August 2006, with full implementation of other aspects of the agreement by 1 August 2007. Negotiation to agreement will take place within the JCC and the CIGs on those parts of this agreement where indicated. During the initial year of implementation and transition the Joint Working Group of trade union and management representatives will continue to operate. In addition to the trade unions officers paid time off that is available through the existing agreements, the provision of one full time equivalent post for each recognised trade union will continue until August 2007, and may be extended, depending on the specific framework implementation work that remains, and with reference to the activity level associated with the regrading and appeal procedure. Meetings to take place at School level between management and the trade unions in relation to School related issues. Consultation to be conducted within a set terms of reference and any policy/procedural issues to be reported back through the trade unions at the Academic and Support Common Interest Groups and/or the Joint Consultative Committee. This agreement will be subject to review and amendment through the JCC and CIGs when required, but not more frequently than once per year.
Pay Spine, Grading Structure and Career Pathways 4.1 General 4.1.1 The locally agreed new pay spine and pay grades and the local extension to the model are attached at Appendix A. This also includes summary information on Job Families. 4.1.2 Staff on academic contract terms and conditions have locally agreed role profiles within the locally agreed job families for academic staff, i.e. lecturing and research. These role profiles have been agreed with reference to the nationally developed templates. See Appendix B. 4.1.3 Staff (grades 1 – 9) on support contract terms and conditions have locally agreed generic role profiles, and specific job descriptions for each grade within a job family. 4.1.4 These sets of job profiles are underpinned and validated through the use of an analytical job evaluation tool, HERA (Higher Education Role Analysis).
Extra Responsibility Allowances 4.2.1 If following agreement and/or due process of appointment staff are required to undertake a role with a higher level of responsibility for a limited period of time, then an allowance will be paid for the period. The amount will either be offered as part of an internal appointments process or negotiated with the member of staff, subject to further consultation and negotiation within the collective procedures and will be paid with reference to the values on the pay scale, and will not exceed the equivalent of three incremental points.
Progression within Grades 4.3.1 Pay progression within a grade is through annual incremental progression paid from 1 August each year up to the maximum scale point in the grade to reflect growing experience and skills in post. There is no provision for accelerated progression. 4.3.2 The incremental date for staff is 1 August (this has been taken into account in the transitional assimilation process for 1 August 2006). 4.3.3 The exceptions to these are: Staff on fixed salary pay points (reasons must be provided for staff being on a fixed salary point and are subject to review through the collective procedures after two years); Staff subject to a warning under UWIC’s Capability Procedures at the time the increment is due. If this applies, then an increment will not be given until performance is satisfactory; Staff subject to a warning under UWIC’s Probationary Procedures that appropriate progress is not being achieved or whose probationary period has been extended at the time an increment is due. An increment will only be paid when performance is satisfactory; Staff who have been on their current incremental point for less that six months at the time an increment is due.
Progression between Grades 4.4.1 Progression of staff to a higher grade will be equitable and transparent, and take account of equal pay issues. 4.4.2 For academic staff, progress to the top of the Senior Lecturer grade will be the norm. In particular it is recognised that the 5 10/12/2008
existing national and local academic contract and collective agreement provides for the automatic transfer from Lecturer to Senior Lecturer following an individual application, subject to existing criteria being satisfied. This agreement does not replace or alter this arrangement. 4.4.3 In general, transfer from one grade to a higher grade is as a result of being appointed to a higher graded post following application and selection. 4.4.4 Transfer from the Associate Lecturer grade will be through individual application, the criteria being successful achievement of qualifications and other specific outputs agreed at appointment, and monitored through the review and development process and providing that they are compatible with the grade role profiles of the Lecturer grade. Examples of outputs and a process will be negotiated to agreement as part of the framework negotiations. Progress from Senior Lecturer to Principal Lecturer will follow the currently agreed procedure but the criteria will be re-negotiated to agreement, to be compatible with the role profiles and these processes being compatible with the Reader and Professorial procedures. 4.4.5 Factors that will delimit the numbers of positions at a higher level will be: the need for expertise and skills at the higher level (in relation to academic staff this will be guided at a corporate level strategic objective of achieving an academic profile of 20:60:20 (Lecturer: Senior Lecturer: Principal Lecturer). These proportions will be incorporated into this agreement and will only be changed as part of any operation of the review of paragraph 3.4. 4.4.6 The exceptions to these are as defined above in 4.3. 5. Part-Time Hourly Paid Staff 5.1 Lecturing Staff 5.1.1 UWIC recognises and values the work of hourly paid part time staff. UWIC recognises for all legal and other employment policy reasons that fractional contracts are the prime mode of appointing staff with atypical employment requirements. 5.1.2 UWIC confirms transparent and consistent appointment procedures for all staff. 5.1.3 UWIC will continue its current practice of transferring hourly paid academics to full or fractional contracts. Where the role of hourly paid staff expands the post holder will be offered a fractional 6 10/12/2008
contract on the basis that the post holder will be expected to meet the demands of the role profile appropriate to the grade. 5.1.4 All hourly paid staff will assimilate to pay point 36 (£37.43) Thereafter subject to the outcome of the role analysis process staff will either be: a. confirmed in grade 7 if their role matches the demands of that grade; subject to the same green circling provisions as applied to full time staff if role analysis indicated that their role meets the demands of grade 8; subject to the same red circling provisions as full time staff if role analysis indicates that their role does not meet the demands of grade 7 (payment of a protected hourly rate for 4 years).
If the role of these staff meets the demands of grade 7 or above they will be offered a fractional contract and payment at the appropriate scale point. 5.1.5 Hourly paid staff have the right to a regular review process that applies to full-time staff and can apply to the grading, regrading and appeal process at any time during their employment. The specific procedure for these staff is contained in Appendix B. 5.2 Support Staff 5.2.1 Hourly paid support staff will be paid at the appropriate grade rate for their grade, and will receive increments. This will exclude casual staff (Refer to Appendix C). 5.2.2 Appendix C provides information on the determination of pay and holiday pay of all categories of staff. 6. Assimilation to the new Pay Structure 6.1 General 6.1.1 The assimilation arrangements will apply to all staff within the National Pay Spine, and supersede any previous collective salary protection arrangements. Pay protection will apply for four years if there is a detriment as a result of this assimilation exercise. Pay protection will apply to the actual monetary amount rather than the spinal column point. Pay protection unrelated to the assimilation remains two years.
6.1.2 Assimilation will depend on how an individual’s current substantive salary and role (current pay, job and terms and conditions) relates to the pay for the grade of his/her job/role that has been determined through benchmarked job evaluation/role analysis. Individual assimilation will be undertaken in agreement with UCU for academic staff, and UNISON for other staff. 6.2 Where Pay Matches 6.2.1 The individual will be paid at the point on the new pay spine at least equal to or above his/her current pay. For academic staff this will be done with reference to the agreed role profiles. 6.3 Where Current Pay is Lower (‘Green Circling’) 6.3.1 This occurs when benchmark job evaluation/role analysis has determined underpayment for the work done. For academic staff this will be done with reference to the agreed role profiles. The options are: the individual is promoted to the appropriate higher grade and will be paid at the bottom of the pay range for that grade; by agreement between the individual, management and the trade union, the responsibilities of the job/role will be reduced such that the grading of the job/role is reduced; by agreement between the individual, and management and the trade union, the individual moves to a job/role at a lower grade
Where Current Pay is Higher (‘Red Circling’) 6.4.1 This occurs when benchmark job evaluation/role analysis has determined overpayment for the work done. For academic staff this will be done with reference to the agreed role profiles. The options are: by agreement between the individual and management, and the trade union, the responsibilities of the job/role will be increased such that the grading of the job/role is increased; by agreement between the individual and management, and the trade union, the individual will move to a job/role at a higher grade if an appropriate one becomes available, and in the interim is offered a range of training and 8 10/12/2008
development opportunities to maximise his/her chances of an agreed move to a job/role at a higher grade; or the individual will continue at their current pay level, on a protected basis, for four years, after which the pay will be reduced to the highest point on the grade appropriate as graded.
Appeal against Assimilation and subsequent grading decisions 6.5.1 Decisions on assimilation are reached by all parties, and the trade unions are active partners in the skilled use of HERA. The active participation of the trade unions in grading decisions through the use of HERA is a fundamental element of this agreement. 6.5.2 A member of staff has the following rights in respect of a job evaluation/role analysis exercise and assimilation to a modified grade and pay scale: 6.5.3 the right to receive information held in relation to the job evaluation/role analysis, including score; 6.5.4 the right of appeal (separate from the grievance procedure) against the assimilation to the new pay spine, and subsequent grading decisions (see Appendix D).
Updated Contractual Arrangements 6.6.1 All staff will receive a revised main terms and conditions letter confirming their assimilation to the new pay and grading structure.