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AUT Newsletter Produced by Belfast Association of University Teachers Issue No 15 December 2005 QUB Pay Deal Explained There are in fact five pay deals. This is because all types of staff will be paid on a common pay spine which is divided into nine common pay bands and all staff will be assimilated into one of nine grades. The only exceptions to this are clinical academics and professors. All staff in a grade will have similar conditions of service, and so there is General Pay Agreement which covers the common features such as holidays, hours and pensions. There are also pay agreements with the individual trade unions which deal specifically with the pay and conditions of particular groups of staff. The agreement with Belfast AUT covers academic, research and academic-related staff. It is the outcome of long and arduous local negotiations and some of the detail remains to be filled in. The full text can be viewed on the web-site quis.qub.ac.uk/aut , as can the General Pay Agreement. Our agreement covers new grades 6 to 9 (although for academic and research staff these will be called academic 1 to 4). Some senior secretarial and technical staff will also be on these grades. Our agreement is subject to ratification by you, the members, and we will be balloting non-professorial full members on it soon. When do I get the benefit? That cannot happen until you have been assimilated into your new grade. Academic and research staff should see the new pay in their January or February pay packet. Academic-related staff, especially those changing roles due to the reorganisation, may have to wait longer. For everyone the financial benefits will be back-dated to 1 August 2005. What will I be paid? That depends upon your new grade. Most people will assimilate to a grade with a similar pay band to the one they are currently on. In that case they will be assimilated to a spine point whose 2004-05 pay is equal or immediately above their 31/07/05 pay. This process can be traced in the table overleaf by reading across from the annual rate of pay that you had at the end of last July. This read-across is subject to any minimum salary for the new grade, so anyone on new Grade 6 or Academic 1 will be on at least spine point 24, anyone on new Grade 7 or Academic 2 will be on at least spine point 30, any Lecturer or Teaching Fellow will be on at least spine point 33, and anyone on new Grade 9 or Academic 4 will be on at least spine point 45. After assimilation the new pay rate for 2005-06 will apply from 01/08/05. The new scale minima will provide a sizeable pay rise for a few people, but for most staff the pay increase (excluding cost-of-living) will be between zero and 3%. How will my salary advance? You will have normal incremental progression to the top of the basic part of your new pay band. This may be higher than your present salary maximum. If applicable, increments will be paid from 01/10/05. If necessary, existing staff will skip some incremental points so as to reach their present salary maximum in the same number of years as at present. This is to satisfy the Memorandum of Understanding which was the outcome of our industrial action last year. Spine point 44 is initially a Grade 8 contribution point and becomes part of the basic pay scale on 01/10/06. The contribution points are similar to the present discretionary points and are awarded individually by management. How will academic, teaching only and research only staff be graded? For academic, teaching only and senior research only staff this will require no action on their part. We have jointly developed generic job descriptions for all these roles and such staff will be graded by centrally matching them against these. This should mean that Readers, Senior Lecturers, Senior Teaching Fellows and Research III should be assimilated onto Ac4 at spine point 45 or above; Lecturers B, Teaching Fellows B and Research II should be assimilated onto Ac3 at spine point 37 or above; Lecturers A and Teaching Fellows A should be assimilated onto Ac2 at spine point 33 or above. Ac1 will be used for teaching assistants and, for the hourly paid, we still have negotiate new pay rates and how some will be transferred to fractional contracts. Junior research staff could be graded at School level as Ac1 (minimum point 24) or Ac2 depending on the duties of their post, but any post requiring a PhD will be graded at least Ac2 (minimum point 30). Some Other Related Staff whose duties are mainly teaching may be graded onto the academic pay scales. You can see the generic job descriptions on the web-site quis.qub.ac.uk/aut Any requests for up-grading will be handled through the normal promotion processes, and we will be negotiating changes to the promotions criteria to bring them into line with these job descriptions. How will academic related staff be graded? Each person must agree a job summary with their line manager using a standard form; where several people do similar jobs they can agree a common job summary. Guidance notes will be issued and AUT will help members with their job summary. (Contact firstname.lastname@example.org) A wise person would tailor their submission to reflect the grade profiles which are available on the web-site quis.qub.ac.uk/aut These grade profiles are a generic description of the skills, duties and qualifications appropriate for an administrative and professional services person in new Grades 6 to 10. Each job summary will be matched against an appropriate grade profile by the head of department/school together with a member of personnel staff. This matching will be monitored centrally and, if you are dissatisfied, it can be reviewed centrally. Members who attended the General meetings will know that Belfast AUT was worried that there could be many down-grading because of how the scores in the Hay pilot compared with the bands of Hay points attached to the new grades. The great majority of academic related staff will be graded using the grade profiles and not directly using Hay job evaluation. We will be having a meeting involving Hay consultants to resolve the problem concerning the Hay scores, but the Registrar has assured us that it is not his intention that there should be a large number of down-gradings. However, there is nothing in the new grades that corresponds to ALC grade 4 or ORS grade 4, and staff in these grades may end up in new grades 8 or 9. Any of these who are graded as 8 will be allowed to incrementally advance to spine point 46, which is equivalent to their present salary maximum. Any of these who hold discretionary points will retain them for four years as part of “red-circling”. “Red-circling” protection of down-graded staff. Either That individual is assimilated to the new spine point equal to or immediately above their current pay on a protected basis for a period of four years or until earlier upgrading, after which his/her pay will be reduced to the highest contribution point on the pay range appropriate for the post as graded following job evaluation. During the period of salary protection, the individual salary will be frozen and the cost of living award will be paid on a „non-consolidated‟, „pensionable‟ basis until the pay for the grade exceeds the value of the salary being protected. This process will be known as „Red Circling‟. It is hoped that by agreement between the individual and management, the individual will move to a post at the higher grade if an appropriate one becomes available. And, in the interim, that person is offered a range of training and development opportunities to maximise his/her chances of an agreed move to a post at the higher grade. Or By agreement between the individual and management, the responsibilities of the post will be increased such that (following re-evaluation of the post) the grading of the post is increased. Upgrading The individual is upgraded to the appropriate higher grade and is paid at the bottom of the band for that grade, or at the new spine point equal to or immediately above their current pay. Discretionary pay and accelerated increments The contribution points provide opportunities for discretionary pay at places on the pay scales where there was none before, so you should check your eligibility. The method of assimilation means that people who presently hold discretionary points at the top of the Senior Lecture / Grade 5 scale will have fewer or none at all. Such a person who has one discretionary point will be assimilated onto spine point 49 on 1 August 2005 and will incrementally progress to point 50 on 1 October 2005. A person who has two discretionary points will be assimilated onto spine point 50 on 1 August 2005 and stay there as that is the top of the basic scale. A person who has three discretionary points will be assimilated to one contribution point. Anyone who feels that their contribution should be properly recognised through discretionary pay should bend the ear of their Head of School. The management has agreed to put back the deadline for submissions in order to accommodate new candidates. In addition there are some instances of several present pay points being assimilated onto the same spine point and some people may feel that they deserve accelerated increments to restore differentials. Appointment and advancement The minimum salary for Lecturers and Teaching Fellows will be point 33. The normal expectation shall be for a Lecturer or Teaching Fellow to advance to grade Ac3 and that this should occur on successful completion of probation which would normally take no more than three years. Lecturers and Teaching Fellows shall have the expectation to progress from Ac3 to Ac4 subject only to fulfilling the requirements set out in the University‟s Academic Promotions Procedure, and there shall be no financial or numerical limitation on such promotions. The normal expectation for a researcher starting in grade Ac1 shall be to advance to grade Ac2 after a period of 3 years provided that they are working at the required level of that grade and have acquired their PhD. Appropriate training will be given, and appropriate costing will be incorporated in any funding application. Any post requiring a PhD will, as a minimum, be graded at Ac2. Following implementation of the new grading structure academic-related staff will no longer be appointed at new grade 6 level. Pensions Membership of USS will be available to those who are graded or appointed at Grade 6/Ac1 or above. Hours and holidays Staff in new Grades 6-9 will be required to work the hours to complete their role. QUB will increase the holiday entitlements for staff currently receiving less than 23 days annual leave, 9 University recognised / public holidays and a further 10 closure days (based on 5 days at Easter and 5 days at Christmas arrangements) to this level. The leave year will be harmonised to the calendar year from 1 January 2007. Further negotiations Extra payments to attract staff or to retain those threatening to quit have often produced a sense of unfairness in the rest of the staff in a unit. QUB is committed to negotiating with Belfast AUT within 9 months procedures governing the payment of Attraction and Retention Premia. This will include any payments above the Lecturer minimum to newly appointed staff who need to undertake the standard academic probation. There will also be negotiations to bring the promotion criteria into line with the generic job descriptions. If there are large-scale down-gradings Belfast AUT will address this collectively as well as giving individual support. This agreement will be reviewed by 2007 at the latest following implementation of the National Framework Agreement. This review will take into account local experience, development in the wider Higher Education sector and an analysis, including equality issues, of the impact of implementation.
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