Roehampton University
Open Spaces. Open Minds.
Human Resources
Pay and Reward Modernisation Project (Pay Framework Implementation)
Welcome to the Pay and Reward Modernisation information pages.
Latest News
Appeals Process
Due to implementation of the Framework Agreement being so close to the Christmas vacation, the deadline for informal appeals (see process below) has been extended to 25 working days (2nd week of January). The deadline to respond has also been extended to 25 working days from the date on which the Reward Team are made aware of the informal appeal.
Conditions of Service
Main changes to Conditions of Service are described within an individual letter to staff and accompanying booklet. This will be distributed in the week commencing 26 November 2007.
Implementation
The final proposals for pay and grading changes have now been agreed by UCU having already been agreed by GMB. The Framework Agreement will be implemented in December 2007, backdated to August 2006.
Roehampton Single Pay Spine Further Information
- Appeals process (Word)
- Assimilation of staff to new pay structure (Word)
- Harmonisation of London Weighting across all staff grades (Word)
- Principles of placement on scale (Word)
- Principles to apply to treatment of incremental harmonisation (Word)
- Progression from Lecturer to Senior Lecturer (Word)
- Progression from point 42 to 43 in RU09 (Word)
- New Roehampton Grading Structure (Word)
Background Information
A joint management/union Framework Implementation Steering Group (FISG) has worked in partnership on developing proposals on the pay and grading arrangements to apply at Roehampton and on implementation. This project was managed by the Human Resources department.
The National Framework Agreement, agreed nationally by union and employer representatives in the HE sector, provides the framework against which all HEIs will modernise their pay structures. Here at Roehampton we have undertaken work related to the implementation of local pay and grading structures within the national framework, and based on the nationally agreed single pay spine.
Part of the process of placing roles onto a common pay spine includes the introduction of a new job evaluation system to evaluate all jobs. As it is a means of objectively assessing the value of roles within the institution it ensures equal pay for work of equal value.
Individual roles have been placed onto the common pay spine by using a matching process that was agreed by FISG. The process of job evaluation i was overseen by a JE Panel.
Our target date for implementation the new pay and grading structure is December 2007
Harmonisation of hours has been agreed and implemented with effect from 1 August 2005.
FISG has agreed the basic terms for assimilation of staff to a new pay structure, in order to provide reassurance to staff as to what may happen as they move across.
For further information:
- Please contact David Mellard, Principal HR Officer on ext. 3544