The University supports the principle of equal pay for work of equal value and is committed to rewarding staff fairly and eliminating discrimination in pay practices. As part of this commitment, the University operates a regrading procedure to ensure that the process is consistent, equitable and transparent.
Roles that have undergone substantive and material changes are subject to job evaluation. The HERA scheme (Higher Education Role Analysis) is used for Grades 1 to 8. HERA is made up of 14 elements which reflect the values of higher education and the aspects of jobs seen as the most important. The Hay job evaluation scheme is used for senior Grade 9 Professional & Managerial staff. It is the most widely used proprietary system in the world and was specifically reviewed and adapted for use in higher education. It looks at factors such as know-how, problem-solving, accountability and the type of impact the job has on the organisation's aims and goals.
It is important to remember that it is the role that is being evaluated, not the role holder or their performance. Please refer to the Rewarding Excellence guidelines for information on performance based awards. Academic and Research staff should refer to the academic promotions process.
- Re-grading procedure 2020-21
- Re-grading request form 2020-21
- Regrading and Reward Flowchart (PDF - 127KB)
- Academic Promotion s
Staff Retention cases
The University has in place arrangements for the conferment of personal titles, review of professorial salaries, additional and discretionary increments, and other reward mechanisms. These measures, by dint of being considered on a cyclical basis, are not well suited to the rare occasions when the University wishes to consider attempting to retain a member of staff who has an offer of employment from elsewhere. The University Executive Board considers it important, in an increasingly competitive environment, to have a policy setting out how it deals with retention.
The University will only seek to retain a member of staff in exceptional circumstances.
A retention case can be brought for any member of staff, regardless of grade or category.
A case will usually only be considered if the member of staff has a job offer from another organisation, although the Vice-Chancellor may, exceptionally, waive this condition.
Further details can be found in the Retention Policy
Applications are made using the Case for Retention of a member of staff form.