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Regrading Roles

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 evaluated using the HERA (Higher Education Role Analysis) scheme. It is important to remember that it is the role that is being evaluated, not the role holder or their performance. This procedure applies to all staff in Grades 1-8, with the exception of Academic and Research staff who should refer to the academic promotions process.  

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.

Things to do now


Contact us

Claire Eckett
Reward Manager

For all enquiries regarding Academic Promotions and Staff Retention cases contact

Richard Messer

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