Pay and job evaluation
The following is an overview of pay and job evaluation at the University.
If you are a current member of staff you will find more information, including all our policies, on HR ServiceNow.
Pay Scales for Grade 1-10
You will receive an incremental increase on your salary on 1 April each year until you reach the spine point ceiling of your grade:
- the scale ceiling is the top spine point for automatic incremental progression before reaching the contribution points
- the contribution points are the spine points above the scale ceiling for the grade; these spine points can only be received through the performance recognition scheme
If you commence employment between 1 October and 31 March you will be entitled to an increment six months after your date of commencement.
The Temporary Allowances policy provides guidance on rewarding employees on Grades 1-10 who temporarily take on extra work duties and responsibilities representing a significant change to their existing role.
Performance Recognition (PRS) is the means for managers to recommend a reward for exceptional contribution or performance of an individual within their current grade.
Exceptional contribution or performance can be recognised in the following ways, depending on the nature of the contribution and the salary point on which the individual member is currently placed:
- An award of a spine point increment or contribution point - individuals receive an accelerated progression through the annual increments for exceptional development within grade or receive an indefinite increment to one of the contribution points above the normal grade ceiling, if they have reached the maximum of the grade. This would be appropriate when an individual member of staff is making an exceptional sustained contribution in relation to meeting objectives and in relation to other staff on the same grade.
- Non-superannuable bonus payments - individuals receive a one-off bonus payment, regardless of the point on the scale that they are currently placed. This would be appropriate for those staff who have performed exceptionally during the previous year but have no track record of sustained performance or those who have made an exceptional contribution to the delivery of a one-off project.
This scheme is operated by Deans and Directors at different points throughout the academic year.
The University uses the HERA (Higher Education Role Analysis) job evaluation scheme which is used to systematically analyse all roles in a fair, equitable and consistent way to ensure equal pay for work of equal value. It is important to the University, as a good employer, that we grade all jobs in a consistent way, and reward people fairly for the differing levels of skills and responsibility that their roles require.
An effective job evaluation scheme also helps the University to meet its obligations under current pay legislation, which requires 'equal pay for work of equal value'. HERA is now generally recognised in the HR sector as an effective tool for differentiating and comparing roles and for grading new and changing jobs.
HERA was developed especially for the HR sector by Educational Competence Consortium (ECC) Ltd, of which the University of Bradford is a founder member. HERA is now the scheme most commonly used by Universities and Colleges of Higher Education to analyse and evaluate roles.
HERA role profiles
There are seven groups of role profiles:
- Estates Services
- Administration and Customer Services
- Technical Services
- Academic and Research
- Professional and Technical Specialist
- Senior Staff
The role descriptors contain; the grade characteristics which give an overview of the size, scope and level of the role and 14 HERA elements which provide examples of the type of activities that we know, from staff feedback, are undertaken by staff at the grade.
The role descriptors are used to aid the development of job descriptions based on the duties and responsibilities of a job role.
All roles at the University of Bradford are evaluated following the process below:
- Managers submit new and revised job descriptions to their HR Business Partner team;
- The HR Business Partner team review the job description and complete a job evaluation proforma with the manager to gather further information about the role;
- The job description and job evaluation proforma are assessed by 2 HR representatives;
- The Reward Partner will then quality check the job evaluation and carry out an assessment to ensure the role is comparable with like post across the university.
The University holds the following re-grading panels annually:
|Support staff||1-10||Four times a year|
|Academic||8-9||Twice a year|
|Academic and research||All research grades and academic grades 9-10||Twice a year|
|Professor and Reader||10-12||Twice a year|
Application for re-grading can commence following an annual performance review and will usually be as a result of a change to the role or business requirements where the employee has taken on the new requirements, or in the case of academic re-grades where the level of experience has increased to the appropriate level to support additional duties at the higher grade.
Senior staff annual pay and performance review
This process is applicable to all senior managers (Vice-Chancellor, Deputy Vice-Chancellor and Pro-Vice-Chancellor roles, Deans of Faculties, and Directors of Professional Services Directorates) and Professors and any other member of staff on Grade 11 and above.
The process commences with the annual performance review which covers the academic and financial year - 1 August to 31 July. The reward review for all senior managers and senior staff will take place following the performance review and is approved by Remuneration Committee.
The effective date for the annual review of salary or payment of bonus is 1 December.
The University offers the following pension schemes with generous employer contributions and excellent benefits:
Careflex - available to USS members
CareFlex is a salary sacrifice arrangement. Where CareFlex is appropriate for you, both you and the University will save money by making savings on National Insurance Contributions (NICs), which should increase the take home pay you receive.
You stop making standard pension contributions from your annual salary to the USS; instead, the University makes additional contributions to the USS equal to the contributions you would usually make, along with the University's current contribution.