Grade 10 Professorial & Senior Administrative Staff Pay Reward Scheme
Introduction
- The University's Remuneration Committee has been reviewing the procedures and criteria for remunerating the University's most senior staff. The present process has relied heavily on individual staff highlighting their annual achievements prior to members of UEC and Remuneration Committee making an informed judgement on their performance and whether this merits a reward. The judgement is made within the context of the market pay for the discipline, relativities, and the University's overall financial performance.
- Staff were consulted on proposed changes to the existing procedures and as a result of the consultation, further work was undertaken to improve the procedures for determining individual salaries. The consultation with the professoriate produced a positive response indicating support for a more transparent approach.
- The new approach taken by Remuneration Committee involves the use of 3 indicative ranges within the full professorial range of salaries. The indicative ranges are intended to assist the Committee in reaching its decisions by providing career 'benchmarks' against which staff performance and academic standing may be assessed. They do not represent sets of criteria but serve to indicate to Remuneration Committee the general levels of performance commensurate with a particular salary range.
- The pay levels for each indicative range may vary from year to year in line with the general movement in salaries in the sector or as determined by Remuneration Committee. Movement of individuals from one indicative pay range to another may occur in one or more years at the discretion of the Remuneration Committee with advice from the Vice-Chancellor and their Faculty/Divisional Heads
- The Remuneration Committee has been keen to ensure that any change rewards excellence and helps the University to maintain its ability to attract and retain the best staff from around the world. Work has been undertaken to model the financial impact of proposals and the 2009 review was used to background test the model.
- The Scheme will apply to professorial staff, full and part-time, with salaries above point 51 on the Durham Graded Pay Structure. For clarity, the range of salaries for Durham professors has point 52 as a minimum salary point; there is no maximum salary for the full professorial range. Within the full range, staff are appointed to a spot salary and there are no automatic annual increments (apart from the annual cost of living increase currently agreed nationally and approved by Council).
- The salaries of staff within the professorial range will continue to be reviewed each year to ensure that members of staff who make an exceptional contribution to the life and work of the University are appropriately rewarded. When reviewing this information Remuneration Committee will take account of the career benchmarks as set out in paragraph 3 above.
- There is no expectation that some or all staff will be awarded an increase on their base pay over and above any national cost of living increase.
- Salaries will also be reviewed each year to ensure that the range of Durham salaries for each discipline remains competitive within the job market for excellent academic staff. This part of the review will make use of national pay data gathered by the UK universities employers association (UCEA) and of pay data gathered within the 1994 Group of UK universities.
Principles
The guiding principles of the University's pay reward scheme for its most senior staff are as follows:
- The Scheme takes account of the University's sustained ability to meet salary costs.
- The Scheme provides a reward framework that ensures the University remains competitive and is able to recruit and retain the most able professorial staff capable of helping the University to meet its strategic objectives.
- The Scheme enables the University to act fairly and with consistency in its approach to rewarding its most senior staff, while allowing for discretion to reward exceptional contribution.
- Through appropriate feedback the Scheme encourages the highest job performance, job flexibility and career progression, and supports the University's strategic plan.
- Salaries are determined mindful of the principle of equal pay for work of equal value.
- The Scheme provides transparency in terms of market related pay or other elements of pay.
- The Scheme is consistent with the University's promotion criteria.
Role Evaluation and Grade 10
Although grade 10 roles are not covered by the national pay framework, as part of the implementation of the Durham Graded Pay Structure the roles of professors and senior professional support staff were evaluated using the HERA methodology. This evaluation established that these roles were similarly weighted and were above Durham's 9 grade pay structure.
Assimilation to the 3 indicative pay ranges
At implementation of the new scheme Faculty PVCs will assist the Remuneration Committee by providing comments on performance and the appropriateness of the indicative range within which the individual's salary falls.
Salary Progression
All staff within grade 10 have the opportunity to progress their salary based on an assessment of exceptional performance.
Members of the professorial staff may set out their achievements for the year being reviewed, highlighting those which they believe merit special consideration. For each submission comments will be sought from Heads of Departments and Faculty PVCs.
Appropriate feedback will be provided through the Faculty PVCs.
Professorial Teaching Fellows
Senate has agreed that "in a research intensive University it is unlikely there will be many who would hold a grade 10 appointment as a Teaching Fellow. The award of the title and status of Professorial Teaching Fellow is a mark of personal distinction to a member of staff who is internationally recognised as making an outstanding contribution to pedagogy, and is widely and internationally recognised as a world leader in pedagogy.
Such staff at Durham will fall within the remit of this Senior Staff Pay Rewards Scheme.
Market Supplements
Where labour market conditions dictate that salary premia are essential for the University to employ the best staff, the University may supplement pay for some or all staff, e.g. in a particular shortage discipline. For professorial staff a decision on individual pay may take account of both market forces and the indicative range descriptors. The use of such premia will be limited, with clear evidence of the 'business need', i.e. that recruitment and retention difficulties are a result of University pay rates being low relative to the target labour market Such premia will be subject to regular review.
Rewarding Exceptional Contribution
The guiding principles for the Annual Staff Review Scheme (ASR) allow for ASR to provide evidence in support of recommendations for rewarding exceptional contribution. ASR may operate in this way for all professorial staff highlighting to Faculty PVCs special achievements over and above the norm expected for professors at Durham. .
Where exceptional contribution is identified as appropriate for a special reward, the Vice-Chancellor will have the discretion to award a one-off payment of up to £5K. The payment will not be superannuable and will not be consolidated into base pay.
Heads of Departments
New Heads of Departments receive an immediate uplift to pay (currently of £5K) in recognition of taking on the role of Head of Department. The uplift is in the form of a non-superannuable allowance payable for the tenure of office. Base salary is reviewed as normal during and at the end of the period of office.
Scheme Funding
The Senior Staff Pay Rewards Scheme is funded from a ring-fenced allocation agreed during the University's annual planning round. The amount available is not fixed and may vary annually according to the financial well-being of the University as a whole, or as determined by Council.
Equal Pay Audit
Testing for equality impact is undertaken following each review.
Following implementation of the new Scheme but before results are announced, in line with best practice an equal pay audit will be conducted and the results reported to Remuneration Committee.
Timetable
The effective date for any salary increases is 1 August each year, the start of the University's financial year.
Annex A
1. Indicative criteria - Start to mid range
Professors within this range are recognised as distinguished academics who have demonstrated the research, educational and associated requirements as set out in the Durham criteria for promotion to a Chair. Their CV should demonstrate an appropriate combination of some or all of the following activities and outputs, considered in the context of excellence in their own discipline.
- Research outputs and impact recognised in terms of originality, significance and rigour, reflecting an international standing in their area/discipline
- Academic leadership in beginning to shape the future of their discipline
- Effective management, helping to enhance excellence in their Department, Faculty or the University as a whole.
- Proven track record of successful PhD supervision;
- Demonstrable leadership in winning external funding for their research and building research teams, internally and/or externally;
- Membership of national or international policy-making bodies, review panels and advisory boards, funding councils, editorial boards or other equivalent bodies;
- Working with professional practice at a national level and scholarly manner
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Excellent record of achievement in research-led teaching, which may be demonstrated by student feedback, teaching awards and/or the publication of major textbooks.
2. Indicative criteria - mid-range
This pay range is for professors of very high academic distinction.
Professors within this band would be regarded as distinguished academics who have demonstrated, consistently and over a number of years, the requirements as set out in the Durham criteria for promotion to a Chair. Over and above the base-to mid range Professor, they are regarded as international leaders making a significant difference to their subject/discipline through the outputs and outcomes of their research. Demonstration of such high-level of leadership might include serving as chair of editorial boards or national/international research committees, award of prestigious national prizes or awards, invitations to deliver distinguished named lectures, leadership of research centres and initiatives of national importance, or refining professorial practice at a high level and in a scholarly manner.
3. Indicative criteria - top range
This pay range is for Professors whose academic distinction is of the highest rank.
Professors within this band would meet all the criteria required for appointment as a mid-range professor at Durham. Additionally, they would be generally regarded as one of the most distinguished academics in their discipline world-wide, and one of a handful of leaders in their field of study to have made a lasting contribution through the impact of their research and scholarship. Their research is at a level equivalent to that of an individual who has been, or might reasonably expect to be elected as FRS, FBA or equivalent. Evidence of their distinction might include award of Honorary degrees, major international prizes, leadership of influential national and international advisory panels.
FAQs
Q. How many pay ranges are there?
A. There are three indicative salary ranges on one continuous salary scale which collectively make grade 10.
Q. Why were 3 ranges chosen?
A. Following consultation a number of options were considered, including adopting 4 ranges. The option of one continuous scale with 3 indicative ranges was considered by many to avoid unnecessary complexity.
Q. How do I influence my progression within and between ranges?
A. Each year you will have the opportunity to make a submission setting out your achievements, highlighting why you believe your performance has been exceptional.
Q. Can I appeal the pay decision?
A. No. There is no appeal. However, if you feel the level of your pay is inappropriate, you may approach your Head of Department, your Faculty PVC or the University's HR Director in the first instance. The Vice-Chancellor's Pay Rewards Scheme is intended to look carefully at issues of performance, academic standing, and pay data according to discipline so that staff are appropriately rewarded for their contribution.
Q. Can I see the criteria against which an assessment will be made?
A. Yes. The full scheme will be published on the HR website with details of how the Vice-Chancellor and Remuneration Committee form their judgements.
Q. Will annual cost of living rises be included in pay?
A. Yes. The University is party to an agreement at present to national pay bargaining for its academic staff. Formally, a decision has to be made each time there is a national cost of living settlement. Where it is decided that it will be applied, it will be included in pay.
Q. Can I see what someone else in grade 10 is paid?
A. No. Individual pay will continue to be determined and offered privately as it is personal data as defined by the Information Commissioner. Once the new scheme is operational, generic pay data will be made available.
Q. What role do the RAE ratings take?
A. The RAE ratings did not apply at an individual level. The information about the scheme on the HR website makes clear what the University's expectations are for its professorial staff in terms of teaching, research and other contributions.
Q. What if I receive an offer of higher pay from another University?
A. You should discuss this with your Head of Department or Faculty PVC in the first instance. The University's general rule of thumb is that if staff wish to have their level of pay considered, they should make use of the Vice-Chancellor's Pay Rewards Scheme rather than apply for jobs elsewhere.
Q. Do I get additional pay for the role of Head of Department?
A. Yes. An annual allowance is provided during the period of office as Head of Department in addition to base salary, which is subject to normal review through the Vice-Chancellor's Pay Rewards Scheme.