University of Oxford · Adrian Cooper Jenny Collett Alan Jenkins On behalf of the staff from...

University of Oxford

New salary structure and associated terms and conditions of employment: university support staff

July 2006

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Contents

1. Foreword 1

2. Overview 3

3. Introduction 4

3.1 Contracts of employment 4

4. Objectives of a new salary and grading structure for the University of Oxford 4

4.1 New salary structure 4

4.2 How the new structure was developed 5

4.3 ‘Assimilation’ - How your new grade and salary will be determined 5

4.4 How you can progress within your grade 5

4.4.1 Annual service increments 5

4.4.2 Discretionary increments 5

4.5 Exceptional circumstances 6

4.6 Requesting a review of your assimilation grade 6

4.7 Arrangements for regrading posts 6

5. Pension scheme membership 6

6. Leave entitlement 7

7. Working hours 7

7.1. Working week 7

7.2 Variations in the working week 8

8. Overtime 8

9. Working to a variable pattern 9

10. Protection arrangements 9

Annexe 1: New salary structure 11

Annexe 2: Assimilation tables 12

Annexe 3: Protection arrangements 27

Annexe 4: Variable working pattern premium 31

Annexe 5: Other terms and conditions of employment to be reviewed after 1 August 2006 33

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1. Foreword

This booklet sets out details of a new pay and grading structure, and associated terms and conditions of employment, for university support staff which come into effect on 1 August 2006. These were developed in line with the National Framework Agreement for the modernisation of pay structures in higher education, which was agreed in partnership between the University and Colleges Employers’ Association (UCEA) and trade union representatives.

Partnership working has been a key feature of the development of this new structure at Oxford. The new arrangements are the result of a considerable amount of work on the part of our staff representatives and departmental administrators, as well as the officers of Personnel Services. In many cases these contributions have been generously made in addition to already heavy workloads. The names of those who have contributed are listed over the page and the University is grateful to them for their efforts. There was also extensive consultation on the development of the new structure through open presentations with all support staff, and ballots organised by the recognised trade unions resulted in majority votes in favour of the new arrangements.

The new structure will help ensure that the University is able to recruit, retain and reward staff of the calibre required in all categories of employment. The single new streamlined and transparent pay and grading framework for all staff is consistent with the principle of equal pay for work of equal value. The implementation of the new structure represents a very considerable investment on the part of the University in its staff against a background of limited resources.

Personnel Services June 2006

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Contributors

On behalf of university departments

Alana Davies

Simon Fowle (replaced by Elizabeth Meadowcroft)

Valerie Moar (replaced by Kate Butler)

Darren Nash

Denis O’Driscoll

David Perrow

Emma Rampton

Chris Scotcher

Robert Thorpe (replaced by Julia Allen and Wendy Shepherd)

Lucy Walden

Janet Williams

Officers of Personnel Services

Margaret Bird

Jenni Collins

Alison Cross

Catriona Danquah

John Dickson

Katy Holyday

Sarah Kilgour

Liz Mitchell

Colette O’Shaughnessy

Hannah Rundle

Judith Secker

On behalf of Amicus

Martin Barker

Peter Belk

Les Hill

On behalf of Unison

Leo Catney

Adrian Cooper

Jenny Collett

Alan Jenkins

On behalf of the staff from clinical departments

Mary Deadman

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2. Overview

New salary structure

The new salary structure will be implemented with effect from 1 August 2006. From that date Oxford’s complex system of separate grading structures will be replaced by a single, new 10-grade structure for all university staff1 up to and including lecturer/academic-related grade 5/research staff grade III2.

On 1 August 2006, staff will receive average increases of 1.34 per cent when they move to the new pay spine.

When the effect of the new structure is taken into account, the pay bill for university support staff will increase by 2.4 per cent.

These increases are in addition to the annual cost of living increase for 2006/2007.

Other terms and conditions

The standard working week for all university support staff in new grades 1-5 will be 36.5 hours. This will mean a reduction in the working week for many staff.

The annual leave entitlement for all university support staff will be 38 days, including 8 bank holidays. This will mean extra leave for most university support staff.

A scheme for long service leave will continue.

A single new set of arrangements for overtime and time off in lieu will apply to all staff in new grades 1-5.

There will be special arrangements to safeguard the position of the small number of existing staff who currently enjoy more favourable terms and conditions.

Detailed information about the new arrangements may be found in the following sections and on the Personnel Services website at www.admin.ox.ac.uk/ps/hera.

1 An exercise is underway to collect job evaluation information about university support staff in clinical departments employed on Whitley Council (i.e.

NHS style) grades. The results of this exercise will inform the development of proposals for the future pay and grading of these staff.

2 The National Framework Agreement expressly excludes senior academic and academic-related staff, i.e. readers, professors, staff employed in grades academic-related grade 6 and research grade IV, as well as clinical academics.

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3. Introduction

The National Framework Agreement for the Modernisation of Pay Structures in Higher Education was developed in partnership between employers’ and trade union representatives. The national agreement provides a common national framework for pay arrangements that fit with institutions’ varying missions and circumstances. It recommended that universities, working with their trade unions, develop and implement locally appropriate salary and grading structures for all staff by August 2006, within the broad principles specified in the agreement.

The terms and conditions for Oxford set out in this booklet were developed through extensive University-wide consultation. They were developed as a package, which those who have developed it believed to be the best that could be achieved taking into account both fairness to staff and affordability in the difficult financial circumstances currently facing the University. The arrangements were approved by the joint committees with staff representatives,3 the Personnel Committee, and the University Council, under the University’s standing arrangements for changing terms and conditions of employment. The arrangements were also endorsed in ballots organised by the recognised trade unions.

3.1 Contracts of employment

All support staff will receive an individual letter setting out any changes to contracts of employment.

The new terms and conditions will supersede all existing national and local arrangements for salary and grading. They may not be varied without the consent of the Personnel Committee other than within any limits for departmental variation set out in the following sections.

All other terms and conditions of employment not specifically varied by this agreement remain unchanged.

4. Objectives of a new salary and grading structure for the University of Oxford

The overall aim of the new structure for Oxford is to ensure that the University is able to recruit, retain and motivate staff of the calibre required in all categories of employment. Specifically, the new arrangements set out in this booklet aim to:

• provide a single streamlined salary and grading framework for all staff which is consistent with the principle of equal pay for work of equal value;

• develop salary structures which are appropriate to the specific needs of this University; and

• set salary rates and other terms and conditions at levels which place the University in a competitive but affordable position, recognising the particular financial pressures on the University at the present time.

4.1 New salary structure

The new salary structure is shown in Annexe 1. The grades are based on the national pay spine contained in the National Framework Agreement. The existing separate university support staff groups will be combined within the new common grade structure. All staff in the same grade will share common terms and conditions.

3 Information about the joint committees with staff representatives and how to contact them is available on the Personnel Services website at:

http://www.admin.ox.ac.uk/ps/staff/joint/informatio.shtml

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The University has agreed that, between 1 August 2006 and 31 July 2007, it will review jointly with the university support staff representatives the desirability and affordability of making further adjustments to the salary scale for new grade 1.

4.2 How the new structure was developed

The new salary structure was developed in consultation with departments and staff representatives using the Higher Education Role Analysis (HERA) job evaluation scheme, which was developed specifically for universities and covers all staff groups. To develop the pay structure for Oxford, trained analysts interviewed a large cross-section of staff in typical jobs across the University. The results show a very good match between HERA job evaluation scores and current grade, which reflects the high degree of consistency in our existing grading processes.

4.3 ‘Assimilation’ - How your new grade and salary will be determined

As there is a good match between HERA job evaluation scores and current grades, staff will slot into the new structure according to their existing grade.

The salary in the new grade will be determined according to your salary on 31 July 2006 with staff moving to the pay point that most closely matches the current salary, as follows:

• if a pay point in the new salary structure exactly matches your current salary you will move to that point on 1 August 2006;

• if your current salary does not exactly match to a pay point in the new salary structure you will assimilate to the nearest higher point on 1 August 2006.

The tables in Annexe 2 show how the current grades map to the new structure.

4.4 How you can progress within your grade

All new grades contain some automatic incremental points and some discretionary points. Salary points which are asterisked (*) are discretionary and progression is not automatic. Salary points which are not asterisked will be reached through normal annual incremental progression as at present.

4.4.1 Annual service increments

Existing arrangements for automatic annual service progression will continue. Eligible staff will receive an annual increment within the new pay structure on 1 August.

Current staff groups New grade Incremental date

University support staff4 1 – 5 1 August

University support staff 6 and above 1 August

Academic-related staff 6 and above 1 October 4.4.2 Discretionary increments

Discretionary increments within the normal service range or within the superscale range may be paid on grounds of recruitment, retention, or merit.

The University’s existing policies and procedures for discretionary increments meet the requirements of the National Framework Agreement and will operate unchanged within the new grading structure, subject in the future to a joint review. You can read the University’s

4 Most University support staff current receive annual service increments on 1 August.

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arrangements for merit pay on the Personnel Services website at: http://www.admin.ox.ac.uk/ps/managers/salaries/discretionary/6.shtml and for retention payments at: http://www.admin.ox.ac.uk/ps/managers/salaries/discretionary/5.shtml

4.5 Exceptional circumstances

In a small number of cases the outcome of assimilation to the new salary structure, and therefore progression, is less straightforward. To prevent these employees being disadvantaged, special arrangements have been agreed to protect the salaries of employees in the circumstances listed below:

• assimilation to the new pay spine where current pay is higher than the pay range of the new grade i.e. ‘red circling’;

• assimilation to the new pay spine where the new service maximum (i.e. the highest salary point without an asterisk) is lower than in the current grade (only applicable to some staff in current grades clerical 6, AGP2, trainee technician and technician grade I).

If one of these applies to you, please turn to Annexe 3 to read about the special arrangements.

4.6 Requesting a review of your assimilation grade

Extensive job evaluation of a large cross-section of staff has gone into the development of the new grading structure. However, if you believe that your post has not been assimilated to the correct new grade, for example because your job has developed significantly without being regraded under the existing grading arrangements, you will be able to request a review of your assimilation grade. Details of how to request a review will be provided in the letter that will be sent to you detailing your contractual changes and will be on the Personnel Services website.

4.7 Arrangements for regrading posts The existing range of grading arrangements and reviews has been replaced by a common process covering all university support staff. All grading decisions will be informed by the HERA job evaluation scheme. A standard job description form and generic role profiles based on the HERA job evaluation scheme will be developed to help in the writing of job descriptions and to simplify grading/regrading applications. Regrading applications from existing staff may be submitted at any time in the year starting on 1 August 2007, rather than in an annual exercise (as is currently the case for some staff groups, such as technicians).

5. Pension scheme membership From 1 August 2006, staff appointed to new grades 1-5 will join the Oxford Staff Pension Scheme (OSPS). Staff appointed to new grade 6 and above will join the Universities Superannuation Scheme (USS). In certain defined circumstances, employees in either group may, as an alternative, join the National Health Service Pension Scheme (NHSPS). The arrangements for existing employees who assimilate to the new pay structure are as follows. (i) If you assimilate to new grades 1-5 you will continue in membership of OSPS. (ii) If you assimilate to new grade 6 or above and you are currently a member of OSPS,

you will remain in OSPS unless you choose instead to transfer to USS. The transfer value paid by the OSPS is designed so that the credit applied in USS is equal in value to the benefits earned in OSPS. Because of slight differences between the schemes, the pensionable service credited in USS may be slightly different from the pensionable

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service earned in OSPS. There will be no compensation for any shortfall. Staff contemplating this option are strongly advised to discuss their individual circumstances with staff in the Pensions Office.

(iii) If you assimilate to new grades 1-5 and your post is regraded after 1 August 2006 into new grade 6 or above, you must transfer to USS.

(iv) If you work in a university clinical department and you were an active member of NHSPS immediately before joining the University, you may choose to remain in NHSPS.

6. Leave entitlement

All staff employed in new grades 1-10 will be entitled to 38 days of paid holiday (inclusive of eight public holidays). If you work part-time your entitlement will be calculated pro rata to 38 days and will include a pro rata entitlement to public holidays. Any locally agreed departmental closure days will be deducted from the total entitlement of 38 days. If your contract of employment currently specifies more than 30 days of personal leave, please refer to Annexe 3 for the details of the special transitional arrangements. The long service leave scheme will continue for all university support and academic-related staff in new grades 1-10, based on years of service within higher education.

7. Working hours In addition to the salary structure itself, terms and conditions of service for university support staff (such as hours of work, holidays, and overtime) have been harmonised in line with the principles of equal pay for work of equal value. This is because, even if basic annual salary levels are equalised, other terms, such as the length of the working week, need to be the same so that the hourly rate for jobs at the same grade are equivalent. Harmonisation also provides an opportunity to simplify day-to-day administration and to make the University’s arrangements more consistent and transparent.

The harmonisation of terms and conditions was the most complicated aspect of the new pay structure because of the wide variety of local practice within the University. The arrangements set out below are the result of exhaustive consultation with union representatives and departments. There are special transitional arrangements to protect the minority of staff who currently enjoy more advantageous terms and conditions and the details of these can be found in Annexe 3.

The following arrangements are effective from 1 August 2006.

7.1 Working week

(i) All staff employed in new grades 1-5 will have a defined working week of 36.5 hours. The hourly rate will be calculated by dividing the annual salary for the grade point by (52 x 36.5).

(ii) If you work part-time you will not be disadvantaged by the reduction of the working week as you will retain your current contractual hours and your hourly rate will be adjusted accordingly.

(iii) The reference period for the defined working week may be varied by local agreement within a department. For example, the reference period for full-time staff could be 146 paid hours over four weeks (i.e. 36.5 x 4), or annualised hours of 1898 paid hours (i.e. 52 x 36.5).

(iv) Staff employed in clerical grade 6 and in technician grade F and above will assimilate to new grade 6 and above. These new grades do not have a defined working week.

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However, it is not expected that existing support staff in these grades will be required to change their working hours after 1 August 2006. To allay any concerns that these staff might have, staff employed in clerical grade 6 will receive written confirmation that, on assimilation to the new grade, they will not normally be expected to work more than 36.5 hours a week. Similarly staff employed in technician grades F, G H and I will receive written confirmation that, on assimilation to the new grade, they will not normally be expected to work more than 37 hours a week.

The impact of assimilation on the working hours of these staff will be reviewed in partnership with trade union representatives and departments in December 2006. 7.2 Variations in the working week

Where, following consultation with staff and their representatives, a department has previously agreed local arrangements for varying the working pattern within the defined working week (specified in 7.1 above), current staff assimilated to new grades 1-5 will continue to be eligible to accrue time off in lieu (TOIL) to compensate for additional hours worked. A maximum of five days’ TOIL (i.e. 36.5 hours) may be accrued in any year.

In due course departments should review the need to continue existing schemes, and specifically consider the change to a 36.5 hour working week along with the operational needs of the particular service. The scheme may be varied or discontinued following consultation with staff and with due notice.

Staff employed in new grade 6 and above are not eligible to accrue additional time off in lieu under this arrangement.

The University has agreed to undertake a joint review with staff representatives of its arrangements for flexible working.

8. Overtime

Overtime is defined as time which, with the approval of the line manager, is worked in excess of the hours specified in the contract of employment.

(i) All staff employed in new grades 1-5 are eligible for overtime.

(ii) Staff employed in new grade 6 and above do not have defined hours. If you are employed in these grades you will not be eligible for either paid overtime or time off in lieu for additional hours worked. Special protection arrangements are set out in Annexe 3.

(iii) Overtime can be taken either as time off in lieu (TOIL) or as paid hours. TOIL will be at single time, i.e. one hour off for every additional hour worked.

(iv) Any additional qualifying hours worked up to 36.5 hours per week will be paid at plain time.

(v) Where compensation for overtime is to be paid, additional qualifying hours worked over 36.5 per week will be paid in accordance with the following schedule:

• the first 7.25 hours of overtime working (in excess of 36.5 hours): time-and-a-half;

• any subsequent hours of overtime working (i.e. on completion of 43.75 hours): double-time.

(vi) Work on public holidays will be paid at double-time.

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9. Working to a variable pattern

Most staff work to a regular pattern. However, it is recognised that a minority of staff are required to work to a variable pattern or changing shifts in order to respond to the needs of the department. From 1 August 2006 the University will apply a new arrangement to compensate staff for this flexibility through the use of premium payments.

If you assimilate to new grades 1-5 and are required under your contract of employment to work to a variable pattern or changing shifts you will be eligible for a premium payment, the size of which will be determined by the extent to which your working pattern varies.

The variable working pattern will vary from a maximum of 33% for full rotating 24/7 shifts, to a minimum of 3% for three variable sessions over a week. Full details and examples of the variable pattern premium rates are set out in Annexe 4.

Some staff currently work to a fixed pattern which includes work at weekends or during evenings. Enhanced payments for evening and weekend work will be replaced by the variable working pattern premium, where staff are required to work flexibly. However, staff who do not qualify for the variable working pattern premium, i.e. those who currently work fixed patterns at evenings and weekends, will be protected by special transitional arrangements which are set out in Annexe 3.

10. Protection arrangements

In most cases the new pay and terms and conditions are more favourable than the existing arrangements.

However, a small number of employees may find some aspects of the new arrangements less advantageous. The principle of equal pay for work of equal value requires the University to ensure that all staff on the same grade are paid fairly and consistently for the work they do. For this reason, it is not possible to protect staff indefinitely if they have more favourable pay and/or terms and conditions than other staff employed on the same grade. In most cases, the maximum period for which protection can be provided is four years.

The arrangements set out in Annexe 3 describe how the position of these staff will be protected on assimilation to the new structure. In order to smooth the transition for the staff concerned, these arrangements are as generous as they can be within the limits of employment law, and in many cases go beyond the arrangements set out in the National Framework Agreement.

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ANNEXES

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Annexe 1

New salary structure

Based on national 51 point pay spine with additional points added for Oxford Salaries at 1 August 2005

Note 1: * Discretionary point

Note 2: ** Notional combined university/college stipend

New grade 1

New grade 2

New grade 3

New grade 4

New grade 5

New grade 6

New grade 7

New grade 8

New grade 9

New grade 10

Grade 10a **

Current grades T01, T02, C1, TT

Current grades C2, TB, L03

Current grades C3, TC, T03, L04

Current grades C4, TD, T04, T05, L05

Current grades C5, TE

Current grades ALC1, C6, TF, RS1B

Current grades ALC2, TG, TH, TI, RS1A

Current grades ALC3, RSII

Current grades ALC4, RSIIX

Current grades ALC5, RSIII

Main current lecturer grades

55 £53,670 9*54 £52,107 8*53 £50,589 7*52 £49,116 6 1151 £47,685 5 1050 £46,296 9* 4 949 £44,947 8* 3 848 £43,638 7* 2 747 £42,367 6 1 646 £41,133 10* 5 545 £39,935 9* 4 444 £38,772 8* 3 343 £37,643 7 2 242 £36,546 6 1 141 £35,482 540 £34,448 439 £33,445 11* 338 £32,490 10* 237 £31,525 9* 136 £30,607 835 £29,715 734 £28,850 10* 633 £28,009 9* 532 £27,194 8* 431 £26,401 7 330 £25,633 10* 6 229 £24,886 9* 5 128 £24,161 8* 427 £23,457 7 326 £22,774 6 225 £22,111 5 124 £21,467 9* 423 £20,842 8* 322 £20,235 7* 221 £19,645 6 120 £19,093 519 £18,517 9* 418 £17,978 8* 317 £17,454 7* 216 £16,946 6 115 £16,452 514 £15,973 9* 413 £15,508 8* 312 £15,056 7* 211 £14,618 6 110 £14,192 59 £13,778 48 £13,387 37 £13,009 6* 26 £12,692 5* 15 £12,335 44 £11,989 33 £11,703 22 £11,377 11 £11,060 XXXXXX

Pay spine step

Salary

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Annexe 2

Assimilation tables

How to read the table:

Find your current grade and scale point on the left hand side of the tables (e.g. grade TO5, point 4, £18,316).

Match across to the new scale point immediately opposite (e.g. new grade 4, point 4, £18,517). This is your new pay on assimilation.

You may be eligible for a service increment if you have been in post since 1 May 2006. If you are eligible, look to see if there is a further service scale point (i.e. not a discretionary point *) on the new grade above your new pay on assimilation. Move up a further point. This is your new grade and scale point from 1 August 2006 (e.g. new grade 4, point 5, £19,093).

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ASSIMILATION TABLES

For ancillary, gardens and parks staff

Salaries at 1 August 2005

AGP grade 1 mapped onto new grade 1


Note 1: In order to preserve their expectations of incremental progression existing staff on scale points 1, 2 and 3 of current grade AGP 2 will have a protected right to progress automatically through new grade 1 to scale point 5*.

Note 2: Existing staff on scale point 1 of current grade AGP 2 will receive an increment in their current grade and then map to new grade 1 at scale point 3.

Annual salary

Scale point

£13,009 6* 7£12,692 5* 6

£12,030 3* £12,335 4 5£11,731 2* £11,989 3 4

£11,703 2 3£11,280 1 £11,377 1 2

Grade TO1 Pay spineAnnual salary

Scale point

New Grade 1AGP Grade 1

Personal protection

Annual salary

Scale point

Annual salary

Scale point

Pay spine Annual salary

£13,782 7* 10 £14,192£13,304 6* 8 £13,387£12,894 5* £13,009 6* 7£12,454 4 £12,692 5* 6£12,030 3 £12,335 4 5£11,731 2 £11,989 3 4

£11,703 2 3£11,280 1 £11,377 1 2

AGP Grade 2 New Grade 1

Grade TO2

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Ancillary, gardens and parks staff continued




Annual salary

Scale point

£18,517 9* 19£17,978 8* 18£17,454 7* 17£16,946 6 16£16,452 5 15

£15,784 7* £15,973 4 14£15,270 6* £15,508 3 13£14,774 5* £15,056 2 12£14,293 4£13,782 3£13,304 2£12,894 1

AGP Grade 3

£14,618 1

Grade TO3New Grade 3

Annual salary

Scale point

Pay spine

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Annual salary

Scale point

£21,467 9* 24£20,842 8* 23£20,235 7* 22£19,645 6 21£19,093 5 20£18,517 4 19

£17,782 7* £17,978 3 18£17,274 6* £17,454 2 17£16,789 5*£16,316 4£15,784 3£15,270 2£14,774 1

£16,946 1 16

AGP Grade 4Grade TO4

New Grade 4Annual salary

Scale point

Pay spine

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Ancillary, gardens and parks staff continued



Annual salary

Scale point

£21,467 9* 24£20,842 8* 23

£20,015 7* £20,235 7* 22£19,432 6* £19,645 6 21£18,865 5* £19,093 5 20£18,316 4 £18,517 4 19£17,782 3 £17,978 3 18£17,274 2 £17,454 2 17£16,789 1 £16,946 1 16

AGP Grade 5Grade TO5


Scale point

Pay spine

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For Security staff


Security grade 3 mapped onto new grade 2

Note 1: Existing staff on scale point 2 of current grade secur ity 3 will receive an increment in their current grade and then map to new grade 2 at scale point 5.


Annual salary

Scale point

£15,784 7* £15,973 9* 14£15,270 6* £15,508 8* 13£14,774 5* £15,056 7* 12£14,293 4 £14,618 6 11£13,782 3 £14,192 5 10

£13,778 4 9£13,304 2 £13,387 3 8£12,894 1 £13,009 2 7

£12,692 1 6

New Grade 2Security Grade 3Grade LO3 Annual

salaryScale point Pay spine

Annual salary

Scale point

£18,517 9* 19£17,782 7* £17,978 8* 18£17,274 6* £17,454 7* 17£16,789 5* £16,946 6 16£16,316 4 £16,452 5 15£15,784 3 £15,973 4 14£15,270 2 £15,508 3 13£14,774 1 £15,056 2 12

£14,618 1 11

Security Grade 4Grade LO4


Scale point Pay spine

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Security staff continued



Annual salary

Scale point

£21,467 9* 24£20,842 8* 23

£20,015 7* £20,235 7* 22£19,432 6* £19,645 6 21£18,865 5* £19,093 5 20£18,316 4 £18,517 4 19£17,782 3 £17,978 3 18£17,274 2 £17,454 2 17£16,789 1 £16,946 1 16

Security Grade 5Grade LO5



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For clerical and library staff


Clerical and library grade 1 mapped to new grade 1


Personal protection

Annual salary

Scale point Annual salary

Scale point Pay spine Annual salary

£13,577 10* 9 £13,778£13,220 9* 8 £13,387£13,009 8* £13,009 6* 7£12,613 7*£12,410 6*£12,097 5 £12,335 4 5£11,761 4 £11,989 3 4£11,480 3 £11,703 2 3£11,307 2£10,940 1

Grade M40

£12,692 5* 6

£11,377 1 2

Clerical Grade 1 New Grade 1

Personal protection

Annual salary



£16,553 12* 16 £16,946£16,053 11* 15 £16,452£15,593 10* £15,973 9* 14£15,194 9* £15,508 8* 13£14,776 8* £15,056 7* 12£14,372 7 £14,618 6 11£13,942 6 £14,192 5 10£13,577 5 £13,778 4 9£13,220 4 £13,387 3 8£13,009 3 £13,009 2 7£12,613 2£12,410 1

New Grade 2Clerical Grade 2

Grade M41

£12,692 1 6

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Clerical and library staff continued




Personal protection

Annual salary



£19,093 11* 20 £19,093£18,509 10* £18,517 9* 19£17,977 9* £17,978 8* 18£17,454 8* £17,454 7* 17£16,946 7*£16,553 6£16,053 5 £16,452 5 15£15,593 4 £15,973 4 14£15,194 3 £15,508 3 13£14,776 2 £15,056 2 12£14,372 1 £14,618 1 11

Clerical Grade 3

Grade M42

New Grade 3

£16,946 6 16

Personal protection

Annual salary



£22,053 11* 25 £22,111£21,415 10* £21,467 9* 24£20,833 9* £20,842 8* 23£20,202 8* £20,235 7* 22£19,622 7* £19,645 6 21£19,093 6 £19,093 5 20£18,509 5 £18,517 4 19£17,977 4 £17,978 3 18£17,454 3 £17,454 2 17£16,946 2£16,553 1

£16,946 1 16

Clerical Grade 4

Grade M43

New Grade 4

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Note 1: Existing staff on scale point 6 of current grade clerical 6 will receive an increment in their current grade and then map to new grade 5 at scale point 7.

Personal protection

Annual salary



£26,470 12* 32 £27,194£25,565 11* £25,633 10* 30£24,821 10* £24,886 9* 29£24,099 9*£23,499 8*£22,776 7 £23,457 7 27

£22,774 6 26£22,053 6 £22,111 5 25£21,415 5 £21,467 4 24£20,833 4 £20,842 3 23£20,202 3 £20,235 2 22£19,622 2£19,093 1

21£19,645 1

£24,161 8*

Clerical Grade 5

Grade M44

New Grade 5

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22




Note 1: In order to preserve their expectations of incremental progression existing staff on scale points 1 to 5 of current grade clerical 6 will have a protected right to progress automatically through new grade 6 to scale point 8*.

Note 2: Existing staff on scale point 5 of current grade clerical 6 will receive an increment in their current grade and then map to new grade 6 at scale point 8.

Personal protection

Annual salary



£30,840 11* 37 £31,525£30,002 10* 36 £30,607£28,829 9* £28,850 10* 34£27,929 8* £28,009 9* 33£27,117 7*£26,470 6

£26,401 7 31£25,565 5 £25,633 6 30£24,821 4 £24,886 5 29£24,099 3£23,499 2£22,776 1 £23,457 3 27

£22,774 2 26£22,111 1 25

Clerical Grade 6

Grade M45

New Grade 6

£24,161 4 28

£27,194 8* 32

23

For Technical staff


Trainee technician mapped onto new grade 1

Note 1: In order to preserve their expectations of incremental progression existing staff on scale points 1 and 2 of current grade trainee technician will have a protected right to progress automatically through new grade 1 using scale points 3 and 6* and missing scale points 2, 4 and 5*.

Technician grade A mapped onto new grade 2

Annual salary

Scale point

£13,009 3 £13,009 6* 7£11,938 2 £11,989 3 4£10,940 1 £11,377 1 2

Grade K01 Annual salary

Scale point Pay spineTrainee Technician New Grade 1

Annual salary

Scale point

£15,973 9* 14£15,508 8* 13£15,056 7* 12£14,618 6 11£14,192 5 10£13,778 4 9

£13,220 7* £13,387 3 8£13,009 6£12,730 5£12,410 4£12,262 3£11,938 2£11,640 1

Annual salary


£12,692

Technician Grade AGrade K02

New Grade 2

1 6

£13,009 2 7

24

Technical staff continued


Technician grade B mapped onto new grade 2

Technician grade C mapped onto new grade 3

Annual salary

Scale point

£15,973 9* 14£15,508 8* 13£15,056 7* 12

£14,372 4* £14,618 6 11£13,942 3 £14,192 5 10£13,577 2 £13,778 4 9£13,220 1 £13,387 3 8

£13,009 2 7£12,692 1 6

Pay spineTechnician Grade B

Grade K04New Grade 2

Annual salary

Scale point

Annual salary

Scale point

£18,517 9* 19£17,978 8* 18£17,454 7* 17

£16,946 7*£16,553 6*£16,053 5 £16,452 5 15£15,593 4 £15,973 4 14£15,194 3 £15,508 3 13£14,776 2 £15,056 2 12£14,372 1 £14,618 1 11

Annual salary

Scale point Pay spineGrade K06New Grade 3Technician Grade C

£16,946 6 16

25



Technician grade D mapped onto new grade 4

Technician grade E mapped onto new grade 5

Note 1: Existing staff on scale point 4 of current grade technician E will receive an increment in their current grade and then map to new grade 5 at scale point 7

Annual salary

Scale point

£21,415 10* £21,467 9* 24£20,833 9* £20,842 8* 23£20,202 8* £20,235 7* 22£19,622 7 £19,645 6 21£19,093 6 £19,093 5 20£18,509 5 £18,517 4 19£17,977 4 £17,978 3 18£17,454 3 £17,454 2 17£16,946 2£16,553 1

Technician Grade DGrade K08

New Grade 4Pay spineAnnual

salaryScale point

£16,946 1 16

Annual salary

Scale point

£25,633 10* 30£24,886 9* 29

£24,099 7*£23,499 6*£22,776 5 £23,457 7 27

£22,774 6 26£22,053 4 £22,111 5 25£21,415 3 £21,467 4 24£20,833 2 £20,842 3 23£20,202 1 £20,235 2 22

£19,645 1 21

Technician Grade EGrade K09

28

Pay spine

£24,161 8*


Scale point

26



Technician grade F mapped onto new grade 6

Technician grade G mapped onto new grade 7

Annual salary

Scale point

£28,850 10* 34£28,009 9* 33

£27,117 6* £27,194 8* 32£26,195 5* £26,401 7 31£25,565 4 £25,633 6 30£24,821 3 £24,886 5 29£24,099 2£23,499 1

£23,457 3 27£22,774 2 26£22,111 1 25

Pay spine

£24,161 4

Annual salary

Scale pointNew Grade 6

Grade K10Technician Grade F

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Annual salary

Scale point

£33,445 11* 39£32,490 10* 38£31,525 9* 37£30,607 8 36£29,715 7 35

£28,829 4* £28,850 6 34£27,929 3 £28,009 5 33£27,117 2 £27,194 4 32£26,195 1 £26,401 3 31

£25,633 2 30£24,886 1 29

Annual salary

Scale point Pay spineTechnician Grade G


27



Technician grade H mapped onto new grade 7

Technician grade I mapped onto new grade 7

Note 1: In order to preserve their expectations of incremental progression existing staff on scale points 1 and 2 of current grade technician I will have a protected right to progress automatically through new grade 7 to scale point 10*

Annual salary

Scale point

£33,445 11* 39£32,490 10* 38£31,525 9* 37

£30,363 4* £30,607 8 36£29,480 3 £29,715 7 35£28,829 2 £28,850 6 34£27,929 1 £28,009 5 33

£27,194 4 32£26,401 3 31£25,633 2 30£24,886 1 29

New Grade 7Technician Grade HGrade K12 Annual

salaryScale point Pay spine

Annual salary

Scale point

£33,335 4* £33,445 11* 39£32,490 3 £32,490 10* 38£31,274 2 £31,525 9* 37£30,363 1 £30,607 8 36

£29,715 7 35£28,850 6 34£28,009 5 33£27,194 4 32£26,401 3 31£25,633 2 30£24,886 1 29

Scale point Pay spineTechnician Grade I

Annual salary


28

Annexe 3

Protection arrangements

In a number of cases staff have the option to remain on all their current terms and conditions for a defined period of time. Any staff to whom this applied received a letter explaining their options and were asked to state their choice in writing. These options are available until 31 July 2006.

1. Staff aged 60 and over on assimilation

If you are aged 60 or over on 1 August 2006 you may opt to remain on all your current terms and conditions of employment until your normal university retirement age.

2. Pay

2.1. Assimilation to the new pay spine where current pay is higher than pay in the new grade (‘red circling’)

(a) If your new grade carries a lower maximum salary than your current salary you will transfer to the new pay spine at the point equal to or immediately above your existing salary, i.e. your new pay will be the same or higher.

(b) You will be offered the opportunity for a review of the grade of your post and if your post is evaluated at a higher grade you will move to that grade from 1 August 2006.

(c) Alternatively, by agreement between you and your line manager, the responsibilities of your post may be enhanced such that your post is regraded to the higher grade in the new structure, or you may be offered the opportunity to transfer to a post at a higher grade if an appropriate one becomes available. In the interim you may be offered a range of training and development opportunities to maximise your chances of moving to a post at a higher grade.

(d) The law on equal pay for work of equal value does not allow ‘red circled’ staff to remain indefinitely on a protected salary: such staff will receive salary protection for a maximum of four years. Unless one of the arrangements outlined above has been put in place, on 1 August 2010 your salary will revert to the top point of the assimilation grade (including the discretionary points).

(e) During the period of pay protection (i.e. until 1 August 2010) the annual uplift to the pay spine will be applied to your protected salary. However, you will not be entitled to any incremental progression, and you will not be eligible to receive any discretionary increments, for example through the annual merit award exercise.

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2.2. Assimilation to the new pay spine where the new service maximum is lower than in the current grade

(a) A small number of university support staff will be matched to a new grade where the service maximum is lower than the service maximum of the current grade. This affects the following grades:

Current grade

Current service

maximum

New grade

New grade service

maximum

Progress through to

Spine point

Salary

AGP2 £12,454 1 £12,335 5* £12,692 Clerical 6 £26,470 6 £26,401 8* £27,194 Trainee tech £13,009 1 £11,989 6* £13,009 Technician I £32,490 7 £30,607 10* £32,490

(b) In these circumstances staff in post on 31 July 2006 will enjoy annual incremental progression through the discretionary range of their new grade until their salary point reaches the equivalent or the nearest point above the service maximum for the old grade.

3. Annual Leave

(a) If your contract of employment currently specifies more than 30 days of personal leave (i.e. excluding public holidays but including any departmental closure days) your annual leave will be reduced in equal steps spread over six years. The steps will be calculated by subtracting 30 from your personal leave allowance and dividing the resulting figure by six, with the total number of days reduced in each year rounded up to the nearest whole day.

For example, if your personal leave allowance is 36 days, your leave will be reduced by one day per year.

(b) For the purposes of protection, periods of time off earned as time off in lieu are not part of annual leave.

(c) If your contract of employment currently specifies more than 30 days of personal leave, you may opt to continue on all your current terms and conditions of employment for a period of four years until 1 August 2010 at which time you will be assimilated to the new structure with its corresponding terms and conditions, or, if you are 60 or over, you may retain all your existing conditions until the University’s normal retirement age.

4. Time off in lieu

(a) Section 7 of this booklet (working hours) specifies that time off in lieu may be accrued up to a maximum of five days per year.

(b) If your contract of employment currently specifies that you may accrue time off in lieu through working a longer defined working week, and you currently accrue more than five days per year, your working week will be reduced accordingly over the next six years so that your days off in lieu are reduced to five.

(c) If your contract of employment currently specifies that you may accrue more than 5 days of time off in lieu you may opt to continue on all your current terms and conditions of employment for a period of four years until 1 August 2010 at which time you will be assimilated to the new structure with its corresponding terms and conditions, or, if you are 60 or over, you may retain all your existing conditions until the University’s normal retirement age.

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5. Protection of overtime

5.1 Staff currently eligible to receive overtime who assimilate to new grade 6 and above

(a) If you are currently eligible to receive paid overtime and you assimilate to new grade 6 and above, where overtime is not paid, you may opt to continue on all your current terms and conditions of employment for a period of four years until 1 August 2010, at which time you will be assimilated to the new structure with its corresponding terms and conditions. If you are 60 or over, you may retain all your current conditions until the University’s normal retirement age.

(b) If you are currently eligible for overtime and assimilate to new grade 6, you will receive one additional increment on assimilation.

(c) Or if you currently receive regular overtime payments and assimilate to new grade 6, the salary point to which you will assimilate on the new grade will be based on your annual basic salary plus annual regular overtime, if this is equivalent to more than one increment.

(d) If you currently receive regular overtime payments and assimilate to new grade 7, the salary point to which you will assimilate in the new structure will be based on your annual basic salary plus annual regular overtime.

(e) If you assimilate to new grade 6 and above and your total annual current pay (basic pay plus regular overtime) is above the range for the new grade on assimilation you will be offered an additional one-off payment equivalent to twice the difference between the current basic pay plus regular overtime and the top discretionary point of the new grade.

5.2 Ancillary and gardens and parks (AGP) staff with contractual overtime

(a) Some AGP staff currently have a contractual entitlement to receive 1½ hours of overtime per week at time-and-a-third. This results from the reduction of the working week for AGP staff in 2002.

(b) If this affects you, you may opt to remain on all of your current terms and conditions of employment until 1 August 2010, when you will assimilate to your new grade and transfer to the new terms and conditions, or if you are 60 or over you may retain all your conditions until you retire.

(c) Alternatively, if you are willing to assimilate to the new salary structure and accept your new terms and conditions of employment from 1 August 2006, the University will assimilate you to a point on your new grade which is equivalent to your annual basic pay plus this element of contractual overtime.

(d) If your basic pay plus overtime is more than the maximum for the new grade the University will offer you a one-off lump sum payment as compensation for the loss of contractual overtime. This payment will be the equivalent to twice the difference between the current basic pay plus regular overtime and the top of the new grade.

5.3 Staff currently working fixed patterns at evenings and weekends

(a) Some staff currently work fixed patterns which include some hours worked during evenings and weekends for which they currently receive payments at enhanced rates. These staff will not be eligible for the variable pattern premium.

(b) If this affects you, you will be assimilated to the new pay point in the new salary structure on the basis of your basic salary inclusive of any regular payments for evening and weekend work, provided your total pay is not above the range for the grade.

(c) Where your total pay is less than one increment you will be offered two lump sum payments each of which will be the equivalent of the annual enhancements paid to you. These payments will be made on 1 August 2006 and 1 August 2007.

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(d) Where your total pay is above the range for the new grade on assimilation, you will be offered two lump sum payments, each equivalent to the difference between your basic salary inclusive of any regular payments for evening and weekend work and the top discretionary point of the new grade. These payments will be made on 1 August 2006 and 1 August 2007.

(e) Some staff who work in a library and currently work some Saturday mornings, will be able to choose whether to continue to do so. By 1 August 2007 you may not have to work on Saturday unless you choose to do so.

(f) Alternatively, you may remain on all of your current terms and conditions for four years, until 1 August 2010, when you will assimilate to your new grade and transfer to the new terms and conditions, or, if you are 60 or over, you may retain all your conditions until you retire.

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Annexe 4

Variable working pattern premium

It is recognised that a minority of staff are required to work to a variable pattern or changing shifts in order to respond to the needs of the department.

Staff employed in new grades 1-5 who are required under the contract of employment to work to a variable pattern or changing shifts will be eligible for a premium payment, the size of which will be determined by the extent to which your working pattern varies as set out below.

1. The minimum number of shifts which qualify for the premium is 3 in any week.

2. The premium will take the form of a percentage addition to the basic hourly rate calculated according to the number of shifts over which the staff member’s working pattern may vary.

3. Personnel Services must be consulted before the premium payment is used.

4. The percentage premium addition to the hourly rate for the relevant grade will be determined by Personnel Services in accordance with the table below:

Number of flexible shifts

Percentage premium to hourly

rate

3 3 4 4

5 6 6 7 7 8 8 10 9 11

10 13 11 15 12 16 13 18 14 20

15 21 16 23 17 25 18 27 19 29

20 31 21 33

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Example 1 - Staff working full rotating day and night shifts

Staff are required to work any shift throughout the week according to a changing roster. The premium payment is 33%.

Days

1 2 3 4 5 6 7

X X X X X X X

X X X X X X X

Times of the week when staff may be rostered to work

X X X X X X X

Example 2 - Staff required to work variable shifts including weekends

The premium payment for variable working across 12 shifts is 16%.

Days

1 2 3 4 5 6 7

X X X X X X

X X X X X X

Times of the week when staff may be rostered to work

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Annexe 5

Other terms and conditions of employment to be reviewed after 1 August 2006

The following terms and conditions of employment have been identified for review in partnership with staff representatives and departments after August 2006. Until further notice the current arrangements remain in force.

• Review starting salary for new grade 1

• Flexible working arrangements

• Operation of defined and nominal working hours

• Allowances

• On-call and standby arrangements

• Incremental dates

• Review of departmental closure days

• Responsibility allowance

University of Oxford · Adrian Cooper Jenny Collett Alan Jenkins On behalf of the staff from...

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