The University recognises the need to ensure equity and consistency in determining starting salaries for all staff. This is important not only to fulfill the legal requirements of current equal pay legislation, but also to ensure fairness for both new employees and existing staff across the University. The guidance below sets out a range of steps and requirements which must be followed in order to ensure that equity and consistency are achieved.
There may be situations where it is appropriate for a higher salary than normal (including discretionary points) to be agreed in recognition that an individual brings attributes, experience, knowledge and/or skills that are exceptional and beyond the essential criteria of the post. Other factors that may influence the starting salary are external market factors, the successful candidate’s current salary and the salaries of existing members of the University staff in similar roles. However it cannot be assumed that the University will necessarily match or exceed a candidate’s current salary. If the candidate’s current salary level is a factor in the offer being made outside of this guidance, then the Resourcing Team may need to request evidence of their current salary.
In these circumstances, for academic posts, the Executive Dean will agree the salary with the Deputy-Vice-Chancellor or Vice-Chancellor (if Chair) prior to making the formal offer.
For Professional Services posts, if a salary cannot be agreed within the parameters of this guidance note, then an outline of the justification for the proposed salary from the Head of Department/School/Section should be forwarded to the Assistant Director of Human Resources (Employee Relations & Reward) who will seek to reach agreement on this matter. In exceptional circumstances where agreement cannot be reached the matter will be discussed with the Director of Human Resources, and if necessary escalated to the Registrar.
If there is a market supplement available for a role this should be established prior to advertising. For more information see the market supplements policy.
For further information, contact the Resourcing Adviser.