We recognise the need to ensure equity and consistency in determining starting salaries for all employees. This is important not only to fulfil the legal requirements of current equal pay legislation, but also to ensure fairness for both new and existing employees.
The guidance below sets out a range of steps and requirements which must be followed to ensure that equity and consistency are achieved.
The guidance set out in this document applies to both internally and externally funded posts.
The availability of funding in a grant will not normally be viewed as overriding justification for placing a member of staff at a higher or lower point on the designated grade.
Some grant funded posts do not cover the full salary range of the respective grade, so it is important to establish this information with the REO Post-Award team prior to advertising
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 employees in similar roles. However, it cannot be assumed that we 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 Director of People & Culture (external appointments) or the Director of Employee Relations and Reward (internal appointments), who will seek to reach agreement on this matter. Please contact your Resourcing Adviser, should you require further information regarding what to include in your rationale for a higher salary offer.
In exceptional circumstances where agreement cannot be reached, the matter may be escalated to the Registrar and Secretary.
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.