All new employees and those employees moving to new posts are on one of the following contracts of employment. All contracts and agreements are now issued by People & Culture.
Prior to October 2016, employees will be working under one of the following sets of terms and conditions. These were agreed with the trade unions as part of the National Framework Agreement and implemented on 1 August 2006.
We revised them for the three main employee groups in October 2007 after the University's Statutes and Ordinances were revised. In February and March 2009, there were further amendments to take account of job title changes for academic employees and the introduction of PensionsPlus for all employees.
In October 2009, we amended the rate of the University's contributions to USS; in October 2011, we amended pensions and retirement Information, and in August 2013 we updated them to cover auto-enrolment to our pensions scheme.
If you are on a fixed-term contract and approaching your planned contract end date then we would encourage you to speak with your line manager about any concerns. Conversations about other opportunities or possible contract extensions would normally happen towards the end of a contract so line managers will be need to ensure these important conversations still take place.
For those who would want to be considered for redeployment, line managers should contact the Employee Relations Operations team to ensure the details are added to our redeployment register.
The mission of the University of Essex is excellence in education and research, for the benefit of individuals and communities. In delivering its mission, the University undertakes a range of different activities, some of which can be planned and resourced well in advance and others that are time-bound or less easily planned for, such as staff absence.
The Essex Staffing Strategy is a commitment to offer long-term and sustainable employment, with a desire to offer permanent roles and minimise the use of fixed-term contracts and other casual forms of engagement, such as on demand roles to which we have made a separate commitment (.pdf).
People are at the centre of the University’s Strategic Plan and the People Supporting Strategy sets out its ambitions to be a great employer. The University’s Strategic Plan 2019-2025 sets out the goal of growing the number of (ASER/ASR) researchers eligible for submission to the next Research Excellence Framework (REF) to 1,000. To support the research and education mission, the University appoints ASER staff wherever possible and appoints staff who are contracted to deliver education and scholarship (ASE) to support specific teaching needs in the delivery of our teaching programmes, where it is not possible to recruit people who have both the skills required to deliver courses and to satisfy the criteria for submission for REF.
However, in some circumstances, the University needs to respond quickly and flexibly where a requirement for time-bound work arises and has set out clear guidance on the use and reasons for using fixed term engagements. The contribution of the fixed-term workforce is as valued as much as that of staff employed by the University on permanent contracts.
The use and operation of fixed-term contracts is set out in a number of published guidance documents which can be used by both managers and employees. All Fixed Term Contracts must be for an objective and justifiable reason (.pdf) and this should be clear and communicated.
Guidance on the use of fixed-term contracts (.pdf) sets out the reasons why we might use a fixed-term contract and how to manage these contracts. This document sets out the process that needs to be followed:
Additionally, we have set up a new clear process for employees on a fixed-term contract to have the circumstances around their engagement reviewed and a determination made on whether the role is still justified as a fixed-term contract or whether a permanent engagement is more suited. Fixed-term roles to permanent contracts may also be considered as part of the financial planning process and will be subject to the relevant financial controls and regulations.
Overall, our commitment is that:
The University of Essex is committed to ensuring that all employees are contracted in a way that reflect the true nature of the work being undertaken, with permanent contracts being offered where the work is of a long-term nature and enduring and affordable. The nature of some of our activity is that some use of fixed-term contracts and other more casual methods of engagement are more appropriate.
The University has set out its policy on the use of contracts.
The People and Culture team are responsible for ensuring that appropriate challenge of managers’ use of various contract types is robust and that over-casualisation of our workforce is not taking place.
Unfortunately, some fixed term contracts do persist for an extended period (over 4 years) either in original length or by a succession of fixed-term of other contract types. This process allows an individual to ask for their contract to be reviewed and to either be transferred to a permanent contract if that is appropriate or be given an explanation of why their employment at the University of Essex needs to remain on a fixed-term basis.