SiP Update on upgrade version 10 Version 11 – focus of changes SiP User group

1. UCL HR Division SiP Update on upgrade version 10 Version 11 – focus of changes SiP User group Proposals for SAUL scheme changes HR Project work stream – BPR Reminders Jon Everard - Head of Payroll & Operations Helen Brown – Process Manager

2. SiP upgrade Version 10 (Phase II) • Phase II Release (late November 2011) • Contract request for Professorial / Chair appointments • Overtime payments (pilot with full-time employees) • New tab to confirm additional allowances (e.g.. Market rate supplement) • Regrading : Research Assistant to Research Associate • User Acceptance Testing – thank you to those who have volunteered

3. SiP Version 11 (Phase III) – Summer 2012 • Some of the requests from drop in sessions: • Automate Financial Approval – should we have pre approval rather than post approval? Do all forms need financial approval where the original costs are not increasing? (e.g.. Where an FTE is being decreased or grade reduced) • Employee Portal - Enable employee to submit requests via an electronic form which can be approved within SiP for action by HR / Finance (e.g.. Maternity leave / Form 7 payments) • Additional Forms Change to start date / Confirmation of start date Transfer of posts between departments Additional allowance (e.g.. Banding payment) • General Attach documents to a request (e.g.. right to work documents) Enhance navigation (e.g.. review of tabs) Ability to sort progress screens alphabetically • Where else can we focus change?

4. SiP Version 11 (Phase III) – Summer 2012Where will the focus of changes be?

5. SiP User group • Gather / assess user requests for development • Make recommendations for which developments to include in future releases • Volunteers required

6. Superannuation Arrangements of the University of London (SAUL) – proposed changes • The SAUL Employers made change proposals in September - UNISON and Unite will provide their response to SAUL Negotiating Committee in November 2011. • If agreement between the Employers and Unions a formal period of consultation with SAUL members required by law. Any changes cannot be made until SAUL members have been consulted. The current proposed date to implement these changes is April 2012 but this date is subject to negotiation and may change. • The employer proposals can be summarised as follows: • Members who join after the date of change will join a new Career Average Revalued Earnings (CARE) scheme. CARE benefits are 1/80th pension & 3/80thlump sum for each year of year of service. Each year’s benefit is then increased by an agreed inflation index to the date of retirement. The CARE section will have different terms for early retirement and retirement as a result of redundancy. The Normal Pension Age will be 65 with future increases linked to increases in State Pension Age. Contribution rate will be 6% • Existing members at the date of change will continue to  build up final salary benefits as at present and continue to contribute 6% of Pensionable Salary. Existing members who leave SAUL after the date of change and rejoin within 30 months of leaving will rejoin the final salary section of the Scheme. For benefits built up after the date of change, increases to pensions in payment will be  limited in respect of any increase in the Consumer Price Index above 5%. • It is important to note that the benefits of members who are deferred or pensioners at the date of change will not be affected by these proposals.

7. HR Work stream – Business Process Review As part of the HR Operational Plan to review how we deliver services one work stream is BPRLooking to review holistically processes especially around how we interface with customers to streamline and automate our proceduresSiP is one aspect of interfacing with you and we’re all trying to make it work better for us all. BPR is about standing back, looking at it all and saying what is the best way of achieving the outcomes requiredAs you are users of HR, we want your input into making systems, processes and procedures more efficient. I need your feedback on what isn’t working, what should be looked at first and what must be changed. Your feedback will input into prioritising which procedures are undertaken first

8. Reminders • Please, please, get SiP forms in before the deadline: Please remember to put applicant number on SIP where recruited via ROME Maternity applications forms – employee needs to complete their name!! In conjunction with Finance we are looking to implement a de minimus payment value for out of cycle, or advance payments, and only on a weekly basis

9. Questions