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Negotiating the New Pay Structure for Academic Staff in Higher Education

Comprehensive guide for implementing preferred grading model, protecting progression expectations, and complying with MoU terms. Key principles, structure details, and assimilation arrangements are outlined. Local negotiations and application steps emphasized.

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Negotiating the New Pay Structure for Academic Staff in Higher Education

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  1. Negotiating the new pay structure • Key principles set out in Appendix A of the Framework • New 51 point single pay spine in Appendix B of the Framework • Commended grading structure in Appendix C provides our first point of reference

  2. Framework and the MoU • Appendix C model is flawed but provides important point of reference • Sets out five grade structure for academic and related staff, with contribution points at the top of each grade • Five grade structure facilitates use of national academic profiles

  3. Revisions to commended model C grading structure • Commended grading structure MUST be revised to comply with MoU • Key points are the protection of current non discretionary maxima and the number of incremental points in each grade • AUT preferred grading model is the most logical and coherent way of applying Appendix A, C and the MoU

  4. Preferred new grading model • To be negotiated at local institutions • Most logical application of the Framework amended by the MoU • Detailed application of contribution points and assimilation arrangements to be negotiated • But how do we arrive at this model?

  5. Construction of the AUT model Begin with the agreement that current career progression expectations must be protected. These include: for researchers to point 13, RA1A for academic-related staff to point 13, ALC 2 for lecturers to point 18, Lecturer B

  6. Academic 2 / Grade 7 • To match the maximum of ALC 2 and RA1A the top point of grade 7/Ac2 must be point 36 on the new spine • Grade 7/Ac2 has can have no more than 4 increments to match the number of increments in the Lecturer A grade. So the bottom is point 33.

  7. Academic 1 / Grade 6 • Progression from the bottom of grade 6 / Ac1 to the top of grade 7 / Ac2 (which must remain as a through grade as currently) must take no more than 10 incremental steps to match incremental progression for academic related and research staff ( the bottom of ALC 1 to the top of A/L/C 2 is 10 increments and RA1A has 10 increments). Therefore Ac1 /Grade 6 starts at point 27

  8. Academic 3 / Grade 8 • Academic 3 / grade 8 must have point 43 as its maximum to protect the current non discretionary maxima of Lecturer B, ALC3 and Research Grade II • It can have no more than 7 increments to meet Lecturer B incremental progression or 5 for current ALC staff

  9. Academic 4 / Grade 9 • Academic 4 / grade 9 must have point 49 as its maximum to protect the current non discretionary maxima of Senior Lecturer, ALC5 and Research Grade III • It can have no more than 5 increments to meet Senior Lecturer and ALC5 incremental progression

  10. Academic 5 / Grade 10 • Only the minimum of this grade is negotiated nationally • The minimum is set at point 50 to avoid overlap with the non discretionary maxima of Ac 4 / grade 9

  11. What happens to ALC 4? • Number of academic related grades reduced from 6 to 5: abolition of ALC 4. • Current ALC 4 staff will assimilate either to Grade 8 or Grade 9 (determined through role analysis) • Where assimilation is to grade 8 personal protection, including progression, within the contribution points range

  12. What happens to OR grades? • Other related staff where the principal function of the role is academic will transfer to the new academic grades (and appropriate national role profile) • Where the function is academic related transfer to the new structure will be as academic-related staff. • Only difference is progression expectations of staff on OR 1

  13. What happens to RA1B and OR 1? • RA1B and OR 1 have a bar at current point 6 • Cannot therefore argue expectation of progression to Ac 2/grade 7 • Transfer to Ac 1/grade 6 will provide better progression than currently • Use of generic profiles should provide better opportunities for career progression in future

  14. Discretionary points • Local negotiations must cover agreement on numbers of contribution points and assimilation arrangements • Care to be taken for staff on top discretionary point of Lecturer B - AUT model proposes additional contribution point • Arrangements to be negotiated for staff currently on Senior Lecturer discretionary points (reduction from 3 to 2)

  15. Other grading models • Any grading structure must comply with the principles in terms of protection of non discretionary maxima, incremental progression and career earnings • Any new model must also set top of Ac2/grade 7 at point 36 • Any alternative to the preferred model will have some incremental jumps of 6% or more

  16. Alternative model • Compliance with protection principles through removing agreed increments. • Top point of Ac 2/grade 7 must still be set at point 36 to comply with principle 1 • Any model will have ac3/gd 8 from point 37 to point 43 • However..

  17. AUT preferred new grading model • Most logical model • Applies principles coherently, using single increments • Will avoid any equal pay problems associated with double or triple increments • AUT preferred model to be negotiated at local institutions

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