Pay progression
The College is continuing to work closely with the Trade Unions to facilitate the establishment of a progression/ promotion process for the 2006/07 academic year.
The arrangements in place for the 2005/06 academic year are outlined below
Within the context of the Framework Negotiation Group, the AUT have agreed to the College’s recommendation that the panels for Academic staff continue under the current procedure.
The arrangements for other staff categories can be found below in the message from the Framework Negotiation Group circulated on 11 November 2005.
MESSAGE FROM THE FRAMEWORK NEGOTIATION GROUP:
Staff Promotion Procedures 2005/06 for Academic Related, Research, Technical, Craft, Clerical and Manual staff
The following sets out the arrangements that have been agreed by the College management and the trade unions for the 2005/2006 academic year whilst job evaluation is carried out and before the new pay and review systems are in place.
As you are aware, the College is currently carrying out a job evaluation exercise, in order to implement the National Framework Agreement and move all staff to a new pay structure (see here for further information). This job evaluation exercise will ensure that all staff are correctly graded on the new pay structure, thus ensuring equal pay.
The 2005/2006 Staff Review Panels will go ahead, with the following changes to the process:
Regradings
Because all jobs in the College are being graded using the Hay job evaluation method this year, there is no requirement for regradings (e.g. Clerical grade 2 to 3) to be considered by the previous panel method. Therefore, staff will not need to submit an application for regrading this year. In future, regrading of jobs will take place by the Hay method when a job description has changed. The process for research staff will be slightly different from the other staff groups in that generic (non-subject specific) research job descriptions, derived from the national role profiles, will be scored by the Hay panels. Individual research staff will then be matched to the relevant job description in a process that is still being finalised.
Accelerated and Discretionary Increments
The College values the contribution that staff make. We have decided, therefore, to consider applications for accelerated and discretionary increments, subject to the outcomes of the new pay arrangements. In other words, if your application is successful, awards will be made subject to the outcomes of the job evaluation exercise and where you are placed on the new pay structure. For example, where you are placed on a new grade with room for incremental progression, you will receive your incremental award as agreed by the relevant review panel. However, if you are placed on a new grade at a point without any further incremental progression, the award will not be paid.
Further details regarding the application process and these interim arrangements will be sent to staff by email circular at the appropriate time for each Staff Review Panel.
If you have any queries regarding this process, please email them to jobevaluation@bbk.ac.uk.
from the Framework Negotiation Group