Implementing the Framework Agreement at Sussex

Background on framework agreement Benefits of framework New grading structure Job evaluation Moving to the new structure Harmonisation Timeline for implementation

Background - National picture A national agreement to modernise HE pay and conditions A single national 51 point pay spine Local determination of grading structures – based on job evaluation Recommended harmonisation of the working week for all staff with a defined working week Staff will be rewarded fairly, with equal pay for work of equal value Market pay may be provided where conditions dictate Local implementation in partnership with recognised trade unions

Negotiations at Sussex Conducted through the Joint Negotiating Committee (JJNC) In partnership with the three campus trade unions – AMICUS, UNISON and UCU Various sub-groups of the JJNC have been set up to undertake work on key aspects of the Framework Agreement e.g job evaluation, harmonisation, communications It is anticipated the Trade unions will be balloting their members for acceptance of the package in June Approval for funding implementation of the Framework Agreement has been given by Remuneration and Review Committee of Council

Benefits of the Framework Agreement for Sussex Fair reward – equal pay for work of equal value Approximately £2million added to staff salaries at Sussex Harmonisation of hours of work and overtime – removing outdated practices and unnecessary distinctions between groups of staff Salary progression for all grades Aims to enhance career progression for staff Improved recruitment and retention of staff Grading structure has been subject to an equal pay review by an external expert

The New Grading Structure

The new grading structure (cont) Nine grades - currently 60 grades in 12 grading structures All grades provide for incremental progression Incremental points are approx. 3% apart All grades have contribution above the top spine point for the grade – to reward excellent performance Staff on grades 1-6 inclusive will be on defined working hours (36.5), grades 7-9 on notional hours (37.5) Most grades will contain roles from a range of the current grading structures (as the roles are of equal value) Applies to all staff except (i) Clinical Academics, and (ii) Professors and the University’s most senior staff who are appointed to grade 10 and paid on an individual basis.

Job evaluation - HERA Posts assigned to grades on the basis of job evaluation using HERA (Higher Education Role Analysis) HERA was specifically designed for Higher Education and is used by a large majority of Universities HERA examines jobs against the same criteria Based on 14 elements Based on the requirements of the role Benchmark approach – 15% of roles have been evaluated. Approx. 300 staff have been interviewed. Remaining roles matched by managers with HR Appeals process

Moving to the new structure Standard assimilation Green circles Red circles Allowances

Standard assimilation Where staff move to the grade in the new structure which is equivalent to their current grade Staff move to a spine point equal to, immediately above, or several points above (in cases where the new grade starts at a higher point than the old grade) their current pay level Most staff will get a slight pay increase since many points on the old pay scales do not exactly match those on the new 51 point scale Incremental progression on annual basis to the new grade maximum – staff will increment on 1 October 2007 on their new grade If assimilated to the maximum point, any progression into the contribution points is discretionary Will apply to over 90% of staff

Green circles Where the job is graded higher under HERA than the current grading Individual will receive a salary uplift to the first point of their new grade unless this would result in an increase of more than 10% Increases of over 10% to be phased in over 2 years (2006/07 and 2007/08) Will affect approx. 200 staff

Red Circles Where the job is graded lower under HERA than the current grading Pay to be protected in accordance with Pay Adjustment policy 4 year protection period (or until maximum of new grade catches up with current salary) Individual moves to the maximum of the new grade at the end of the pay protection period Individuals will be offered a staff development plan to help develop them and their roles Will affect fewer than 30 staff HR and Managers will meet with these staff in person

Allowances (Manual and ancillary staff) Manual and ancillary staff allowances will cease on implementation of the new grading structure Staff will be assimilated onto a point that takes account of loss of allowance Payments for emergency call-out remain unchanged

Harmonisation Hours of work Overtime

Harmonisation – hours of work Applies to all staff who work a defined working week - grades 1-6 inclusive Core working week of 36.5 hours - reduction of 1.5 hours per week for manual staff and 0.5 hours per week for technical staff on grades 1-6 Some part-time staff will benefit from increased rates of pay

Harmonisation - overtime Focus on reducing overtime Overtime rates payable once 36.5 hours have been worked Time and a half for overtime on days 1-6 of a person’s working week Double time for overtime on day 7 of a person’s working week TOIL to be used as an alternative to overtime where possible Where a manager agrees that an individual has been unable to take their TOIL after a 12 month period, overtime will be paid TOIL is not given at an enhanced rate.

Key points on implementation Phasing due to need to make changes to live payroll Implementation will be back-dated to October 2006 A one-off assimilation payment will be made for Aug and Sept 2006 as follows: - Grades 1-2 £50 - Grades 3-5£100 - Grades 6-9£200 (pro-rata for part-time staff) Appeals process will operate from Sept Role of managers in supporting red-circles and salary outliers

Implementation – Timetable May/June: Communications and briefing to all staff June: Ballot of union members; work on payroll to move first phase of staff July: Letters to all staff confirming their new grade, new point, salary, and any changes in terms and conditions resulting from harmonisation. Work on payroll to move second phase of staff End July: first phase staff receive payments August: Work on payroll to move third phase of staff; second phase receive payments end Aug September: Third phase of staff receive payments end Sept; appeals on grading begin October: Increment for all those staff not on top of grade

Annual review Annual review process for 2006/07 will take place after the implementation of the Framework Agreement Existing process will apply, with payments effective from October 2007 Performance in 2005/06 can also be rewarded where managers judge appropriate

Summary Fair, transparent and robust new pay and grading structure Modernises pay arrangements for Sussex £2m additional money in staff salaries Subject to union ballot – will be implemented if members vote “yes” Planning to put in place over July - September

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