1. The Pay Agreement – An overview

2. The agreement is set out in the Framework document. The Framework also refers to national guidance which also makes up part of the agreement. Framework also supplemented by the Memorandum of Understanding for pre 1992. Structure of the Agreement

3. The agreement has 3 distinct elements: A pay award of 3.44 % from 1 August 2003 A pay award of 3% from 1 August 2004 The introduction of a new pay spine and grading structure.

4. The Framework agreement applies to all staff and therefore implementation will require the involvement of all unions. Implementation of the Framework agreement should be through negotiated agreement with the recognised trade unions. The Framework Document

5. Existing national agreements on pay and grading will remain in place until superseded by implementation of the agreement. Appendix H lists relevant national agreements

6. Under the agreement institutions are required to utilise the 51 point single pay spine set out in Appendix B. This pay spine will determine pay rates for all staff, including hourly paid staff, covered by national agreements in force on 31 July 2003. Pay Spine

7. The values of the pay points on the new pay spine will be reviewed through national negotiating machinery annually.

8. The Framework requires the principles in Appendix A to be followed in determining new grading arrangements and commends a model pay structure at Appendix C. The commended grading structure sets out a national academic career pathway Principles and Grading

9. The Framework recognises the role of national role profiles to “assist institutions in the process of implementing a new grading structure”. National role profiles for academic staff and guidance on the use of the role profiles have been developed but have yet to be agreed with the AUT.

10. Under the Framework agreement suitable training and development opportunities should be made available for all staff. This must include fixed term and hourly paid staff. Further national guidance will be developed on staff development including advice on facilitating career pathways. Staff Development and Review

11. Progression Between Grades Promotion to a higher grade will be on an equitable and transparent basis. National joint guidance will be issued on key aspects of progression between grades but any promotion criteria must be related to the role profiles in use.

12. Staff will have a normal expectation of annual progression up to the contribution threshold for their grade. National joint guidance on good practice will be developed. Progression Within Grades

13. Policies for the use of such premia should be developed in partnership with the recognised trade unions. Appendix E sets out guidelines for the use of such premia. Attraction and retention premia

14. Institutions should carry out periodic equal pay audits to monitor and review the new arrangements. Equal Opportunities and Pay

15. Implementation of the new grading structure should be sought with effect from 1 August 2004. Ideally the transition to the new grading structure should take place on 1 August 2004, validated by role analysis and/or job evaluation at a later date if necessary. Implementation