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Negotiating the new pay structure

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. Framework and the MoU.

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Negotiating the new pay structure

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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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