University College London

The National Pay Framework

Pay and Grading | Harmonisation of terms and conditions | Regrading and promotion

Pay and Grading

Grade Structure

The salary structure is shown in the table below. This is a single pay spine for all staff, replacing the multitude of different pay arrangements previously in place at UCL. All UCL non-clinical staff have the same pay structure.

The structure consists of ten grades spread over 53 points.

Two additional points have been added to the top of the national scales, and Grade 1 starts at the national point 3. These additional points permit Readers and Senior Lecturers to progress onto contribution points.

New grade structure 1-page PDF   transfer Aug 06 Aug 09     3 11,703 12,218 16,651 1 4 11,989 12,504 16,965   2 5 12,335 12,850 17,345 6 12,692 13,207 17,737     7 13,009 13,524 18,087 3 8 13,387 13,902 18,514   9 13,778 14,293 18,956 10 14,191 14,707 19,424 11 14,618 15,133 19,906   4 12 15,057 15,571 20,401 13 15,508 16,023 20,912   14 15,973 16,488 21,438 15 16,452 16,967 21,980 5   16 16,946 17,461 22,538 17 17,454 17,978 23,122 * 18 17,978 18,517 23,733 * 19 18,517 19,073 24,360   20 19,093 19,666 25,031 21 19,645 20,234 25,674 RA start 05 > +   + 6     + 22 20,234 20,842 26,361 23 20,842 21,467 27,068 24 21,467 22,111 27,796 * 25 22,111 22,774 28,546 * 26 22,774 23,457 29,318 RA top > 27 23,457 24,161 30,114   28 24,161 24,886 30,934     29 24,886 25,633 31,778 7 30 25,633 26,402 32,648 31 26,402 27,193 33,542 * 32 27,193 28,010 34,466 * 33 28,010 28,849 35,415 < Lec A start 34 28,849 29,716 36,395 35 29,716 30,606 37,402 36 30,606 31,525 38,441 37 31,525 32,490 39,510   8 38 32,490 33,445 40,634 39 33,445 34,448 41,746 40 34,448 35,481 42,914 * 41 35,481 36,546 44,118 * 42 36,546 37,642 45,358 * 43 37,642 38,772 46,635 * 44 38,772 39,935 47,950     45 39,935 41,133 49,305 46 41,133 42,367 50,700 9 47 42,367 43,638 52,137 * 48 43,638 44,947 53,617 * 49 44,947 46,295 55,142 * 50 46,295 47,685 56,713     51 47,685 49,116 58,330 10 min 52 49,115 50,588 59,996 53 50,589 52,107 61,713 Notes:   grade   contribution points * * points to be used on assimilation only Lecturer A's start on point 33. RA1Bs become "Grade 6 RAs" and start on point 22 (1/8/2005), 23 (2006), and 24 (2007). They receive double increments ('+') to point 26.

Harmonisation of terms and conditions

Summary (PDF)

Hours and holidays

A new standard will apply for all new appointments: 36.5 hours per week and 27 days holiday (excluding days when the college is closed).

Changes to working hours and annual leave were planned to come into effect on 1st January 2006, but this may be delayed due to delays in the implementation of the package.

Time off in lieu

All staff will be in a position to negotiate days in lieu where they have worked excess time.

There are some staff on academic grades who are hourly paid. The notional working hours for academic staff is currently 35 hours and would now be 36.5.

Overtime will be available for all staff on Grades 1-6, including RA1Bs.

Exceptions for staff with historically better conditions

There are two groups of staff who may currently have contracted hours/holiday arrangements which improve on 36.5 hours and 27 days. Both groups will be entitled to retain existing holidays and hours during their service with UCL, even if they are promoted or regraded.

These groups are:

• Existing staff with 35 hours contracts or those with long-service enhancements.
• Staff on preferential conditions of service from merged institutions which are still operational.

Maternity leave

Maternity leave is to level upwards to the arrangement currently for academic staff, i.e. all staff will be eligible for maternity pay from Day 1 (not after 12 months service as is currrently the case for all other staff).

Sick pay

Sick pay will be harmonised to the current arangements for support staff, except it will build up to 6 months full pay and 6 months half-pay after 4 years instead of 5. This scheme is very slightly worse than that currently for lecturing staff for the first three years, but better for research staff. Sick pay rights increase with service as follows:

Market Supplements

Full Policy (PDF)

A Market Supplement may be applied for with the agreement of the line manager. Such a supplement would apply to the post and other comparable ones (they are not dependent on the individual) and would apply for a fixed period of up to 2 years unless renewed.

Market Supplements would not be increased by nationally negotiated pay awards but would be tax-deductable and potentially superannuable.

Applicants will be expected to show objective verifiable evidence justifying a Market Supplement, including failure to recruit, higher salaries for comparable posts elsewhere, or skilled staff leaving UCL. The evidence will be evaluated by HR and decisions monitored by the unions.

Notice periods

The notice period will be the same for UCL and employee. Staff in grades 1-6 will be required to give four weeks' notice, grades 7 up, three months. Staff with teaching responsibilities will still be required to give notice such that they leave at the end of a term.

Probation

Incremental date and retirement date

Incremental progression will take place on 1st August annually.

UCL's retirement age is 65. All new appointees will retire on 31st July following their 65th birthday.

Regrading and promotion procedures

Full Policy (PDF)

Academic staff will progress between grades using the current Promotion Procedures.

All other staff may apply at any time for a Grading Review of their post. The application will involve the submission of a Job Description Outline (JDO) or, exceptionally, the post holder may request an interview by a trained Role Analyst, the notes of this interview being presented as a JDO.

A library of benchmark role profiles will be available to inform staff of typical requirements for posts at the higher grade. This will enable them to determine the likelihood of a successful application. Cases will be considered by quarterly Grading Review Panels. Each panel shall comprise 3 HERA role analysts. One analyst will be drawn from the trade unions (Amicus, UCU, UNISON), one shall be drawn from Faculty/Division nominees and an HR chair. The results of the Grading Review will be notified to the applicant within 2 weeks of the panel meeting to consider the case. Any change to the grade of the post shall take effect in the month following submission of the case to HR.

Applicants may appeal the decision of the Grading Review Panel. In this situation, A Grading Appeal Panel consisting of two trade union nominees, two Faculty/Division nominees and a chair from Human Resources, shall re-evaluate the JDO. None of the members of the Grading Appeal Panel shall have been involved in the original Grading review.

See also

UCL Pay Framework website