||Research staff are eligible to apply
for a bridging loan from this
fund to cover gaps in funding. This normally covers
half their salaries for 3-6 months with departments expected
to cover the other half.
||An extensive career
development scheme for researchers providing a path
to permanent status over time has been negotiated by the
UCU and is kept under review by continuing negotiations
and through the CRS working group. Research staff are
included in staff review and development programmes.
Note: the sections on maternity leave, probation,
promotion and staff review are currently out of date in
the career development scheme document. Please refer to
the links below.
||Research staff on grade 7 (was "RA
1A") and above are eligible for election to Academic
and Faculty boards. This right is now established by law
under the Fixed-Term
Employees Regulations 2002 (achieved after intense
lobbying by UCU) denying the right of employers to discriminate
against fixed-term staff.
||Sometimes called Performance Related Pay. Externally
funded staff are eligible for discretionary pay awards
and College have now agreed that these will be decided
for externally funded staff at the same time as for HEFCE
funded staff. The panel recommending awards is common
to both groups of staff. Nonetheless UCU believes that
such payments are divisive and that if additional funds
are available in a pay award, then these should benefit
||Under the recent Fixed
Term Employees (Prevention of Less Favourable Treatment)
Regulations 2002, employers are not permitted to treat
temporary staff differently to permanent staff. In addition,
the onus is on the employer to justify the employment
of staff on temporary contracts, and to limit the use
of successive fixed term contracts. Recognising this,
UCL is moving all research staff onto open-ended contracts
unless the contract is shorter than 9 months (see below).
|Fees for Higher Degrees:
||Externally funded research staff registered for higher
degrees are entitled to a remission
of half the part-time fee. The other half is often paid
by the department or research project.
|| UCL supports the principle that research
staff may apply for research grants in their own right,
subject to the funder's guidelines. Some funding bodies,
such as the ESRC, permitted contract research staff to
be named as principal investigators in the past. Now,
with research staff placed on open-ended contracts, applications
for funding should not be refused on the grounds of the
applicant's contractual status.
||All research staff are entitled to 27
days annual leave (was 25 days before the Pay
Framework process) in addition to bank holidays and
other periods of College closure.
| Length of Contract:
|| The contract of employment should
at least be for the duration of the funding period for
the project. Projects which exceed 9 months require staff
to be placed on open-ended contracts. All new research
staff should receive a letter of employment from the College
outlining this procedure. See Career
maternity leave has been increased from 16 to
26 weeks (18 weeks on full pay from UCL, 8 weeks
on statutory pay). All staff are now entitled to
this leave from Day 1. Paternity leave of 10
days is available irrespective of grant fund availability.
Research Councils will currently pay (as an Exceptional
Item claimed at the end of the project)
||extend the duration of the
research project to span a maternity leave period
||pay for a replacement staff member to cover
a maternity leave period.
| Although the project date may be extended,
the Research Councils will not cover the
Occupational Maternity Pay beyond the original end
date of the project. Instead, UCL will pay this
money provided you/your PI notify HR as soon as
possible and state that you 'want to put the grant
in abeyance for the maternity period'. The project
period would then be extended by the maternity leave
Bridging funds and redeployment
are accessible to all regardless of maternity
status. It is illegal to discriminate against an
employee because of her maternity status and this
would include accessing all measures to avoid redundancy.
||All research staff are subject to a probationary period
of nine months on their first appointment. Probation
is not applicable to subsequent appointments.
||Promotion from Grade 6 (RA 1B) to Grade 7 (RA 1A) will
be automatic (except in cases of a negative review) for
all staff either gaining a Ph.D. or completing four years
service. The use of Grade 6 for research staff is being
phased out following the Pay
Research staff who have been at the top of the Grade 7
(RA 1A) scale for more than one year will automatically
be considered for promotion to Grade 8 (RA II). Consideration
of applications for promotion is independent of availability
of funding. See Promotion
||All research staff with 2 or more
years of service are entitled to redundancy pay if they
are made redundant. See the Redundancy
|Renewal or continuation of Contract:
||Most staff are now on open-ended (permanent) contracts
and new contract letters are no longer regularly sent
out to staff.
Notice of contract termination letters should be sent
at least 3 months before the end of contract. If further
funding is not available you have the right to consultation
You can dispute your redundancy if you believe
that you have been unfairly treated. See Fixed
Term Staff - know your rights.
|All pay settlements agreed nationally
between UCU and Universities UK are paid to externally
funded contract research staff at the same time
as other staff. As a result of successive pay campaigns,
a number of improvements have benefited research
||Three bottom points on the salary
scale were removed, raising the minimum starting
level of pay for all staff, including research staff.
||The London Weighting Allowance was unfrozen
from £2,134 (where it had stayed for 11 years)
to £2,300. It now attracts annual increases
in line with national pay awards.
||Further gains have been made as a result of 'vigorous'
local negotiations over the National
Pay Framework. These gains include higher starting
salaries as well as other improvements to conditions
|Salary Advances and Season Ticket Loan:
||New research staff are offered a salary
advance of one month, to be repaid over a period of
six months. Season
ticket loans and removal expense support are also
available with similar repayment procedures.
||All new research staff are now given
a short induction course. Additionally, all research staff
are eligible to attend any of the courses advertised in
the College Staff Training Bulletin published by Staff
Development and Training.