HE pay framework FAQs
This section contains responses to frequently asked questions on the implementation of the HE pay framework agreement and negotiating new pay and grading structures.
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Q:What is the framework agreement?
The framework agreement is an agreement, reached in 2004, between the national employers and unions for the modernisation of pay structures in higher education. Click here for the full answer
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Q:What is the memorandum of understanding (MoU)?
The memorandum of understanding (MoU) is an agreement reached between the employers in the pre-92 sector and the UCU (then AUT) that in assimilating staff to new structures and in devising new pay and grading structures, academic and related staff would suffer no detriment compared with previous pay arrangements.
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Q:Are there differences in the way the framework agreement is applied in the pre and post-92 university sector?
Although there is no MoU in the post-92 sector the UCU have worked on the principle of no detriment in all sectors. In the post-92 sector the UCU has successfully achieved the model grading structure at Appendix C of the framework agreement, or an improved variant thereof, in all agreements. In the pre-92 sector, the UCU has secured grading structures that are no worse - for current or new staff - than the equivalent previous grading models. Click here for the full answer
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Q:When does the framework agreement have to be implemented by?
The framework agreement requires institutions to use their best endeavours to introduce new pay arrangements from 1 August 2004 or as soon as practicable thereafter and to complete implementation by August 2006 ('subject to the funding arrangements in the devolved administrations'). The majority of employers have managed to meet this final deadline and where agreements are outstanding it is UCU policy to seek backdating to no later than 1 August 2006 (by means of backdating). Click here for the full answer
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Q:How much money have institutions been granted by the government to pay for implementation of the framework agreement?
Since 2001, higher education institutions in England have received funds under the Rewarding and Developing Staff initiative. Within the funding for higher education £50m in 2001-02, £110m in 2002-03 and £170m in 2003-04 was allocated by the government for both academic and support pay. Click here for the full answer
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Q:Will the new grading structures be the same for current and new staff?
Yes - it is important that the structures are the same for all staff and that they meet the no detriment principles. Many employers tried to introduce sub-standard grading structures for new staff but this was resisted by the UCU.
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Q:How will staff be allocated to new grades?
There are nationally agreed academic role profiles in 3 families (teaching and research, research, teaching and scholarship) which set out the requirements at each of the 5 academic grades. Click here for the full answer
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Q:If ALC 4 is disappearing, how will staff currently on this grade be assimilated?
Under the new grading structure ALC 4 will be abolished and the number of grades will reduce from 6 to 5. Staff currently on this grade will assimilate either to grade 8 or to grade 9 dependant upon role analysis. If the person is assimilated to grade 8, then personal protection should apply. This should include progression within the contribution points range to point 46 (the equivalent of the current top of ALC4). Click here for the full answer
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Q:How should staff be assimilated to new pay structures?
Assimilation of current staff to the new grades should be carried out in such a way that career earnings are protected. Therefore, not only must current salary be matched (or improved), but incremental progression to the top of grade must be protected.
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Q:The university has developed role profiles which are substantially different to the national role profiles. How do we persuade them to use the national profiles?
The national role profiles have been developed over a number of years with the involvement of the academic trade unions have been thoroughly tested in institutions using both HERA and HAY. From the testing we know that the profiles are distinct enough to each represent a different grade (within each job family), that the weighting of the profiles at each level is the same across the 3 job families and that the academic profiles read across to the UCU generic academic-related profiles. Click here for the full answer
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Q:How will the framework agreement affect hourly paid staff?
The framework agreement applies to hourly paid staff as it applies to all other staff. Click here for the full answer
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Q:Management has proposed single table bargaining. Are such arrangements appropriate given that our members are subject to a separate national agreement?
Implementation of the framework is expected to be by partnership between institutions and recognised trade unions. Relationships with other unions will need to be clarified in any joint working arrangements. Joint work will be required to determine overall grading arrangements but work that effects only academic and related staff need not be undertaken with non-academic unions. Branches and LAs should check existing procedure agreements to ensure that joint arrangements are sufficient. Any agreements that have the effect of changing terms and conditions of contracts of employment of academic and academic related staff should be concluded within existing procedural agreements between the employer and the UCU. Click here for the full answer
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Q:The university says it wants to phase in green circling after assimilation. Is this an acceptable practice?
Yes, but only under certain circumstances. Appendix F of the framework agreement gives more detail on this issue. If the individual is promoted to higher grade and there is more than a 10% rise in pay, the employer can phase it in over 2 years. Click here for the full answer
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Q:If an individual is red-circled, will they receive their annual increment for the agreed period?
The framework agreement is silent on this issue and merely states that where current pay is higher than the pay for grade: 'The individual continues at their current pay level, on a protected basis, for a period of up to four years.' Our starting point in any negotiations should therefore be that protection of current pay level includes annual pay awards AND annual increments.
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Q:What opportunities does the framework agreement provide to the UCU?
The framework agreement will represent a pay uplift for the majority of UCU members - in some cases a significant uplift. Click here for the full answer
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Q:Are there any legal rights to facilities time?
Yes. Union lay officials, including shop stewards, staff reps and branch secretaries of recognised unions, have the right to time off with pay to carry out trade union duties (see section 168 Trade Union and Labour Relations Consolidation Act 1992). Click here for the full answer
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Q:Where can I find further resources and guidance
Click here for the full answer
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