Reward Strategy
The University's reward strategy supports the University's HR strategy of recruiting, rewarding, and developing excellent staff at all levels.
It supports the achievement of excellence through attracting the best staff, and rewarding high levels of performance and contribution.
It underpins the sense of belonging throughout the University through fair treatment, clear processes, and shared terms and conditions of service.
It is a dynamic strategy and will both lead and respond to cultural and other changes.
In particular, the University will:
- Set pay rates fairly and in a manner which does not discriminate.
- Provide pay and grading structures that support organisational needs.
- Ensure that pay and grading structures continue to meet both the University's need for flexibility and staff needs for career development.
- Pay staff in accordance with their grade salary, as defined by job evaluation.
- In addition to basic grade salary, reward performance based on a fair assessment and using agreed procedures.
- Make necessary adjustments to pay to take account of market rates in accordance with agreed procedures.
- Apply harmonised terms and conditions of service recognising their value (both explicit and implicit).
- Offer/provide staff with a contributory pension scheme.
- Provide a challenging work environment, where staff are encouraged to develop and acquire new skills and experience.
- Provide a range of development programmes for staff.
- Allow flexibility in working patterns to accommodate individual staff circumstances consistent with business needs.
- Provide a varied benefits package, which reflects the variety of the University’s staff, ensuring that tax-efficiency savings are re-invested for the benefit of staff.
- Review, research and consider new/emerging pay and reward initiatives and developments beyond the University.
- Communicate to staff the value of their total reward package.