Information for staff
In instances where it has been established that a member of staff´s job matches to a grade that is lower than indicated by their old grade, these staff have been red circled. Their pay will be frozen and will be protected for a period of four years, or until annual national pay awards make the top point of the normal range in their new matched grade (known as the target point) greater or equal to their frozen salary, whichever occurs first.
Red circled staff will be invited to a meeting with their Head of Department and Supervisor in order to consider how red circling will be addressed for them. If it seems appropriate, an HR Adviser will also attend the meeting. This meeting will take place after staff have been informed of their new grades and salaries.
There are three options to be considered for addressing red circling. The options will be discussed in the meeting with the Head of Department and/or Supervisor, and the member of staff will be asked for their views.
The options for handling red circling are:
- Developing the job to a stage where it can be regraded.
- Developing the member of staff to allow them to be a strong candidate for a higher graded vacancy either within the Department or elsewhere in the University.
- By recognising that in certain circumstances the member of staff may wish to maintain the current levels of responsibility and accept the new position with their salary protected for four years.
To assist with options 1 and 2, staff will be offered a Personal Development Plan to help them reach the full potential of their post and/or maximise their own personal potential. A nominated individual (usually the member of staff´s supervisor) will provide help in developing this plan. Staff will be allowed access to development activities and training, which are agreed to be of benefit, during the four years of the Personal Development Plan. There will be a formal review after six months and then annually once the Personal Development Plan has been set.