Professorial salary review
Understand the procedure and timescales behind professorial salary review.
The University recognises the contribution made by its Associate Deans, Heads of Department and Professoriate and wishes to reward those whose performance delivers results over and above the performance the University is entitled to expect for the level of experience and standing of the individual concerned, and their current level of remuneration. Reward will either be through a consolidated increase to salary, over and above the nationally agreed annual salary uplift, or a one off unconsolidated payment. Pay awards are effective from 1 October 2018.
The professorial salary review takes place annually between June and October according to the following process:
Mid-June 2018: President and Vice-Chancellor writes to Associate Deans, Heads of Department and all members of the Professoriate inviting them to record their achievements and contribution for the year. The letter will include a statement of the criteria against which their cases will be assessed
Submissions are to be forwarded by the Associate Dean or Professor to their Head of Department/School for assessment
For Schools: Heads of Schools will add their comments and liaise across Faculties/Schools to ensure consistency. For Faculties: Heads of Department forward submissions, together with their comments, to the Deans. The Deans will add their comments to those of the Heads of Department. They will also ensure that there has been consistent treatment of individuals across the Departments for which they are responsible and liaise across Faculties/Schools to ensure consistency. They will also ensure that there has been no unlawful discrimination in the assessments made. The Deans/Heads of School will make clear recommendations to the Professorial Remuneration Committee
7 September 2018: Deans/Heads of School forward submissions, the Head of Department assessments and their own recommendations to the Director of Human Resources. Deans and Heads of School specify the names of Associate Deans or Professors from whom no submission has been received
10 September 2018: Director of Human Resources forwards all submissions and comments to the Professorial Remuneration Committee
8 October 2018: Professorial Remuneration Committee comprising President and Vice-Chancellor , Deputy Vice-Chancellor and Provost, Pro-Vice-Chancellor (Research), Pro-Vice-Chancellor (Learning & Teaching), Pro-Vice-Chancellor (International and Doctoral) and Director of Human Resources meets to review cases and decide merit awards. Outcomes are reported to Deans
By 31 October 2018: Letters sent out to individuals informing them of the outcome of the review
Criteria for pay review
Individuals who have been appointed or promoted to a professorial post on or after 1 February 2018 are ineligible to apply. Members of the Professoriate who choose not to put forward a submission will not be considered under this salary review process. In considering the submissions put forward, Heads of Departments, Deans and the Professorial Remuneration Committee will be looking for exceptional contribution from the Professoriate, over and above the performance and contribution the University is entitled to expect for the level of experience and standing of the individual concerned, and their current pay level.
Professors are expected to exercise academic leadership in the broadest sense, which means that they make and support opportunities for others to thrive, ensure the health and development of their subject area, department and the University as a whole. Professors are in a position to have greater influence and connection within and outside the institution, and should therefore aim to maximize their contribution to the University's profile and impact. Specific activities undertaken will depend on the strengths and interests of individuals but should fulfill these expectations as well as their personal career track. Members of the Professoriate making a submission should be able to demonstrate contribution in the following:
Contribution will be assessed under four headings:
research inputs: grants and contracts received
research activities: for example development of research, perhaps through the creation of research centres or other groupings within the University or links with external professional scholarly networks and to have contributed to the leadership or development of those networks
research outputs: publications
research impact: this may be either/both in the scholarly or policy/practice spheres. Measures of impact could include citation counts, election to Fellowships of prestigious academic bodies, contributions to major national and international research bodies or invitations to lead and organise international conferences.
Contribution to the strategic objectives of the Department, Faculty/School and/or University
Wider contribution will be looked for under this heading. An assessment will be made not just of excellence in the pursuit of an individual's own work and achievement, but also of the interests of the group/Department/Faculty/institution of which they are part.
Evidence will be sought of contribution to the leadership of teaching and learning development.
Contribution to the Innovation and Enterprise agenda
Evidence will be sought of contribution to innovation and enterprise activities. It is recognised that differing conventions and expectations will apply to different disciplines. Deans/Heads of School will make it clear in their covering letter to the Remuneration Committee how they have applied these criteria in their Faculty/School.
Heads of Departments will assess the submissions made by members of their Departments against the above criteria. They will also make reference to any particular circumstances which should be taken into account when assessing the submissions made by individuals. Heads of Department must make sure that their assessments are objective and do not discriminate on any basis (for example, gender, race, ethnic origin, disability, age, sexual orientation, or religious belief).
The Head of Department will categorise submissions into 4 areas:
|Outstanding||Significant contribution is being made in at least three of the criteria listed above, with evidence of this having been sustained.|
|High performance||Significant contribution is being made in at least two of the criteria listed above, with evidence of this having been sustained.|
|Meeting expectations||The individual is fully delivering what the University should expect, taking into account experience, seniority, standing and remuneration.|
|Below expectations||The individual is falling below the levels of delivery which the University is entitled to expect given his/her qualifications, experience and seniority.|
The submissions will then be passed to the Dean/Head of School who exercise their management judgement and make a recommendation to the Remuneration Committee. The Dean/Head of School will ensure that the procedure has been appropriately followed, that all assessments have been carried out objectively, consistently and in a non discriminatory way, and that any special circumstances have been taken fully into account. When assessing staff on fractional contracts the assessment should take into account that fractional staff may not have the same opportunity to contribute under each heading as full time staff. The Dean/Head of School will also verify that there has been a consistent approach across the Faculty or School. All submissions, irrespective of assessment result will be forwarded to all stages of this process.
Professorial Remuneration Committee
A Professorial Remuneration Committee will be established to consider the submissions put forward by the Deans. The Committee will comprise:
President and Vice-Chancellor
Deputy Vice-Chancellor and Provost
Pro-Vice-Chancellor (Learning and Teaching)
Pro-Vice-Chancellor (International and Doctoral)
Director of Human Resources
The Committee will review the submissions and the recommendations made by the Deans and will decide on any pay award over and above the nationally agreed uplift. The University will seek to reward more highly those demonstrating the greatest level of contribution. Those who are not performing beyond the expectations for their level of seniority, experience, standing and pay level, and those not reaching the expected level of delivery will not be eligible for an increase.
There will be a range of possible awards within the ‘high performance’ and ‘outstanding’ ranges, and the Committee will have the discretion to make a one-off award in recognition of specific project/achievements in the year, or where there has been high or outstanding performance which, if maintained, would merit a consolidated award in a future year. Deans/Heads of Schools will be briefed on the range of awards available and the distribution of awards across the institution annually.