MRC pay and grading structure - UCU

Pay and grading proposal16.12 On advancement to section B of the band employees will either (whichever is thehigher of the two):ooreceive a 5% consolidated pay increase on their current pay pointor,progress to the minimum pay point of the B band.Governance16.13 Centralised management information on advancement decisions will be compiledand reviewed to ensure that managers are making consistent and fair decisions.16.14 Overall information on advancements will be provided to NTUS for reviewing andmonitoring purposes.Onward progression16.15 Support for progression will not cease when an employee has reached the B sectionof the relevant band.16.16 As a result of the clarity that will be provided by having band descriptors, roleprofiles and promotion criteria, employees will have a better idea of the skills andattributes they will need to show if they are to be promoted into the next band.16.17 Employees and managers will both need to take the responsibility for planning anysuitable development activities that will enable them to be ready to be promoted tothe next band.16.18 It is important to highlight here, that as per current process, promotion to a newband will depend on the needs of the Unit/department/team – where an employee isready to move up to a new band then this will not automatically generate apromotion. The key factor will be whether the Unit/department/team has a need(including funding) for a post at that level. Advancement within the band from A toB will not be subject to this restriction.17. Promotion to a new band17.1 Promotions to a new band (e.g. 7 to 6) will continue to take place in line withcurrent promotional and recruitment & selection processes.17.2 On promotion to a new band employees will either (whichever is the higher of thetwo):o receive a 7.5% consolidated pay increase on their current pay point, or,o18. Career structuresprogress to the minimum pay point of the A section of the new band.18.1 As an integral part of the pay and grading restructure, the MRC is committed todeveloping career pathways for those groups of staff where these have nottraditionally been present. This work will review all the staff categories to see wheredevelopment of career pathways may be appropriate including Research Support,Technical and Administrative categories.Issued: 1 st September 2011 Page 11 of 27Version 2.2