MRC pay and grading structure - UCU

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Pay and grading proposalIssued: 1 st September 2011 Page 22 of 27Version 2.2
Pay and grading proposalL. Benefits and risks28. Benefits of the new pay and grading structure28.1 Aside from the key points as highlighted above outlined below are the key benefitsof the new pay and grading structure, this list is not exhaustive:• In general the pay bands start at higher rates and finish at higher rates;• Significant increase in headroom in many of the bands• Based on existing structure so a full job evaluation exercise, which can belengthily, is not needed;• Increased emphasis on performance management – more responsibility onmanagers to manage the performance of their employees and to reward themaccordingly;• Increased emphasis on employees to take responsibility for managing their owncareer and development;• Development of career pathways for different staff groups;• Development of promotional criteria for scientific roles.29. RisksCost of the new structure29.1 There is a risk that the MRC will not be able to afford the new pay and gradingstructure. Following the mapping exercise, full costings will be drawn up.29.2 Consultation has taken place with MRC Corporate Finance to ensure that the newpayscales are affordable within Unit budgets.Lack of management buy-in with progression29.3 The major benefit of the new pay structure is the increased emphasis on progressionand a management responsibility to proactively manage their employee’s careerdevelopment. Current anecdotal evidence suggests that many MRC supervisors arenot comfortable discussing career progression and potential weaknesses with theiremployees. This may inhibit the effective functioning of the new pay structure.29.4 Guidance will need to be developed as well as full governance arrangements will toprovide information on those being advanced and those being rejected foradvancement.Pay remit for 201229.5 There is a risk that the MRC may not be able to agree a pay remit with BIS in 2012that allows for progression up the salary scales.29.6 This risk will need to be tolerated and the MRC will need to ensure the 2012 payremit is carefully put together and a strong case made for the level of pay remitrequired. The MRC is committed to providing normal progression through the paybands.Issued: 1 st September 2011 Page 23 of 27Version 2.2
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MRC pay and grading structure - UCU

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