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Information for staff. Any nationally negotiated pay increases will normally be applied from 1 August for non-clinical staff and 1 April for clinical staff. Salary progression information.
- Pay
Annual Pay Review. The annual pay review implementation date...
- Salary Progression
Salary progression Incremental progression through the...
- Grading
Grading is a specialist service within the Human Resources...
- Clinical Consultants
As directed by UCEA, changes for clinical salaries are...
- Clinical (Nodal Points)
With effect from 1 April 2023, 'new' 2016 pay system for...
- University of Cambridge
Direct employees of the University appointed to grade 1 will...
- Pay
A free inside look at University of Cambridge salary trends based on 5434 salaries wages for 1285 jobs at University of Cambridge. Salaries posted anonymously by University of Cambridge employees.
The academic reward structure below sets out the current salary progression for academic Teaching and Scholarship staff: Office or Post Grade Scale Point Teaching Associate 6 Points 37 - 43 Teaching Associate† 7 Points 39 - 48 Senior Teaching Associate†† 8 Points 45 - 55 University Assist.
Jul 31, 2023 · The Vice-Chancellor’s basic salary is 10.3 times (2022: 10.5) the median pay of staff, where the median pay is calculated on a full-time equivalent basis for the salaries paid by the University to its staff. The comparative ratio reflects the full year basic salary equivalent for the Vice-Chancellor.
- A. The Remuneration Committee
- Terms of Reference
- Meetings
- Operating Environment and Markets
- Fundamental Principles Guiding Decisions Related to Remuneration of All Staff
- Policies and Procedures Guiding The Remuneration of Staff
- Factors in Considering Remuneration Proposals For Senior Staff
- Job Evaluation, Pay Awards and Pension Schemes
- Performance-Related Pay
- Expenses Policy
The University’s Remuneration Committee operates under delegated authority from the University’s Council and is responsible, inter alia, for setting the Vice-Chancellor’s pay, reviewing his or her performance and advising on senior post-holders’3remuneration. The Committee meets about ten times a year and is comprised of a Chair who is an external ...
The current terms of reference (ToRs)4for the Remuneration Committee were agreed by the Council in December 2018. These ToRs were considered following the publication of the CUC Remuneration Code for Higher Education, the Office for Students (OfS) Regulatory framework for Higher Education, and revisions to the Financial Reporting Council Corporate ...
The Committee meets monthly. The dates of meetings held during the 2018–19 academic year are set out below: A written report of the Committee’s business is submitted to the following Council meeting (usually a month later).
The University’s mission is ‘to contribute to society through the pursuit of education, learning, and research at the highest international levels of excellence’. It is proud to be one of the world’s leading academic centres and is committed to attracting the most talented staff and students from the UK and from overseas to further that mission. Ca...
The University’s approach to setting remuneration for senior staff, and therefore the principles governing the Remuneration Committee’s decisions, are as follows: •the need for the University to operate in a competitive local, national and international market for the most talented staff. Its reward strategy needs to offer sufficiently competitive ...
The University has established a number of procedures and policies to guide the remuneration of staff drawing on the principles identified above. These include schemes to reward significant contribution to the University (which for senior academics can also include promotion); and schemes to recognise difficulties in recruitment and retention and w...
At recruitment, the factors taken into account when developing the total remuneration package include: •appropriate remuneration needed to attract and appoint senior staff; •current remuneration; •benchmarked salary data for similar roles from the Universities and Colleges Employers’ Association (UCEA), the Russell Group Survey, and, where availabl...
For most roles, the University uses the Higher Education Role Analysis (HERA) job evaluation method. This does not apply to the four Professorial bands (in grade 12, the highest grade), where movement through the bands is based on meeting the criteria for each of the Professorial levels under the headings of research, teaching, practice and leaders...
The Academic University does not operate a specific performance-related pay scheme, other than the NHS scheme for some senior clinicians. Grade 12 post-holders can progress through the Professorial Pay Review Scheme (for Professorial roles) or the Contribution Reward Scheme (for academic-related roles). The staff of the Investment Office (managing ...
The University’s expenses policy is included in the Financial Procedures Manual.6It applies to all University staff.
Jan 19, 2015 · Spare segment. Section 2: Source of Funds codes. Section 2: Source of Funds codes overview. Section 3 : Transaction codes. Format. Section 4: The role of the chart of accounts in reporting. Section 4: The role of the chart of accounts in reporting overview. Section 5: (AppA) Basic pay and overtime codes. Chapter 4 - Procurement Procedures.
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Once the settlement has been approved it is backdated, if required, to 1 August of the relevant year and the salary scales are updated. The pay award covers all relevant stipends and associated payments in the salaries of non-clinical academic and academic-related staff and assistant staff.
