Remuneration in LUU
LUU runs two payrolls for its staff and they are often referred to as weekly and monthly. This is because it reflects the timing of the pay reaching our staff.
Broadly speaking our student roles are weekly paid and our career staff roles are monthly paid, although there are a few exceptions to this.
The weekly paid payroll is reviewed every year in April in line with the Government announcing the minimum wage increases. The pay point A is always set by the National Minimum wage. We then increase the wages over points B - E as a percentage increase to ensure a fair increase across the grades.
The monthly paid payroll is subject to an annual review which is implemented in January each year.
The increase is approved by our People & Values Subcommittee and we consult with our trade unions too.
Weekly payroll runs from grade A through to grade E, grade A has two rates of pay. This is because Ai is the national minimum wage for over 21's and grade Aii is the national minimum wage for over 23's. Grades B-E have one rate of pay.
Monthly payroll runs from grade 2 through to grade 9. Each of these grades has several grade points meaning that the grade has a scale of pay. The grade points allow pay progression in roles at LUU whilst ensuring roles stay within the same grade.
In collaboration with Sheffield SU, LUU are conducting a pay grade refresh project. We have update our job evaluation criteria and as such, need to re-evaluate all roles against new criteria. This will continue to ensure:
That there is transparency in relation to our pay strategy.
There is pay equity across roles.
We attract future employers and retain good staff.
We are able to pay staff the best we can, within our means, taking long term affordability into consideration.
We use a system called Job Evaluation to identify which grade every role in LUU sits in. We use Job Evaluation to ensure equity in pay across the roles in the organisation.
The Job Evaluation process requires us to have a Person Specification and Job Description for the role. We then measure what is in the Person Spec and Job Description against 12 Job Factors, for example ‘Knowledge and Technical ability’. Each job factor has an increasing scale of points and statements which support the evaluator to correctly identify where in the points the role sits.
Once the evaluator has completed the Job Evaluation this process is then repeated by a moderator and the role is then allocated a grade on our payscale dependant on the points it scored.
