Starting salary guidance

The University values the diversity of people and is committed to promoting equal opportunities and eliminating discrimination. Therefore, managers should apply this guidance fairly, and, in doing so ensure that there is no discrimination on the grounds of gender, race, disability, age, religious or political belief, sexual orientation, trade union membership/activity or marital status. As a manager you have a responsibility to ensure our pay gaps do not increase because of the salary you offer.

The aims of the starting salary guide apply equally to internal and external appointments.

Those falling outside the scope of this guidance include:

• Marie Curie Fellows
• Appointments where spot salaries are used
• Knowledge Transfer Partnerships
• Secondments to external organisations

Those on spot salaries should still ensure the salary is commensurate with the proposed level and ensure any equal pay issues are considered.

Recruiting Managers must discuss salary offers with their HR Business Partnering team on the occasions where they want to consider an offer which is above the parameters set out for new employees and existing staff who are moving jobs before making an offer. The final salary including the justification and approval email chain must be uploaded into iTrent into the ‘request to offer’ form.

New appointments should normally be made at the bottom point of the grade range, (which is the minimum salary point of the relevant salary grade) of the job family level. New staff should start at this position to reflect the learning curve of the job. The individual should have the essential qualification as set out in the person specification or where it is documented to be able to evidence the equivalent work-based experience. It is expected that they will need further 含羞草视频 experience to be considered able to perform the job at the highest level of salary attributable to the job.

However, the University recognises the advantages in having flexibility regarding the setting of starting salaries for new appointments and a higher point may be offered where the candidate possesses demonstrable experience, qualifications and/or ability to perform the job at a higher level of competence specific to what is set out in the person specification.
The starting salary may also be influenced by market factors including current salary, however this should never be the sole determining factor.

For internal appointments, if the new job is at the same grade as their current role, there will normally be no change in salary. For appointments to a higher grade, the new salary point should be the minimum point of the new level. If in the higher grade, the current salary point is already in the new grade (e.g. in the contribution range), the new salary point should be one point above the current point within the new level.

The starting salary decision can take into account:

•  the knowledge and skills of the individual in relation to the job;
• evidence of relevant experience and level of performance of the individual;
• the salaries and comparative experience, knowledge and skills of current team members who may hold the same or similar job;
• the current salary of the individual if previously performing a similar level / type of role (evidence will be requested in the form of an appropriate pay slip)
• Consideration of the impact to LU pay gaps in the offer made

All decisions in this area must be evidence based and robust.

It is important to note that the desire to match an individual’s current salary and benefits should not be the only factor taken into account, particularly as this is likely to perpetuate any pay differentials which may have no objective basis.

Managers should not assume that an offer lower than the person’s current salary will not be accepted, you should ensure that the additional university benefits are discussed and presented. It is also important to note that where matching of previous salary has been documented as a justification for offering a salary higher than the role minimum, evidence of this previous salary should be sought as an employment condition prior to issuing the final contract.

The procedure and documentation required for starting salaries above the minimum point of the grade:

All salary recommendations above the minimum point of the grade should have a clear record of justification including the reasons for decisions. The recruiting manager, in partnership with their HR Business Partner should review and discuss the starting salary in further detail; examples of key considerations have been detailed below. The final salary including the justification and approval email chain must be uploaded into iTrent into the ‘request to offer’ form.

Example salary justification

1. Skills, knowledge and competence of the candidate compared to the essential and desirable criteria for the role.

2. Any differences in the role / accountabilities from others doing the same / similar roles (confirming there are no parity issues to current departmental staff including any pay gap considerations).

3. Where additional skills have been identified, how these will be utilised and differentiate this individual from others at the same grade or undertaking the same role.

4. Current salary

Completed example salary justification

1. Skills, knowledge and competence of the candidate compared to the essential and desirable criteria for the role.

The candidate has previously worked in multiple similar roles where they have demonstrated the key skills, knowledge and experience for this role e.g. experience of operational planning, managing budgets and change management, as well as working in a student services setting. They also bring experience from a different sector that brings additional skills that are detailed in the desirable criteria for the role e.g. programme administration and a postgraduate qualification.

2. Any differences in the role / accountabilities from others doing the same / similar roles (confirming there are no parity issues to current departmental staff including any pay gap considerations).

There is one similar role within the department and their salary is currently higher than we are proposing for this candidate, remarking that they have more experience in this role.

3. Where additional skills have been identified, how these will be utilised and differentiate this individual from others at the same grade or undertaking the same role.

The candidate brings out of sector programme administration experience that is not currently held within the team and they will be able to upskill other members in this area.

4. Current salary

The candidates current salary in a similar role is above the base point of this grade, I am proposing to match their current salary onto a university pay point noting the above reasons.