Retention of academic, research and teaching staff through salary increase

Applicable to staff in grades 6, 7, 8 and Reader

Heads of Department may put forward a case for a salary increase within an employee’s existing grade for a member of Academic, Research and Teaching (ART) staff including Reader, Senior Lecturer, Lecturer, Research Grades 6, 7 and 8 and Teaching Grades 6, 7 and 8 for the purpose of retaining a key member of staff in the employment of the University of York.

The following principles and practical arrangements have been agreed with Promotions Committee.

Where a convincing case is received, the Deputy Vice-Chancellor will consult with the Director of Human Resources to consider the case and determine what, if any, retention payment will be applied.

  1. An initial case for retention of a Reader, Senior Lecturer, Lecturer, member of Research Staff at Grade 6, 7 or 8 and member of Teaching Staff at Grade 6, 7 or 8 that involves an increase in salary but does not involve promotion to a higher grade, should be discussed by the Head of Department with the Deputy Vice-Chancellor. When a Head of Department is considering a case for retention involving a salary review, s/he should also involve their departmental HR Partner at an early stage.
  2. If the Deputy Vice-Chancellor agrees that a case for retention can be made, the Head of Department should provide to the Director of HR’s office an electronic copy of the retention form [docx] addressing the following points:
    1. a clear departmental/University case for retention
    2. certainty on the part of the HoD - having had sight of reliable information (such as a letter inviting the individual to attend an interview) - that the person has been invited for interview for another post or been offered another post
    3. confirmation that the person would turn down the other offer if a retention payment is made
  3. The terms of any retention payment and what criteria and level of such payment is will be documented on the retention form. Any retention payment will usually be of 1, 2 or 3 increments. If a request is made beyond this, this should be discussed with the Director of HR prior to any commitment being given.
  4. An offer of a retention payment is subject to the individual withdrawing their application - whether at interview or offer of appointment stage.
  5. Care will be taken to ensure that a retention payment does not create inequalities with regard to other members of staff.
  6. Consideration will be given to the justification for retention payments being paid on an on-going basis.

Downloads

See also

Document control

  • Last reviewed: 30 November 2014