Heads of Department may, subject to the conditions below, put forward a case for promotion or a salary increase for a member of the Professorial staff for the purpose of retention.

This procedure covers the retention of Professorial staff potentially involving the following:-

• Salary increase
• Promotion (including a salary increase) to a higher band or across the bar in Band 1
• A retention payment for a Professor at the top of Band 1 or 2 if not being promoted to a higher band. In such cases a retention payment may be applied.

These will be considered by the Professorial Pay Review Panel (Remuneration Sub-Group) a sub-group of the University Executive Board.

The following principles and practical arrangements have been agreed with the Vice-Chancellor; the process is coordinated by the Director of Human Resources’ office.

1. An initial case for retention of a professor, that involves promotion or an increase in salary, should be discussed by the Head of Department with the Deputy Vice-Chancellor.
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. good grounds to believe that the Remuneration Sub-Group would be able to make a positive recommendation
4. confirmation that the person would turn down the other offer if a retention payment is made

If the case involves a Head of Department, the Dean should submit the case.

3. The Director of HR will check the information that has been received to enable an informed view to be taken by the Remuneration Sub-Group. The information will be sent out to members of the Remuneration Sub-Group by the Director of HR’s office. Members will update the retention form to indicate their recommendation and return the completed form to the Director of HR. In the interests of expediting a decision in order to retain a key member of staff, this may be based on a response of at least three members of the Remuneration Sub-Group.
4. The Director of HR advises the Deputy Vice-Chancellor of the recommendation of the Remuneration Sub-Group.
5. The Deputy Vice-Chancellor confirms the decision on the case for retention. The outcome is communicated by the Director of HR’s office to the Head of Department and the individual.
6. The terms of any retention payment and what criteria and level of such payment is will be documented on the retention form.
7. An offer of a retention payment is subject to the individual withdrawing their application - whether at interview or offer of appointment stage.
8. Care will be taken to ensure that a retention payment does not create inequalities with regard to other members of staff.
9. Consideration will be given to the justification for retention payments being paid on an on-going basis.

Downloads

• Retention of academic, research and teaching staff form [docx]

See also

• Retention of academic, research and teaching staff through salary increase in existing grade
• Retention of academic, research and teaching staff through promotion

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• Last reviewed: 30 November 2014