This policy applies to all appointments to posts graded 1 – 8 on the University’s grading structure, including existing University of York staff who are appointed to another position within the University.

New appointees

New appointments will normally be made on the first incremental point of the advertised grade within the salary scale. This reflects the fact that individuals may have the basic skills and competences required for the job but it will take time for them to gain the experience to perform the job at a fully competent level.

Internal appointments

When an existing member of staff is appointed to a new position, at the same grade as their current post, they will be appointed on the same incremental point and retain their existing date for incremental progression.

When an existing member of staff is appointed to a new position, at a higher grade than their current post, they will be appointed on the first incremental point of the new grade. If the minimum point of the new grade is equivalent to or less than the individual’s existing salary then they should be appointed on the incremental point above their existing salary. The employee’s annual incremental date will change to the date of the appointment to the higher grade.

These principles apply to appointments that are made through open recruitment processes, restructurings, secondments, regradings and promotions.

General principles

There may be situations where it is appropriate for incremental credit to be given in recognition that the individual brings relevant experience, knowledge and skills that are beyond the essential criteria of the post. Other factors that may influence the starting salary are external market factors, the successful candidate’s current salary and the salaries of existing members of the University staff in similar roles. Appointing managers should be aware that there is some evidence that women are more reluctant to negotiate on salary than men. For that reason, care should be taken in considering an appointment above the minimum and any proposals of this nature should be discussed with an HR contact before an offer is made.

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• Last reviewed: 30 September 2008