pdates on Pay and Benefits

We have provided the information below to give staff additional information about pay and benefits at the University of Exeter and in higher education generally.

Update on pay in Higher Education

The University and Colleges Employers Association (UCEA) has published research on salaries in higher education compared to other sectors of the UK economy.

The graph below compares the growth in median full-time hourly earnings between 2001 and 2018 for higher education with the public and private sectors and with the CPI inflation measure.

The following graph compares the pay of teachers in different sectors of education, based on 2018 data from the Office of National Statistics’ Annual Survey of Hours and Earnings (ASHE).

The graph below compares the median full-time equivalent earnings of teaching staff in higher education with a sample of the professional occupations which are regularly monitored by UCEA, using data from the Office of National Statistics Annual Survey of Hours and Earnings (ASHE).


Update on pay at the University of Exeter

In addition to the nationally negotiated general increase, which was 2.0% in 2018 (and a higher figure for staff on lower points in the national pay spine), many colleagues at the University also receive annual increments and promotion via the academic career pathways.

Between March 2018 and March 2019, the average increase in salary (full-time equivalent) for each colleague was 4.3%. Last year, 49 academic colleagues were promoted through our revised academic promotions process.

Over the 5 year period 2013/14 to 2017/18, the number of academic colleagues in the Education and Research job family has increased by nearly 300 (36%), which means the total number of people now working in E&R is over 1000.


Additional Increments

Each year, the University awards additional increments - both additional increments within the normal progression range and contribution points above the normal progression range - for sustained excellent performance. Decisions are made following consideration of recommendations from Pro-Vice-Chancellors and Directors of Professional Services. Decisions are taken at the end of the University year and increments are paid from the commencement of the new year on 1 August. At the end of the 2017/18 University year, the following decisions were made:

  • 70 increments were awarded (35 females and 25 males)
  • 42 increments were awarded to Professional Services staff (32 females and 10 males)
  • 28 were awarded to academic staff (13 females and 15 males).