Message from the Vice-Chancellor:
Changes to Pay Scales for Grades B to F

Dear Colleagues,

Our People are at the heart of Strategy 2030 and, in this strategy, we make an important commitment to support each other to thrive, be fulfilled and reach our potential. We know that everyone working at the University plays an essential role in our current and future successes and that, to continue to deliver our strategy, we need to be able to recruit, retain and develop colleagues with the skills we need for the future.  One way in which we aim to do this is by reviewing our pay scales, with a particular focus on our colleagues in Grades B to F, where retention and local, national and international recruitment is most challenging. 

That is why, over recent months, the University Executive Board has been exploring options to make positive changes to the salaries of most of our colleagues on Grades B to F. I am pleased to say that our proposals have now been approved by the University Council. They have also been discussed with our campus Trade Unions.  

The changes, outlined below, will come into effect from 1 November 2022: 

Grade B

On 1 September, we applied the 2022 increase to the Living Wage, which resulted in an increase to the first point of Grade B from £18,790 (in July 2022) to £20,688. From 1 November, we will also extend the pay scale range for those on Grade B from 2 points to 4 points (raising the top of Grade B to £21,633) to recognise the contribution of more experienced colleagues in this grade. This means that, from 1 November, the new salary range for those on Grade B will be £20,688 to £21,633.
For more information on the changes to Grade B and how colleagues will be impacted, please visit our webpage.

Grade C 

We will increase the first point of Grade C from £22,048 to £22,715. This means that, from 1 November, the new salary range for those on Grade C will be £22,715 to £24,587. From August 2023, we will also convert the contribution points to normal progression points so that colleagues can progress to the top of the grade in order to recognise their experience over time. 
For more information on the changes to Grade C and how colleagues will be impacted please visit our webpage.

Grade D 

We will increase the first point of Grade D from £22,662 to £24,948. This means that, from 1 November, the new salary range for those on Grade D will be £24,948 to £27,929. From August 2023, we will also convert the contribution points to normal progression points so that colleagues can progress to the top of the grade to recognise their experience over time. 
For more information on the changes to Grade D and how colleagues will be impacted, please visit our webpage.

Grade E 

We will increase the first point of Grade E from £28,762 to £30,502. This means that, from 1 November, the new salary range for those on Grade E will be £30,502 to £36,386.
For more information on the changes to Grade E and how colleagues will be impacted, please visit our webpage.

Grade F 

We will increase the first point of Grade F from £37,474 to £39,745. This means that, from 1 November, the new salary range for those on Grade F will be £39,745 to £48,841. 
For more information on the changes to Grade F and how colleagues will be impacted, please visit our webpage.

While we are not making changes to Grades G and H, colleagues in these grades will continue to be able to progress through the contribution points, subject to performance.  We will shortly be advising senior managers in faculties and professional services divisions on the process and timescale for recommendations for implementation this year.

The changes outlined above are being implemented in addition to the extra costs of the national pay increase of 3% and the incremental progression that was applied to many colleagues’ pay as of 1 August 2022. The additional cost of introducing these changes is approximately £4 million. This cost will increase year on year and is in addition to our existing spending commitments. The expected reversal of the National Insurance increase from 1 November 2022 will help us to fund some, but not all, of these changes. To ensure we remain within budget, we must continue to carefully manage our finances so that we are able to maintain high levels of student and colleague support, whilst investing in key areas to deliver on the ambitions set out in Strategy 2030.

We want the University to be a great place to work, being an employer that provides excellent benefits and career development opportunities, as well as focusing on the ways we can work together to improve all aspects of colleague reward, recognition and support.

Of course, there are many other aspects of colleague support and reward that we are currently working on. We will continue to update you on the progress of the “Our People” pillar of Strategy 2030, which includes a review of the Exeter Academic and career progression for Professional Services colleagues and I want to assure you that we will continue to prioritise colleague wellbeing through the work of our Wellbeing, Inclusion and Culture Committee.

Best wishes,

Lisa

Professor Lisa Roberts
Vice-Chancellor 

Email sent 2 November 2022