Updates 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.

National Negotiations 2019/20

There have been four national-level meetings between UCEA and trade unions focusing on the issues of workload, gender pay gap and ethnicity pay and casual employment in the Higher Education sector. These meetings took place on 26 November, 17 December, 10 January and 24 January. 

Following the meeting on 24 January, UCEA (representing universities as employers) have made an modified offer

At the University of Exeter, we are already working with trade unions on this issues:

  • The Vice-Chancellor has commissioned the Fair Employment For All working group which will progress UCEA's proposals for “fair flexible employment arrangements” within Exeter.
  • We are also working with trade unions on workloads and wellbeing through the Positive Work Environment. You can read about the progress we have made in the first year following the release of the outcomes of the 2018 Engagement Survey here.
  • Trade union representatives are also involved in developing the University's gender and race equality action plans, which include reviewing data on the gender pay gap and ethnicity pay gap. For more information on equality, diversity and inclusion, and thew work of the Equality Groups, see the Equality, Diversity and Inclusion webpages, where you can read our published gender pay gap reports.

2019 National Pay Increase

Following the conclusion of the 2019 national pay negotiations, the University increased pay rates by 1.8% in August 2019. All points on the payspine were increased by 1.8% from 1 August 2019, with higher increases at the lower end of the national pay spine, where points up to 16 have increased by more than 1.8%. In addition, around half of colleagues in Grades B to H also received an increment (worth up to 3%) in August 2019. The 2019 national increase of 1.8% is higher than the current rate of inflation (CPIH), which was 1.7% in August 2019. New independent research, commissioned by the University and Colleges Employers Association (UCEA), looking at the real-terms change in the value of the national (JNCHES) pay spine, show that all points on the national payscale have kept pace with inflation since 2013-14. .

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).

2018/19 Expenditure on Staff 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.