Frequently asked questions: Changes to Pay Scales for Grades B to F

The details can be found on Trent Self Service, then click on your current job (under “Position”).

This will take you to details about your current grade and pay.

Up to 4pm on 9 November you will be able to see your current pay spine. Changes to the details on Trent Self Service will be made on 10 November, so if you access your details after 11 November it will reflect any changes made. 

Please look at the revised pay scale for your grade which will indicate the changes and the new salary for each point on the affected grades.

The 2022 performance increment process, which provides for Faculties and Divisions to recommend colleagues who have demonstrated sustained high performance for an additional increment, has been paused whilst we have been reviewing the pay scales. Details of the 2022 process will be circulated to leaders in Faculties and Divisions shortly.

If there is a change to your salary and you are in in the first six months your payments will increase in line with any changes to pay, if you are receiving SMP/SAP/SShPP only the changes will be reflected in your salary when you return to work.

Colleagues who are acting up to a higher grade will have their payments recalculated to take into account the changes to the pay scales and where applicable the payments will be increased to reflect any changes in pay.

In Grades D, E and F, where we have deleted points from the bottom of the grade, we have recognised the experience of colleagues who are paid at or above the new entry point, who are not yet in the contribution range, by paying an additional increment from November.

Yes, rates paid to workers paid through eClaims and the Temporary Resourcing Unit will be also be amended from Monday 7 November.

Yes, Postgraduate Teaching Associates, who are paid at Grade E, will benefit from these changes if your current pay spine is changed.

The changes were made with a limited financial budget, with a specific focus on the grades up to Grade F where changes are necessary to ensure that we can continue to compete in challenging recruitment markets. Colleagues in the contribution range of Grades D, E and F who will remain on their current salary, have benefited from the national pay increase applied in August.

Whilst the points have been reduced in Grade E and Grade F there will still be the ability for staff to be considered for a performance increment once they have reached the top of the automatic spine points.

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.

Yes this will allow colleagues in these grades to progress up the scale in future years, and receive further increases to their pay to recognise their experience.

Yes apprentices are included in the changes. Please look at the web page link for your grade to see the change to your pay scale.

There will be no changes to additional payments such as Shift Allowance which is increased annually in line with the nationally agreed pay uplift.

For colleagues on Grade C point L6, we are applying our standard eligibility criteria for progression – a requirement that you have been paid at this point on or before 1 February. This is applied consistently to incremental progression each August and cannot be varied to take account of personal circumstances.

For colleagues on Grade D point 19, we are applying our standard eligibility criteria for progression – a requirement that you have been paid at this point on or before 1 February. This is applied consistently to incremental progression each August and cannot be varied to take account of personal circumstances.

As Universal Credit is a government payment and is based on your income it can be affected by changes to pay, more details can be found here Universal Credit: What Universal Credit is - GOV.UK (www.gov.uk).

Your progression will be unaffected by these changes.

No. The grades are changing for all colleagues in Grades from B to F, not just for new starters.

As with normal increases to salary, usually occurring on an annual basis, any salary costs (including oncosts) associated to staff working directly on externally funded research activity will be considered as a cost of research. As such it is important that these costs are charged initially through to the external research grant that the activity relates to.  As an eligible cost of research, recognised by funders, they will form part of the overall cost of completing research projects and will need to be factored in by grantholders against their available budgets.  Grantholders will be expected to manage their expenditure against those budgets as normal and, where possible, ensure overspending does not occur.  We do appreciate though, that in some circumstances (projects nearing their end and/or those with no ability to offset the additional staff costs by reducing expenditure against other budgets for example) an overspend as a result of this amendment to staff pay will be unavoidable.  In these circumstances, Faculties will accept the overspend.  Grantholders will not be expected to do anything immediately, as a result of these changes. Additional costs will automatically flow through to project accounts.  Any potential overspend should be handled as part of normal budget management.   

Research Services cluster teams can support discussions regards budget management for externally funded research grants and contracts, however, please be aware that responses to any specific questions about the impact to individual projects as a result of these changes will need to be prioritised, according to proximity to project end date and/or claims to funders, and we would ask that you consider the urgency before making contact.  If you have a more general question (not specific to your grant) please raise this via the Faculty management team, who can liaise with Research Services where appropriate.