Case Study: Equal Pay - University of Staffordshire

Since November 2004, the University of Staffordshire has been undertaking a comprehensive review of its remuneration policies, comprising the following elements:

• Factor based job evaluation of all staff using a recognised equality-proofed scheme, in partnership with the Trade Unions and in accordance with EOC guidance
• Review and modernisation of remuneration policies and procedures, many of which had not been updated for more than a decade. A new suite of policies on pay and reward issues was agreed with the recognised trade unions. Wherever possible, the University harmonised terms and conditions between differing staff groups.

A new unified pay scale where all staff groups (academic, management, support etc) were placed on one pay scale and were not segregated by differing terms and conditions. This created transparency and equality when looking at an individual’s total reward package

Whilst undertaking this programme of work the University included impact assessment and equality to ensure that the programme achieved its aims.

During 2007 the University will undertake its first Equal Pay Audit and is committed to conducting the exercise regularly to inform future policy design and implementation.

The factor-based job evaluation was completed and the results implemented across the University in January 2007, backdated to August 2006. Appeals from the implementation process are now being considered. Hours of work have been harmonised across all staff groups and the old remuneration policies have been reviewed and updated, with a new set of modernised policies and procedures being introduced. The single pay spine has been introduced as part of the agreement implemented following the job evaluation scheme.