Management Research Report - Pay grade structures and motivation

Hello!

I think this is a great question!

I've recently finished by MSc in HRM too and I struggled to set out my question. My research aim was to "Critically explore the narrative of Performance Management at a UK Uni: Is it fit for purpose for Professional Services." Which is different, however Universities operate on a grading structure which 'set's the scene'.

The grading structures were implemented in Universities to show work of equal value was being paid to staff who completed work of equal value. The 50 point 'pay scale' was introduced and many uni's decided to apply it (this happened about 20/15 years ago). And that's one of the most positively used argument for having a grading structure that I could come across, but this was in online articles not many written journals. This was part of the National Framework Agreement, and some sources can be found by looking at National Committee inquiry into Higher Education (1995).

All employees at the Uni are on a grading structure, and contractual entitlements vary for different grades. There are a few different 'grade scales', there's one that most belong too, one for professors, one for clinical. But for the one that most belong too, the higher grades have a longer notice period, better sick pay entitlements, able to join a pension scheme with voluntary contributions, extra 5 days holiday, and more pay. In terms of benefits though, I do find they are lacking slightly. There's the opportunity to sign up to travel loans, cycle 2 work, childcare vouchers (but closed to new entrants) for all grades, and there's discounts we have that are open to students. There is sometimes a question who those on higher grades get extra annual leave days, but this is because they don't get paid for over time, whereas lower grades do, or they get TOIL.

There's a lot of history with HEI's which may make be different to industry based organisations though. Performance related pay isn't something that exists on a bigger scale here either. There is a scheme that takes place once a year, and line managers put their staff forward, it goes though a few panels, and if approved staff get a little bit of cash, and its pro-rata but its really small, and most grades can apply for this. And, there's a dinner that some can go to, but again, very small and I think about 0.5% get to go to the yearly dinner. There's a bigger reward for staff if they stay for 25 years, than if they are 'excellent' or 'outstanding'.

Good luck with you project!

E

Hello!

I think this is a great question!

I've recently finished by MSc in HRM too and I struggled to set out my question. My research aim was to "Critically explore the narrative of Performance Management at a UK Uni: Is it fit for purpose for Professional Services." Which is different, however Universities operate on a grading structure which 'set's the scene'.

The grading structures were implemented in Universities to show work of equal value was being paid to staff who completed work of equal value. The 50 point 'pay scale' was introduced and many uni's decided to apply it (this happened about 20/15 years ago). And that's one of the most positively used argument for having a grading structure that I could come across, but this was in online articles not many written journals. This was part of the National Framework Agreement, and some sources can be found by looking at National Committee inquiry into Higher Education (1995).

All employees at the Uni are on a grading structure, and contractual entitlements vary for different grades. There are a few different 'grade scales', there's one that most belong too, one for professors, one for clinical. But for the one that most belong too, the higher grades have a longer notice period, better sick pay entitlements, able to join a pension scheme with voluntary contributions, extra 5 days holiday, and more pay. In terms of benefits though, I do find they are lacking slightly. There's the opportunity to sign up to travel loans, cycle 2 work, childcare vouchers (but closed to new entrants) for all grades, and there's discounts we have that are open to students. There is sometimes a question who those on higher grades get extra annual leave days, but this is because they don't get paid for over time, whereas lower grades do, or they get TOIL.

There's a lot of history with HEI's which may make be different to industry based organisations though. Performance related pay isn't something that exists on a bigger scale here either. There is a scheme that takes place once a year, and line managers put their staff forward, it goes though a few panels, and if approved staff get a little bit of cash, and its pro-rata but its really small, and most grades can apply for this. And, there's a dinner that some can go to, but again, very small and I think about 0.5% get to go to the yearly dinner. There's a bigger reward for staff if they stay for 25 years, than if they are 'excellent' or 'outstanding'.

Good luck with you project!

E