Salary Assimilation, Role Analysis, Green & Red Circling Information
This is the analysis of each role within the University, using a common analytical measurement mechanism. Each role is then assigned a grade on the new grading structure according to the ‘size’ of that role. This allows us to ensure fair and
consistent treatment across all types of roles as well as meeting equal pay for work of equal value considerations.
Role analysis determines the grade for a role; it does not determine the salary point for an individual within that grade.
stRole analysis will now be implemented on 1 June 2006 following the completion of a
detailed plan of activity covering a number of related areas such as promotions/re-gradings.
Salary Point Assimilation
This means that all individuals are placed on a point on the new salary spine in line with their current salary and the agreed assimilation table (see www.leeds.ac.uk/hr).
This has been done to ensure any negative tax implications for individuals as a result of paying back-pay in the following tax year are minimised.
Assimilation of an individual to a salary point is not confirmation of the grade to which their role will be aligned as an outcome of role analysis.
stWhen role analysis is implemented on 1 June 2006, each individual’s grade and
resulting salary will be confirmed.
An individual will be considered as ‘green circled’ if the salary they are receiving on st1 June 2006 is lower than the minimum of the salary range of the grade to which their role has been aligned following role analysis.
In these cases, individuals will be moved to the minimum point on the higher grade stand the change will be backdated to 1 August 2005, the date it was agreed that role
analysis would be effective from.
stAn individual will be considered as red circled if the salary they are receiving on 1
June 2006 is higher than the salary range of the grade their role is assigned to following role analysis.
In a small number of cases this difference may be due to market forces and investigation into these cases will be undertaken to identify if a market supplement is justified.
In all other cases an individual will work with their line manager and faculty/service HR Manager to develop a personal development plan (PDP) to develop the role or the individual to enable them to move to a different role at the grade their current salary falls within.
Whilst undertaking this PDP individuals will receive pay protection for three years at the salary they are assimilated to in March 2006. During this time they will receive cost of living increases but no further incremental progression. Pay protection for ststaff red circled as a result of implementation will start on 1 June 2006.
Although assimilation to a salary point is being done on the basis of current salary and not on the outcome of role analysis, for the majority of staff it is expected that stthere will be no further change in salary once role analysis is implemented on 1
June 2006. This is because, with the exception of staff who are green or red circled, the salary point to which they have been assimilated will fall within the grade to which their role is aligned.