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href="/admin-services/human-resources/procedures/fixed-term-workers/faqs/">Frequently asked questions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/">Workplace adjustments</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustments-process/">Workplace adjustments process</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustments-process/workplace-adjustment-process-for-managers/">Workplace Adjustment Process for Managers</a></li> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustments-process/workplace-adjustments-review-meeting/">Workplace Adjustments Review Meeting</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/workplace-adjustments/workplace-adjustment-passports/">Workplace adjustment passports</a> <ul 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undertakings procedure (TUPE)</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/mediation/">Mediation</a></li> <li><a href="/admin-services/human-resources/procedures/overseas-working/">Overseas working</a></li> <li><a href="/admin-services/human-resources/procedures/personal-relationships/">Personal relationships </a></li> <li><a href="/admin-services/human-resources/procedures/performance-improvement/">Performance improvement</a></li> <li><a href="/admin-services/human-resources/procedures/probation-periods/">Probation periods</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/">Recruitment </a></li> <li><a href="/admin-services/human-resources/procedures/references-guidance/">References guidance</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/">Resolution</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/procedures/resolution/staffraising/">For staff requesting resolution</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/staffagainst/">For staff who have a complaint raised against them</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/investigation/">For managers conducting a formal investigation</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/managers/">Line managers of staff requesting resolution</a></li> <li><a href="/admin-services/human-resources/procedures/resolution/facilitated-conversations/">Facilitated Conversations</a></li> </ul> </li> <li><a href="/admin-services/human-resources/compliance-and-immigration/safeguarding/">Safeguarding</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/secondments-/">Secondments</a></li> <li><a href="/admin-services/human-resources/procedures/sri/">Senior research investigators</a></li> <li><a href="/admin-services/human-resources/procedures/sexual-harassment-sexual-misconduct-and-sexual-violence-/">Sexual Harassment, Sexual Misconduct and Sexual Violence </a></li> <li><a href="/admin-services/human-resources/leave/sickness-absence/">Sickness absence</a></li> <li><a href="/admin-services/human-resources/procedures/smoke-free-policy/">Smoke free policy</a></li> <li><a href="/admin-services/human-resources/procedures/social-networking/">Social networking and personal internet presence</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/">Work Location Framework</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/procedures/work-location-framework/overview-and-values/">Overview, Values and principles</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/work-location/">Work location</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/disabled-staff-and-workplace-adjustments-/">Disabled staff and Workplace Adjustments </a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/determining-work-location/">Determining work location</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/hybrid-working---practical-considerations/">Hybrid working - practical considerations</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/interaction-of-the-work-location-framework-and-the-flexible-working-policy/">Interaction of the Work Location Framework and the Flexible Working Policy</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/support/">Additional support and guidance</a></li> <li><a href="/admin-services/human-resources/procedures/work-location-framework/faqs/">FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/procedures/workload-principles/">Workload Principles</a></li> </ul> </li><li><a href="/admin-services/human-resources/recruitment-and-promotions/">Recruitment and Promotions</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/">Recruitment and Progression</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/inclusive-recruitment/">Inclusive Recruitment</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/">Professional, Technical and Operational (PTO) Establishment Review</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/">Guidance</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-for-line-managers/">Guidance for Line Managers</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-on-application-form/">Guidance on Application Form</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/guidance/guidance-on-writing-job-descriptions/">Guidance on Writing Job Descriptions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-technical-and-operational-pto-establishment-review/frequently-asked-questions/">Frequently Asked Questions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/">Academic, Senior Research and Senior Teaching appointments</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/college-consuls/">College Consuls</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/chairs-professors-readers-researchers/">Appointment of Senior Academics, Senior Research and Senior Teaching staff</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/academic-senior-research-and-senior-teaching-appointments/chairs-professors-readers-researchers/further-particulars-/">Further Particulars </a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/honorary-and-visiting-associations/">Honorary and visiting associations</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/professional-teaching-and-research-staff-appointments/">Professional, teaching and research staff appointments</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/">Temporary worker appointments</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/existing-casual-workers/">Existing casual workers</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/existing-casual-workers/frequently-asked-questions/">Frequently Asked Questions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/prospective-casual-workers/">Prospective casual workers</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/">Hiring Departments</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/">Hiring casual workers</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/frequently-asked-questions/">Frequently Asked Questions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/hiring-departments/hiring-casual-workers/app-user-guides/">App user guides</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/temporary-worker-appointments/graduate-teaching-assistants/">Graduate Teaching Assistants</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/starting-salary-guidance-/">Starting salary guidance </a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/recruitment/new-job-site-faq/">FAQs for new job site platform</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/">Promotions</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/academic-promotions/">Academic Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/learning-promotions/">Learning Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/research-staff-promotion-and-progression-review/">Research Promotions</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/promotions/teaching-promotions/">Teaching Promotions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/">Contract types and contract changes</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/types/">Contract type guidance</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/role-guidance/" class="">Contract change form guidance</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/approvers/" class="">Trusted Requesters and Approvers for contract changes</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/contracts/contract-changes/">Contract changes for current staff</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/">Job families and grades</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/academic/">Academic</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/academic-and-research/">Research</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/learning-and-teaching/">Learning and Teaching</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/operational/">Operational services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/professional/">Professional services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/technical/">Technical services</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/">Working Group to review the Learning and Teaching and Research Terms and Conditions and the use of Fixed Term Contracts</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-i/">Phase I</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-ii/">Phase II</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/teaching-and-research-working-group/phase-iii/">Phase III</a></li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/" class="">Working Group to review Academic Titles and Progression at Imperial</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/terms-of-reference/" class="">Terms of Reference</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/working-group-members/" class="">Working Group Members</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/meeting-summaries/" class="">Meeting Summaries</a></li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/job-families-and-grades/working-group-to-review-academic-titles-and-progression-at-imperial/faqs/" class="">FAQs</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/recruitment-and-promotions/secondments-/">Secondments </a></li> </ul> </li><li><span class="currentbranch0"><a href="/admin-services/human-resources/pay-and-pensions/">Pay and pensions</a></span> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/">Principles of pay</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/">2024 Gender, Ethnicity, and Disability Pay Gap Reports</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-ethnicity-and-disability-quartiles/">Gender, ethnicity and disability quartiles</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-ethnicity-and-disability-mean-and-median-pay-gaps/">Gender, ethnicity and disability mean and median pay gaps</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/gender-pay-gap-in-bonuses/">Gender pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/ethnicity-pay-gap-in-bonuses/">Ethnicity pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/disability-pay-gap-bonuses/">Disability pay gap in bonuses</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/">Comparison of previous gender and ethnicity pay gap data</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/previous-gender-data/">Comparison of 2017-2024 gender data</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/previous-gender-and-ethnicity-data/previous-ethnicity-data/">Comparison of 2018-2024 ethnicity data</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/principles-of-pay-and-recognition/gender-and-ethnicity-pay-gap/initiatives-and-projects/">Initiatives and projects</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/">Pensions</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-basics/">Pensions basics</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/">SAUL pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-care/">SAUL Care</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-start/">SAUL Start</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-data-breach/">SAUL data breach</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/saul/saul-drop-ins-2024/">SAUL Drop-ins 2024</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/">USS pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/">USS valuations</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/">What is a valuation?</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/glossary-of-parties-involves/">Glossary of terms including the parties involved</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/timeline/">Timeline</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/history/">How did we get here?</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/frequently-asked-questions/">Frequently asked questions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-is-a-valuation/external-resources/">External resources which may help you understand your pension </a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/how-might-this-affect-me/">How might this affect me?</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/">What the College is doing</a> <ul class="multilevel-linkul-4"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/uss-staff-working-group/">USS Staff Working Group</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/imperial/">Our involvement with previous consultations and valuations</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/joint-statement/">Joint statement from Imperial College London and the Imperial College UCU branch</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/changes/what-the-college-is-doing/joint-letter/">Joint letter from the Universities of Cambridge and Oxford and Imperial College London</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/uss-prudential-facility/">USS Prudential Facility</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/capita-cyber-incident/">Capita Cyber Incident</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/uss/uss-drop-ins-2024/">USS Drop-ins 2024</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/nhsps/">NHS pension scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/nhsps/nhs-scheme-pays/">NHS 19/20 scheme pays</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/">The Federated Pension Scheme</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/statement-of-investment-principles/">Statement of Investment Principles – May 2024</a> <ul class="multilevel-linkul-3"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/the-federated-pension-scheme/statement-of-investment-principles/implementation-2324/">Implementation 23/24</a></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/financial-advice/">Financial advice</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/financial-planning/">Financial planning</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/tax-relief-on-pension-contributions/">Tax relief on pension contributions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/approaching-retirement/">Approaching retirement</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/retirement-options/">Retirement options</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/retirement-options/faqs/">FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-auto-enrolment/">Pensions auto-enrolment</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensions-auto-enrolment/2019-re-enrolment/">2022 Re-Enrolment</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/">PensionSMART</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/new-starters-information/">New starters information</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/terminology-explained/">Terminology explained</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pensionsmart/pensionsmart-faqs/">PensionSMART FAQs</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pension-options-for-overseas-staff/">Pension options for overseas staff</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pensions/pension-faqs/">Pension FAQs</a></li> </ul> </li> <li><span class="currentbranch1"><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/">Pay initiatives</a></span> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/">Annual pay award</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/jtus-pay-claim-202425/">JTUs pay claim 2024/25</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/annual-pay-award/imperials-full-and-final-pay-offer-202425/">Imperial's full and final pay offer 2024/25</a></li> </ul> </li> <li><span class="currentbranch2"><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">Pay review</a></span> <ul class="multilevel-linkul-2"> <li><span class="currentbranch3"><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/guidance-for-managers/">Guidance for managers</a></span></li> </ul> </li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/payroll-deadlines/">Payroll deadlines</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/salaries/">Salaries</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/salaries/engaging-agency-workers--guidance-for-managers/">Engaging agency workers- Guidance for managers</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/terms-and-conditions/">Terms and conditions</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/attraction-and-retention-at-imperial/">Attraction and retention at Imperial</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/" class="">Benchmarking</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/professional-technical-operational-and-learning-benchmarks/" class="">Professional, technical, operational and learning benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/research-job-family-benchmarks/" class="">Research job family benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/teaching-fellows-benchmarks/" class="">Teaching Fellows benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/national-academic-job-family-benchmarks/" class="">National Academic job family benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/american-benchmarks/" class="">American benchmarks</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/benchmarking/international-academic-job-family-benchmarks/" class="">International Academic Job Family Benchmarks</a></li> </ul> </li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/">Industrial action</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-students/">Industrial action: guidance for students</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-staff/">Industrial action: guidance for staff</a></li> <li><a href="/admin-services/human-resources/pay-and-pensions/industrial-action/industrial-action-undergraduate-marking-and-assessment/">Industrial action: undergraduate marking and assessment</a></li> </ul> </li> </ul> </li><li><a href="/admin-services/human-resources/leave/">Leave and absence</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/leave/annual-leave/">Annual leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/annual-leave/additional-leave/">Purchasing additional annual leave</a></li> <li><a href="/admin-services/human-resources/leave/annual-leave/calculations/">Calculations for annual leave</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/sickness-absence/">Sickness absence</a></li> <li><a href="/admin-services/human-resources/leave/university-closure-days/">University closure days</a></li> <li><a href="/admin-services/human-resources/leave/carers-leave/">Carers leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/">Family leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/family-leave/adoption/">Adoption leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/fertility-treatment/">Leave for fertility treatment</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/maternity/">Maternity leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/paternity-maternity-support-leave/">Paternity and maternity support leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/shared-parental/">Shared parental leave</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/surrogacy/">Surrogacy</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/keep-in-touch/">Keeping in touch days</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/new-parents/">Parents and carers workshops</a></li> <li><a href="/staff/parents-network/parental-portal/">Parental portal</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/leave/special-leave/compassionate/">Compassionate leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/domestic-emergency/">Domestic emergencies leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/family-emergency/">Family emergencies leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/jury-service/">Jury service</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/leave-of-absence-for-academics/">Leave of absence for academics</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/public-duties/">Leave for public duties</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/witness-duty/">Leave for witness duty</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/parental-bereavement-leave/">Parental Bereavement Leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/parental/">Parental leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/academic-sabbatical/">Sabbatical leave for academic refreshment</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/personal-sabbatical/">Sabbatical leave for personal refreshment</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/reserve-forces/">Service in the volunteer reserve forces</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/study/">Study leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/unpaid/">Unpaid leave</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/system-administrators/">Leave and absence system administrators </a></li> </ul> </li><li><a href="/admin-services/human-resources/support-and-advice/">Support and advice</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/support-and-advice/support-for-staff/">Support for staff</a></li> <li><a href="/admin-services/human-resources/support-and-advice/support-for-managers/">Support for managers</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/support-and-advice/support-for-managers/new-manager-faqs/">New manager FAQs</a></li> </ul> </li> <li><a href="/admin-services/staff-development/">Development</a></li> <li><a href="/admin-services/equality/">Equality</a></li> <li><a href="/staff/health-and-wellbeing/">Wellbeing</a></li> </ul> </li><li><a href="/admin-services/human-resources/benefits/">Benefits</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/">Saving you money</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/electric-vehicle-scheme/">Electric Vehicle Scheme</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/perks-at-work/">Perks at Work</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/perks-at-work/perks-at-work-for-family--friends/">Perks at Work for family & friends</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/perks-at-work/perks-at-work-for-former-colleagues/">Perks at Work for former colleagues</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/cycle-to-work-scheme/">Cycle to Work scheme</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/">Discounts</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/local-discounts/">Local Discounts</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts/online-discounts/">Online Discounts</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/social/">Social activities</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/saving-you-money/social/walk/">Lunchtime walks</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/discounts-for-teachers/">Discounts for teachers</a></li> <li><a href="/admin-services/human-resources/benefits/saving-you-money/overdrive/">Libby - borrow recreational audiobooks and e-books</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/">Looking after your money</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/loans/">Loans</a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/childcare-support-/">Childcare Support </a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/rental/">Rental deposit loan scheme</a></li> <li><a href="/admin-services/human-resources/benefits/looking-after-your-money/give-as-you-earn-gaye/">Give As You Earn (GAYE)</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/your-development/">Your development</a> <ul class="multilevel-linkul-1"> <li><a href="/staff/carers-network/being-a-carer-at-imperial/carers-support/">Carers' Support</a></li> <li><a href="/admin-services/human-resources/benefits/your-development/teaching-fellows-10-development-days/">Teaching Fellows 10 development days</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/">Live well, work well</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/mbs/">Mind, body and soul</a></li> <li><a href="/admin-services/human-resources/benefits/live-well-work-well/bupa-eduhealth/">Private health insurance (Bupa Eduhealth)</a></li> </ul> </li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/">Supporting you and your family</a> <ul class="multilevel-linkul-1"> <li><a href="/staff/carers-network/">Carers' network</a></li> <li><a href="/staff/early-years/">Early Years</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/my-family-care/" class="">My Family Care</a></li> <li><a href="/admin-services/human-resources/leave/family-leave/">Family leave</a></li> <li><a href="/admin-services/human-resources/leave/special-leave/">Special leave</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/elsie-widdowson-fellowship-award/">Elsie Widdowson Fellowship Award</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/elsie-widdowson-fellowship-award/case/">Case studies</a></li> </ul> </li> <li><a href="/staff/parents-network/">Parents' Network</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/bumps/">Parents Network informal meetings</a></li> <li><a href="/admin-services/human-resources/benefits/supporting-you-and-your-family/imperial-activity-camp/">Imperial activity camp</a></li> </ul> </li> <li><a href="/admin-services/human-resources/leave/">Leave</a></li> <li><a href="/admin-services/human-resources/benefits/feedback/">Your benefits feedback</a></li> </ul> </li><li><a href="/admin-services/human-resources/engagement/">Staff Engagement</a> <ul class="multilevel-linkul-0"> <li><a href="/admin-services/human-resources/engagement/staff-survey/">Staff survey</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/staff-survey/results/" class="">Results 2024</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/confidentiality-/">Confidentiality </a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/faqs/">FAQs</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/visual-identity/">Visual identity</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/past-surveys/" class="">Past surveys</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/contact-us/">Contact us</a></li> <li><a href="/admin-services/human-resources/engagement/staff-survey/engagement-champions/">Engagement Champions</a></li> </ul> </li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/">Support services social committee</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/events-and-activities/">Events and activities</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/committee-members/">Committee members</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/queens-tower-tour-review/">Queen's Tower tour review</a></li> <li><a href="/admin-services/human-resources/engagement/support-services-social-committee/new-starters-networking-events/">New starters networking events</a></li> </ul> </li> <li><a href="/admin-services/human-resources/engagement/thank-you-day/">Thank you day</a></li> <li><a href="/admin-services/human-resources/engagement/long-servers-events/">Long servers events</a></li> <li><a href="/admin-services/human-resources/engagement/wellbeing/">Wellbeing survey</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/engagement/wellbeing/wellbeing-survey-results/" class="">Wellbeing survey results</a></li> </ul> </li> </ul> </li><li><a href="/admin-services/equality/">Equality</a></li><li><a href="/admin-services/human-resources/about-us/">About us</a> <ul class="multilevel-linkul-0"> <li><a href="/about-the-site/accessibility/">Accessibility statement</a></li> <li><a href="/admin-services/human-resources/about-us/a-z/">A-Z</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/">Contact us</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/ask-staff-hub/">Ask the Staff Hub</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/central-hr-administration/">Central HR Administration</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/directors-office/">Director's Office</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/">Employee Relations and HR Policy</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/report-and-support-data-2023/">Report and Support data 2023</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/report-and-support-data-2022/">Report and Support data 2022</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-data-2023/">Employee Relations data 2023</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-data-2022/">Employee Relations data 2022</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/employee-relations-and-hr-policy/employee-relations-training/">Employee Relations Training</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/contact-us/recruitment-hub/">Recruitment Hub</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/senior-appointments/">Senior Appointments</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/hr-partnering-and-reward/">HR Partnering and Reward</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/systems-and-information/">Systems and Information</a> <ul class="multilevel-linkul-2"> <li><a href="/admin-services/human-resources/about-us/contact-us/systems-and-information/insights/" class="">HR Insights</a></li> <li><a href="/admin-services/human-resources/about-us/contact-us/systems-and-information/systems/" class="">HR Systems</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/contact-us/staff-compliance-and-immigration/">Staff Compliance and Immigration</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/hr-notices-/">HR Notices </a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/">People Strategy 2022+</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/foreward/">Foreword</a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/foundations/">Foundations</a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/finding-and-developing-diverse-talent/">Finding and developing diverse talent</a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/supporting-an-inclusive-culture-and-leadership/">Supporting an inclusive culture and leadership</a></li> <li><a href="/admin-services/human-resources/about-us/peoplestrategy/building-a-resilient-workplace/">Building a resilient workplace</a></li> </ul> </li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/">Service Level Agreements</a> <ul class="multilevel-linkul-1"> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/slas/">HR Staff Hub</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/recruitment-hub/">Recruitment Hub</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/temporary-worker-team/">Temporary Worker Team</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/job-evaluation/">Job Evaluation</a></li> <li><a href="/admin-services/human-resources/about-us/service-level-agreements/staff-compliance/">Staff Compliance</a></li> </ul> </li> </ul> </li>  </ul> </nav> </div> </div> </div> </div> </header> <main id="page"> <div class="show-no-js"> <div class="container"> <p class="step-1">In this section</p> <nav class="nav-fallback"> <ul class="nav-fallback__parent"> <li> <a class="lwi" href="/admin-services/human-resources/"> Human Resources </a> </li> </ul> </nav> </div> </div> <div class="container content-template" id="content"> <nav class="page-area-heading"> <a href="/admin-services/human-resources/">Human Resources</a> </nav> <div class="page-heading lg-8 sm-12"> <div class="breadcrumbs"> <ul> <li><a href="/">Imperial Home</a></li> <li><a href="/admin-services/">Administration and support services</a></li><li><a href="/admin-services/human-resources/">Human Resources</a></li><li><a href="/admin-services/human-resources/pay-and-pensions/">Pay and pensions</a></li><li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/">Pay initiatives</a></li><li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">Pay review</a></li><li><a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/guidance-for-managers/">Guidance for managers</a></li> </ul> </div> <h1>Guidance for managers</h1> </div> <div class="row row--space-between flow-opposite top" id=""> <aside class="col lg-3 md-4 sm-12"> </aside> <div class="col lg-8 sm-12" role="main" id="primary-content">  <div class="module flow-m"> <div class="row wysiwyg"> <p>A PDF version of the <a href="/media/imperial-college/administration-and-support-services/hr/public/pay-and-pensions/Pay-Review_Guidance-for-Managers_A5-Brochure.pdf">Pay Review Framework - Guidance for Managers</a> is available here.</p> <p>Below is the accessible content of the PDF attachment:</p> </div> <div class="heading"> <h2 class="title sr-only"> Guidance for managers </h2> </div> <div class="a11y-accordion-tabs wysiwyg"> <div class="accordion-tabs js-tabs" data-tabs-allowed="false" data-start-collapsed="true"> <ul role="tablist" class="tabs-tab-list"> <li role="presentation"> <a href="#tabpanel_1393209" role="tab" id="tab_1393209" aria-controls="tabpanel_1393209" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Overview </a> </li><li role="presentation"> <a href="#tabpanel_1393218" role="tab" id="tab_1393218" aria-controls="tabpanel_1393218" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Equity Pay Review </a> </li><li role="presentation"> <a href="#tabpanel_1393222" role="tab" id="tab_1393222" aria-controls="tabpanel_1393222" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Achievement Pay Review </a> </li><li role="presentation"> <a href="#tabpanel_1393226" role="tab" id="tab_1393226" aria-controls="tabpanel_1393226" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Responsibility of managers </a> </li><li role="presentation"> <a href="#tabpanel_1393227" role="tab" id="tab_1393227" aria-controls="tabpanel_1393227" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Funding for Equity and Achievement Pay awards </a> </li><li role="presentation"> <a href="#tabpanel_1393230" role="tab" id="tab_1393230" aria-controls="tabpanel_1393230" aria-selected="true" class="tabs-trigger js-tabs-trigger"> Types of awards </a> </li> </ul> <section id='tabpanel_1393209' role='tabpanel' aria-labelledby='tab_1393209' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393209' tabindex='0'> Overview <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>The annual Equity and Achievement Pay Review processes allows managers to address equal pay and internal benchmarking disparities in their area and to reward staff for exceptional contribution and achievement. The process is applicable to all staff on Imperial's terms and conditions, with the exception of individuals with a live Employee Relations sanction and staff paid on Clinical/Agenda for Change pay scales.</p> <p>Both processes will commence in early June and awards are implemented in the October payroll. Please note: recommendations as part of this process must not be discussed with employees until these are formally agreed.</p> <p>The Head of HR for each area will be on hand to guide managers through the process and recommendations for pay awards should be made alongside support from them.</p> <p>FAQ's on the Pay Review processes are available on the <a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">main Pay Review webpage</a>.</p> <p>Department pay review recommendations will undergo an Equality Impact Assessment, prior to review by Local Decision-Making Boards (at Faculty/ Business School/Support Service area level) to ensure recommendations meet the criteria and that sufficient evidence to support recommendations has been provided. This is in line with the university's commitment to reducing its gender and ethnicity pay gaps and, ensuring equity and a consistent application of achievement pay review awards.</p> <p>This Managers Guidance sets out key definitions around equal and internal market pay, as well as key considerations for managers to ensure consistency in the application of pay awards. The timeline for the exercise is available on the <a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">main Pay Review webpage</a>.</p> <p><strong>Note:</strong> The Pay Review processes are separate from the Establishment Review process for Professional, Technical and Operational staff. The latter is a result of significant changes to roles and job descriptions/structure of a team and require a grade review. The Head of HR for your area will be able to advise on the appropriate process to use.</p> </div> </section><section id='tabpanel_1393218' role='tabpanel' aria-labelledby='tab_1393218' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393218' tabindex='0'> Equity Pay Review <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>The Equity Pay Review is the process through which we ensure what we pay is consistent, fair, and balanced across roles so that staff receive equal pay for work of equal value.</p> <p>The process is designed to objectively review each member of staff's salary in line with relevant internal benchmark information. This is in order to ensure parity between colleagues undertaking similar roles across Imperial.</p> <p>Equal pay is different from the gender pay gap, which measures the difference between the average earnings of male and female employees, irrespective of job role or seniority. By law, employers must also not pay an employee less because of their disability, race, religion, sexual orientation or another ‘protected characteristic’.</p> <h4><strong>Internal Benchmarking</strong></h4> <p>Pay benchmarking is a comparison between the employee's salary and the midpoint (median) and mean (average) of their grade. When reviewed from an equity perspective, managers should consider if the differential in pay is fair, equitable and justified. Within the Power BI dashboards, managers have access to a number of resources to determine current pay equity issues within their department or team.</p> <ul> <li>Mean, Med, Min, Max: this sets out the minimum, median, mean (average) and maximum salaries for each grade (by team/department).</li> <li>Gender analysis: this sets out pay analysis by grade by team/department. You are able to see number of male and female employees in each grade along with median and mean salaries and the % differentials that exist by gender. The largest gaps are highlighted in red (i.e. those furthest from zero) and the smallest gaps are highlighted in green. Gaps in favour of women will be a presented as a minus (negative) figure, while gaps in favour of men will show as a positive figure.</li> <li>Ethnic group analysis: this sets out pay analysis by grade by team/department. You are able to see the number of Black, Asian and minority ethnic (BAME)  and white employees in each grade along with median and mean salaries and the percentage differentials that exist by ethnicity. The largest gaps are highlighted in red (i.e. those furthest from zero) and the smallest gaps are highlighted in green. Gaps in favour of BAME employees will be a presented as a minus (negative) figure, while gaps in favour of white employees will show as a positive figure.</li> </ul> <p>Together these resources enable managers to see where current pay equity issues exist and will help to determine where pay awards should be focussed to alleviate them. These resources will also assist with determining an average level of increase or payment to make that will help to reduce equity differentials.</p> <p>All of the tables mentioned above are interactive and can be drilled down according to grade, gender and ethnicity. The columns within each of the tables can be sorted to allow you to see percentage differentials grouped into red and green, and greatest to smallest.</p> <p><strong>Example: Gender Analysis.</strong> <em>The table below shows an example (using dummy data) of a table in the Gender analysis resource of Power BI. This table has been sorted to show the median percentage differential by gender greatest to smallest. In this example, we can see that the largest gaps for median salaries by gender occur at levels 4 and 6.</em></p> <p><img class="full " alt="" src="/media/images/non-standard-dimensions/Gender-analysis-table.JPG" /></p> <h4><strong>Differences in pay for similar roles</strong></h4> <p>Everyone brings unique skills and abilities to a job and not all job roles will be exactly the same, even if they share the same job title.</p> <p>Jobs with similar duties can be paid differently and jobs involving more complex tasks or greater responsibility may attract higher salaries. There may be various circumstances which may have led to variations in pay, which might include the employee’s previous salary, their previous experience, and previous contribution and achievement awards whilst at Imperial (and within the same grade).</p> <p>When reviewing the internal pay benchmark information provided, managers are asked to proactively question if the difference in pay is as a result of the above. If this not the case they should consider, including discussing with their Head of HR, if a case should be submitted against one of the two criteria below.</p> <h4><strong>Criteria for Equity Pay Review awards</strong></h4> <ol> <li>To address a significant misalignment of a salary when compared to others within the organisation who have a similar role size and profile</li> <li>To address equal pay differentials</li> </ol> <p>Managers will be expected to submit a supporting statement as part of the recommendation process, with specific and detailed evidence demonstrating how the employee’s salary differs from others and what remedied action is required.</p> <p>Please ensure your statement is easy to understand without needing prior or additional knowledge of your area.</p> </div> </section><section id='tabpanel_1393222' role='tabpanel' aria-labelledby='tab_1393222' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393222' tabindex='0'> Achievement Pay Review <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>The Achievement Pay Review is designed to objectively review staff across all College job families who have made an exceptional contribution to Imperial.</p> <h4><strong>Criteria for Achievement Pay Review awards</strong></h4> <ol> <li>To recognise substantial and sustained exceptional ongoing individual achievement beyond the usual expectations of the role</li> <li>To recognise substantial and exceptional one-off individual achievement beyond the usual expectations of the role</li> </ol> <p><em><strong>Note on College Values: Assessments of exceptional contribution and achievement must be made in line with Imperial's Values. More details on our <a href="/about/values/">College Values are available online</a>. </strong></em></p> <h4><strong>Exceptional contribution and achievement</strong></h4> <p>Exceptional contribution and achievement should be in addition to the usual expectations and contributions of the role as outlined in the job description.</p> <p>Managers will be expected to submit a supporting statement as part of the recommendation process, with specific and detailed evidence of how the employee has demonstrated exceptional contribution and achievement, in line with the College values and remit for the grade.</p> <p>Please ensure your statement is easy to understand without needing prior or additional knowledge of your area.</p> <h4><strong>Internal benchmarking data</strong></h4> <p>Achievement Pay Review award recommendations should be based on an employee’s contribution and achievement, but considerations on the employee’s current internal benchmarking position is also important.</p> <p>Pay benchmarking is a comparison between the employee's salary and the midpoint (median) and/or upper quartile of their grade. This enables a manager to aid pay progression by awarding higher pay increases to those who are on a lower salary, and restricting the increases awarded to those who are on higher salaries or near the top of pay scales.</p> <p>However, it is also important to recognise when it may be appropriate for an employee to be positioned at the start of the grade – for example, if they have been recently promoted to a new grade. Managers should review the internal salaries and benchmarking data for their area to assess where employees are against the internal market.</p> <p>The Power BI Dashboards (Pay Review tables tab and Pay Review tables for Extract tab) should be used when determining this. For example:</p> <p><img class="full " alt="" src="/media/images/non-standard-dimensions/Pay-Review-example.JPG" /></p> <p>If a staff member in the above example earns a basic salary of £68,000, their salary is above the median and very close to the maximum for other employees on the same grade. Consideration must be made on whether there is sufficient justification demonstrated through the employee’s exceptional achievement to apply a consolidated pay review award (a permanent increase in the employee’s base salary).</p> <p>Within the Power BI dashboards, salaries can be sorted from highest to lowest, and the highest salaries will be coloured dark blue. Salaries closest to the average are coloured pink/ purple and the lowest salaries are coloured orange. The colour coding changes depending on the filters applied (i.e., staff group, grade, position, gender, ethnic group).</p> <ul> <li>Employees for whom the benchmarking suggests they are paid at upper quartile or higher levels should typically be awarded a one-off (non-consolidated) payment.</li> <li>If employees are meeting expectations of the role, pay is within the market median or upper quartile or higher, and no pay gaps exist with their peers, it is appropriate to keep pay where it is (i.e., employee should not be considered for a pay award).</li> </ul> <h4><strong>ARCs and regular feedback</strong></h4> <p>Managers are encouraged to use the Annual Review Conversation process (ARC) to support informed decisions about contribution pay and the achievements of staff should be evidenced in supporting managers' achievement pay review submissions.</p> <p>Outcomes of ARCs are one element used to inform decisions on pay review award recommendations. Outside of the ARC process, other conversations and feedback including regular one-to-ones with employees should be considered as part of the overall review of an employee’s achievement.</p> </div> </section><section id='tabpanel_1393226' role='tabpanel' aria-labelledby='tab_1393226' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393226' tabindex='0'> Responsibility of managers <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>As a manager, you are actively encouraged to review and consider the contribution of all your team members across the previous 12 months. The criteria as set out in the <a href="/admin-services/human-resources/pay-and-pensions/pay-initiatives/pay-review/">Pay Review Framework</a> can be used to identify individuals who have demonstrated exceptional and sustained contribution outside the requirements of the role over a continuous period.</p> <p>Line managers need to make evidence-based and fair judgments on employees' achievement. All managers are expected to apply equal treatment and fairness when making pay decisions. Decisions must be free from bias in relation to age, ethnic origin, gender, gender identify, gender reassignment, disability, religious belief, sexual orientation, marriage and civil partnership and pregnancy or bias on any other grounds. Part-time staff, staff on family-friendly leave, and staff on fixed-term contracts should be treated fairly and given equal consideration.</p> <p>Where managers are not as familiar with the contribution or achievement of individuals or groups of staff themselves, they should proactively seek feedback from other managers and supervisors to ensure everyone in their area has been fairly considered. (<em>For any staff who also hold the role of Global Institute Co-Director, the Vice-Provost (Research and Enterprise) will provide input to the Department to provide extra context for the individual’s annual review. Any recommendations should be discussed with the VPRE</em>).</p> <p>For team achievement awards where individuals being recommended for one-off payments may have different line managers, it is important that managers discuss and agree on recommendations and how the awards will be funded (which budget/cost centre this will be paid from). For example, if awards are being recommended for a whole project team, there needs to be consideration for which individuals have performed exceptionally above the normal achievements of their role.</p> <p>Pay awards should not be discussed with employees until these are formally agreed.</p> </div> </section><section id='tabpanel_1393227' role='tabpanel' aria-labelledby='tab_1393227' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393227' tabindex='0'> Funding for Equity and Achievement Pay awards <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>When considering awards for members of your team/department, please note that this will be charged back to the applicable budget/cost centre for your team/department. It is imperative to ensure that there are sufficient funds available to cover these awards.</p> <p><strong>For staff members funded by Research Grants</strong> - under the terms and conditions of the UK Research and Innovation body (UKRI), salary increase and one-off payments as part of the Pay Review process are not eligible to be charged to research council awards and other externally funded research projects/grants. These increases/payments are also an ineligible cost for the university's other core funders including:</p> <ul> <li>European Commission</li> <li>CRUK</li> <li>Royal Society</li> <li>Wellcome Trust</li> </ul> <p>Therefore, departments must make certain that the relevant budgets/cost centres can feasibly cover these payments for externally funded Research staff, as they are unable to be charged back to the external grant/funds.</p> </div> </section><section id='tabpanel_1393230' role='tabpanel' aria-labelledby='tab_1393230' class='tabs-panel js-tabs-panel' tabindex='0'> <div class='accordion-trigger js-accordion-trigger' aria-controls='tabpanel_1393230' tabindex='0'> Types of awards <svg role='img' aria-hidden='true' focusable='false' class='icon icon--m'><use xlink:href='/assets/website/images/svg/icons.svg#chevron-down'></use></svg> </div> <div class='content' aria-hidden='false'> <p>For substantial and sustained ongoing exceptional contribution and achievement, individuals can be awarded a consolidated increase in pay.</p> <p>For one-off exceptional achievement, employees will receive a one-off payment (non- consolidated and non-pensionable payment). Team awards can only be awarded one-off payments. Both consolidated increases to pay and one-off payments will be pro-rated accordingly for part-time staff.</p> <p>Individual pay data/employee information can be viewed on the ‘Pay Review Table’ and ‘Pay Review Table for Extract’ pages on the Power BI dashboard. The ‘Progression status’ column demonstrates where an employee currently sits within their grade as of 1 October (i.e. after the expected October spine point has been applied).</p> <table style="height: 229px; width: 545px;"> <thead> <tr><th scope="col">Progression status</th><th scope="col">Type of award that can be recommended</th></tr> </thead> <tbody> <tr> <td>Automatic</td> <td>The employee is within the automatic spine points for their grade – therefore they can be awarded an additional increment within this same grade</td> </tr> <tr> <td>Contribution (non- automatic)</td> <td>The employee is within the contribution spine points for their grade – therefore they can be awarded an additional increment within this contribution section of the grade</td> </tr> <tr> <td>Top of automatic</td> <td>The employee has reached the top spine point for the automatic range of their grade – therefore, if there are contribution points available, they can be awarded an additional increment to take them into the contribution range for the grade</td> </tr> <tr> <td>Reached max</td> <td>The employee has reached the maximum spine point for their grade and/or contribution range (if it applies to their grade) and is unable to proceed any further. In this instance they can be awarded a one-off payment only</td> </tr> </tbody> </table> <p>Employees on fixed salaries can be awarded either a consolidated pay award or a one-off payment.</p> <p>The following grades have no salary cap and employees progress to fixed salaries above the value of the top spine point for the grade:</p> <ul> <li>Lecturer</li> <li>Senior Lecturer</li> <li>Senior Teaching Fellow</li> <li>Principal Teaching Fellow</li> </ul> <p> For more information, <a href="/admin-services/human-resources/pay-and-pensions/salaries/">please see our salary webpages</a>.</p> </div> </section> </div> </div>  </div> <section class="supplementary-content row"> <div class="supplementary-content__sizer col"></div> </section>  </div> </div> </div> </main> <footer class="footer" role="contentinfo"> <section class="footer__main"> <h2 class="sr-only">Useful Links</h2> <div class="container"> <div class="row row--gap-on-collapse"> <nav class="col lg-3 sm-12"> <div class="flow-s"> <h3 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