Important changes to Pay and Reward at Kent

The Reward Strategy proposals for changes to pay and additional reward are available to view on the HR staff webpages. All University staff are affected by these proposals and you are invited to give feedback before 5 June 2020.

The proposals are the result of a project that has been underway since 2018 to revise the University’s Reward Strategy, with the aim of:

  • Providing a competitive offering across all roles and pay scales
  • Futureproofing our pay arrangements
  • Supporting our work to close gender pay gaps and increase transparency
  • Addressing anomalies from the last Equal Pay Audit
  • Accommodating growth in the National Living Wage

The proposals are also aimed at minimising redundancies as part of ongoing collective consultation, with a forecast that the proposed changes will save the equivalent of 23 posts, providing an important contribution to improving the University’s finances.

Proposed changes include:

  • Changes to the Grades 1-10 pay framework
  • Redesigned pay scales for senior Professional Services staff and Professors
  • A new reward framework
  • Additional reward mechanisms

Full details are included on a dedicated staff web page, together with background and transition information to enable you to understand what is being put forward.

Senior Professional Services staff and Professors should send their feedback directly to the Reward Team at hrrewardfeedbackseniorstaff@kent.ac.uk before 5 June 2020.

Staff in grades 1-10 should send feedback to their Staff or Trade Union Representative before 5 June 2020. Names of Trade Union and Staff Representatives are included on the web page to guide you to the appropriate person.

The proposals for staff in Grades 1-10 and the reward framework/additional reward will be discussed at the next JSNCC meeting on 5 June 2020 with a view to reaching a collective agreement. The proposals for the senior staff pay scales will be considered at the Remuneration Committee meeting on 12 June.

Your feedback is therefore important – thank you.

Alison Ross-Green | Director of HR and Organisational Development

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