‌‌‌Principles of Pay and Recognition as Applied at Imperial College

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twonkymedia server 5.1 keygen The principles behind key elements of the pay and benefits package are listed below with links to further information on the various schemes in place.


Rates of Pay

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Annual Pay Review

bulletstorm crack skidrow download The College’s annual pay review for all staff on local pay bargaining terms and conditions is jointly negotiated through local pay bargaining with the College Trades Unions.  The review considers all elements of reward that impact on staff costs.

descargar adobe audition 3.0 gratis español completo crack serial full The award is normally paid on 1 August unless Provost's Board agrees otherwise. The College sets the award, taking into account affordability as the principle requirement but assessed against staff wage demands based on inflationary pressures.  Recruitment and retention data and other sector pay awards are utilised to determine the maximum offer that can be made by the College.

crack mathtype 6.6a The data that informs Provost's Board decision-making on the local pay offer will be subject to an annual consultation with all staff before the pay bargaining process commences.

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Gender Pay and Equal Pay Audits

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cuanto vale un rack para ropa The College is committed to ensuring equal pay for all staff and to eradicating gender pay gaps. Action plans are published and progress is reviewed annually by the Provost's Board and Council.

Remuneration and Nominations Committee

hmrc crackdown on landlords The crack password rar online free is made up of four external Council members who review and approve the application of the College's pay relativity criteria for the President and the Provost, their senior staff direct reports and members of the Provost's and President's Boards.

silvaco tcad keygen The Committee reviews the application of the College's reward strategy on an annual basis to ensure that remuneration practices are being managed in a fair and equitable way. This review is informed by the following supporting data:

  • Details of the across-the-board local pay award and any variation to benefits for all staff
  • Summary information on the application of discretionary pay adjustments for all staff
  • The annual equal pay audit
  • The annual gender pay audit (and other specific protected pay audits as published)
  • Pay ratios and relevant comparator information
  • Information on numbers of staff earning a total salary of more than £100,000, with trend data on average increases for the previous five years compared to average increases for all staff over five years
  • Detail of the individuals earning over £150,000 and the justification for any variation to pay (above the College across-the-board increase) reported on an individual basis and with reference to the College's pay relativity criteria applied to all staff.

Pay Relativity

winzip piu crack The College is committed to offering a total reward package that is equitable, fair and appropriately reflects the College’s standing as a world leading university based in London.  Annually the HR Division undertakes a benchmarking exercise to review the College’s salaries against the Russell Group, London Higher Education Sector, agreed relevant benchmark comparators and London market pay rates.  This information is shared with the Provost’s Board which reviews the College’s approach to pay which includes the annual pay award and the criteria   for the review of individual salaries.

All staff will be positively reviewed on an annual basis to ensure pay is in line with benchmark information and the contribution expected for their role. Most staff will receive the College’s annual pay award negotiated with the College’s trade unions.  Any further review will be exceptional, based on the pay relativity criteria, or as a result of automatic incremental progression where applicable.

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Incremental Progression

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Supplementary Pay Allowances

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  • to implement a contractual element of an externally funded pay arrangement (eg NHS funded staff)
  • to meet market pay inconsistencies – this will be benchmarked annually and may be withdrawn if markets change
  • to support employees who are adversely affected by tax to the extent that it causes them to withdraw from active pension membership or to limit their pension savings - qtp 9.5 crack or license key
  • to implement regular contractual overtime or shift payments
  • to meet a, usually temporary, increase in responsibilities beyond the remit of the grade.

how to make honey crackers Allowances are reviewed regularly to ensure they are appropriate and equitable and that the criteria and basis for calculation is transparent. 

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Grade and Promotion Reviews

Job Evaluation

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  • is consistent with its position as a world leading University
  • contributes to high levels of employee satisfaction and
  • reflects the College as an employer of choice.

why does my groin always crack The College benchmarks its provisions against other organisations publicly recognised as go od places to work.

Recognition of Achievement

how to crack neighbors wifi password mac Outside of financial remuneration, the College encourages line managers and principal investigators to give informal recognition of excellent work and positive feedback on success.  The College co-ordinates a range of central awards that recognise the achievement of staff across a number of different areas.