• Framework Agreement & JNCHES Guidance
  • What is the Framework Agreement ?
  • Framework Agreement
  • Academic Role Profiles
  • Pay Progression and Contribution-Related Pay
  • Memorandum of Understanding with AUT for pre-1992 Universities
  • Fixed-term and Casual Employment
  • Partnership for Equality
  • Role Analysis and Job Evaluation
• Proposed Grade Structure
  • Proposed Grade Structure
  • Appeals Procedure
• University Steering Group
  • Remit and Composition
  • Project Plan
  • Minutes of Meetings
• Latest News
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• Frequently Asked Questions
  • Frequently Asked Questions
  • Q & A for UASLAS and USS
• Job Descriptions
  • Job Description Template
• Job Evaluation
  • HERA
  • Job Families
• Harmonisation
  • Harmonisation of the working week

What is the Framework Agreement ?

Over the last few years, universities and trade unions have been looking at ways to update and reform the existing pay and grading structures. Following publication of the Bett Report, extended negotiations with the trades unions led, in June 2001, to the establishment of the Joint Negotiating Committee for Higher Education Staff (JNCHES).

The agreement setting up JNCHES referred explicitly to the intent to replace the previous ten sets of pay scales, for different staff groups in the sector, with a single pay spine and new pay structures which ensured a consistent approach across staff groups and equal pay for work of equal value. The result of these negotiations is the Framework Agreement which seeks to ensure that all staff are treated fairly and rewarded effectively.

The Agreement provides a major opportunity for Higher Education Institutions, in partnership with their local trades unions, to create new reward systems that better reflect their individual circumstances and strategies and help recruit, retain and motivate HE staff. All seven nationally recognised HE trades unions have approved the Agreement.

The Agreement lays down several principles which must be followed, including the identification and implementation of an agreed analytical job evaluation scheme for all staff. The main elements of the Framework are as follows:

•   A 51 point pay spine, which will be reviewed, through agreement with the trades unions, with effect from 1 August each year.

•  Determination of grading systems at the level of the institution, based on institution-wide job evaluation/role analysis arrangements in line with the JNCHES guidance on job evaluation.

•  Access to staff development and review for all staff.

•  Progression between grades on an equitable and transparent basis, the detail of which will be developed at local level in partnership with recognised trade unions.

•  Progression within grades will offer equal opportunities for all staff in each particular grade, reward experience and contribution, and be operated with demonstrable fairness, transparency and objectivity.

•  A recommendation to harmonise the length of standard working week for all staff at the same grade level with a defined working week and a requirement to harmonise the hours of manual workers by 1 August 2005.

•  For retention purposes, labour market conditions may be included in new scales where appropriate.

•  Action to foster equal opportunities and ensure the delivery of equal pay for work of equal value.

•  Implementation by 1 August 2006, subject to funding arrangements.