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Pay and Reward Sub-Committee

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Pay and Reward Sub-Committee

Here you will find information about the work being undertaken by the Pay and Reward Sub-Committee which has replaced the previous Reward Consultation and Negotiation Group.

The Pay and Reward Sub-Committee has been formed to progress key reward activity at a local, University, level. The Committee comprises staff and trade union representatives and reports into the Partnership and Negotiating Consultative Committee - PNCC.

The Committee’s focus will include considering and progressing reward workstreams incorporated under the premise of the Scottish Fair Work First Framework.  The Committee will initially focus on the following key areas detailed below. Click on each section (on the left hand side) to find out more information.

  • Pay Scales – This will include the exploration of options regarding salary scales to continue the University’s commitment to the Accredited Living Wage.  Due regard will be given to relevant advice and recommendations from UCEA.
  • The University’s use of contractual arrangements including Guaranteed Minimum Hours contracts and Temporary Services.
  • Allowances and honoraria out with the agreed pay scale arrangements.
  • The impact of salary sacrifice arrangements on pension provision for staff in Grades 1-4, Some staff on Grades 1-4 are unable to benefit from salary sacrifice arrangements because the application of the scheme would bring their salary below  national minimum wage levels.

A full copy of the Terms of Reference for the Pay and Reward Sub-Committee can be found here.

Terms of Reference

Pay and Reward Sub-Committee: Terms of Reference - January 2026

1. Purpose

The Pay and Reward Sub-Committee will review matters relating to the pay and reward package for staff.  This will include considering and progressing reward workstreams incorporated under the premise of the Scottish Fair Work First Framework and principles.

2. Scope

The Sub-Committee will review relevant policies, procedures and guidance, as well as undertake benchmarking, to identify good practice regarding pay and reward within the Higher Education sector.

The Sub-Committee will also consider changes required from relevant changes to legislation and national policy.

It will execute its role having regard to the wider strategic aspirations of the University and affordability of proposals within the context of the University’s financial plan.

It is anticipated that the Sub-Committee will initially focus on:

  • Pay Scales. This will include exploration of options regarding salary scales to continue the University’s commitment to the Accredited Living Wage.  Due regard will be given to relevant advice and recommendations from the Universities & Colleges Employer Association (UCEA) in respect of the pay spine.

  • Allowances and honoraria out with the agreed pay scale arrangements.

  • Review of the University’s use of Temporary Services and Guaranteed Minimum Hours contracts.

  • Review the impact of salary sacrifice arrangements on pension provision for staff in Grades 1-4. Staff on grades 1-4 are unable to benefit from salary sacrifice arrangements because application of salary sacrifice would bring their salary below minimum wage thresholds.

3. Governance

Meetings will take place quarterly. 

The Sub-Committee has no authority to make decisions on behalf of the University.  It will report into the Partnership, Negotiation and Consultation Committee (PNCC).  It may make recommendations to PNCC where appropriate.  The PNCC will review these terms of reference annually.

Human Resources will provide the clerking support to the Sub-Committee.

A member of the Sub-Committee will Chair the meeting.

4. Composition and Membership of the Sub-Committee

  • Kelly Eccles, Head of Human Resources (HR)
  • Janine Chalmers, Head of Organisational Development
  • Sam Waldram, Senior HR Partner, Organisational Development (clerk)
  • Wendy Craig, Payroll & Pensions Manager
  • Kenny Bruce, Head of HR Systems and Employment Services
  • Petra Barber, Head of Facilities & Residential Services
  • Dan Cutts, University and College Union Representative (UCU)
  • David Anderson, University and College Union Representative (UCU)
  • Brian Paterson, Unite Representative
  • Owen Cox, Unison Representative
  • SMT Member as Required

 

Background information

National Level Actions

The University of Aberdeen participates in national, multi-employer negotiations and dialogue on pay and reward related matters. This is through the New Joint Committee for Higher Education Staff (New JNCHES) where the University and Colleges Employers Association (UCEA) represents employers. You can find out more information about this at New JNCHES - Overview (ucea.ac.uk).  The national negotiations include the annual pay award as well as dialogue on key reward matters such as pay gaps, pay scales and employment contract types.

Further information on the issues being discussed at a national level is available here:

University Level Actions

In respect of the harmonisation of terms and conditions of employment, the University and the Campus Trade Unions reached agreement and signed the Collective Agreement on Harmonisation of Terms and Conditions of Employment in November 2023 and these were subsequently amended in February 2025.  The FAQ attached below were developed to provide you with further details, including the key changes and when each were effective from.

35-hour week

Consideration was given to introducing a 35-hour week for all grades, with considerable discussion undertaken with Schools and Directorates to establish the impact that this would have.

This also considered the feedback that was submitted by staff which showed strong support for the idea of a 35-hour week but highlighted key challenges, including workload and how reducing the working week would impact on this. Following discussion, and in the context of the financial challenges facing the University, it was agreed that consideration of introducing a 35-hour week be paused.

There remains, however, a firm commitment to reconsidering this, subject to affordability and once the outcomes of national discussions about the pay spine are known, as well as focused consideration has been given by the University to the areas of efficiency, productivity and workload.

Staff with any questions about the Agreement, can contact their HR Partner, email reward@abdn.ac.uk or contact their trade union representative

Pay Scale - including consideration of the impact of the Accredited Living Wage

The Group will be considering the current pay scales, which is also a topic being considered nationally through New JNCHES. This includes consideration of the ongoing impact that the annual increases in the Accredited Living Wage have on the lower spinal points of the scale as well as other considerations to ensure that the pay scale and our associated pay policies remain competitive and equal pay proof.

Reward pertaining to employment contract arrangements including GMH contracts and Temporary Services

A key part of the remit of the Sub-Committee is to consider the contractual arrangements that the University has in place for staff, and specifically the arrangements for Temporary Services and Guaranteed Minimum Hours contracts. This is also a topic included in dialogue at a national level through New JNCHES (including stopping the use of Zero Hours contracts).

The University has taken steps to move away from the use of Zero Hours contracts and the Partnership Consultation and Negotiation Group agreed new guidance for Temporary Services and Guaranteed Minimum Hours contracts, with the aim of ensuring that they are only used in appropriate circumstances. This included minimum threshold hours for Academic (30 hours) and Professional Services (20 hours) posts with any exemptions having to be approved. In addition, the guidance includes a commitment to offering the option for staff to transfer to alternative contracts, if there is a consistency in the hours worked and there is an ongoing requirement for these hours.

The Employment Rights Act 2025 will require employers to review their use of zero and low hours contracts.  The Sub-Committee will continue to regularly monitor data about the hours worked by staff in such contracts and whether further improvements can be made. 

Staff with any concerns about their GMH or Temporary Services contract can contact their HR Partner to discuss.

Providing Comments feedback

Provide your comments or feedback on any aspect of the work of the Group by emailing reward@abdn.ac.uk 

You can also contact your trade union representative:

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