Ravensbourne College of Design and Communication

May 2006

Review of Support and Academic

Staff Pay and Implementation
7

Private & Confidential

to Ravensbourne
Employees
 R AV E N S B O U R N E C O L L E G E P AY S U P P O R T A N D
IM P L E M E N TATI O N

Background

The College has 134 staff altogether. Its main issues at the moment are
about change, through growth and the planned relocation. The main
requirements of the job evaluation project are to ensure equal pay for
work of equal value, introduce nationally agreed changes with minimum
disruption, to tailor them to the scale and nature of the institution and to
align the arrangements with the broader approach to the development of
a Reward Strategy. The development of a Reward Strategy will seek to
define in broad terms how staff contribution might be rewarded over and
above the payment of the annual national pay awards.

Process
Following consultation with staff, the College asked the Hay Group to
undertake the evaluation process. As part of this process all job roles
were evaluated to establish the correct relativities between those roles.

Preparation
Prior to the evaluation exercise HR updated the job descriptions for all
jobs, which were prepared to a standard format i.e. primary purpose, key
activities and responsibilities, and a person specification. Line Managers
were then asked to discuss and agree any changes with their staff. This
information was given to the Hay Group to be used as the basis for
evaluations, supplemented with information from interviews with the
senior team, as well as organisational charts and financial information
where relevant.

Academic job descriptions were also reviewed, including the content of

lecturer, senior lecturer, course leader, subject leader and head of faculty
roles, and fed into the work on job evaluation and pay.

Evaluations and Market Analysis

Having completed the job evaluation process the final scores were used
to carry out an analysis of the salaries paid against the market.

- 2 -
/var/www/apps/collegelist/repos/collegelist/trunk/collegelist/tmp/scratch7/3036858.doc
 R AV E N S B O U R N E C O L L E G E P AY S U P P O R T A N D
IM P L E M E N TATI O N

The base date for the market data was January 2006 and it was based
on pay practice from participating organisations using Hay job units, to
ensure like-for-like comparisons. Given the geography of the area in
which the College operates, Hay has used the London market as a whole
as a comparator using data from the industrial and service sectors.

In Hays work within Higher and Further Education, they have found it
appropriate to use the Industrial and Service Sectors as a comparator.
This is because many roles in HE/ FE Colleges often require skills and
experience readily transferable outside the sector, for example, in support
functions such as HR/ Finance/ IT, as well as specialist skills in
broadcasting, fashion and design. The College is therefore in competition
with these sectors for staff, both as a source of potential recruits and as a
possible alternative source of employment for existing staff.

Hay has carried out this analysis using the Industrial & Service market
data which is taken from their database of organisations in both the
public and private sector, but excludes financial services.

The new grading structure for Ravensbourne College illustrated below,

has been based on the evaluation and market data results and has been
agreed by the Director, the Chair of the Board of Governors and the Chair
of the Finance and General Purposes Committee.

GRADE BAND MINIMUM BAND MAXIMUM

A 12,600 18,500
B 18,500 22,500
C 22,500 28,500
D 28,500 35,000
E 35,000 45,000
F 45,000 55,000

- 3 -
/var/www/apps/collegelist/repos/collegelist/trunk/collegelist/tmp/scratch7/3036858.doc