Annual Academic Year Review 2007-2008 (17th edition)
Changes to grading structures
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- 13.2.2 Gender Equality
13.2.1 Changes to grading structuresIn August 2006, a new pay spine and grading structure was introduced which replaced the former manual, craft, APT&C grades Scale 1-6, SO1-2 and Management 1-8, academic-related and locally agreed research grades. During 2007-8, all academic and support staff roles across the university were graded by trained panels and approximately 30% were subject to appeal. The outcomes of the grading and appeals processes are shown below. Table 8a: Support staff grading outcomes
*3 staff were moved into Band 10 Table 8 sets out the numbers of support staff who assimilated to the new pay spine within the range of spine points applicable to the new grades, compared with the overall grading outcomes following completion of the grading and appeal processes. The figures are not directly comparable because of changes in the number of applicable roles during the period of time it took from August 2006 to March 2008 to complete the grading process. Over 460 staff (35%) were moved to a grade higher than their assimilation point, and 1,038 staff (77%) were eligible for an increment in April 2007 or April 2008 as a result of the new grade. A total of 109 support staff (8%) were being paid two or more spine points higher than the maximum of the grade allocated to their role. Under the terms of the agreement reached with Unison, these staff have their salaries protected at the February 2007 cash level until the maximum salary for the grade equals or exceeds that amount. A total of 304 grading appeals were received and dealt with by panels, with 61 (20%) upheld. Table 8b: Academic staff grading outcomes
For academic staff, the majority completed forms which matched their assimilated grade against the agreed role profiles. Out of a total of 778 eligible staff (i.e those not already graded Ac4), 196 academic staff claimed a match to a higher graded role profile, of which108 were agreed by the Advisory Panel on Staffing and a further 9 were agreed on appeal. These statistics and detailed discussion of the outcomes of the grading process have been fully discussed with the trade unions at the Joint Negotiating Committee and a full review, including an equal pay audit was agreed as part of the local implementation of the national Framework Agreement. 13.2.2 Gender EqualityTable 9: Proportion of men and women by grade band
Table 9 and the associated chart shows that the percentage of women and men overall remains unchanged from 2006/07. Whilst men continue to outnumber women in the most senior grades within each category (support staff 9, Ac 4 and senior staff), the percentage of female staff has risen by between 2% and 4% in each of these grades/grade groups since the previous reporting year. Women continue to be comparatively over-represented in support staff grades, with 62% of support staff and 51% of academic staff being female. Gender breakdown of academic and support staff by grade 
Table 10: Gender by full or part-time status
40% of posts are part time, representing a rise of 3% since 2006/07. The percentage of part time posts held by women has risen by 2% since 2006/07 to 72%. Graphical representation of part time staff by grade 
Part-time staff continue to be comparatively over-represented in the lower support staff and academic staff grades and under-represented in the higher grades with the two categories. Table 11: Gender by permanent or fixed-term contract status
The proportion of staff in permanent posts has risen slightly since 2006/07, with a 2% rise in the percentages for both men and women. The proportion of women in permanent posts remains slightly lower than the proportion of men in permanent positions. Table 12: Numbers of male and female staff in faculties, schools and departments Table 12 shows that representation rates for men and women continue to vary in different schools and departments. In 6 of the schools/departments included in the analysis, the representation rate for women is at least 20% higher than the overall University of Brighton representation rate of 57%, and in 2 schools/departments the representation rate for men is at least 20% higher than the overall representation rate of 43%.
Women continue to be particularly over-represented in Personnel, Registry and schools within the Faculty of Health (with the exception of Applied Social Science). Women are also comparatively over-represented in faculty offices. Men are particularly over-represented in the School of Environment and Technology. In 3 departments (Marketing and Communications, Registry and Sport and Recreation) there has been a rise in male representation rates by over 10% (13%, 13% and 22% respectively). Directory: reg reg -> Board of Historic Resources Quarterly Meeting 16 June 2016 Sponsor Markers Diversity reg -> Port Cambeltown dated 8th April 1830 Name reg -> Contents september 2009 I. Executive order reg -> In this issue reg -> Reginald irenee vachon reg -> Index for the Register Volumes 72-108 (1974-2010) reg -> A century of ufo sightings and Close Encounters in the Midwest Download 2.04 Mb. Share with your friends:
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