Dealing with Vacant Posts

The trade unions have been assured by the Director of Personnel and by the Registrar, as we enter a period of stringent controls on filling vacant posts, that the University recognises that reductions in staff must mean reduction in the work done, not just increased work for those still in post. But we are concerned that this reasonable approach may not carry through to line managers whose first concern is with getting the job done. The attached document contains the union's advice on how to deal with this situation. You may want to print out and display it.

Pay Claim

You can keep up to date on developments via the national website:
www.unison.co.uk/education/higher/pay.asp

Current grades and salaries can be found at:
http://whttp://www.bris.ac.uk/personnel/salaries/grade-structure-oct08.pdf

Remember: pay increases are not free gifts from the employers, they are negotiated by union representatives, supported by the combined strength of their members, and if necessary (but infrequently) backed by industrial action. If you’re not a union member then you’re not pulling your weight.

Terms and Conditions

UNISON, in conjunction with the other trades unions at Bristol University, has negotiated a harmonised set of terms and conditions of employment which applies to all staff. See:
http://www.bris.ac.uk/personnel/terms/harmonised-terms

Grading and Regrading

The University's current Pay and Grading Structure, as agreed with UNISON and the other campus unions, was introduced from 1 August 2007.

If your job has changed significantly from the Job Description on which the grade is based then you can apply for a Re-Evaluation. If your post was new when you were appointed then you are entitled to submit a revised Job Description for Re-Evaluation after six months. Details of these processes can be found at:
http://www.bris.ac.uk/personnel/grading/

Details of the way job evaluation works can be found in the Scheme Booklet.