Recruitment - Starting Salary Guidance

Recruitment - Starting Salary Guidance

Starting Salary Guidance

The University is committed to the principle of equal pay for all its employees.

The purpose of this guidance

is to ensure that there is a consistency and fairness in the approach to starting salaries within the recruitment and promotion processes.

It is the responsibility of all those involved in these processes to make sure that equal pay principles and the University's Equal Pay Policy (ref L8662) are followed.

What is a starting salary?

Starting salaries include the salary that is paid to:

  • a new employee joining the University
  • an existing employee, promoted to a new grade or job

What inequity can occur with starting salaries?

Inequity from other employers can be perpetuated by basing a starting salary on a previous salary, if they are not verified
External appointments that are started on higher salaries than people promoted internally who start at the beginning of the scale

Criteria to be considered when deciding on a starting salary:

  • Previous relevant experience
  • The successful candidate may have a large amount of previous relevant experience in the role that they are about to start. While length of experience may be considered an indicator of the future performance of an employee, this should not be the sole factor which justifies a salary offer above the minimum of the scale.
  • Current salaries of existing staff on the same grade, or with similar responsibilities and duties.

Consideration should not only be given to those within the department you are recruiting to, but also to staff across the University.

Equal Pay and Equal Opportunity Policies

  • Is the starting salary being offered reasonable for the duties and scope of the post?
  • Is it likely to result in inequality and a potential for dissatisfaction and an equal pay case?

The  Starting Salary Form will be completed.

Any starting salary for new appointments that is offered above the minimum of the scale must be supported by objective justification. This evidence may be called for in defending a claim made on the grounds of equal pay.

All employees who are promoted or transferred to a new grade, will begin at the start of the grade. Objective justification must be recorded for all salaries that are above the minimum.

Areas of specific Labour/Skill shortages

Some vacancies may be particularly difficult to fill as various external environmental factors can affect our ability to attract a suitable pool of applicants for some roles.

In these instances market forces are often used to justify a higher salary that is offered to the successful candidates. It should be remembered however that market forces change over time, and that though this may be a reasonable justification for the starting salary of one appointment it may not be considered a reasonable and defensible justification for another appointment. Market forces should be reviewed each time a vacancy is advertised.