Pay and Grading
Each role within DMU falls within a grade in a salary scale. Most academic and support staff roles fall within the ‘single pay spine’. Appointments are usually be made at the bottom of the appropriate grade band however, consideration may be given for particular skills, knowledge and experience that an individual can bring to the role.
Academic Staff
Where applicable, annual increments are payable on 1st September each year. To be eligible for an increment you will need to have achieved 6 months service by 1st September of that year. For academic staff with less than 6 months service, the next increment will be 1st September of the following year. In addition, there is also usually an annual pay award which is currently negotiated nationally. Academic Staff also have access to the Academic Promotions scheme.
Support Staff
Support staff annual increments are issued on 1st April each year and there is also, usually, a nationally negotiated pay award.
If you are appointed between 1st April up to 1st October then an increment is due the following 1st April.
If appointed between 2nd October and 31st March then an increment is issued 6 months after the start date. Thereafter increments are issued on the 1st April each subsequent year.
Examples:
Date Started Increment due Thereafter
10 April 2008 1st April 2009 1st April 2010
1st November 2008 1st May 2009 1st April 2010
2nd March 2009 2nd September 2009 1st April 2010
Senior Staff
The annual Senior Staff Salary Review is performance-related and recommendations are made based upon performance measured against objectives set out in an individual Senior Staff ADR (MAX). Any awards made are then effective from 1st September.
Annual Leave
The University annual leave year runs from 1 September to 31 August. The amount of leave entltlement is dependant upon the post and grade and is pro rata for part-time employees. In addition to the annual leave entitlement as shown below, University staff also benefit from a number of statutory, extra statutory and concessionary days:
Senior Staff = 35 days Academic and Research = 35 days Research Assistant = 30 days
Support Staff = Between 20 and 23 days dependant upon grade (pro rata for part-time staff). Support Staff with 5 or more years continuous service are entitled to an additional 5 days annual leave (pro rata for part-time) provided this service has been reached by the beginning of the leave year.
Childcare
We operate a Childcare Voucher Scheme via an external provider – Computershare. Employees may be eligible to “sacrifice” part of their salary in return for savings in National Insurance and Tax. More information can be found on the Computershare website.
Cycle2Work
This scheme enables you to hire a bicycle up to the value of £1000 from De Montfort University. You make monthly payments from your salary, which enables you to benefit from Tax and National insurance savings of up to 40%. You may be offered the opportunity to buy the bicycle at the end of the scheme for a nominal fee.
Pensions Schemes
There are two main Pension Schemes operating within De Montfort University, all staff have access to a scheme relevant to their role.
Academic Staff - The Teachers Pension Scheme (TPS)
The TPS is a defined benefits ‘final salary’ scheme. For members who join after 1st January 2007, you can opt to receive a lump sum payment. For existing members, you automatically receive a lump sum. You can also transfer existing scheme membership (restrictions).
Who can join?
The scheme is primarily aimed at those who are in a teaching profession; although the scheme does allow for certain other job functions to be included, please enquire if you feel you fall into one of these.
Membership is automatic if you are eligible, but it is possible to opt out.
What do you pay?
You make a contribution at 6.4% of your pensionable salary.
Does your employer contribute?
Your employer pays the balance of the cost of providing your benefits. Every three years an independent review is undertaken to calculate how much your employer should contribute to the Scheme. The current contribution is 14.10% of your salary.
Support Staff - The Local Government Pension Scheme (LGPS)
Who can join?
The LGPS is available to all employees in Local Government, or in other organisations that have chosen to participate in it. If you became employed in Local Government, you will automatically become a member of the LGPS unless you opt not to join or you have previously opted out, or you are a casual employee.
How do I ensure that I have become a member of the LGPS?
To ensure your entitlement to the Scheme benefits it is important that you complete and return the PEN1 joining form that will be sent to you with your job offer and contract of employment. On receipt of your form, relevant records will be set up and an official notification of membership of the LGPS will be sent to you.
What do I pay?
Your contribution is banded dependant on your full time salary between 5.5% and 7.5% of your pensionable earnings. The LGPS is a defined benefits (final salary) scheme. As a member of the LGPS, your contributions will attract tax relief at the time they are deducted from your pay and you will be contracted out of the State Second Pension scheme (S2P). For the duration of your membership of the LGPS you will, prior to State Pension Age, pay reduced National Insurance contributions and will not earn any benefits under the State Second Pension scheme.
Does my employer contribute?
You employer pays the balance of the cost of providing your benefits. Every three years an independent review is undertaken to calculate how much your employer should contribute to the Scheme. The current contribution is 2.1 x your individual contribution.
Please see the pension information sheet for more details
Work/Life Balance
We offer a range of options to ensure that our employees benefit from a healthy work/life balance. These include part-time hours, job share, term-time contracts and flexible retirement. A number of leave options are also available including maternity leave, adoption leave, career breaks, sabbaticals, study leave, compassionate leave, carer leave, and annual leave. Occupational health services are provided on site.
Staff Development
As a new employee, whatever your role, your induction programme should include:
• Viewing the Corporate Induction CD (sent with your contract)
• A local welcome and introduction from members of your own team
• Attending a face-to-face Corporate Induction event
During your probationary period, ask for feedback on a regular basis so that you know how you are progressing and to ensure you get the support you need to succeed.
As soon as possible, you will take part in the Annual Achievement and Development Review (ADR) process appropriate to your role to identify your development needs and objectives beyond the probationary period.
Work and Wellbeing
The University recognises and accepts its responsibility as an employer to protect the health, safety and welfare of its employees. This duty of care extends to mental and physical health at work. The University is committed to encouraging a positive and supportive environment which promotes the wellbeing of all employees.
Further information can be found in our Work and Wellbeing Booklet.
Personal Healthcare Scheme
When you begin your employment with the University you are entitled to join, at your own expense, the British Universities Private Medical Insurance Plan. If you apply to join the scheme within thirty days of commencing your employment with the University, your application will be accepted automatically and with no personal medical exclusions. If you join later than this, acceptance is still automatic but pre-existing medical conditions will be excluded from benefit for the first two years.
Staff Health Checks
Cholesterol tests, blood pressure, resting pulse rate, fat analysis/body mass index, lung function tests, allergy & dermatitis checks, audiometry and general health discussions are all available, free of charge to all employees, from our Occupational Health, Safety & Wellbeing Department.
Reduced Rates at John Sandford Sports Centre
DMU staff can gain 12 months' membership of the John Sandford Sports Centre at a reduced rate. Please visit the Sport & Recreation website for further information, including all current membership rates.
Free Library Membership
Employees are entitled to borrow materials from the Library to support their teaching and research, allowing them to loan most books until the end of the academic year.