Pay Upon Promotion for Internal Staff

 

Introduction

In line with the Employment Equality Acts 1998 – 2015 and the Protection of the Employees (Fixed-Term Work) Act 2003, the University is committed to equality of treatment for all those who engage with its recruitment and selection processes.

This document sets out how the salary of staff in respect to pay upon promotion is normally applied.

Permanent Promotions

Where a staff member is promoted into a higher grade on a permanent  basis, their pay upon promotion will be calculated by reference to the staff member’s existing point of scale increased to the nearest point upwards on the higher scale plus one increment. (Appendix 1)

Subject to the successful completion of probation, the staff member will be eligible to receive an incremental increase i.e. move to the next point on their scale in line with the University’s incremental credit policy.  The staff member will be eligible to receive an incremental increase every year thereafter (up to the maximum point of their scale) subject to satisfactory performance and Line Manager approval.

Temporary Promotions

Salaries for staff who are promoted on a temporary basis will also be calculated by reference to the staff member’s existing point of scale increased to the nearest point upwards on the higher scale plus one increment (Appendix 1).

The staff member will continue to be treated for pay and incremental progression purposes on the higher grade during the period of the temporary promotion.

This ensures those promoted on a temporary basis  receive a payment equal to the increase in pay they would have received had they been promoted to the grade on a permanent basis.

The following specific pay arrangements will also apply to temporary promotions:

  • During the temporary promotion period,  the staff member will  continue to receive increments on their substantive grade for each year of experience gained at the higher level.  This will ensure that they are not disadvantaged for incremental credit purposes if they revert to the substantive role at the end of the contract. 
  • Superannuation contributions will be deducted on the full higher salary during the period of the temporary promotion
  • Academic staff who are promoted on a temporary basis cannot be awarded the academic title associated with the temporary promotional grade.  

At the end of the temporary promotion period, , the staff member will revert to their substantive grade* unless they have been permanently appointed at the higher level in line with the normal University recruitment and selection procedures.

Further details regarding the procedures attached to temporary promotions is attached in Appendix 2.

 

Further Information

Any queries regarding this policy should be directed to your HR Representative.



Last updated 6 October 2023



 

* A return to the staff member’s original role cannot be guaranteed given the organisational and structural changes that may happen from time to time at a University and departmental level.