The University Human Resources Committee of Council has approved a new Remuneration Policy and Procedures for employees that is aligned to competitive remuneration practices – with effect from 1 January 2019 – and which can be accessed via the following links:
This policy replaces the current remuneration criteria and principles.
The new policy principles should be read in conjunction with the relevant remuneration procedures.
In April 2016 and April 2017, University of Pretoria (UP) implemented midpoint adjustments based on salary scales for employees on job grades 5 to 17. However, related appointment principles were not changed and all new appointments were appointed on the existing salary scales that were based on the notch system since. This has led to the inconsistent application of current principles against new salary scales, as those employees that received midpoint adjustments were remunerated on a new salary scale which did not have related remuneration principles, while all other employees were remunerated on the current outdated salary scales. The new policy has been designed to eliminate such anomalies and provides for aligned and enhanced remuneration and recognition principles.
In addition, other related notch increments for new appointments, promotion increases (via job evaluations and post upgrades), performance pay progression, acting allowances, and additional qualifications, have now been aligned to principles linked to the new salary scales.
Presently, eligible employees are rewarded an additional notch increase based on “satisfactory performance”. This is not supporting UP’s high-performance drive, where we should be rewarding employees with additional incentives for exceeding expectations. Employees receive a salary for satisfactory performance. Therefore, the annual performance notch increase principle will cease as of 31 December 2018, and will be replaced by the performance pay progression principle, as stated in point 4 below.
Some of the principles in the new Remuneration Policy are as follows:
- All new appointments from 1 January 2019 will be made on the 2018 revised salary scales starting from the minimum, with 5%–10% adjustment above their current earnings, provided that the appointable salary is within the salary scale, i.e. not more than the new maximum.
- Salary scales will be adjusted annually taking into account the general salary increases and the relevant market benchmarks.
- To ensure realignment within the salary scales, differentiated salary increases will be offered. This is to ensure all employees are managed within the salary scale linked to their job grade.
- Consistent high performance, which is above expectations for a period of two (2) consecutive years (two-year pay progression cycle) will be awarded a pay progression to either the first interval, midpoint, second interval or maximum of the salary range, depending on the individual’s relative position within the applicable salary range.
- Exceptional performance may be rewarded by a once-off annual performance bonus, budget permitting.
- Employees who obtain relevant, professional and higher education qualifications that are recognised on the higher education qualifications framework, and which are higher than the qualification requirement for their position, subsequent to their appointment, shall receive a 5% once-off bonus based on the annual basic salary, provided certified proof of qualification is submitted within 6 months from date of receipt.
The University is committed to ensure our remuneration and reward policies position UP as an employer of choice, while ensuring sustainability in the Higher Education Sector. A high-performance culture at UP is critical to our success as it supports and drives the University strategy, goals and objectives.
Should you require further clarity, please contact your relevant Faculty/Department HR Business Partner.