Pay & Conditions Implementation: Gathering momentum

• Strong governance is guiding the implementation of recommendations from the Pay & Conditions Review 
• Several short-term initiatives are already live, including the Oxford University Additional Paternity/Partner Leave, free mental health training and the Oxford University Weighting
• More initiatives will be launched over the next few months

A few weeks ago, I attended the Pay & Conditions Operational Board, a group devised to govern the implementation of the recommendations coming out of the Pay & Conditions Review. We meet every six weeks or so with representation from leaders from across the University.

The Operational Board was formed at the conclusion of the Pay & Conditions Review and oversees the implementation of the Review's recommendations. My role is to support this work – for example, in developing policies and the delivery of the accompanying programme.

Governance Pathways 

Each initiative follows a governance pathway before being launched and implemented. This pathway always starts with a review by the Pay & Conditions Operational Board and then follows onto the appropriate University committee depending on the initiative's complexity and financial implications.

Each initiative is being delivered by a team of subject matter experts. For example, the HR Policy Team led the delivery of the recent Oxford University Additional Paternity/Partner Leave. They outlined the policy guidance, which was then reviewed by People Committee to ensure alignment with the University's HR policy approach. Finally, it was submitted to the Planning and Resource Allocation Committee (PRAC) to secure funding approval.

Some initiatives require a business case to be presented to Council. Later this year, we will be seeking approval of an approach which will aim to allow staff better access to the unique cultural and intellectual opportunities provided by the University.

What can we expect over the next term? 

A few months on, we are now well on our way to delivering the short-term initiatives of the Pay & Conditions programme, and our focus is starting to turn to the medium-term and long-term initiatives.

To recap what has been launched so far, we have been able to deliver: 

• the Oxford University Weighting,
• the creation of new salary scales for Research staff,
• a revised approach to how the University reimburses immigration costs and NHS surcharges for new international staff,
• the introduction of the Oxford University Additional Paternity/Partner Leave,  
• the University’s new Workload Management programme,  
• free mental health training for all staff, and
• a review of the University’s working-from-home policy.

Over the next few months, we will see the rest of the short-term initiatives make their way through their governance pathway, with more initiatives to follow.

You can expect to hear more about things related to travel and transport, University nurseries, a review of Time Off in Lieu (TOIL) policy, updates on access to sports facilities, a new Employee Assistance Programme, and an updated approach to the University’s position on volunteering and engagement with the local community.

As a relatively small team, we're tackling significant changes at pace, which is deeply rewarding. These initiatives are making the University an even better place to work, enhancing our ability to attract and retain exceptional people.

You can keep up to date with the latest developments of the programme on the Pay & Conditions news and updates webpage. If you have any questions about the delivery of Pay & Conditions initiatives, contact the programme team at payandconditions@admin.ox.ac.uk.