Part-time teachers may be engaged on a casual hourly-paid basis, or on fixed-term or open contracts.

Roles and rates of pay

Please note: these roles and rates do not apply to postgraduates who teach.

To grade jobs fairly the University uses a system called Higher Education Role Analysis (HERA). Each job is associated with a HERA role, which in turn is described by a document known as the written record. Teaching roles at the University are represented by the Teaching and Scholarship written records.

Our table of roles and rates of pay provides an overview of the typical duties and skills required for roles at Teaching and Scholarship levels 1, 2 and 3, which are aligned to University grades 5, 6 and 7 respectively. It is expected that the duties required by the department would be represented by one of these roles.

Where there are elements from more than one written record that match the work you require to be undertaken, try to determine what are the most substantial and essential activities of the role; it will be these that determine which written record is the most appropriate. Where you do not believe that your requirements are met by any of these roles advice should be sought from your HR Manager.

Holiday pay and entitlement

Part-time teachers are entitled to paid holiday. As part-time teachers are required to undertake teaching at specific times on specific courses or modules they are not expected to take their holiday at the times they have been scheduled to teach.

Engagements for part-time teachers therefore require the calculation of holiday entitlement which the individual is paid for outside of their specific working hours. More information about how holiday entitlement is calculated and paid is provided with details of how to manage the engagement.

Guidance on starting salaries (fixed term or open contracts only)

If you wish to recognise additional knowledge, experience or skills that an individual brings to the work this can be recognised through the use of a higher salary point within the appropriate grade. If you wish to consider this, read our guidance on starting salaries and seek advice from your HR manager

The table of roles below outlines the typical duties and skills required for the University's standard teaching roles. We expect that the duties required by your department are represented by one of these roles.

Rates of pay are effective from 1 January 2012.

Note on hourly rates

Base hourly rate

The base hourly rate is the standard hourly rate for the grade with no enhancement or multiplier. It should be paid for each hour that does not require any preparation time such as office time.

Comprehensive hourly rate

The comprehensive hourly rate is the rate of pay for the role and grade that should be paid for each contact/teaching hour undertaken. It includes a multiplier to compensate for all associated time, including preparation.

Holiday pay and entitlement

These rates of pay do not include payment for holiday entitlement accrued, which should be paid separately.

Casual PGWT accrue holiday entitlement at the rate of 1 hour for every 8.3 hours worked. For further details, see the notes on managing the engagement.

Typical duties and skills of each role

Role	Duties and skills	Rate of pay
Teaching and Scholarship 1 [pdf] Tutor [pdf]1	To support colleagues engaged in the teaching process and carry out teaching within a clear and established programme. Plans schedule in accordance with the agreed timetable Teach in various modes including classroom courses, seminars, mentoring and coaching Develop and select teaching materials relevant to the defined course aims to meet agreed learning objectives Set and mark assignments	Base hourly rate £12.02 Comprehensive hourly rate (non-accredited course) £21.03 (multiplier of 1.75) Comprehensive hourly rate (accredited course) £27.04 (multiplier of 2.25) Grade for fixed-term or open contracts Grade 5
	1 This profile was developed exclusively with LFA/CLL/CELT staff and would not normally be used outside of these departments.
Teaching and Scholarship 2 [pdf] Teaching Fellow [pdf]	Individuals will have demonstrable and substantial experience in teaching as a member of a teaching team in a developing capacity within established programmes of study. Actively support and promote the Centre/Department and contribute to the academic development of the programmes and associated activities Teaches in a variety of settings from small group tutorials to large lectures1 Identifies learning needs of students, sets appropriate learning objectives and develops teaching materials to meet objectives Challenge thinking, foster debate and develop student ability to engage in critical discourse	Base hourly rate £15.20 Comprehensive hourly rate £38.01 (multiplier of 2.5) Grade for fixed-term or open contracts Grade 6
	1 The requirement to undertake large lectures within this grade would normally be seen as an occasional requirement rather than a core and substantial part of the role.
Teaching and Scholarship 3 [pdf]	Individuals will have considerable teaching and scholarship experience and have the proven ability to engage in and take responsibility for teaching and learning at a University level. Design teaching materials and deliver across a range of modules or within a subject area1 Contribute to the planning, design and development of courses and course materials Identify areas where current provision is in need of revision or improvement2 Set, mark and assess work and examinations and provide feedback to students Engage in subject, professional and pedagogy research to support teaching activities3 Conduct individual or collaborative scholarly projects	Base hourly rate £18.68 Comprehensive hourly rate £46.70 (multiplier of 2.5)4 Grade for fixed-term or open contracts Grade 7
	1 This could be one specific subject area but a broad understanding of the subject area would be expected. 2 It would not be expected that an individual would have sole responsibility for identifying or implementing substantial programme revisions. 3 This would not always be a requirement of an individual undertaking work at this grade. 4 A multiplier of four, producing a comprehensive hourly rate of £74.12, will be applied with agreement from the department where an individual is preparing and delivering original lecturing material. For example, as part of a new module or course

Need further advice?

Where there are elements from more than one written record that match the work you require to be undertaken you should try to determine what is/are the most substantial and essential activities of the role. It will be these activities that would determine which written record is the most appropriate.

Where you do not believe that your requirements are met by any of these written records advice should be sought from your HR manager.

Guidance on starting salaries (fixed term or open contracts only)

If you wish to recognise additional knowledge, experience or skills that an individual brings to the work this can be recognised through the use of a higher salary point within the appropriate grade. If you wish to consider this, read our guidance on starting salaries and seek advice from your HR manager.

It is important that any contractual arrangements reflect the nature of the work being undertaken. Individuals undertaking work will normally be covered by one of three arrangements: an open contract, a fixed-term contract or a casual engagement.

When identifying the appropriate contract or engagement, consider any engagements or service an individual has previously undertaken at the University. For example:

• If an individual has undertaken a ten week casual engagement and is required for another ten weeks without a break in service, taking both periods into consideration the engagement should no longer be considered casual, and a fixed-term contract used
• If an individual has a six month fixed term contract and is required for another twelve weeks, this should be done as an extension to the fixed-term contract rather than an additional casual engagement being used

Give careful consideration to the options below. If you need any further guidance or support in choosing the appropriate type of engagement please contact your HR Manager.

Open contracts

Open contracts should be used where there is an expectation that the work will continue from one year to the next or where there are no defined timeframes

It is unlikely that postgraduates who teach would be employed on an open contract.

Fixed term contracts

Fixed-term means the contract will come to an end on a particular date, after a certain event or on completion of a task

Fixed term contracts should be used where:

• an individual is required to undertake work on a regular basis within a known, defined timeframe, and
• there is no reasonable expectation that the appointment will continue

Points to consider:

• A casual contract may be a more appropriate choice where the timeframe is short (normally less than twelve weeks)
• The reason for using a fixed term contract as opposed to an open contract must be given, and careful consideration should be given as to which is more appropriate

Casual engagements

Casual engagements can be used to meet a fluctuating demand for work, or to cover a short (not normally more than twelve weeks), specific or one off piece of work

• The term 'casual' refers to circumstances where there is a clear understanding that the individual has no obligation to be available for work, and the University has no obligation to provide work.
• These may include single or one-off episodes that happen once a year or once a term but may re-occur on an annual basis.
• It would not be expected that individuals would be engaged on a casual basis where they were undertaking work regularly throughout the year.
• If you need a casual worker for administrative tasks, you may want to use the Temp Pool. All Temps have office experience and the administration of their engagements is handled for you
• Members of the Directorate of Facilities Management looking to take on vacation workers should contact the Commercial Services Office

Once you have decided on the type of engagement you require, begin looking at the practical steps required to manage the engagement:

Holiday pay for casual workers

Individuals engaged on a casual basis accrue holiday entitlement at the rate of one hours leave for every 8.3 hours worked. Outstanding holiday entitlement should be paid to the individual either during or at the end of the casual engagement. This can be done on a weekly basis, or at the end of an engagement, term or academic year. Holiday entitlement should be paid at the base hourly rate. Indicate on the designated area of the timesheet the number of hours' holiday entitlement being claimed.

Calculate casual leave entitlement

1. Enter base rate of pay: £

2. Enter the number of hours worked:

   Type of hours		Hours worked	Multiplier	Hours at base rate
   Hours worked at plain time (incl. marking, demonstrating etc.)			× 1 =	0.00
   Teaching only: contact hours*	Teaching (non-accredited / Level 1)		× 1.75 =	0.00
   	Teaching (accredited / Level 2)		× 2.25 =	0.00
   	Teaching Fellow / Lecturer		× 2.5 =	0.00
   	Lecturer (original material)		× 4 =	0.00
   Total hours at base rate				0.00
   Hours holiday accrued (one hour accrued for every 8.3 hours worked)				0.00
   Value of holiday pay		0.00 × £0.00 = £0.00

* If you have paid casual staff using the comprehensive hourly rates for teaching or for postgraduates who teach, you must ensure that all the hours undertaken, including contact and preparation time, are accounted for when calculating their leave entitlement. This can be done quickly by entering the number of contact teaching hours against the appropriate multiplier.