Part-time teachers may be engaged on a casual hourly-paid basis, or on fixed-term or open contracts.
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.
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.
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.
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.
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.
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.
|Role||Duties and skills||Rate of pay|
To support colleagues engaged in the teaching process and carry out teaching within a clear and established programme.
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.
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.
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.
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
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.
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:
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 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 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:
Points to consider:
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
Once you have decided on the type of engagement you require, begin looking at the practical steps required to manage the engagement:
The administration of casual engagements is your department's responsibility.
There should be no expectation that a casual engagement would need to be extended. However if you are looking to re-engage an individual after a casual engagement, re-examine the requirements of the work and ensure that the most appropriate type of engagement or contract is offered.
If you have identified that you need someone on a fixed-term or open contract, this should be managed like any other appointment. Begin with the standard recruitment process, bearing in mind:
At the end of the appointment, ensure that a leaver's form [doc] is completed and sent to HR Services.
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.