The starting salary guidance is broken down into bite sized topics. Each topic can be reviewed separately below or you can download the full Starting Salary and Additional Payment Guidance [PDF 133KB] and Salary Pro Forma [DOC 28KB].
Queen Mary recognises the need to ensure equity and consistency in determining starting salaries for all staff. This is important not only to fulfil the legal requirements of current equal pay legislation, but also to ensure fairness for both new employees and existing staff across the University.
A fair and equitable approach must always be applied in the review and offer of salaries. The salary offer should be considered within a wider context, which includes the impact it may have on current staff (internal relativities) and with both equal pay and fairness in mind.
The guidance below sets out a range of steps and requirements which must be followed in order to ensure equity and consistency in our practice.
The guidance set out in this document applies to both internally and externally funded posts, including secondments and re-graded posts.
For the purpose of this document, the Hiring Manager is the general term used to describe those authorised/responsible for making remuneration and pay decisions.
(i) the relevant skills, knowledge and experience that the candidate brings which justify a higher starting salary; and (where applicable).
(ii) a comparison with salaries paid to existing jobholders with the same/similar skills, knowledge and experience (in order to ensure pay equity).
Appointment to a post at the same grade
Appointment to a post at a higher grade
(a)the first point on the new grade where the scale minimum is higher than their current salary or;
(b) one additional salary point (above the current salary) where the scale minimum is lower than their current salary
(i) the prior relevant skills, knowledge and expertise that the candidate brings which justify a higher starting salary and (where applicable).
Researchers (non-PhD)
Researchers (PhD)
Grade 5 Lecturers
Grade 8 Staff (Professional Services)
Salary offers are typically offered at the minimal salary point of the evaluated band.
Higher salary point offers are permissible, and the Hiring Manager will be required to justify a salary above the minimum salary point. The justification must reference both:
(i) the relevant skills, knowledge and experience that the candidate brings which justify a higher starting salary; and (where applicable)
Grade 8 Staff (Professorial: non-clinical)
(i) the candidate’s experience and overall academic contribution within their field of expertise and
(ii) comparative academic contribution and salaries of current Queen Mary Professors within the same discipline.
Consultant Clinical Academics
(o) Newly qualified consultant
(o) Consultant joining from another HEI or NHS Trust or from elsewhere
Senior Academic GP’s Consultants
Junior Doctors
Health and Care Professionals (sometimes referred to as Allied Health Professionals)
Acting up Allowance
An Acting Up Allowance calculation is based on either;
(a) The first point on the new grade where the scale minimum is higher than their current salary or;
(b) One additional salary point (above the current salary) where the new scale minimum is lower than their current salary.
Responsibility Allowance
Market Supplement
Salary Pro Forma [DOC 28KB]