Placement of professional staff into salary bands.
Sarah M made this Official Information request to Victoria University of Wellington
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From: Sarah M
Dear Victoria University of Wellington,
Professional staff contracts state that on appointment employees are to be placed in a point within the upper and lower salary levels of the grade taking into consideration:
i) relevant work experience in previous or current employment
ii) relevant educational or other qualification;
iii) ease or difficulty of recruitment having regard to the specific skills and
the level of skills required.
By what metric is ease or difficulty of recruitment measured?
Further guidelines for management state that the following should also be considered:
1) the appointee's level of skills and experience in comparison with the requirements of the role description (you would normally pay at the top end if they meet these requirements fully and towards the bottom if they need development)
2) consistency and relativity with other comparable positions within your team, area, and around the university
Based on these criteria (and any other relevant university policy) is it possible for any of the following to happen (and please provide the relevant policy information)
1) new staff members are paid less than the departing staff member given equal skills, qualifications and experience
2) staff are not paid what the role is assessed at
3) staff can move from a role in the same (or lower band) requiring similar skills and qualifications and be paid less than they were previously
Yours faithfully,
Sarah M
From: OIA Requests
Victoria University of Wellington
Kia ora Sarah
Official information request regarding the placement of professional staff
into salary bands
I am writing to acknowledge receipt of your official information request
dated 12 December 2023.
We will endeavour to respond to your request as soon as possible and in
any event no later than 31 January 2024, being 20 working days after the
day your request was received. Please note, days falling within the period
25 December 2023 – 15 January 2024 are not considered working days for
official information purposes.
If any additional factors come to light which are relevant to your
request, please do not hesitate to contact me so that these can be taken
into account.
Ngâ mihi,
Blair Doherty
Senior Advisor, Official Information and Privacy
Legal Services
Te Herenga Waka - Victoria University of Wellington
[1]www.wgtn.ac.nz
-----Original Message-----
From: Sarah M <[FOI #25141 email]>
Sent: Tuesday, 12 December 2023 3:19 pm
To: OIA Requests <[VUW request email]>
Subject: Official Information request - Placement of professional staff
into salary bands.
[[FOI #25141 email] appears similar to someone
who previously sent you email, but may not be that person. Learn why this
could be a risk at [2]https://aka.ms/LearnAboutSenderIdentific... ]
Dear Victoria University of Wellington,
Professional staff contracts state that on appointment employees are to be
placed in a point within the upper and lower salary levels of the grade
taking into consideration:
i) relevant work experience in previous or current employment
ii) relevant educational or other qualification;
iii) ease or difficulty of recruitment having regard to the specific
skills and the level of skills required.
By what metric is ease or difficulty of recruitment measured?
Further guidelines for management state that the following should also be
considered:
1) the appointee's level of skills and experience in comparison with the
requirements of the role description (you would normally pay at the top
end if they meet these requirements fully and towards the bottom if they
need development)
2) consistency and relativity with other comparable positions within your
team, area, and around the university
Based on these criteria (and any other relevant university policy) is it
possible for any of the following to happen (and please provide the
relevant policy information)
1) new staff members are paid less than the departing staff member given
equal skills, qualifications and experience
2) staff are not paid what the role is assessed at
3) staff can move from a role in the same (or lower band) requiring
similar skills and qualifications and be paid less than they were
previously
Yours faithfully,
Sarah M
-------------------------------------------------------------------
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[3][FOI #25141 email]
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References
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http://www.wgtn.ac.nz/
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3. mailto:[FOI #25141 email]
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From: OIA Requests
Victoria University of Wellington
Tēnā koe Sarah
Official Information request - Placement of professional staff into salary
bands
I refer to your official information request dated 12 December 2023.
Please find attached a response to your information request.
Ngā mihi,
Blair Doherty
Senior Advisor, Official Information and Privacy
Legal Services
Te Herenga Waka - Victoria University of Wellington
[1]www.wgtn.ac.nz
-----Original Message-----
From: Sarah M <[FOI #25141 email]>
Sent: Tuesday, December 12, 2023 3:19 PM
To: OIA Requests <[VUW request email]>
Subject: Official Information request - Placement of professional staff
into salary bands.
[[FOI #25141 email] appears similar to someone
who previously sent you email, but may not be that person. Learn why this
could be a risk at [2]https://aka.ms/LearnAboutSenderIdentific... ]
Dear Victoria University of Wellington,
Professional staff contracts state that on appointment employees are to be
placed in a point within the upper and lower salary levels of the grade
taking into consideration:
i) relevant work experience in previous or current employment
ii) relevant educational or other qualification;
iii) ease or difficulty of recruitment having regard to the specific
skills and the level of skills required.
By what metric is ease or difficulty of recruitment measured?
Further guidelines for management state that the following should also be
considered:
1) the appointee's level of skills and experience in comparison with the
requirements of the role description (you would normally pay at the top
end if they meet these requirements fully and towards the bottom if they
need development)
2) consistency and relativity with other comparable positions within your
team, area, and around the university
Based on these criteria (and any other relevant university policy) is it
possible for any of the following to happen (and please provide the
relevant policy information)
1) new staff members are paid less than the departing staff member given
equal skills, qualifications and experience
2) staff are not paid what the role is assessed at
3) staff can move from a role in the same (or lower band) requiring
similar skills and qualifications and be paid less than they were
previously
Yours faithfully,
Sarah M
-------------------------------------------------------------------
This is an Official Information request made via the FYI website.
Please use this email address for all replies to this request:
[3][FOI #25141 email]
Is [4][VUW request email] the wrong address for Official Information
requests to Victoria University of Wellington? If so, please contact us
using this form:
[5]https://apc01.safelinks.protection.outlo...
Disclaimer: This message and any reply that you make will be published on
the internet. Our privacy and copyright policies:
[6]https://apc01.safelinks.protection.outlo...
If you find this service useful as an Official Information officer, please
ask your web manager to link to us from your organisation's OIA or LGOIMA
page.
-------------------------------------------------------------------
References
Visible links
1. www.wgtn.ac.nz
http://www.wgtn.ac.nz/
2. https://aka.ms/LearnAboutSenderIdentific...
3. mailto:[FOI #25141 email]
4. mailto:[VUW request email]
5. https://fyi.org.nz/change_request/new?bo...
6. https://fyi.org.nz/help/officers
hide quoted sections
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