Rhodes University Council at its meeting held on 18 June 2009 decided that the market related remuneration adjustment for all university support staff be implemented from 1 July 2009. The remuneration adjustments range from 60% of the middle of the market for grade 18 to 92% of the middle of the market for grade 1.
A remuneration market adjustment is a comparison of an organisation's remuneration. In this instance, Rhodes compared the salaries of support staff along a number of comparative remuneration points and grades relative to the middle of the market. The remuneration packages at Rhodes, which aims to pay staff on average in the middle of the market, were compared to that of 17 other universities.
The Rhodes Council also decided that in order to remove inequities related to long leave, an amount of R3.3 million be set aside to address the issue of grades 1 to 5 having not benefited from the provision of long leave in the past. It further decided that annual leave for all support staff be increased from 26 to 30 days inclusive of shut-down with effect from 1 July 2009.
With regard to catering staff, Council decided that the different catering scales be done away with.
The University Council believes the decisions taken were in the best short-term and long-term interests of the staff and institution. The decisions were based on key principles of working purposefully to attain greater external and internal equity, while ensuring that this short-term remuneration adjustment did not compromise the University's long-term remuneration strategies. It was critical to maintain the long-term institutional sustainability of the University.
The breakdown for the market adjustment towards the middle of the market for the different grades is as follows: grade 1s (cleaners, kitchen attendants, labourers) will shift to at least 92%, grade 2 will be adjusted to at least 86%, grades 3 to 5 will move to 84%, grades 6 to 8 (administrative staff) to 80%, grades 9 to 14 to 72% (professional, technical and managerial staff), grades 15 and 16 (senior management) to 70%, grades 17 to 62%, and grade 18 to 60% (top management).
According to Sarah Fischer, Rhodes HR Director, no extra money will be needed to fund the adjustments decided by Council as the increase in the percentage at grades 1 to 5 will be paid for by lowering the senior management percentage from 72% to 70%, top management percentages from 64% to 62%, and the Vice Chancellor to 60%.
Council stressed that going forward the University community, including unions and staff, needed at all times to bear in mind the principles underlying the market remuneration adjustments.
Reinforcing the Council message, Ms Fischer said: "It must be further noted that moving from one remuneration dispensation to another takes time. This requires patience and ongoing persistence in implementation. Management hopes that the unions and staff will join us on this journey for the benefit of staff and the institution."
Issued on behalf of Rhodes University by:
Lebogang Hashatse
Rhodes Communication and Development Division