Veterinary recruitment and retention supplements have been designed to help recruitment and retention of staff within the veterinary clinical establishment.
There are three components to the veterinary recruitment and retention supplements;
Additional Veterinary Allowance. This recognises professional qualifications (MRCVS, European or American Clinical Diploma) where required.This allowance is calculated as a 5% uplift to basic salary
Clinical supplement. This recognises the additional demands of on-clinic working and is calculated as a 5% uplift to the basic salary multiplied by the fraction of the contract spent on-clinic
A market supplement is applicable to posts within certain disciplines.
Veterinary recruitment and retention supplements will be paid monthly through the University’s payroll, but will be identified separately from the base salary for the role in pay slips and University documentation. Supplements will also be identified separately within references provided by the University where details of an individual’s remuneration package are requested.
Veterinary supplements are non-consolidated and will be pensionable, subject to the provisions of the relevant pension schemes. They will also be included for the purposes of calculating deductions (both statutory and non-statutory), additional payments or contractual entitlements. Supplements will be paid on a pro-rata basis for part-time staff.
Review Procedure
Equal Pay Legislation requires that the University have a demonstrable and objective justification for offering different rates of pay to employees carrying out work of equal value. Accordingly, veterinary recruitment and retention supplements will be reviewed every three years to demonstrate an ongoing business need.
External market data will be drawn from a variety of sources both within the Higher Education sector and within private practice.
Veterinary recruitment and retention supplements may be increased, decreased or withdrawn altogether where they can no longer be justified by market conditions. When a change in the market is identified a recommendation will be referred to the Director of Human Resources for decision. If there is no change in the market, existing supplements will continue at the current rate until the next review without reference to the senior committee.
If an increase in supplement is agreed by the Director of Human Resources, the rationale for the change will be recorded and the change will be paid from the review date.
If a decrease in supplement is agreed by the Director of Human Resources, the rationale for the change will be recorded and the supplement will be decreased to the new appropriate level following a three month notice period. The three month notice period will commence from the review date (or the date of notification of the change if later).
Where there ceases to be an organisational need or market justification for the recruitment and retention supplement, payment will be terminated following a three month notice period commencing at the review date (or the date of notification of the change if later). During the three month notice period the supplement will continue to be paid at the full rate that the individual has previously received.
The Trades Unions will be given the opportunity to comment where a market supplement is planned to be reduced or withdrawn.
The decision of the University is final and there will be no right of appeal on the increase, decrease or removal of a recruitment and retention payment.
Movement to another role
Where an individual voluntarily moves to a role that does not attract a veterinary supplement, any such existing payments will cease from the date of change of appointment.
If an individual is redeployed from one role to another that does not attract a veterinary pay supplement, any such existing payments will cease after three months in the new role.
