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  • Academic atypical staff (2012/13)

    In 2012/13, the University of Ulster did not return any academic atypical staff in error.  For 2013/14 they have returned 815 academic atypical staff.  They have confirmed that this figure should have been similar in 2012/13.

    Staff Contract level Atypical staff Staff student ratio
  • Academic atypical staff (2013/14)

    In 2013/14, Kingston University reviewed how they classified their hourly paid lecturers and external examiners from non-atypical to atypical. This increased the numbers of academic atypical staff from 0 in 2012/13 to 1105 (130 FTE) in 2013/14.

    In 2013/14, St George's Hospital Medical School improved their data capture for academic atypical staff contracts, increasing the numbers in this category from 10 in 2012/13 to 375 in 2013/14. In previous years they have not collected data from these staff.

    In 2013/14, Birkbeck College under-reported their academic atypical staff by approximately 200 due to data capture issues.

    In 2013/14, The University of Leeds reviewed how they employed demonstrating and tutorial assistants, and part-time student teachers. This increased the numbers of academic atypical staff from 400 in 2012/13 to 1050 in 2013/14.

    In 2012/13, The University of Ulster did not return any academic atypical staff in error.  For 2013/14 they have returned 815 academic atypical staff.  They have confirmed that this figure should have been similar in 2012/13.

    In 2013/14, Heriot-Watt University under-reported the number of academic atypical staff by 220 (32.9 FTE).

    During 2013/14, the University of Leicester undertook a major review of its atypical workforce, which resulted in a large number of changes to the way in which atypical contracts were issued.  This resulted in a number of year-on-year changes, including a reduction of 280 staff in their professional occupations SOC group.  In many cases, staff were moved to non-atypical working arrangements.

    In 2013/14, Loughborough University revisited how it coded their atypical staff's SOC groupings resulting in an increase in the Professional occupations category from 215 in 2012/13 to 465 in 2013/14.

    In 2013/14, The School of Oriental and African Studies over-reported their atypical staff by approximately 400.

    In 2013/14, Coventry University increased the number of academic atypical staff from 610 in 2012/13 to 1080 in 2013/14. This was due to a genuine increase in the use of atypical staff within the provider.

    Staff Contract level Atypical staff Staff student ratio
  • Academic atypical staff (2015/16)

    In 2015/16, Newcastle University reported a 90% reduction in the total number of academic atypical staff. This was due to a large number of leavers in this cohort, as well as data cleansing exercise which removed staff incorrectly defined as on an academic atypical contract.

    Staff Atypical staff Academic staff
  • Academic staff (2015/16)

    In 2015/16, The University of Bolton under-reported the number of academic staff by approximately 30 members of staff, recognised as Higher Education Academy (HEA) fellows. Of these members of staff, approximately 20 were reported as holding Academic Teaching Qualifications.

    Staff Academic staff
  • Academic/non-academic staff (2014/15)

    The National Film and Television School (NFTS) became an HE provider in 2014/15 moving from the Department of Culture, Media and Sport into the HE sector.  As the school had not been part of the HE sector they have not followed the standard of issuing academic contracts to their teaching/research staff.  As such both teaching/research and non-academic staff are included in the non-academic category for 2014/15.
     

    Staff Academic staff Non-academic staff
  • All provider-level data (2011/12)

    The University of Glamorgan merged with the University of Wales, Newport on the 11th April 2013 to become the University of South Wales. However the data for the 2011/12 academic session relates to the two former universities. The University of South Wales therefore request that when published it refers to the former providers and not merged into a single entity under the USW name.

    Student Staff
  • Atypical staff (2013/14)

    In 2013/14, The School of Oriental and African Studies over-reported their atypical staff by approximately 400.

    Staff Atypical staff
  • Atypical staff FTE (2014/15)

    In 2014/15 The University of Southampton over-reported their atypical staff FTE by approximately 30 and fixed term teaching staff FTE by approximately 10.

    Staff Atypical staff Full-time equivalent (FTE)
  • Cost centre mis-coding (2012/13)

    Following the merger of the University of Glamorgan and University of Wales, Newport to become the University of South Wales, 13 staff records in the cost centres of general engineering, chemical engineering and sociology have been wrongly coded. This should not affect the significance of the data that is published.

    Staff Cost centre
  • Cost centre mis-coding (2013/14)

    In 2013/14, The University of Strathclyde miscoded staff numbers in cost centres 107 Pharmacy & pharmacology and 112 Biosciences. When analysing staff cost centre for this provider, please switch the numbers in the two cost centres.  This has also affected the provider’s student staff ratio (SSR), in SSR analysis please replace cost centre 107 (published as 41.2) with 19.4 and cost centre 112 (published as 9.5) with 21.1.

    Staff Cost centre Staff student ratio
  • FTE and cost centre (2010/11 and 2011/12)

    The Open University has noted the decrease in FTE for academic staff on standard contracts in cost centre 54 from the 2010/11 results due to a correction to source data, where some staff from the Faculty of Business and Law had been incorrectly assigned to cost centre 54 in previous years.

    Staff Cost centre Full-time equivalent (FTE)
  • FTE and provider (2011/12 and 2015/16)

    The Open University has noted that the decrease in total FTE for academic staff on standard contracts from 2010/11 is due, in large part, to a change in the method used to calculate the FTE for Associate Lecturers, which is more finely grained and gives a more accurate representation of FTE for this group of staff.

    In 2015/16, Kingston University under-reported the FTE values for academic teaching only staff by approximately 80.

    Staff Full-time equivalent (FTE)
  • FTE/FPE reporting (2015/16)

    In 2015/16, The University of South Wales conducted a data validation exercise following the introduction of a new HR/Payroll system. This resulted in changes in the method of calculating FTE/FPE, to better align with HESA reporting requirements.

    Staff Full-time equivalent (FTE)
  • Non-academic staff, cost centre and institution (2011/12)

    During 2011/12, the University of the West of England implemented a restructuring of its student-facing administrative support arrangements. This restructure resulted in the realignment of a number of administrative support functions that were previously carried out within its academic faculties into its central service departments. Non-academic staff affected by this restructuring were therefore recoded from an academic subject-related HESA Cost Centre value (codes 01 to 41) to a service-related HESA Cost Centre value (codes 51 to 57). The main restructuring was effective from 1 January 2012 so the full effect of this change will not be reflected until the 2012/13 Staff Record.

    Staff Cost centre
  • Part-time academic staff (2013/14)

    In 2013/14, St George's Hospital Medical School improved their data capture for academic atypical staff contracts, increasing the numbers in this category from 10 in 2012/13 to 375 in 2013/14. In previous years they have not collected data from these staff.

    In 2013/14, Kingston University reviewed how they classified their hourly paid lecturers and external examiners from non-atypical to atypical. This increased the numbers of academic atypical staff FTE from 0 in 2012/13 to 130 in 2013/14.

    In 2013/14, Cardiff University increased their part-time academic staff (excluding atypical) from 825 in 2012/13 to 1,150 in 2013/14. This was due to including student demonstrators in their staff return for the first time.

    Staff Contract level Mode of employment
  • Part-time academic staff numbers (2014/15)

    In 2014/15, the University of Birmingham gave term-time only part-time contracts to former atypical staff. This increased the academic part-time numbers for 2014/15 by 390.

    In 2014/15, the University of Stirling had a notable reduction in part-time academic staff (from 650 in 2013/14 to 400 in 2014/15). This reduction was due to a change in how the university’s system managed an extended contract, rather than an actual reduction in staff numbers.

    Staff Atypical staff Mode of employment
  • Postgraduate taught students (2015/16)

    In 2015/16, The University of Birmingham changed the way it reported the final months of its postgraduate taught students programmes. This has resulted in a visible decrease of both full-time and part-time postgraduate taught student numbers at The University of Birmingham. These students now fall out of HESA’s standard populations whereas previously they would have been included and now better align with HESA reporting requirements.

    Staff Level of study
  • Professor marker (2011/12)

    The University of Oxford has a significant increase (244 in 2010/11 to 828 in 2011/12) in the number of academic staff who have been classified as a ‘Professor’. This is not an actual increase but a change in how professors have been identified at Oxford. This increase should bring them more in line with the rest of the sector.

    Staff Contract level
  • Provider and Salary (2011/12)

    University of Oxford has asked that the following caveats be supplied with their data:

    "As part of the pay agreement for 2006-2009 the Joint Negotiating Committee for Higher Education Staff (JNCHES) reiterated the equality principles set out in the 2004 Framework Agreement, and strongly advised that following the implementation of new pay structures all higher education institutions should undertake an equal pay review

    The new salary and grading structure for the University of Oxford was implemented on 1 August 2006 for 6,500 support, academic and related staff, followed by 530 staff in clinical support roles in July 2007. The University’s Personnel Services, in conjunction with the Equality and Diversity Unit and in partnership with staff representatives, including from the UCU, subsequently undertook an equal pay audit across the new grading structure to identify and investigate any pay gaps, and make recommendations for action in the light of the findings of the audit.

    The audit looked at pay by grade and equality strand. This analysis did not reveal any significant pay gaps and across the board the results clearly demonstrate the University is achieving equal pay for work of equal value irrespective of gender, age, disability, ethnicity, or contractual status.

    The HESA staff data does not include staff on college-only contracts. The college-only contract staff engaged in teaching activity are therefore not reflected in staff:student ratios."

    With effect from 2010-11, the University of Oxford has moved from previously agreed practice of reporting to HESA the University-only component of the salary for joint appointments with Colleges to reporting an estimate of the total remuneration received from both College and University sources. This estimate is derived through calculating a multiple of the University-only component to reflect the overall FTE of the joint appointment. This change has been made at HEFCE’s request and results in a greater overall percentage rise in average salary for non-professorial full-time academic staff than would otherwise be the case.

    Staff Salary
  • Salary (2015/16)

    In October 2015, Birkbeck College consolidated London weighting into their staff salary scales. This resulted in a net increase of £3,550 to all salary points (before increments and pay awards) in 2015/16. This has led to visible changes to the number of staff within salary bandings.

    Staff Salary

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