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  • 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
  • Source of basic salary (2016/17)

    In 2016/17, The University of Strathclyde incorrectly reported their source of basic salary data, due to a technical issue. All staff contracts were reported to be wholly general financed by the higher education provider, with the proportion of basic salary charged against general income being reported as 100. This affects approximately 1,600 staff who were fully or partially externally funded.

     

    Staff Source of basic salary
  • Staff and student FTE (2012/13)

    Relevant staff FTEs which should attribute and align against student FTEs for cost centre 129 (Economics & Econometrics), are allocated within those FTE figures provided in cost centre 133 (Business & Management Studies) for Cardiff University.

    Relevant staff FTEs which should attribute and align against student FTEs for cost centre 135 (Education), are allocated within those FTE figures provided in cost centres 131 (Social work and Social Policy) and 132 (Sociology) for Cardiff University.

    Staff Cost centre Full-time equivalent (FTE) Staff student ratio
  • Staff disability status

    In 2021/22, the University of Edinburgh incorrectly reported the number of academic staff with a disability, showing an increase from 385 to 1,340. This discrepancy arose from an accidental data collection error categorizing 'No Known Disability' status as an additional disability. This was corrected for the 2022/23 return.

    Staff
  • Staff employed directly by colleges or academic partners

    The University of the Highlands and Islands is a partnership of 13 independent colleges and research institutions (referred to as ‘academic partners’) and as such the majority of the academic and support staff are employed by the university’s academic partners. Only staff directly employed by the university are therefore included in the Staff return, which hence excludes the majority of academic and support staff and, as a consequence, will affect any calculations of staff volumes, FTE per cost centre and student to staff ratios.

    With effect from 2010-11, the University of Oxford 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 was made at HEFCE’s request.

    Staff Full-time equivalent (FTE) Staff student ratio
  • Staff inflow / outflow (2012/13)

    The University of Huddersfield’s Oldham campus staff, were transferred to Oldham College in 2012/13, affecting the inflow / outflow figures for academic staff.

    Staff Inflow-outflow
  • Staff inflow / outflow (2013/14)

    Liverpool School of Tropical Medicine made a separate staff return to HESA from 2013/14, previously their HESA staff return was made through The University of Liverpool. This had an impact on the inflow and outflow of staff for these two HE providers.

    The University of Huddersfield’s Barnsley campus were transferred to Barnsley College in 2013/14, affecting the inflow / outflow figures for academic staff.

    Staff Inflow-outflow
  • Staff numbers (2016/17)

    In 2016/17,  Rose Bruford College of Theatre and Performance incorrectly reported staff numbers in several cost centres. The most noticeable of these was cost centre 114 Music, dance, drama & performing arts, which was overreported by approximately 35.

    Staff Cost centre
  • Staff omitted from HESA record (2012/13)

    Due to the merger between the University of Wales Trinity Saint David and Swansea Metropolitan University, 590 (264.69 FTE) staff have been omitted from the University of Wales Trinity Saint David staff submission for 2012/13 (all previously Swansea Metropolitan University staff).

    The breakdown of staff is as follows: 370 Academic staff (120.24 FTE), 225 Non-academic staff (144.45 FTE). (Headcounts have been rounded)

    Staff
  • Terms of employment (2015/16)

    In 2015/16, The University of South Wales undertook a contractual review of contracts for all staff members. This, together with data validation conducted alongside the introduction of a new HR/Payroll system, resulted in adjustments to contract terms and changes to the numbers of employees engaged on permanent or fixed term contracts.

    Staff Terms of employment
  • Terms of employment 2022/23

    In 2022/23, the Open University changed its terms of employment for one category of academic staff; Associate Lecturers now hold a single permanent contract instead of multiple fixed-term contracts. This change led to an increase in permanent contracts from 1,125 to 5,585 and a decrease in fixed-term contracts from 4,670 to 170.  

    Staff
  • Update to Religious Belief, Sexual Orientation and Gender ID Fields 2022/23

    For the 2022/23 return, coverage has been updated for the RELBLF and SEXORT fields, which became mandatory for providers in England and Wales but remained optional for providers in Northern Ireland and Scotland. Coverage for the GENDERID field has also been updated to exclude providers in Scotland. As this marked the first time some HE providers submitted this specific information, survey completion and the return of information varied among staff, leading to a notable percentage of data being marked as 'Not available.' Due to this, we advise caution when interpreting these data.

    As some HE providers submitted information for these fields for the first time, there was variability in survey completion and information return among staff. Consequently, a significant proportion of the data was marked as 'Not available.' Given this, we advise caution when interpreting these data.

    Staff Staff collection
  • Zero hours contracts (2017/18)

    In 2017/18, De Montfont University incorrectly reported staff on zero hours contracts, due to a technical issue. 5610 staff were incorrectly reported as being on a zero hours contract. Of these, 3250 were included in the staff contract population at 1 December. All staff at the provider should have been reported as not on a zero hours contract.

    Staff Contract type Zero hours contract
  • Zero hours contracts and hourly paid (2017/18)

    In 2017/18, Staffordshire University incorrectly reported 1595 full-person equivalents as being on zero hours contracts. These should have been recorded as not on a zero hours contract. For the same year Staffordshire University incorrectly reported 1265 full-person equivalents as hourly paid. These should have been recorded as salaried.

    Staff Contract type Zero hours contract Hourly paid

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