Data intelligence

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.

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.

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.

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.

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.

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.

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.