UCT's remuneration policy (applicable to all staff)

A remuneration policy and practice must support and reinforce the achievement of the University's vision and strategy. Remuneration and related policies reflect the institution's values by highlighting what it sees as important, and therefore what it rewards.

UCT's strategy and vision is to be an outstanding teaching and research university, educating for life and addressing the challenges facing our society. This vision will, inter alia, be enabled by the implementation of a remuneration policy which attracts, retains and rewards staff who contribute to its realisation. The University is also committed to fairness and equity in its dealings with staff, and the remuneration policy must reflect these University values.

The following policy parameters have been approved by Council as a framework for remuneration decisions:

• Constructing a specific cost of employment structure that enables UCT to attract and retain quality representative staff in its teaching, research, professional, administrative and service categories, with reference to issues such as appropriate market rates where relevant, and the benchmarking of specific categories where required.
• Ensuring internal equity and fairness both in and between the various pay categories.
• Building incentives into the cost of employment structure to encourage and reward excellent performance based on objectively defined criteria.
• Recognising basic staff needs and ensuring that compensation addresses the cost of living and inflation, particularly in the lower pay classes.
• Ensuring that staff costs fall within the budget set by Council, and are sustainable over time.
• Encouraging revenue generation and adherence to cost recovery and private work policy while retaining a spirit of co-operation and a unified faculty.

Page last updated: 16 March 2011

back to top