Determination of academic pay in universities and colleges in UK under the new pay framework: the policy and practice
Academic pay was uniform across universities and colleges below the level of professors till 2004 in UK. Following the global trend, UK has moved away from the nationally determined scales of pay. Since 2004, the broad Pay Framework Agreement which allows for flexibility in pay based on a flexible structure has been adopted and used by universities in UK. The new framework provides for salary and career progression to attract, retain and motivate staff, rewarding appropriately their knowledge, experience and contribution. The national pay spine consists of 51 points and universities negotiate with local union representatives to establish grading structures for academic staff that map onto the national spine. The 51 pay points comprises of ten overlapping grades with a minimum and maximum for all staff below the level of professors. The study reveals that the individual sample universities selected from pre- and post-1992 universities are now adapting into a decentralised institutional based pay determination mechanisms.
Temporaires, permanents, « vedettes » : la tripartition du salariat académique au Royaume-Uni
Cet article interroge la recomposition du marche du travail universitaire a partir du cas britannique. Jusque dans les annees 1990, l'emploi academique au Royaume-Uni s'organisait en deux segments de main-d'oeuvre, primaire et secondaire, composes respectivement d'emplois permanents et temporaires. On observe depuis quelques annees l'emergence d'un troisieme segment. Il s'agit d'un micro-marche restreint, ouvert a des « vedettes » academiques capables de negocier des salaires eleves. Croisant entretiens biographiques et donnees longitudinales de carrieres, l'article restitue les differents moments de la carriere academique au travers des trois espaces consideres, puis examine les conditions d'activation du micro-marche des vedettes. Il est montre que l'echange salarial au sein de ce dernier segment porte davantage sur les capitaux scientifiques des individus (publications, projets de recherche finances, etc.) que sur leur capacite de travail. Le fonctionnement du micro-marche de vedettes suppose alors des conditions sociales specifiques : la capacite d'appropriation individuelle du travail comme actif transferable et l'existence de dispositions a valoriser ces actifs et a negocier des remunerations exceptionnelles.
Initial Teacher Training: the French view
ABSTRACT This paper, against the background of trends in the development of initial teacher training in Europe as a whole, identifies and explains some of the recent, radical reforms which were introduced in France by a socialist government. These include the need to raise the status and the competence of the teaching profession; the creation of new teacher‐training institutions of university status (Instituts universitaires de formation des maitres); the introduction of common entry qualifications at degree level for both primary and secondary levels; the harmonisation and the extension to 2 years of the post‐degree teacher‐training course and the increase in emphasis placed on professional training, both theoretical and practical. These reforms provoked a storm of protest and an examination of the reasons for this reveals a multiplicity of crucial questions which have far‐reaching implications.