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One of the most important provisions of the NFA was the introduction of a 51-point national individual salary, to which all officers are attached. In 1999, a report was published (the Bett report: an independent review of the general conditions of higher education) which highlighted a number of anomalies in pay, conditions and conditions between different groups of staff within higher education. In response, the Union of Universities and Higher Education Institutions (UCEA) and all unions recognized by the higher education sector dealt with the National Framework Agreement for the Modernization of Wage Structures (NFA) with an agreement reached in May 2004 on the reform of wage structures, grades and certain conditions throughout the sector. In order to accept the NFA, the AUT (Academic and Academic Personnel Union) negotiated an additional document entitled The Memorandum of Understanding (MOU). The remuneration of university staff in higher education institutions (UNIVERSITY) is the subject of national negotiations (see introduction of this article), but is not subject to any state regulation. There is a national agreement, the framework agreement on the modernisation of wage structures in the British heben, which came into force in July 2003. This is a 51-point salary column, which covers the majority of higher education staff (not just university staff) against whom different universities create their own pay and rating structures. The framework agreement presents five academic degrees, each with a minimum and a maximum salary. Some aspects of the NFA are national agreements that all higher education institutions must implement and others are in favour of local negotiations in Birkbeck with our recognised unions. One of the most important provisions of the NFA is the establishment of a 51-point individual compensation base, to which all staff are assigned.

There is also a need for an analytical assessment system for workstations throughout the college. The title “Reader” may be awarded as a sign of personal distinction to a manager who has made a remarkable contribution to the promotion of his discipline through original research and/or an innovative application. The title of professor can be awarded to a public servant who, over a long period of time, has made an outstanding contribution to the initial research and who is widely recognized as an internationally recognized authority on its territory. Recruitment procedures fall within the competence of each higher education institution and are not centrally regulated, with the exception of the framework of labour and gender equality legislation, which governs all jobs in the UK. The 2004 wage premium was also included in the framework agreement. The framework agreement is an agreement reached in 2004 between employers and national unions to modernise higher education wage structures. The UCU has been monitoring the implementation of the agreement since 2004 and supports local activists in the sector to enable them to negotiate acceptable conditions for implementation within each institution.