NU Options is an extra package to NCL Rewards.  This provides special offers, ​discounts and corporate rates available to University colleagues​:

• Blackwell Bookshop - on production of your University Smartvard you will receive 10% off all in store and online purchases 

• Coop - University colleagues will be able to access the fresh, healthy and affordable options on campus

• Seven Stories - The national centre for Children’s Books – on production of your University Smartvard you will receive discounted concessionary rates on adult and family day tickets or annual passes.  Newcastle University colleagues also get 10% off at the Seven Stories bookshop on production of a campus Smartcard

• Moneywise Loans and Savings - Moneywise provides access to safe and secure savings accounts and low interest loans for its members.  The longer you save the more you can borrow

• Nissan Sunderland - Save 20% on selected Nissan cars through Newcastle Universities partnership with Nissan, Sunderland

• O2 Open - Colleagues can get up to 25% off their 'Airtime Plan' on qualifying O2 refresh contracts for any mobile device.  You can also get up to 20% off accessories including fitness trackers

• Vodafone - Newcastle University is part of 'Vodafone's Employee Advantage Scheme' with offers available to colleagues, friends and families

Newcastle University operates a "Give as You Earn" scheme, allowing you to make regular monthly, tax free deductions to registered charities in the UK or, any organisation recognised by HM Revenue and Customs as charitable, some of which are shown below.  The Payroll office will make the deductions from your gross pay each month, until you specify otherwise:

• Churches

• Health authorities

• Hospitals (not private)

• Scout and girl guide groups

• Universities and schools

• Parent teacher associations

• Community groups

With 'Payroll Giving' you can provide charities with a regular income, to allow them to plan ahead and budget for the future.  Donations are tax-effective because they are taken before tax is applied, which means the charity get more of your donation and it costs you less.  'Payroll Giving' is a great employee benefit to utilise for this reason.

The University holiday year is 1st October to 30th September inclusive.  The calculation is based on completed week's service.  Annual leave entitlements are outlined in your conditions of service.

For grades A-E​, annual leave entitlement increases after 5 years' service.  The increase is incorporated into the annual leave when the 5 years' service is achieved.

All regular colleagues receive eight public holidays and four University discretionary closure days (pro rata for part-time colleagues) in addition to the basic annual leave entitlement shown below:

• grade A - E < 5 years' service = 25 days per annum
• grade A - E > 5 years' service = 27 days per annum
• grade F and above = 30 days per annum

If you commence or leave employment part way through the leave year, you will need to calculate your annual leave for the part year.  If you change your hours/working pattern part way through the leave year, you will need to do two calculations for before and after the change.​

The University recognises that colleagues ​may require additional leave from time to time.  Colleagues can apply to buy additional annual leave up to and including two weeks in any one leave year.  All colleagues ​are eligible to request this regardless of length of service.  This provision will not apply to colleagues on long term sick leave.

Once agreed, the additional leave is treated as a temporary addition to their existing leave entitlement.  It is subject to the same arrangements as normal annual leave, such as applying in advance for the specific days off, which is approved and recorded by their line manager.  Colleagues will have an opportunity to apply for additional leave at two points in the year, before the leave year starts and at half way through the leave year:

Apply by 1 August for up to two weeks’ leave in the next leave year:

• Paid in one lump sum deducted from salary in October or in ten monthly instalments starting from October salary
• Annual Salary payable from October will be used to calculate the deduction from pay

Apply by 1 February for up to one weeks’ leave in the remainder of the leave year:

• Paid in one lump sum deducted in April or four monthly instalments starting from the April salary
• Annual Salary payable from April will be used to calculate the deduction from pay

For colleagues who work part-time or who are contracted to work more or less than a standard five-day week.  The maximum number of days of additional leave will be pro-rata to the equivalent of two working weeks.  The leave may be taken at any time during the year (or half year) and does not have to be taken together as a single block.

When the additional leave is taken it must be processed in the same way as contractual annual leave – by application and approval from the line manager.

Paying for the Leave

Additional leave is paid for through a reduction in salary, equivalent to the salary for the number of days leave being taken.  Each day being counted as 1/260th of a year for full-time (five day) colleagues, and pro-rata for any part-time colleagues.  This is calculated as 1/260th of gross annual salary for each day.   A calculator will be available on the People Service website and is fully accessible once you have your University login details, which is issued upon commencement of employment at the University.   For colleagues who calculate their leave in hours, an equivalent calculation will be available.

Sabbatical Leave

Sabbatical leave is fundamental to the University's vision of being a ‘People Focussed, World-Leading University’.  It is underpinned by the Institution’s Core Strategies of Education for Life, Research for Discovery and Impact, Global and Engagement and Place.  It enables academic colleagues​ to request a period of dedicated time, to pursue research initiatives related to education and/or other career development activities, in line with either the Departmental and/or University strategy.

Career Breaks

The University is committed to providing policies and arrangements which promote and support work-life balance for its colleagues.  We recognise that some colleagues may wish to take an extended break from work for personal reasons during the course of their employment.  The University career break scheme provides a facility support to all.  For colleagues to request an unpaid extended period away from their work, to fulfil these personal obligations and requirements.  Colleagues should note that a career break is not unpaid leave; it is a break in their contract of employment.

Unpaid Leave

The University recognises that there may be times when it is necessary to take a period of unpaid leave.  The unpaid leave arrangements are for absences of more than two weeks and less than six months.  All colleagues are eligible to request this regardless of length of service.  Provisions will not apply to colleagues on long term sick leave.

The period of unpaid leave will not affect the colleague’s normal annual leave for the leave year(s) in which it is taken.  The period of unpaid leave will also not affect the calculation of service related benefits such as five years’ service for service related annual leave, sick pay etc.

Family Leave

Newcastle University aspires to be a family-friendly employer and we are committed to supporting colleagues who maintain parenting and/or caring responsibilities alongside their job.  Whether these responsibilities include caring for a child or caring for another dependent, we aim to support our employees and work with them to facilitate a good work/life balance.

Special Leave

The University's Special Leave Policy​ includes, taking time off to care for dependents, bereavement, deal with an emergency, attend to public duties (Eg jury duty or reserved forces), medical appointments, examinations and also revision.

Parental Leave

Parental Leave is the right to take unpaid time off work to look after a child or make arrangements for the child’s welfare.  It can be used to spend more time with children and strike a better balance between work and family commitments.  Between birth and their eighteenth birthday you are able to take eighteen weeks unpaid leave for each child.  The leave must be taken in blocks of at least one week (unless the child has a disability), with no more than four weeks in any 12 month period.  One week will be equivalent to the length of the employee's normal working week.

Adoption Leave

If you are adopting as a couple, only one partner can take adoption leave.  The person taking adoption leave is entitled to 52 weeks adoption leave.  Their partner is entitled to paternity leave and in certain circumstances has the option of sharing their partner's adoption leave as Shared Parental Leave.  Colleagues who become parents through surrogacy are entitled to the same arrangements as those who adopt.

Maternity Leave

You receive 52 weeks statutory maternity leave regardless of length of service.  Leave can begin any time from 11 weeks before your expected week of childbirth (EWC) up to the day you give birth.  By law you must take two weeks compulsory leave from work following childbirth.

Regardless of your length of service, you get paid Occupational Maternity Pay which is well above the legal minimum.  Maternity Pay is broken down as follows:

• 18 weeks Occupational Maternity Pay - this is your full basic pay
• 21 weeks of which is the lowest of either Statutory Maternity Pay (SMP) or 90% of your Statutory Maternity Pay average weekly earnings
• the remaining 13 weeks leave is unpaid

Find out more about Eligibility for the Statutory Maternity Pay set by the government.  In order to qualify for maternity leave and pay, you will need to tell your manager about your pregnancy.  This needs to be done by the 15th week before your baby is due (ie by approximately 25 weeks pregnant).

Premature Babies

If your baby is born before 37 weeks gestation (based on the due date stated on the MATB1 form), they will be classed as premature.  If your (or your adopted) baby is born prematurely, you are entitled to compassionate leave on full pay.  For mothers/adopters, this will be for a period equivalent to the period from the date of the baby’s birth until the baby’s due date.  HMRC rules mean that if a baby arrives early, maternity leave must commence from the day after the baby’s birth.  Therefore, Premature Baby Compassionate Leave will be recorded after the end of your Statutory Maternity Pay/Maternity Allowance.

For fathers/partners, you may take up to two working weeks of leave at any point from the end of your paternity leave until your child’s first birthday.  This may be taken in blocks or as individual days and all colleagues, regardless of their maternity/paternity/adoption entitlements, are eligible for premature baby leave.

Stillbirth or Neonatal Bereavement

We realise that this is a deeply distressing and sad time for anyone that goes through this.  If you suffer a stillbirth (after 24 weeks) or suffer a neonatal bereavement, you will be entitled to your full maternity/paternity pay.  If your baby is hospitalised as a neonatal but not premature you are entitled to special leave under the ‘Leave for Dependents’ policy.

Paternity Leave

To be eligible for Paternity Leave, you must be:
• the baby's biological father
• the spouse or partner of the mother

You should also have or expect to have responsibility for the upbringing of the child.  By requesting this leave you will help care for the child or support the child's mother.

Shared Parental Leave (SPL)

Shared Parental Leave enables two people who share the main responsibility for the care of the child at the time of birth/placement for adoption to share maternity/adoption leave entitlement.  The mother/primary adopter must always take the first two weeks of maternity/adoption leave and then all or a proportion of the remaining leave can be converted to SPL.

SPL can then be taken by the partner, or shared between the mother/primary adopter and the partner.  The total amount of maternity/adoption leave and SPL taken by the two people, cannot exceed the original entitlement of 52 weeks.

At Newcastle University, we are committed to maintaining our position as one of the UK’s leading universities.  Our pay and benefits package is designed to enable us to attract and reward the high quality people on whom our ongoing success depends.  After pay, pension is arguably the most valuable benefit for all of us, even though retirement may seem a long way off.  Think about how important your pay is to you today – that’s how important your pension will be when you retire.

As a colleague at Newcastle University, you are entitled to join one of the University's pension plans.  The two pension plans currently offered to regular colleagues are:

• Retirement Benefits Plan (RBP) and the
• Universities Superannuation Scheme (USS)

Additionally, the University also practices pension auto enrolment, a government stipulation to enrol those colleagues​ qualifying via an earnings threshold into a state scheme automatically.

Retirement Benefits Plan (RBP)

The Retirement Benefits Plan (1971), the RBP - is the Career Revalued Benefits Scheme offered by the University to colleagues employed on Grades A to E and equivalent.  Membership of this plan is not automatic, with colleagues receiving information about the plan at the time of their appointment.  This RBP Pension decision form needs completing to indicate whether they wish to join or not, and should be printed off, completed in full and returned with their New Starters Form to payroll@ncl.ac.uk.

Key benefits from the Plan
The Plan offers a range of benefits to provide financial protection for you and your family while employed by the University:

• your contributions are Tax free
• you will have the choice to pay extra (tax free) contributions
• you will receive Life Assurance Cover of twice your Pensionable Salary (married members) or four times your Pensionable Salary (all other members)
• pensions for your Spouse or Civil Partner and/or Children to provide financial security on your death plus, the University pays the majority of the cost of funding the benefits and running of the Plan

Further information on this pension plan is available to colleagues upon their commencement of employment with Newcastle University via our Intranet pages.

Universities Superannuation Scheme (USS)

Colleagues​ on Grades F to I and equivalent will be enrolled into the Universities Superannuation Scheme (USS) in accordance with their conditions of service.  The USS is the national superannuation scheme for members of academic and equivalent colleagues and is also the auto-enrolment pension scheme for colleagues ​on Grades F and above, including clinical academic colleagues.  Here you will find a giude to the Universities Superannuation Scheme (USS)‌.  Colleagues who are already in receipt of a USS pension are excluded from re-joining.

Building a pension with USS:

• you’ll have a guaranteed income for life once you retire
  
• you’ll build up a one-off cash lump sum too, which you can take at retirement
• we may be able to support you if you can’t work because of ill health
• you get life cover whilst paying in to USS, so we’ll help you make sure your loved ones are taken care of when you die too

There are two parts to your USS pension.  There's the Retirement Income Builder, which helps to give you security in retirement.  And then there's the Investment Builder – allowing you to save more towards your future.

This is the Summary of Universities Superannuation Scheme (USS)

NHS Pension Scheme (NHSPS)

Newcastle University supports enrolment within the NHS Pension Scheme for certain clinical academics who have exercised their option to remain in this scheme on appointment to the University.  For more information regarding the NHSPS Pension Scheme, please visit the NHS Pension website accessed through the following link: NHS Pension Scheme.  

Pensions Auto-Enrolment

Auto-enrolment is intended to get more people saving into a pension scheme to provide for their retirement.  With life expectancy continuing to increase, the Government is concerned that many people will not have enough income to support their retirement years.  Further information is available from the www.gov.uk website.  The UK is not the first country to introduce a scheme of this kind; similar arrangements operate in Norway and New Zealand to name just two examples.  Newcastle University have been required by law to automatically re-enrol eligible workers into a pension scheme every three years, if they have opted out or stopped paying into a scheme.

Pensions +

Pensions+ is the name of the salary sacrifice arrangement offered to University colleagues who are members of either the Retirement Benefits Plan (RBP) or Universities Superannuation Scheme (USS). Details of Pensions + are accessible on commencement of employment, once in receipt of University login details.

Newcastle University run a number of initiatives to support the health and wellbeing of all colleagues.  The University is committed to providing a healthy working environment and improving the quality of working lives for all colleagues.  The wellbeing strategy aims to support the University’s mission and core values of freedom of thought and expression, freedom from discrimination and the recognition that the University’s employees are its greatest asset.

Through the integration of wellbeing in all work activities and practices, a positive environment can be created that is compatible with promoting colleague engagement, performance and achievement.  Working in partnership with all areas of the University with a common interest in promoting a culture of wellbeing is key to the success of this strategy.

The wellbeing strategy’s ultimate goal is to improve the health, safety and wellbeing of University colleagues and to prevent work associated ill health, for the overall benefit of colleagues and the organisation.  This encompasses the physical, mental and social health of colleagues and recognises that employees’ values, personal development and work within the University contribute to their overall wellbeing at work.

The University has a large workforce and is geographically, culturally and linguistically diverse.  The wellbeing strategy aims to reflect this diversity and to provide direction on related issues and challenges in order to support the development of effective solutions and outcomes.

Cycle Scheme

Introduced by the Government as part of the Green Transport Plan Initiative, the scheme offers associated tax concessions offered by the Chancellor.  In simple terms, the colleague chooses a bike and safety equipment of their choice from one of the designated local bike shops (known as "partner shops").  Full details on the University Cycle Scheme are shown in the Travel information document.

Leisure

As a Newcastle University colleague you are entitled to a number of exclusive discounts on a selection of North East leisure attractions.  These are detailed within the Leisure and Recreation Facilities pages.

Health, Fitness & Wellbeing

Newcastle University offers a range of exclusive health, fitness and wellbeing discounts based across the City to colleagues. These are detailed within the Leisure and Recreation Facilities pages.

Occupational Health & Safety Service (OHSS) is a central support service of a Health and Safety Team and an Occupational Health Team.

The services that they deliver include:

• provision of advice and support
• dissemination of information
• training Auditing​
• health assessments
• health surveillance
• oversight of the University’s Health & Safety management arrangements 
• eye Tests - In line with current legislation an eyesight test will be carried out for users on request. The Occupational Health service can advise on eyesight test procedure and safe working practice with Display Screen Equipment (DSE)
• wellbeing initiatives and Key Dates - World Mental Health Day, Men’s Health Awareness, Stress Awareness etc

All the following listed are just some of the support/initiatives that our OHSS teams have available to us as colleagues:

• physiotherapy & musculo-skeletal health
• alcohol Wellbeing
• menopause in the Workplace
• racism concerns
• employee assistance programme (ESP)
• JustAsk

Employee Assistance Programme

Our comprehensive Employee Assistance Programme (EAP) is provided by Health Assured for colleagues and postgraduate students.  There is a 24 hour helpline and online web portal​ that can provide you with support through any of life's issues or prob​lems.

Benefits of an EAP:

• ​​​​​24/7 support
• immediate assessment by a trained counsellor registered with the British Association for Counselling and Psychotherapy (BACP) and immediate support for urgent cases
• counselling provision.  Where required, you will be assigned to a named BACP counsellor who will make contact within 3 days
• support for managers.  Managers are able to speak confidentially to advisers about concerns or relationships with colleagues
• a stress and anxiety absence intervention programme is available
• online portal and health hub app providing access to articles, leaflets webinars and wellbeing programmes

Support i​s provide​​d for:
Stress & anxiety, work advice, family issues, relationship advice, childcare support, financial & legal information, alcohol, drugs & gambling issues, medical information, bereavement and consumer issues.​

JustAsk
JustAsk is a service offering confidential support and direction to University employees who are feeling stressed at work.  It is operated by a team of volunteers who can provide a listening ear and information to their colleagues on a range of issues.

The University's Occupational Health Service
The Occupational Health Service provides information, advice and treatment for work-related health problems and health problems that can affect work.  Referral is normally through your line manager.

Newcastle University Carers’ Network
You are a carer if you provide care and support to a relative, partner, child, friend or neighbour who has a disability, health condition, is frail due to old age or is finding it hard to cope for other reasons.  Newcastle University colleague network provides a platform for carers to ask questions, share practical advice or information, or simply meet others in a similar situation to their own. Informal meetings take place approximately every two months.

CALM is just a few clicks away
CALM (Computer Aided Lifestyle Management), is an online, self-help multimedia programme available to all colleagues.  It uses interactive tools to help you to identify, and then deal with issues such as anxiety, insomnia, stress, depression and substance abuse.  Further information on the CALM system, what tools are available and how to obtain your personal, confidential account can be accessed upon commencement of employment at the University.

Chaplaincy
Want to talk to someone about life issues in general?  Don't know where to turn?  Why not contact one of the University Chaplains?  The Chaplains offer support to colleagues as well as students and are happy to talk to you whether you are of a particular faith or none.  The Chaplaincy can be found at chaplaincy@ncl.ac.uk.

External Sources of Support:

• Recourse: www.recourse.org.uk
• Citizens Advice Bureau www.citizensadvice.org.uk
• Samaritans www.samaritans.org
• Mind www.mind.org.uk
• Consumer Credit Counselling Service www.cccs.co.uk
• Relate www.relate.org.uk and Frank www.talktofrank.com

Trade Unions:

• Unison: newcastleuniversity.unison.site  UCU: www.newcastle.web.ucu.org.uk and Unite: www.unitetheunion.com

Faith

Newcastle University provides a Muslim prayer space in the King George VI.  This is accessible to all colleagues and students, using a Smartcard.  Newcastle University manages the space, in accordance with the Faith Space Policy.   There are two quiet rooms available in the Urban Sciences Building, which can be used for prayer and reflection.  The Chaplains' office is now in the Agriculture Building.  The Chaplaincy Library is currently in storage, and religious groups are booking rooms across campus.

A​ny group which has difficulty booking a space for a faith activity or event should contact Owen Seth, the Faith and Spirituality Facilities Manager, at owen.seth@ncl.ac.uk

Newcastle University Sport & Fitness Centre

Our Sports and Fitness Centre is open to students and colleagues all year round.  You can join as a member from as little as £19 per month, but many of our activities and facilities are also available on a pay-as-you-go basis.  No matter what your level of skill and experience is, we have an exciting range of fitness and sporting opportunities for you to enjoy and help to keep you fit and healthy.  You will find a huge range of options to get you moving.  We will help you stay on track, whether you are playing a racket sport, building your strength and fitness in the gym or sweating in a group fitness class.

Our other top-quality facilities include; squash courts, sports hall, studios, grass and artificial pitches.

We are excited to announce that ALL colleagues are eligible to a 1 month FREE membership trial, which will help you find a routine and fall in love with fitness again.

For further information or to book a personalised tour of our fantastic fitness facilities, please visit our website, alternatively e-mail sport@ncl.ac.uk or call us on 0191 208 7225.

You can access the Sport and Fitness Centre via Richardson Road, Claremont Road or the pedestrian route past the Ridley Building and Medical/Dental Schools.

Lishi Tai Chi
Learn to detox your body, de-stress your mind and revitalise your spirit.  Lishi Taichi’s friendly instructors offer you ancient Chinese Taoist exercises to get fit, find inner peace and relaxation in the modern world.  Learn this ancient Chinese Taoist system of moving meditation and develop a calm mind and enlivened spirit.  Come with us on a journey to discover how to lead a stress free life.

Beginners Tai Chi classes are held once a week on Thursday Evenings and the cost is £20 for a 5 week course. 

For more information visit https://lishi.org/classes/newcastle.

Local Gym Discounts
University colleagues are eligible for corporate membership rates for the 'All Inclusive' package with Better.  This includes:

• Inclusive access to the gym, fitness classes, swimming and health suite
• Racquets court access within your home borough (1 court per day)
• Up to 25% off non-member prices for other activities
• 7 days in advance booking via our Better UK App
• Above benefits available at all Better Centres within Newcastle

Corporate direct debit rate - £32.90/month (as at April 2021)

Membership sign up will be online.

SimplyHealth

With the SimplyHealth Cash Plan you can claim money back towards the cost of check-ups and treatment and you can cover just yourself or a partner too.  What's more up to four children under the age of 18 are covered for free! 

At SimplyHealth we like to think of our health plan as pots of money you can use to look after your everyday health.  Some regularly used health benefits include:

• Optical – includes prescription glasses, contact lenses and prescription sunglasses up to annual limits
• Dental – claim for check-ups, scale, polish and treatment up to annual limits
• Complementary therapies – includes physiotherapy, chiropractic, osteopathy, acupuncture and homeopathy up to annual limits

Here's how it works:

Our health plans make it easy to get money back towards health appointments and check-ups.  Our online claims system is so simple to use, you can submit a claim in minutes.

1. Attend your appointment
2. Submit a photo or scan of your receipt
3. We'll process your claim and pay the money directly into your bank account

Call SimplyHealth on 0330 102 5325 for further information.

La Yuan, Sichuan restaurant

Excite your taste buds with a visit to La Yuan, a new Sichuan restaurant.  Situated near to the University on Gallowgate.  La Yuan is a modern restaurant offering cuisine from Sichuan province, China.  Sichuan cuisine is famous for its delicate yet powerful blending of spices.  Their dishes are all fresh, nourishing and packed with flavour.

Book a table for three or more people and La Yuan will offer you a free bottle of wine per table to accompany your meal either a choice of the Chilean Pinot Noir or a Sauvignon Blanc.  If you'd like to make a reservation, call La Yuan directly on 0191 432 4421 or Email: info@layuan.co.uk. To view a menu, please visit the restaurant website at https://layuan.co.uk.

Museums

Great North Museum: Hancock
Alongside permanent galleries and temporary exhibitions, the Great North Museum: Hancock hosts special events for babies and toddlers throughout the year, as well as relaxed openings for visitors with autistic spectrum conditions and their families.

"Newcastle University is very proud that the Great North Museum: Hancock has won at the Family Friendly Museum Awards.  There is a lot of work throughout the region that is encouraging children and young people's engagement in arts and culture, and this award is testament to the Museum's leading work in this area.  "The team do a fantastic job of bringing our world-leading research to audiences of all ages".

The venue has free entry and if you pop in after work between 5pm and 6pm you can ex​perience the exhibitions in a more relaxed environment as the museum is generally less busy at the end of the day.

Centre for Life
On production of the University Smartcard, colleagues and members of their party, can receive a discount of £1.50 per adult ticket (including concessions), £1.00 off a child ticket and £5.00 off a family ticket.  This offer applies to a maximum of 4 people in the group (including the card holder).  Excludes skating@life and Maker Faire.  To redeem the offer visitors must show their University Smartcard.

‘Life’ is an award winning Science Centre, where all exhibitions and activities are included in the admission price.  One ticket gets you access to everything including the North's biggest and best planetarium, the 4D Motion Ride (the only one in the North East), live shows in the science theatre, the new Experiment Zone (where YOU are the scientist), the hands-on Curiosity Zone and a special area for under 7s – the Young Explorers' Zone.  For all the latest information visit the Centre for Life website.  Due to the impact of COVID-19, reduced price tickets are not currently available to colleagues.

Discovery Museum  - The Discovery Museum is a science museum and local history museum situated in Blandford Square in Newcastle upon Tyne.  It displays many exhibits of local history, including the ship “Turbinia”, Charles Parsons' 34 metre steam powered ship that was once the fastest ship in the world and an iconic part of the history of Tyneside.

Laing Art Gallery - The funds to build the Laing Art Gallery were provided by Alexander Laing, a Newcastle businessman who had made his money from his wine and spirit shop and beer bottling business.  The gallery was founded in 1901.  The Laing Art Gallery holds regularly changing exhibitions of historic, modern and contemporary art, and events including artist and curator talks and family activities.

Newcastle Castle - Steeped in history, this imposing Norman fortress is a rugged reminder of northern England’s turbulent past.  Newcastle Castle is where the story of Newcastle began and the reason it got its name.

The Hatton Gallery - Newcastle University's Hatton Gallery has been at the heart of cultural life in the North East since the early 20th century.  The Hatton’s diverse collection includes over 3,000 works from the 14th–20th centuries.  The Hatton stages a programme of modern and contemporary art exhibitions, and events including artist and curator talks and family activities.  We work closely with students from Newcastle University and exhibit their work on an annual basis.

Theatres

Theatre Royal - Granted its Royal licence by King George III, the Theatre Royal Newcastle opened on Drury Lane off Mosley Street in 1788 and soon established itself as one of England’s leading theatres.  Three months before Queen Victoria ascended the throne, in February 1837, the theatre moved to Grey Street, a flagship building in Grainger and Dobson’s famous city plan.  It features what is generally regarded as the finest theatre façade in the UK, later combined with a fine 1901 auditorium by one of the great theatre architects, Frank Matcham after the original interior had been destroyed by fire in 1899.

Over the centuries, many of the great names of the English stage have played at the Royal, from Keane to Irving, Olivier to Dench and the Hollywood greats Orson Welles, Charlton Heston and Jack Lemmon have also trodden the famous boards; Sir Ian McKellen has described the Theatre Royal as his favourite theatre.

The Grade I Listed Theatre today is both neo-classical monument and cultural engine, with an annual audience of 400,000 and over 400 performances each year; the finest drama, the brightest West End musicals, the cream of the comedy circuit, award winning ballet and dance, family friendly shows, sensational opera – and (we think) the best Pantomime in the country!

Northern Stage - Northern Stage is located at the north end of Newcastle City Centre, two minutes from the main shopping street, Northumberland Street, behind the Newcastle University building (King’s Gate).

Tyne Theatre & Opera House - The Tyne Theatre and Opera House is a Grade 1 listed theatre rated “in the top 4% of listed buildings” by English Heritage and is afforded a three star (the highest) rating by the Theatres Trust, “a very fine theatre of the highest theatrical and architectural quality”.

The Peoples Theatre - The People's Theatre is the leading non-professional theatre company in the North of England and one of the largest and oldest established in the country.  Every show they do is produced entirely by its members - on stage, backstage and front of house.  They take great pride in working to professional standards and many members have gone on to work in the professional theatre.

Live Theatre - Live Theatre has an international reputation as a new writing theatre.  As well as producing and presenting new plays, it seeks out and nurtures creative talent.

Gosforth Civic Theatre – GCT is an arts venue and café in Gosforth which opened in Autumn 2016, and is home to, and run by, Liberdade Community Development Trust.  Liberdade, is a charity which gives people with learning disabilities the opportunity to belong, work and get involved in the arts and their community.

Matfen Hall Spa & Golf Days

Newcastle University colleagues have access to exclusive corporate membership at Matfen Hall, Northumberland.  With corporate memberships covering Matfen Hall's spa, golf course, gym and programmed kids classes, Newcastle University's partnership with Matfen Hall provides exclusive offers to all regular Newcastle University employees.  Matfen Hall currently offers three corporate membership packages as follows:

FULL

• £59.96 per month per person or Annual membership £659.56 (1 month free)
• use of the Gym, classes, pool, thermal suite and spa pool between 6:30am -10pm Monday to Friday and 6.30am-9pm at the weekend

OFF PEAK 

• £49.43 per month per person or Annual membership £543.73 (1 month free)
• use of the Gym, classes, pool, thermal suite and spa pool between 8am to 5pm Monday to Friday AQUA - £39.38 per month per person or Annual membership £433.18 (1 month free)
• use of the pool, thermal suite, spa pool and aqua aerobics between 6:30am -10pm Monday to Friday and 6:30am-9pm at the weekend

To qualify for these corporate packages, Matfen Hall have to confirm your status as a regular Newcastle University employee.

Newcastle University has a number of processes in place used to recognise the development of colleagues through promotions and pay progressions.  Information regarding promotions for academics, professorial colleagues and professional services colleagues are as follows:​

Academic Promotions

This exercise considers promotions for non-professorial academic colleagues, including teaching and research colleagues​, up to and including Grade I Professorial level and equivalent.  In addition, it considers the award of accelerated and discretionary increments and lump sum bonus payments.

Promotion decisions are based on applicants meeting the criteria for the category of promotion being applied for:

• expectations of performance levels will be adjusted in terms of quantity of output to reflect personal circumstances, including part-time hours, extended periods of absence due to caring responsibilities, disability or sickness
• expectations of the quality of output will not be adjusted
• in order to ensure the impact of personal circumstances have been taken into account, you have the opportunity to submit information to be considered by your Head of Academic Unit, People Services and the Chair of Promotions Committee/s

Academic Pay Review

Academic Pay Review is a new process for the award of increments and one-off bonuses to academic colleagues to recognise excellent performance in the context of the University's Vision and Strategy.  This process applies to academic colleagues on all pathways from Grade F to IA and the types of rewards available are as follows:

• accelerated increments - this may be appropriate for colleagues who have not yet reached the top of the main scale.  It might be used to reward someone who is contributing and achieving more than expected and who deserves to progress more quickly through the pay grade
• discretionary Increments - each pay grade has a number of discretionary points available above the main scale maximum.  These are designed to reward individuals for sustained excellent performance, above and beyond the level normally expected for that grade
• one-off bonus - this is sometimes more appropriate for a time-bound achievement, eg completion of a project, or where there has not yet been the opportunity to demonstrate sustained excellent performance
• academic pay review - whether in the form of one or more increments, or a bonus payment, recognises exceptional performance above and beyond the normal expectation for the role.  The Academic Job Summary sets out the key areas of activity of an academic.  Exceptional performance may be exhibited in a variety of areas which may include:

1. research and innovation
2. teaching and scholarship
3. achievements in engagement activities, income generation, contributions to policy making
4. achievements in leadership or management, or broader contribution to the Unit, Faculty or University, including internationalisation

Merit Awards (Professorial Pay)

Merit Awards are an integral part of the overall package of reward and recognition for our most senior colleagues.  They are restricted in number to recognise those professors and senior managers who are supporting the University's mission through truly exceptional performance.

This scheme applies to all University colleagues paid on the Grade IB pay scale, or on an equivalent off-scale point.  It therefore applies to non-clinical Professors, Directors and other Senior Managers.  A separate process exists for the review of Executive Board members.

The Merit Awards Scheme is designed with the following key principles in mind:

• performance and contribution - merit awards are contingent upon the achievement of superior levels of performance and contribution.  As such, they are distinct from other forms of service-based progression commonly used in the University
• evidence-based - merit awards will only be based on performance assessments which can be supported with objective evidence.  This is integral to ensuring a robust, fair process
• equality, transparency and fairness - the merit awards process is designed to avoid unfair bias and will be monitored to ensure this is the case
• affordability - merit awards cannot be made in isolation from the performance of the University.  Executive Board will ensure that the scheme is financially viable each year and this will set limits to the number and size of awards made

Pay Review for Professional Services Colleagues

The Pay Review process applies to all colleagues in the Administrative, Professional and Managerial, Specialist, Technical, Professional Services and Operational Services job families in job levels A to H and aims to provide fair and equitable pay to colleagues in relation to the job that they perform and their contribution to the University.

It covers UK-based colleagues and those on assignment overseas under either the Short or Long Term Assignments Policy.  The Pay Review process is an annual exercise, normally commencing in March.  It is the process by which managers can recommend colleagues for accelerated or discretionary increments, or one-off bonuses.  In some cases, Team Awards can also be made through the Pay Review process.

There are three main elements to the Pay Review Process.  Each element can have an impact on an individual’s pay:

• the national pay award applies to all colleagues on the common pay spine and normally takes effect on 1 August
• individuals who have not reached the top of the main scale for their job will also receive one increment from 1 August (in addition to any National Pay Award)
• individuals exceeding their current position in the range, can be nominated by their Line Manager for an individual contribution award

Concordat - Career Development of Researchers 

A letter of commitment from Newcastle University is to uphold the Principles of the Concordat to Support the Career Development of Researchers, commonly known as the Researcher Development Concordat.  This is an agreement between stakeholders to improve the employment and support for researchers and researcher careers in higher education in the UK.  Newcastle University have the Developing Excellent Researchers Subcommittee which oversees its implementation.

It sets out three clear principles of environment and culture, employment, and professional and career development.  The principles are underpinned by obligations for the four key stakeholder groups, funders, institutions, researchers and managers of researchers, to realise the aims of the Concordat.

Researchers​ are encouraged to continue to learn and develop throughout their careers.  They are entitled to 10 days for professional development defined as: “this is for researchers to develop their professional competencies and gain experience to support their future career, examples might include attending a training course or workshop, workplace shadowing, participating in a ment​oring scheme as mentor or mentee, committee membership, participating in policy development, public engagement, or knowledge exchange”.  The allowance is based on a rolling year and is pro rata.

Newcastle University practices a number of colleague recognition schemes to reward our colleagues ​who go above and beyond.  From examples of recent excellence to recognition of long service, this page will offer a walk through of the colleague recognition schemes in place at Newcastle University.

Spotlight Awards Scheme

This scheme has been designed to allow University managers the opportunity to formally recognise the achievements and efforts of colleagues as and when they feel it is appropriate.  In particular, awards are designed to recognise performance against the following criteria:

• demonstrating role model behaviour – being an example for others to follow
• going the extra mile – showing a commitment to succeed above and beyond normal expectations
• enhancing our reputation – showing the University in the best possible light
• delivering excellence – making sure that internal and external customers' needs are exceeded
• demonstrating an outstanding commitment to enhancing the student experience

Long Service Awards

Since 2008, the University has been celebrating it's long serving colleagues at annual awards ceremonies.  Long Service is recognised when colleagues attain 20, 30, 40, 50 & 60 years' service.  The “Long Service Year” is from October–September.  Colleagues are offered:

• 20 years - £100 voucher/gift card OR a donational of £100 to a charity of their choice OR 2 “loyalty days” leave to be taken in the year in which their long service is attained.
• 30 years - £200 voucher/gift card OR a donational of £200 to a charity of their choice OR 3 “loyalty days” leave to be taken in the year in which their long service is attained.
• 40 years - £300 voucher/gift card OR a donational of £300 to a charity of their choice OR 4 “loyalty days” leave to be taken in the year in which their long service is attained.
• 50 years - £400 voucher/gift card OR a donational of £400 to a charity of their choice OR 5 “loyalty days” leave to be taken in the year in which their long service is attained.
• 60 years - £500 voucher/gift card OR a donational of £500 to a charity of their choice OR 6 “loyalty days” leave to be taken in the year in which their long service is attained.

Celebrating Success

Celebrating Success events are special events hosted by the Vice-Chancellor and President to celebrate successes within our University.  We currently run four events per year in March, June, September and December.  At these events we celebrate successes covering all aspects of University life, including Teaching, Research, Professional Services, Engagement, Spotlight and Student Achievements.

The events are very informal and provide an opportunity to network and chat to colleagues over a drink and a canapé.  The Vice-Chancellor does a brief round-up of all the great things that we have to celebrate.  Some events include the presentation of awards including Spotlights, the VC’s Academic Distinction and Contribution Awards and the Equality, Diversity and Inclusion awards.

We are always looking for nominations for these events so if you know someone who you feel should be invited please email Carolyn.Laws@ncl.ac.uk.

All University colleagues have access to the Library Service. The physical Library is provided across four sites, with zoned space in various is layouts to accommodate as many studying styles as possible.  Both individual and group needs are catered for, and an IT Service provided through PC clusters, with individual and group PCs, with laptop loans available too.

The Library service is a multi-award winning service and is the only University Library in the UK to have received the 'Charter Mark' five times, and now holds the Customer Service Excellence award which replaced it.

Philip Robinson Library

Opened in 1982, the Philip Robinson Library is the main campus Library and has resources for all subjects except medicine and law.  It was named after Philip Robinson, a bookseller in the city and benefactor to the Library.  Open 8.30am to 10.00pm.

Marjorie Robinson Library

The Marjorie Robinson Library Rooms is a truly digital Library offering space to study, think, learn, collaborate and consult.  Accessibility is by Smartcard only.  Open 10am to 4pm.

Walton Library

The Walton Library is the faculty library for Medical Sciences.  It serves the Schools of Medicine, Dentistry, Psychology and Biomedical Sciences as well as the Graduate School and Research Institutes of the Faculty.  It is named after Lord John Walton, former Dean of Medicine at the University and renowned neurologist.  Open 9.00am to 8.00pm.

Law Library

The Law Library is located in Newcastle Law School and provides extensive resources for all those engaged in learning and researching.