-Are there any mechanisms for salary review and are they performance related?
Yes there are, the terms are not recognised by each individual but they are determined as a result of talks between the representing unions and the university. Since the salaries are not negotiable on an individual basis the only performance-related pay increase comes in the form of promotions.
-How many days of paid holiday can you take as part of your contract?
35 days.
-In regard to termination of your contract what is the length of notice that you should give to your employer and vice versa?
3 months both ways.
-How does your salary compare with the market value for what you do?
It’s less than half of the market value as paid by companies/commercial organisations.
-If you believe that your salary is not reflecting the market value for the services/job why don’t you leave your current job?
That would involve moving locations, which is not compatible with family life. Moreover in commercial organisations I have to work for managers and report to them, while at the moment I enjoy reasonable freedom in choosing the areas that I would like to do research in.
-What motivates you to stay in the current job that you have and elaborate on your answer?
My best motivation comes in the form of peer recognition for what I do, fame and kudos associated with being successful in my research and intellectual satisfaction.
-What non-financial/fringe benefits do you receive?
Attending many conferences worldwide without having to pay.
-Whets the worst aspect of your job?
There is no time limit (minimum or maximum) and this tends to create difficulties in dissociating myself from research projects even when I am outside the workplace and supposedly this affects my family life and requires tight time management.
-Have you been under stress or pressure in your current job? If yes, has your family/social life been affected? Does your employer provide counselling?
I have been under pressure but not stress. My employer provides counselling services however since promotions are related to a highly competitive performance measures it is almost impossible to have a relaxed time in this job and expect success in the promotion-ladder.
-Finally what is the best thing about your job?
The buzz of finding new things, and being in the forefront of a very specific scientific area.
Interview number two
-Tell me a bit about your job.
I love my job; I’ve got plenty of support that makes it more enjoyable. Me and my research assistant develop research protocols, get them through the ethics committee and upon approval we carry out the study which is normally a long process, when we get the results we are expected to write a report on the findings and highlight practice implications. I also provide help, support and encouragement for other midwifes to do research.
-Did you have any induction period or received adequate support when you started your current job?
Yes I had a full day induction pack which went through routine processes, procedures and policies of my workplace.
-Were there any other people applying for the position when you applied for this job? Why do you think you were selected for this job?
Yes there were. I was selected because I had new ideas, came across as a self-motivated and pro-active person who showed enthusiasm towards the job. I also had a lot of experience in health services and maternity research and development.
-How has your progress been monitored since you started this job? DO you think adequate notice is given to your achievements?
I have been annually appraised in terms of my achievements, challenges and objectives for future development. I think there has been adequate attention to my achievements because I have received letters of encouragement and pay increase.
-Are there any mechanisms for salary review and are they performance related?
Yes, there is a standard appraisal form with a set of scores. Above a certain point people will be awarded with a pay-rise.
-How many days of paid holiday can you take as part of your contract?
28 days.
-In regard to termination of your contract what is the length of notice that you should give to your employer and vice versa?
1 month both ways.
-How does your salary compare with the market value for what you do?
It is reasonable; in fact it is very satisfactory.
-If you believe that your salary is not reflecting the market value for the services/job why don’t you leave your current job?
N/A
-What motivates you to stay in the current job that you have and elaborate on your answer?
Autonomy of practice and appropriate support are the major factors for me to stay in my current job. High production and satisfactory outcome also has a positive effect in promoting my interest in my current position.
-What non-financial/fringe benefits do you receive?
None.
-What’s the worst aspect of your job?
Politics of workplace increasing control through various directives and frameworks, changing policies.
-Have you been under stress or pressure in your current job? If yes, has your family/social life been affected? Does your employer provide counselling?
There is immense stress at times but it does not affect my life out of the workplace (hopefully). I don’t think the organisation provides counselling but there are national professional bodies that provide support.
-Finally what is the best thing about your job?
I like flexibility and challenging responsibilities. Although research could be a long process and frustrating at times when the results come together it’s rewarding and exiting.
Similarities and differences between the organisations in terms of employee’s satisfaction
For convenience ensure anonymity I will call interviewee one Joe and interviewee two Philip. I asked the interviewees the same questions making it a fair test, giving them both equal opportunities. Using the answers I will come to a conclusion of which one is the better job.
Both jobs mainly involve research. The second interviewee clearly states that they love the job when they are asked to talk about their job whereas the first talks about the job itself. They both received an induction period. Both employees claim that money does not motivate them, and this can be backed up by the fact that the market value for Joe’s job is double what he is receiving. Joe was selected mainly for their qualifications whereas Philip was selected for qualifications, attitude and being innovative. When asked about how their progress is monitored the worker at the NHS says that they are appraised annually receiving certificates and pay rises. Joe doesn’t receive recognition in this way but in others but thinks it creates too much pressure. Joe receives 7 more days paid holiday then the second. Both talk about success and high production motivating them so neither are in the job just for the money. Philip receives no non-financial/fringe benefits whatsoever whereas the Joe receives free business trips abroad. Without fringe benefits an employee may feel it is unfair and be affected by it. In the first interview we are told there is a lot of pressure which effects family life but Joe says it is needed for the job and promotion would not be possible without being under pressure. The second job seems more relaxed the worst fact about the job being politics and changing policies, which is not that bad. Joe gives the impression of being under a lot of pressure as on more than one occasion the answers revolve around stress and pressure. This is not a good sign and immediately the reader feels there is too much pressure upon the first interviewee. The second has stress at times but only whilst at the workplace and a little stress could keep them up to scratch with tasks. They both like researching and think it is exiting.
On the whole I think Philip has the better job as although he does not receive as much benefits or paid holidays he receives appraisal, which maintains his positive attitude towards the job whereas Joe is clearly under too much pressure, and this cannot be good for his attitude towards the job.
