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Management Information & Changes to Details

Management Information is essential to the operation of an efficient business, since it provides transparency of our workforce, which in turn provides a foundation for strategic decision making. The division have a team of analysts who work on maintaining personnel database systems, monitoring data quality, and providing key reports from the system. This is the Management Information & System’s Optimisation Team. Employees and Managers themselves can have the capability to input and report from the system, which can be set-up by the team.

Please view below details of all the team’s support processes:

The University currently uses SAP to host and maintain workforce data.  One of the main priorities is to maintain the operative use of this system.  We rely on a number of staff from all over the University to input data into the system and we regularly communicate with them, keeping them informed on data trends and inputting instructions. Our colleagues are usually administrative workers who will input onto the SAP system on behalf of their departments such things as annual leave and sickness absence.

If you need to be set up as a SAP inputter for your department please complete a SAP User Request Form or contact us at

Quick guide

  1. Complete and 'Submit' a request form. This will be emailed direct to the MI Team and your Line Manager for approval.
  2. Your account will be set up through ITS and you will receive an email with your password.
  3. You will be contacted via the SAP Trainer to arrange a training session.
  4. You will be required to install SAP onto your computer if it is not already visible.
  5. As you log in to SAP for the first time, you will be required to change your password.

Key documents


Infopath Test Form

Having access to ‘live’ information from our personnel system is essential, providing an invaluable resource when it comes to key decision-making. Manager’s Desktop gives the ability to provide reports on:

  • Produce lists of current staff (including length of service)
  • Show employees starting or leaving in a time period
  • Show a breakdown of job types/grades/salaries within a department
  • Show annual leave quota used and remaining
  • Show time lost due to sickness for a department or individual
  • Show details of all travel expense claims
  • Show employers cost of absences over a specific period
  • Show training & events history reports

In order to gain access to SAP and Manager’s Desktop reporting suite you need to apply for an account by completing the Manager's Desktop Request Form.

Quick Guide

  1. Complete and 'Submit' a request form. This will be emailed direct to the MI Team and your Line Manager for approval.
  2. Your account will be set up through ITS and you will receive an email with your password.
  3. You will be contacted via the SAP Trainer to arrange a training session.
  4. You will be required to install SAP onto your computer if it is not already visible.
  5. As you log in to SAP for the first time, you will be required to change your password.

For more information please contact

Key documents

The Management Information and System Optimisation team produce strategic reports at organisational level to support and inform the University on matters of staffing. Some of the examples of these reports are:

  • Headcount and Full-Time Equivalent Reports
  • Quarterly Sickness Absence reports
  • Statutory staffing reports from HESA and UCEA

We also support the University and Schools in support of submissions for example accreditations and awards.   With there being an increasing reliance on Management Information data, we are here to support your department and work.  If you require a bespoke staffing report not available on manager’s desktop then please complete the Report Request Form below.

Key documents


A major priority for the Management Information and System Optimisation team is to monitor and maintain Data Quality in relation to staffing information. We conduct a number of checks and audits on information entered onto the system and report back to the organisation on our findings.

Staff are encouraged to help us with this Data Quality monitoring by informing us of information that is incorrect on SAP they can do this by contacting  It is an obligation of all staff to keep us informed in relation to changes of address and emergency contact details, to do this please save and complete the Address Change Form below.

The team also make changes to the organisational structure (the 'Establishment').  Changes in this structure need to be agreed and approved by the Human Resources Business Partners.   If you feel that the system does not reflect the current establishment please inform the appropriate Business Partner so that amendments can be co-ordinated.

Key documents

Your details will change from time to time and it is important that the HR department holds up to date information. Please follow the guidance below to inform HR of changes to your name, address, or emergency contact details.

Change of Name

In order for HR Advice to update a change of name we will need to see the original hardcopy certificate in order to update the personnel system. The original certificate should be brought to the HR Department we can then sign off a copy and update your record. Please visit the following address between 09.00-13.00, you’ll need to check in at the floor reception.

HR Advice, 5th Floor, Maxwell Building, University of Salford, The Crescent, Salford, M5 4WT

Once HR have updated your record, should you wish to have your email address amended to reflect the change of name, you must contact IT Services directly on 0161 2952444 or email

Change of Address details or Emergency Contact Details

The welfare of our people is of primary important to the University and having correct information allows us to be able to contact you when necessary. It is also vital to our business continuity planning should any emergency situations arise at the University. In addition, it is also a condition of employment that your details are kept updated.

To inform the HR team of changes to your personal address or emergency contact details, please complete and submit the following form: Change to details form

Pay scales at the University are determined by a national collective negotiation arrangement with our Trade Unions. Incremental progression through the service-related points in grades 1 to 10 occurs on the incremental date 1st April.  An incremental increase is only applicable to those staff in post for a period of least 6 months before the incremental date. For research staff the incremental increase is the anniversary of appointment. Any nationally negotiated pay increases will normally be applied from 1st August. The University is also an accredited living wage employer and as such pays the living wage rate as a minimum to staff in Grade 1 posts. The document below displays the main pay scales in operation within the University:

Gender Pay Gap 2018

Thursday 20th March 2019

Today, we’ve published our Gender Pay Gap Report, for 2018, which you can find here.

Our report shares the details of what the gap is and what we are doing to address this further to achieve a long term, sustainable reduction in the gap. The report also gives some context around what the gender pay gap means and what the numbers reported indicate. Have a look at the report and if you have any questions please get in touch with us via our Inclusion and Diversity Team at

Read the full University news article here

Gender Pay Gap Graphic 2018 Data

Gender Pay Gap 2017

The gender pay gap is a measure of the difference in pay between the average hourly earnings of male and female staff and is subject to a prescribed method of calculation.

As at 31st March 2017, The University of Salford has an overall pay gap of 12.78% and a mean (average) pay gap across grades 1 – 10 of 7.05%.

This gap can in part be attributed to the fact that the University proportionally employs more males in higher graded positions than females and more females in lower graded positions than males. This figure is lower than the mean gender pay gap for HEI’s, which was reported by UCEA at 14.1% in their report ‘Examining the Gender Pay Gap in Higher Education’ January 2017. This report also states that the gender pay gap for the whole economy is 17.3%.

Vice Chancellor Helen Marshall stated:  

“The University of Salford is committed to being an inclusive organisation that supports individual achievement and promotes ambition.  In seeking to achieve positive and equitable outcomes for all our employees, we are working towards ensuring that University policy and practice positively promotes equality.   Our aim is to continually improve the opportunities and outcomes for our staff across all groups, to be proactive in advancing equality and to support people to achieve their potential through inclusive practice. This is why we have chosen to proactively include information on pay gaps based on ethnicity, age and disability within our published report. This goes beyond the government legislation and aligns with our promise for inclusion for all.”

The University’s Equal Pay Audit and Gender Pay gap report (inclusive of Gender pay gap official metrics) can be read in full here. The University has committed to taking action to reduce the Gender pay gap at Salford and has endorsed the recommendations in the report. This will build on the significant progress since we were awarded the Athena SWAN institutional level Bronze Award in May 2016.  Over the last year, the majority of the 78 actions in our development plan have been initiated and 52 have been completed.  This has been achieved through the establishment of three task groups and supported by the activities of the Women’s Voice Staff Network. 

Actions completed have included:-

  • Successful departmental Bronze Award in April 2017 for The School of Computer Science and Engineering (CSE)
  • A bronze award has been submitted by The School of Environmental Life & Science to be decided in March 2018.
  • Two promotions workshops for Reader and Professor applications were held in 16/17 that included contributions from academic staff, a Dean of School and the Deputy Vice Chancellor. This, together with a positive action statement by the Vice Chancellor resulted in a higher number of female applicants and  consequently  8 female members of staff have been appointed to professorial and readership positions in the 2017 promotions round. Increasing our female professor percentage to 20%Eight female staff from Salford have been successful in gaining places on the North West Action Learning programme.
  • The Women’s Voice network have hosted five events since the launch in March 2017 and Athena SWAN is regularly used as a vehicle for feedback and change by attendees – a really great way to gather colleague experiences through more informal channels. 
  • The Women in Research Task Group has joined forces with the REF Steering Team to analyse 2014 submission data to look for any gendered impacts and to jointly revise the Code of Practice for the next REF.
  • Unconscious Bias e-Learning and face-to-face training will be rolled out across the University during 2018.

Gender Pay Gap Metrics

You can read our Gender Pay Gap report and Equal Pay Audit inclusive of gender pay gap metrics for 2017 that was presented to the University of Salford Remuneration Committee on 29th September 2017 below.

Section 13 of the Trade Union Act 2016 introduced a new requirement to publish data on facility time in ‘public sector employers’, including HEIs, in England and Scotland.

Employers will have to report their data in three places:

1. On the employer’s website, or a website maintained by the employer.
2. In the annual report (if the employer produces one) that covers the relevant period.
3. On a website maintained by or on behalf of the Government.

You can access the data for the University of Salford here.