The rates of pay we offer are set at a competitive level to ensure we attract and retain the highest calibre of people. We have a performance based pay policy. Employees can progress their pay through the pay range for the grade based on their performance. Every member of staff has a Performance & Development Review (PDR) with their line manager each year and their performance is rated. We review the pay of every employee annually and the performance rating is used to help determine any pay adjustment in their pay range.

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At Oxford University Innovation we operate two generous pension schemes one for Grade A (Administrative roles): and one for all other grades.

Further information will be made available to you once an offer has been made.

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If you die in service and are a member of the Aviva Pension Plan or OSPS Pension Plan, our scheme will pay three times your annual salary to your beneficiary.

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All employees have 30 days holiday plus the eight bank and public holidays.

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Oxford University Innovation values the health and wellbeing of our staff and as such has invested in a Private Medical Insurance Scheme. Once you have successfully completed your probation, you will be eligible to join the scheme.

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Oxford University Innovation wishes to recognise and reward all eligible employees who make a consistent contribution to the performance of the business throughout the year in order to recognise their achievements and to support staff retention.

The award will be paid as a deferred % of salary amount to recognise employee contribution to the business and will only be made to the individuals who fall within the eligibility criteria. Details of the scheme are only made available once you become an employee.

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This is a peer nomination scheme which makes awards twice a year. All employees are able to nominate a colleague or team that they believe has made a real difference and gone above and beyond.

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OUI recognises that effective flexible working practices to promote work/life balance can benefit both OUI and our employees. We acknowledge that individuals at all stages of their working lives work best when they are able to achieve an appropriate balance between work and all other aspects of their lives.  We give line managers the discretion to manage flexibility within their teams; this could be ad hoc working from home to flexibility around working hours.

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Our employees are able to use the University of Oxford’s Childcare Voucher scheme, which enables our employees to save on the cost of childcare, Employees agree monthly reductions from their gross pay – saving income tax and National Insurance contributions.

Computershare Childcare Vouchers can be used for registered childcare facilities such as non-University nursery fees, before and after school clubs, holiday play schemes, child-minders, nannies and crèche facilities including swimming pools, gyms and supermarkets.

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Opportunities for development are abundant with internal seminars, forums for sharing experiences and more formal people related courses in the prestigious Saïd Business School.

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Every year we arrange two company staff parties, one during the summer and the other at Christmas.

We also have a team of employees who manage our ‘Ministry of Fun’. This enthusiastic and creative team design a calendar of events (both inside and outside of work) which bring people together socially. Examples have included sporting competitions, OUI Bake Off and raising money for charities close to our employees’ hearts.

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