.@UniversitiesUK sometimes endorses RPI as the right measure of inflation for the purposes of pay negotiations. They do so when the MASK SLIPS and they publicly proclaim the success of their 'human resource strategies' of keeping pay increases below inflation! 1/
In the linked Feb 2015 report “Efficiency, effectiveness and value for money”, @UniversitiesUK actually BOAST that they have delivered value for money by keeping uplifts in the salary spine significantly below RPI inflation since 2009. They write: 2/
universitiesuk.ac.uk/policy-and-ana…
universitiesuk.ac.uk/policy-and-ana…
"As with much of the UK labour force, pay restraint has been a feature of human resource strategies since 2009. Awards relating to the uplift of the New JNCHES33 single pay spine … have been significantly below the level of inflation over the period." 3/
"Recent developments include:
• The uplift to the pay spine since 2009 has been 5.4%, against inflation of 17.2% over the same period." (p. 20) 4/
• The uplift to the pay spine since 2009 has been 5.4%, against inflation of 17.2% over the same period." (p. 20) 4/
Here UUK is assuming that the appropriate measure of inflation is RPI, since the figure of 17.2% corresponds to the increase in RPI from January 2010 to January 2015. CPI, by contrast, increased by only 13.1% during the same period. 5/
Moreover, on p. 22, the report makes an explicit reference to RPI as the measure of inflation they are employing. 6/
Significantly, this UUK report was published two years after the National Statistician announced that RPI would no longer be regarded as a national statistic because of its failure to meet international standards. 7/7
PS: This thread is a follow up to four recent threads on RPI. In reverse chronological order:
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PPS: The above thread, and the embedded links, may be of interest to @ucu @AlistairJarvis @markmleach @jgro_the @RichardA @RKWinvisibleman @CHavergalTHE
