Skip to navigation | Skip to main content | Skip to footer
Search the Staffnet siteSearch StaffNet
Search type

TA Admins Frequently Asked Questions

Below are questions People & Organisational Development (P&OD) often receive from our TA Administrators, with answers and where to go for more information.  This is a new page that we are keen to develop further; please let us know what questions you would like to see answered here by emailing to

I am a new TA Admin; what training is available?

A training guide in how to add a TA to the Sharepoint site is available at:

Another TA Admin in your Faculty will be able to explain the process for submitting adjustments to P&OD.  See here for a list of TA Admins.

Support from P&OD is also available by emailing or by contacting your Employment Services Team on Zoom, Teams or by phone.  Contact details for your Employment Services team are here.

How do I amend a TA's hourly rate on Sharepoint?

For 2021, you do not need to amend the salary point for a returning TA as People & OD Systems have identified those eligible for incremental progression and applied the appropriate uplift.

However, if you are amending the hourly rate for another reason please note the following:

  • Your People & OD Partner should have approved the business case for appointing above the minima/uplifting an existing TA's salary point.
  • You cannot amend the rate after they have been set up on Payroll, so check with before making any changes.
  • You should go into current TA list, select TA and edit form and press save.  This will generate a new email appointment to the TA confirming the amended salary point.




How can I check if a TA is set up on Payroll?

We update Sharepoint as we process TAs through the P&OD team into pay.  By checking Sharepoint you can view the following statuses:

  • ‘ESA RL Updated’ means Employment Services have set them up and sent the paperwork to payroll.
  • ‘ESSA RL Updated’ means Payroll have done the final set up. 

Can someone work as a TA after they have completed their PhD?

Yes as long as approved by the School and the School's People Partner.

Note that if the TA is on a visa there are different restrictions on the hours they can work before and after completion of their PhD.

What are the sickness absence provisions for TAs?

Under the University’s local agreement with the University and College Union (UCU) on the terms and conditions governing the employment of Teaching Assistants (TAs), the sick pay provisions are as follows: 

  1. If a TA is absent from work due to sickness or injury, no payment will be made unless the TA qualifies for statutory sick pay.   
  1. In the event of short-term absence due to illness, TAs should attempt to arrange for a suitably qualified colleague to undertake their teaching on an exchange or swap basis, subject to obtaining verbal approval of their discipline head, in order that contractual hours of work can still be fulfilled and, in these circumstances, the absence will not be treated as a period of sickness absence.

However, in response to the exceptional circumstances of the COVID-19 pandemic, these arrangements were changed temporarily in the 2020/21 academic year; these arrangements remain in place until the end of Semester 1 in the 2021/22 academic year.  This means that during this period, if a TA is scheduled and contracted to undertake in-person teaching, they will be entitled to receive sick pay in the following circumstances:

  • If they had tested positive for COVID-19 and were unable to deliver scheduled teaching as a result;
  • If they were self-isolating because: (i) they had COVID-19 symptoms, (ii) they were waiting for a COVID-19 test result, and it was not appropriate or possible to move the scheduled class online.

TAs will continue to be eligible for sick pay where they are too unwell to deliver scheduled online teaching after testing positive for COVID-19 or while waiting for test results.