Annual Reward Procedure for Grade 10 Staff

Contents

1. Introduction
2. Objectives, Achievements and Markers of Esteem
3. Purpose of the Procedure
4. Eligibility
5. Procedure

1. Introduction

The Annual Reward Procedure for grade 10 staff explains the way in which the Reward Policy for grade 10 staff is implemented for considering possible increases to base salary and related decisions.

At the core of the process is the requirement for Deans and the University Secretary to ensure that their grade 10 staff are provided with clear SMART objectives, as part of their Objective-setting & Review (OSaR) meetings, that these are discussed and reviewed regularly throughout the year so that both the individual and the Dean or the University Secretary fully understands the progress being made.  Where the volume of grade 10 staff in a particular School or a Directorate means that the Dean or University Secretary cannot undertake OSaR meetings for all of their grade 10 staff, they should nominate a Reviewer and they must ensure that the Reviewer keeps them apprised of individuals’ performance at regular intervals.  Where considered necessary or appropriate the Dean or University Secretary should meet with the individual.

Applications and nominations for base salary increases are welcomed equally.  Whilst applications are encouraged from staff who feel their performance merits a salary increase, the University does not wish to overlook meritorious performance because the member of staff has not made an application.  For this reason there is the option for a member of Grade 10 staff to be nominated by their Dean or Director.

2. Objectives, achievements and markers of esteem

It is appreciated that, on occasion, an opportunity may arise which is agreed takes priority over the previously set objectives or a marker of esteem is awarded (e.g. FRS, recognition in the Honours list) and the process allows for these aspects to be taken into account in the performance and reward decisions.

3. Purpose of the procedure

The procedure will:

• encourage discussion about performance at Academic Appraisal or OSaR meetings and update meetings
• relate the performance to a performance rating (see Reward Policy for Grade 10 Staff)
• allow the individual to choose whether or not they wish to apply for a salary increase
• allow a Dean or Director to nominate a member of staff for a salary increase
• use a consistent approach to ensure fairness and transparency in the process
• be subject to a process of checks and balances
• provide feedback to individuals.

4. Eligibility

No member of grade 10 staff will be considered for a salary increase if they have not engaged fully in the Academic Appraisal or OSaR process, be it personally, conducting Academic Appraisal or OSaR meetings for their direct reports and, where necessary, nominating Reviewers.  Deans, the University Secretary and Directors also must have a full understanding of the contributions their grade 10 staff are making in order that they may recognise achievements or intervene where there are performance difficulties.

5. Procedure