Academic and Administrative and Other Related Staff Annual Review

Transcription

1 Academic and Administrative and Other Related Staff Annual Review Intrductin Heads f Cllege/Budget Centre (r nminated representative) have the pprtunity t cnsider and t make the fllwing recmmendatins fr Academic and Administrative and Other Related staff in the Annual Review: 1. T award an additinal increment belw the cntributin threshld 2. T award a cntributin increment 3. T award a ne-ff payment 4. T withhld an increment up t the cntributin threshld This guidance sets ut the prcess yu need t fllw fr each ptin. It als prvides: 5. A reminder regarding academic prmtins belw the level f Senir Lecturer 6. A reminder regarding re-grading prcedures fr academic related staff (There is a separate prcess and criteria fr prmtins t Senir Lecturer/Senir Research Fellw and cnferment f title f Prfessr r Reader at and fr regrading f research staff belw SL/SRF at Pay arrangements fr Academic and Administrative and Other Related Staff The salary fr all staff is fr ding the jb well. Salaries nrmally prgress by an increment each year [1] until the pint belw the cntributin threshld (thick black line) n grades 6 t 9 ( is reached. This prgressin depends partly n length f service in the grade and partly n the assessment f cntributin. The award f increments (cntributin pints) abve the threshld is dependent n exceptinal perfrmance, as defined by the University. Threshld f perfrmance t be met t receive an increment until the cntributin threshld is reached An increment, up t the cntributin threshld, will be awarded t each Academic and Administrative and Other Related member f staff [1] each year, unless the Head f Budget Centre demnstrates that a member f staff s perfrmance, with reference t their agreed duties, bjectives and criteria is nt sufficient t warrant the award f an increment. [1] Administrative and ther related staff nrmally receive such an increment frm 1 August and Academic staff nrmally receive such an increment frm 1 Octber. Where a member f administrative and ther related staff is appinted t start between 1 July and 31 July inclusive, the first increment is payable n 1 August f the fllwing calendar year, subject t the prvisins utlined abve. Where a member f academic staff is appinted t start between 1 September and 30 September inclusive, the first increment is payable n 1 Octber f the fllwing calendar year, subject t the prvisins utlined abve. Finalised Page 1 f 6

2 Withhlding an increment up t the cntributin threshld Academic staff and Administrative and Other Related Staff The Head f Cllege/Schl/Budget Centre may recmmend that an increment up t the cntributin threshld shuld be withheld, if s/he demnstrates that a member f Academic r Administrative and Other Related staff s perfrmance has nt been sufficient. There is a dcumented prcess fr withhlding an increment up t the cntributin threshld fr Administrative and Other Related staff, as utlined belw, but there is n such dcumented prcess fr Academic staff. If the Head f Schl/Unit thinks it may be apprpriate t prpse withhlding an increment fr an academic member f staff, they shuld seek advice frm the relevant Human Resurce Manager befre prceeding with such a prpsal. Withhlding an increment up t the cntributin threshld Administrative and Other Related Staff Fr Administrative and Other Related staff, the Incrementatin prcess fr Academic Related Staff shuld be fllwed: An extract frm this prcess is belw. A member f staff is granted an increment until the cntributin threshld is reached, if s/he demnstrates cmmitment in all f the areas listed belw, where they have the pprtunity t d s. (The list is illustrative, nt exhaustive). S/he has, n an nging basis, develped the necessary knwledge, skills and experience and has taken advantage f pprtunities t cntribute t the wrk f the University t the best f their abilities and at least t a level fully acceptable t the University. This has included: Active participatin in University activities, including, but nt limited t Staff Develpment Review; Wrking practively with clleagues t ensure the efficient and effective delivery f services t users within and utside the University; Ensuring that staff, budgets r services fr which they are respnsible are managed in the mst efficient and effective way pssible; Apprpriate levels f attendance, having due regard t cntractual arrangements and taking accunt f issues such as disability and ill health, where reasnable and apprpriate; Flexibility f apprach, in rder t ensure that targets are met; Acting as an ambassadr fr the University bth within and beynd their immediate wrk area. Please nte that the standard f perfrmance t receive an increment until the cntributin threshld is reached is deliberately higher fr administrative and ther related staff than the standard f perfrmance that supprt staff are required t meet t receive such a cmpetence increment until the cntributin threshld is reached n bands 100 t 500, i.e. acquire the knwledge, skills and experience necessary t d the jb well, and d the jb well. It is standard management practice in Budget Centres/Schls fr managers t hld regular meetings with each member f administrative & ther related staff in which prgress at wrk is reviewed and discussed. (These are regular 1:1 peratinal meetings, nt the annual Staff Develpment Reviews.) These peratinal meetings with yur staff prvide yu with the pprtunity, during the nrmal curse f management, t prvide feedback n their perfrmance. Finalised Page 2 f 6

3 Regular, timely feedback enables staff already perfrming well t imprve still further and enables thse nt meeting expectatins t reflect, be advised, encuraged and supprted and imprve. If perfrmance is at a level likely t result in an increment being withheld, the discussin needs t cver yur cncerns and set ut the imprvements needed clearly. It is ften helpful t draw up and discuss a perfrmance imprvement plan in thse circumstances. If yu are intending t recmmend withhlding an increment n the upcming 1 August, yu (r yur representative) will need t have had such discussins with the member f staff cncerned between 1 August and 31 July prir t this. An additinal increment belw the cntributin threshld and/r a cntributin increment Academic staff and Administrative and Other Related staff These ptins are available in circumstances where perfrmance is exceptinal fr the rle undertaken. There are tw pssible recmmendatins, depending n where the individual is n the scale: Additinal increment: Staff nrmally receive an increment each year [2] until the cntributin threshld is reached, based partly n length f service and partly n perfrmance, as defined by the University. (The threshld f perfrmance that an Administrative and Other Related member f staff is required t meet t receive an increment until the cntributin threshld is reached is utlined abve and in the incrementatin prcess fr such staff at: -prcess.pdf). Additinal increments shuld be used nly fr exceptinal perfrmance by Academic and Administrative and Other Related staff. [2] Effective date is 1 August fr Administrative and Other Related staff and 1 Octber fr Academic staff. Cntributin increment: Staff wh perfrm well will reach the cntributin threshld fr their grade in due curse. Once the cntributin threshld is reached, they receive n further increments unless an bjective case is made t award a cntributin increment. Again, cases can nly be made n the grunds f exceptinal perfrmance. The exceptinal perfrmance shuld nrmally have been delivered ver a perid f at least 6 mnths f the 12 mnth review perid because this indicates that the individual is likely t cntinue t d their jb t this standard n an nging basis and that it is, therefre, apprpriate t increase their base salary t reward this nging standard f perfrmance. This means that individuals with less than 6 mnths service/at wrk during the 12 mnth review perid shuld nt nrmally be prpsed fr an additinal increment and/r a cntributin increment. Yu will need t take int accunt the grade f the particular rle when making yur assessment, alng with the cntext in which the individual was perating during the assessment perid. Since nly a minrity f staff will d their jb t an exceptinal standard (nrmally ver at least 6 mnths), nly a minrity shuld receive an additinal increment belw the cntributin threshld and/r a cntributin increment. T make a case fr an additinal increment r a cntributin increment, yu shuld cmplete the frm prvided fr either administrative and ther related r academic staff, as apprpriate, specifying what sustained exceptinal cntributin the member f staff has made (t the budget Finalised Page 3 f 6

4 centre and/r the University) between 1 April and 31 March and is likely t cntinue t make, taking accunt f the cnstraints f the rle. Fr academic staff, yu shuld als describe n the frm hw the individual perfrms the rle exceptinally against at least ne f the areas belw. Research Teaching Administratin/management Fr administrative and ther related staff, yu shuld als describe n the frm hw the individual f staff perfrms the rle exceptinally against at least ne f the criteria belw, nting which f these criteria is relevant may depend n the rle. An exceptinal level f initiative, flexibility and cmmitment is used Exceptinal and significant interpersnal and cmmunicatin skills are used. Exceptinal and significant management, prblem-slving and rganisatinal skills are used. The maximum number f extra increments that can be awarded is nrmally tw, including, where applicable, any nrmal increment (dependant partly n length f service and partly n the assessment f cntributin) belw the cntributin threshld. Absence during the review perid (1 April t 31 March) A member f staff nrmally needs t have been at wrk fr at least 6 mnths f the 12 mnth review perid t be eligible t be cnsidered fr 1 r 2 extra increments. This is because fr staff t be prpsed fr 1 r 2 extra increments, the individual must be ding their jb t an exceptinal standard, and shuld nrmally have been perfrming at this exceptinal standard fr a perid f at least 6 mnths in the 12 mnth review perid. 6 mnths perfrming at an exceptinal standard indicates the individual is likely t cntinue t d their jb t this standard n an nging basis and that it is, therefre, apprpriate t increase their base salary t reward this nging level f perfrmance. A member f staff wh was at wrk fr less than 6 mnths f the review perid may be cnsidered fr a ne-ff payment fr a ne-ff task, if they meet the criteria fr recmmending such a payment ( ne-ff payments paragraph belw refers). Finalised Page 4 f 6

5 One-ff payments Academic staff and Administrative and Other Related staff One-ff payments are t reward a member f staff fr undertaking a ne-ff task that: is nt nrmally an bjective fr the rle is unlikely t be repeated, has been dne particularly well, and invlved a substantial amunt f time and effrt. This might, fr example, include cntributing significantly t a successful QAA. If the task has been cmpensated in any ther way (i.e. an hnrarium, r acting up allwance r an additinal and/r cntributin increment), n recmmendatin fr a ne-ff payment shuld be made. T make a case fr a ne-ff payment, yu shuld cmplete the frm prvided, stating clearly the reasns fr yur recmmendatin and the level f payment. Payments in multiples f 250 up t a maximum f nrmally n mre than 2500 may be awarded in any 12 mnth rlling perid. The value f the ne-ff payment recmmended shuld depend n the cntributin made and shuld nt be pr-rata simply because a member f staff is part-time. A ne-ff payment is nrmally paid int the individual s salary. Hwever, if the individual wuld prefer t have the payment made int a research (BDX) accunt then this might be pssible subject t the fllwing cnditins. The agreement f the Head f Cllege/Prfessinal Service (r nminee) and the Directr f Finance (r nminee) The Head f Cllege/Prfessinal Service (r nminee) infrming the individual in writing that: the allcatin f the mney t a research (BDX) accunt means the individual n lnger cntrls the funds and the use f these funds is subject t authrisatin by the Head f Cllege/Prfessinal Service (r nminee). the ne-ff payment paid int the research (BDX) accunt will be at the agreed value, nt increased by a percentage (e.g. natinal insurance at 13.8%) in rder t allw fr emplyer s n-csts that are nt incurred by the payment being made int a University accunt rather than int an individual s salary. A recmmendatin fr a ne-ff payment fr an academic r academic-related member f staff may be made at any time f the year. If a recmmendatin is made utside f the annual review rund by: A Cllege, it shuld be reviewed and mderated by the Cllege with a view t ensuring fairness and cnsistency acrss the Cllege and University. A Prfessinal Services Budget Centre, r fr a Cllege fr a Directr f Operatins, then it shuld be reviewed and mderated by the Registrar and Secretary, as apprpriate. One-ff payments awarded utside f the annual review rund are included by HR and Finance in expenditure infrmatin n additinal increments and/r ne-ff payments fr administrative and related staff. Since nly a minrity f staff will undertake a ne-ff task that meets the criteria utlined abve, nly a minrity f academic and administrative and ther related staff shuld be prpsed fr a ne-ff payment fr a ne-ff task. Finalised Page 5 f 6

6 Prpsal t re-grade an administrative and ther related pst Fr an administrative and ther related pst t be re-graded, fur requirements shuld be met: There shuld be a requirement fr the Schl/Cllege t have the rle at the higher grade The Schl shuld have the funding in place t meet the cst f the rle at the higher grade The rle-hlder shuld have the capacity t perate at the higher grade The rle shuld be evaluated as being at the higher grade If a Head f Schl/Budget Centre (r representative) is prpsing t re-grade an administrative and ther related pst during the annual review, s/he shuld submit a cmpleted jb descriptin and ratinale, in the standard frmat (available at t the relevant Head f Cllege with a nte utlining: The requirement fr the Schl/Cllege t have the rle at the higher grade The Schl s budgetary prvisin fr the prpsed re-grading The capacity f the rle-hlder t perate at the higher grade If the Head f Cllege decides it is apprpriate t prceed with cnsidering the recmmended regrade, subject t the rle being evaluated at that grade, s/he will submit the jb descriptin t the HR Business Partner fr the Cllege/Prfessinal Services, as apprpriate. Human Resurces will review the rle against the jb family framewrks and undertake a full evaluatin t advise the Head f Cllege f the apprpriate grade. Budgetary prvisin fr additinal increments belw cntributin threshld, cntributin increments and/r ne-ff payments Academic staff and Administrative and Other Related staff As nrmal, yu will have made budgetary prvisin fr increments and/r ne-ff payments granted t academic and administrative and ther related staff and will cnfirm in writing (n the relevant attached pr-frma prpsing the increment(s) and/r ne-ff payment) that yu can meet the increased csts within budget. If it is necessary t secure the written agreement f external funding bdies yu will need t d this in advance. Diversity review The University is bliged under emplyment legislatin t avid discriminating against staff n the basis f varius equality factrs including gender, race and disability. Each Head f Schl (Operatins Manager)/Head f Budget Centre/Head f Cllege (r Directr f Operatins) shuld undertake a diversity review f the perfrmance-based pay rewards (additinal increment belw the cntributin threshld, cntributin increment, ne-ff payment) befre submitting the recmmendatins by the deadlines specified in the timetable belw. Frms and spreadsheet t cmplete Attached t this guidance is a cpy f the frms fr Heads f Budget Centre t use t recmmend a member f Academic r Administrative and Other Related staff fr an additinal increment belw the cntributin threshld r a cntributin increment abve the cntributin threshld, and/r a ne-ff payment. Spreadsheets will be sent ut in March. The current salary scales are available at: Finalised Page 6 f 6