CONTRIBUTION REWARD POLICY

Transcription

1 LEEDS BECKETT UNIVERSITY CONTRIBUTION REWARD POLICY

2 Policy Statement Purpose and Core Principles Our University wishes to recognise and reward staff who demonstrate high levels of achievement and contribution in their role during the course of the year. The Contribution Reward Scheme operates on an annual basis and takes place after completion of the annual performance and development review process which runs from May to October. Scope There are many staff who perform well in their roles every year and contribute to our University s success. However, the Contribution Reward Scheme is intended to recognise and reward exceptional performance, either on a team or individual basis and, by its nature, will be limited in its application each year. It is anticipated that only a small proportion of staff will gain access to the contribution zones at the top of the grades through the scheme. Responsibility Responsibility of the individual To complete and submit an application for consideration by the Contribution Reward Panel if they consider themselves to have met the eligibility criteria, haven t been put forward for an award by their manager and can demonstrate an exceptional contribution. Responsibility of the Manager To ensure that the PDRs are completed within the expected timescales so that staff meet the criteria to apply for an award under this scheme. To submit an application and provide supporting information in relation to any staff that have demonstrated exceptional contribution for consideration by the Contribution Reward Panel. To provide information in relation to any individual applications. To consider any teams that should be put forward for an award and make the application on behalf on the team for consideration by the Contribution Reward Panel. Responsibility of Human Resources To ensure the fair and consistent application of the policy and procedure and monitor the outcomes. To co-ordinate the application and decision making process which includes convening the Contribution Reward Panels. To communicate the decisions of the Contribution Reward Panels to applicants and managers and arrange payment of any awards made under the scheme.

3 Review The application of this policy and procedure will be monitored on an annual basis and reviewed a minimum of every three years or sooner, in light of legislative changes and organisational requirements, as appropriate.

4 Procedure 1. Eligibility 1.1 The scheme is available to all full and part-time staff in Grades 1 to 9. Separate reward arrangements apply to staff in Grade 10 and above. Staff will be required to have a minimum of 12 months service at the end of the PDR cycle on 31 October in order to be eligible for consideration. 1.2 This scheme operates as a mechanism to award additional/accelerated payments in relation to performance. It is not a means by which staff will be promoted or re-graded. A separate process is in place to consider promotion and re-grading applications which is available on the HR pages of the website. 1.3 Arrangements for making additional payments to staff who take on extra duties and/or responsibilities (i.e. responsibility allowances) will continue to operate. HR will provide guidance on the appropriateness of such payments. 2. Scheme Criteria 2.1 The applicant is required to provide evidence of their performance/achievements in relation to the following criteria: 2.2 Performance and Development Review (PDR) The applicant must have participated in a PDR discussion and achieved their agreed objectives for the year. The applicant must have demonstrated an exceptional contribution to their School/Service or team s objectives. Evidence of how this has been achieved will be required. 2.3 An exceptional contribution or achievement might include: The successful delivery of a complex project or event. Identifying and implementing a new idea that has a significant and positive impact on service provision. Promoting or enhancing our University s reputation at a regional, national or international level. Income generation activities over and above the normal expectations of the role. 2.4 These are suggested examples, not an exhaustive list of possible achievements that can be put forward for contribution reward. 2.5 Specific Achievement If an applicant wishes to be considered for additional reward in relation to a specific achievement above and beyond the usual expectations of the role evidence must be provided. If the applicant has not met all of their PDR objectives they can only be

5 considered for a non-consolidated payment of up to a maximum of 2% of salary or discretionary funding for a development activity. 3. Team Bonus 3.1 If a team bonus is requested the application should be made by the manager on behalf of the team. The manager will be required to provide details of the members of staff involved in the team and the level of bonus that is being recommended. If successful, the level of payment will be decided by the Contribution Reward Panel, and will not exceed 3% of salary. If the manager s own contribution is being incorporated as part of the case the application will also need to be supported by their line manager. 3.2 The recommending manager will need to provide information relating to the team s objectives, the extent to which these were achieved and any specific outcomes/successes for the Reward Panel s consideration. 4. Application Process 4.1 There are three types of application: a) Nomination by a manager for an individual award. b) Nomination by a manager for a team award. c) Individual nomination. 4.2 Staff wishing to nominate themself should complete parts 1 (applicant details) and 2 (applicant information) of the application form and then pass it to their manager to complete part 3 (manager information). If the nomination is being made by the manager only parts 1 and 3 need to be completed. It should then be verified by the manager s manager before being submitted to the HR Planning & Reward Team. A separate form is to be completed for a team application which only needs to be completed by the manager and verified by their manager before submission. 4.3 A Contribution Reward Panel will be convened to consider the applications in relation to the relevant criteria. The Reward Panel will be chaired by a Dean or Director and include other senior managers. The Director of Human Resources (or nominee) will act as Secretary to the Panel. 4.4 Applicants will be notified of the decision of the Reward Panel in writing by the Director of Human Resources (or nominee), normally within five working days. Exceptionally, the Reward Panel may wish to seek additional information from the applicant or manager to help them gain a clearer understanding of the case and in these circumstances the notification of the final decision to the applicant may be delayed and notification of this will be provided.

6 4.5 The decision of the Contribution Reward Panel will be final. However, applicants may request written feedback on their application or contact the Chair of the Panel for further information. 4.6 The contribution rewards awarded via this scheme will be implemented as follows: Incremental progression will be backdated to 1 September. Non-consolidated bonuses will paid with the next available salary payment following confirmation of the Reward Panel s decision. 5. Contribution Rewards 5.1 The contribution rewards that can be awarded to staff who are deemed to have met the scheme criteria are: An accelerated increment on a consolidated basis within the grade. Progression to the discretionary contribution increment at the top of the grade for staff at the contribution threshold. A non-consolidated bonus payment up to a maximum of 5% of salary where staff are at the top of the grade. A non-consolidated bonus payment up to a maximum of 2% of salary for staff at any point within the grade in relation to a particular achievement and/or contribution that does not meet the full range of performance criteria required by the scheme. A non-consolidated team bonus payment up to a maximum of 3% of salary to groups of staff who have contributed to the successful achievement of team goals and objectives. 5.2 An individual could potentially receive more than one team bonus or a team bonus and a personal contribution reward but the total maximum contribution reward that can be awarded in any one year is 5% of salary. When considering an individual for multiple rewards different evidence must be provided to justify each payment. 5.3 Any lump-sum bonus payments made under this scheme will be non-pensionable. 6. Monitoring and Review 6.1 An annual monitoring report summarising the outcomes will be produced by Human Resources and shared with appropriate staff and representatives. Related Policies and Documentation Promotion and Regrading Procedure Additional Responsibility Allowances