Nomination for Merit Award or Contribution Points

Transcription

1 Nminatin fr Merit Award r Cntributin Pints Wh is this dcument fr? Line Managers can submit individuals and/r teams fr cnsideratin fr a merit award r cntributin pints using ne f the frms included here. Frm A is fr Line Managers t submit an individual nminatin and is als used fr individuals t submit persnal nminatins fr Merit Awards. Frm B is fr Line Managers t submit teams fr Merit Awards and is als used fr teams t submit their wn nminatins fr Merit Awards. Frm C is fr Line Managers t nminate individuals fr Cntributin Pints. Individuals may submit a persnal applicatin fr a Merit Award using Frm A. Sme examples f nminatins are included at the end f this intrductry sectin. What t d Merit Awards 1. If yu have identified a staff member, staff members r a team that has perfrmed exceptinally during the past year (i.e. since the last PDR) use frm A r B t describe why yu believe their perfrmance shuld be cnsidered fr a merit award. 2. The first part f the frm is all abut the persn r team being nminated, the reasn(s) yu are nminating them and what evidence yu have t supprt the nminatin (eg testimnials, service utputs, targets met etc). This latter sectin shuld indicate why this evidence warrants cnsideratin. The summary guidance belw describes the srt f things that make perfrmance exceptinal. 3. Once cmpleted please sign and date the frm and pass it t yur Assistant Directr 1 wh will cllate and priritise nminatins acrss the Divisin. Cntributin Pints 1. If yu have identified a staff member wh has cnsistently exceeded the perfrmance required fr their jb during the past year (i.e. since the last full PDR) and has previusly received a Merit Award then use the frm C t describe why yu believe their perfrmance shuld be cnsidered fr a Cntributin Pint. 2. The secnd part f frm C asks yu t list any evidence r ntes t supprt yur prpsal, against key areas f the staff member/team s rle. Suitable evidence might include testimnials frm custmers r clleagues, utputs like reprts and nline materials, r statistical recrds. Yur ntes might include yur wn bservatins n achievements r cntextual infrmatin (eg the particular timing r circumstances invlved). 3. Once cmpleted please sign and date the frm and pass it t yur Assistant Directr (r as directed) wh will cllate and priritise nminatins acrss the Divisin. Summary guidance (fr full dcument see: ) The italicised parts f the extracts belw are intended t help guide managers in their decisins and are nt part f the riginal dcument. Merit Awards Emplyees (ther than individuals engaged slely n a fees r claims basis, including the Temprary Staff Bank, and Heads f Prfessinal Services) becme eligible fr cnsideratin fr a Merit Award after 12 mnths cntinuus service with the University, subject t remaining in the emplyment f the University n the date payments are made. 1 Seek advice frm yur Assistant Directr as a different path fr nminatins may be used in sme Divisins. Merit Award and CP nminatin frm v Page 1 f

2 Merit Awards are subject t statutry deductins but are nt pensinable and are nt recurrent. Merit Awards recgnise exceptinal perfrmance ver the review perid by individuals and teams. T be eligible fr cnsideratin fr a Merit Award, emplyees must have participated in the PDR prcess during the review perid. Merit Awards shuld be a minimum f 500 (pr-rata fr part-time staff) up t a maximum f 10% f salary. Where teams are rewarded the level f award shuld nrmally be the same fr each member f the team. Definitin f exceptinal perfrmance Perfrmance is determined in relatin t: What an individual r team des (utputs) Hw an individual r team achieves this (behaviur) Influencing factrs (rganisatinal, persnal, grup) Exceptinal perfrmance usually invlves mre than ne f the fllwing: Exceeding the standards expected in all key areas f wrk Emplying effective behaviurs cnsistently in all situatins Perfrmance BEYOND PDR bjectives during the review perid Emplying effective wrking strategies in respnse t changes in capacity, wrking practice, wrklads and ther influencing factrs Exceeding the standards expected in a new area r areas f wrk Cnsistently exceeding all key wrk targets Cntributin pints Staff will be cnsidered fr a cntributin pint prvided they have been at r abve the tp prgressin pint f their grade fr at least 6 mnths and they are nt prtected at a rate f pay abve the pay fr the grade f their rle. In rder t be cnsidered fr cntributin pints - staff shuld be sustaining the higher level f perfrmance expected f a fully cmpetent and experienced prfessinal in the grade fr their rle. Therefre, fr an emplyee wh is at the tp f the nrmal prgressin range r within the cntributin range t be eligible fr a cntributin pint, they must have received a merit award in the previus year. Staff wh are paid in the cntributin range will nrmally be cnsidered fr a further cntributin pint (up t the tp cntributin pint fr the grade) every ther year. Cntributin pints shuld be used t reward individuals whse cntributin, n a sustained basis, exceeds that nrmally expected in their rle in terms f high levels f utcmes. Substantive changes in the jb respnsibilities f supprt staff shuld nrmally fall within the ambit f jb evaluatin but cntributin pints may als be used t reward staff wh have taken n significant additinal respnsibilities withut a change in grade. Decisins n cntributin pints must be evidence-based and relate t the business aims f the Service r Schl. The reasn fr each decisin must be recrded within the Schl/Service. (ie there shuld be a business case fr each decisin.) Cntributin Pints will be effective frm 1 August. (Fr decisins made in the autumn term, the award will be effective frm the preceding 1 August.) The Award Panel Recmmendatins n Merit Awards and Cntributin Pints will be made by Panels within Schls and Services. In Services, the Head f Service, anther senir member(s) f the Service and the relevant Persnnel Manager will frm the Panel. T ensure that trade unin representatives are assured abut the fairness f the decisinmaking prcess, trade unin representatives will be entitled t attend meetings f Merit Award Merit Award and CP nminatin frm v Page 2 f

3 Panels n a selective basis t audit the prcess. They will als be entitled t receive lists annually f awards made. Exceptinally, Chairs f Panels may be asked able t explain their decisins t trade unin representatives. Recmmendatins f the Award Panels fr the Prfessinal Services will be reviewed by the Registrar and Secretary and the Directr f Persnnel and Staff Develpment. The purpse f the review is fr the senir management f the University t be satisfied that the prcess applied by the Service reflects the pririties f the Institutinal Strategy and Business Plan and meets the University's standards and principles fr Merit Awards and Cntributin Pints. This review will als cnsider any cncerns raised by trade unin representatives. The rle f the Award Panel is t: determine which staff have demnstrated exceptinal perfrmance beynd PDR bjectives ver the review perid, fr Merit Awards, r ver a lnger perid fr Cntributin Pints. ensure that the reasn fr each decisin is evidence-based and is recrded. ensure that the University's standards n equal pprtunities are given full cnsideratin when decisins are made abut the allcatin f Merit Awards and Cntributin Pints. In particular, staff emplyed n part-time and fixed-term cntracts, externally funded staff and staff n prbatin shuld be given equal cnsideratin. Significant variatins in the allcatin f Merit Awards between grups f staff shuld be fully explained and justified. Merit Award and CP nminatin frm v Page 3 f

4 Example nminatins fr Merit Awards Individual nminatin Why is this staff member being nminated fr a Merit Award? Please give examples f exceptinal perfrmance they have delivered in 2007/08 The XX prject was an utstanding success with a number f key utputs that have significantly imprved this imprtant service. Z tk n a difficult rle in the verall prject being respnsible fr the vital areas f aa, bb and cc. She put in many extra hurs, alngside her existing jb, t make it all wrk. At the same time she ensured that by substantial re-rganisatin and priritisatin her nrmal duties and respnsibilities were nt detrimentally affected. Z has since als been instrumental in suggesting imprvements in methdlgy and wrking practice. What is the supprting evidence? 1. Testimnials frm custmers and clleagues - see the attached s 2. Feedback at meetings see meeting ntes attached 3. Output see Prject reprt (<web address>) 4. Persnal statement: As Z s Team Leader I have witnessed first hand the utstanding cntributins she has made t the XX prject and the creative and intelligent ways she managed her wn time and tasks t ensure that her existing cmmitments culd be met. This, cupled with the prfessinal way she has cnsistently dealt with demanding custmers thrughut the difficult prject phases, has prmpted me t nminate Z fr a Merit Award. Team Nminatin Why is this team being nminated fr a Merit Award? Please give examples f exceptinal perfrmance they have delivered in 2007/08 The Z Team are a new team and in the last year they have wrked hard t gel as a team. The results have been exceptinal in a number f key areas, making dramatic service imprvements that have reaped all kinds f benefits t bth the team and the divisin as a whle. The Service in general has benefited thrugh the gd PR this has generated. What is the supprting evidence? 1. New style custmer infrmatin (see attached) 2. Imprved list f services (<web address>) 3. Testimnial frm Senir Management (attached) 4. Ntes frm team meetings cntributins frm team members abut psitive team wrk (attached) 5. Mem frm Registrar regarding imprvements (attached) Merit Award and CP nminatin frm v Page 4 f

5 Example nminatin fr Cntributin Pints Please list the specific areas where perfrmance has cnsistently exceeded that required Key jb respnsibility/duty Supprting evidence/cmments T devise and deliver. T wrk with. T represent Academic Services n. Offer guidance n. Prfessinal develpment This has been achieved t an exceptinally high standard acrss a much brader range than riginally designated. This wrk has been taken up centrally fr use by the whle f PS. Z has cntinued t cllabrate effectively and with excellent benefit with this divisin. Furthermre Z has develped a wider netwrk which has prven invaluable in ther areas f Z s wrk. Z has been an highly effective ambassadr fr AS and has cmmunicated imprtant r significant items acrss the service cnsistently and rigrusly. Z s has cntinued t develp expertise in this area and has, ver the past year, reinfrced her psitin as an authritative, apprachable and efficient surce f advice and guidance. Z has maintained cnsistently high standards f perfrmance thrugh backgrund research, skills updating and rigrus cntinued prfessinal develpment f which she has a thrugh recrd. Merit Award and CP nminatin frm v Page 5 f

6 Frm A Individual nminatin Merit Award Perid cvered Name f staff member Jb title Date f PDR Grade and scale pint f staff member Why is this staff member being nminated fr a Merit Award? Please give examples f exceptinal perfrmance they have delivered in 2007/08 What is the supprting evidence? Signed:... Date:... Psitin:... Assistant Directr: Apprve nminatin Reject nminatin Initial:... Merit Award and CP nminatin frm v Page 6 f

7 Frm B Team nminatin fr Merit Award Perid cvered Name f staff members Name f team Date all PDRs cmpleted Why is this team being nminated fr a Merit Award? Please give examples f exceptinal perfrmance they have delivered in 2007/08 What is the supprting evidence? Signed:... Date:... Psitin:... Assistant Directr: Apprve nminatin Reject nminatin Initial:... Merit Award and CP nminatin frm v Page 7 f

8 Frm C Individual Nminatin fr Cntributin Pints Perid cvered Name f staff member Jb title Date f last Merit Award Grade and scale pint f staff member Please list the specific areas where perfrmance has cnsistently exceeded that required Key jb respnsibility/duty Supprting evidence/cmments Signed:... Date:... Psitin:... Assistant Directr: Apprve nminatin Reject nminatin Initial:... Merit Award and CP nminatin frm v Page 8 f