For Non-clinical Staff in Grades 1 - 9
Process for Consideration of Request
On Behalf of the Employee
Heads of Departments/Divisions may make a request for an award of an additional increment or contribution point at any time of the year by completing the form below (Local variations in practice exist to promote equitable treatment for staff, including in the IOE and SLMS– where applications are reviewed at fixed points in the year. Staff should consult their Faculty Intranet pages for details). The form should clearly state how the request fulfils the criteria set out below and provide evidence of formal appraisal. There is also opportunity for this to extend to two increments or contribution points, but this must be under highly exceptional circumstances (see criteria below). Before forwarding to the appropriate Dean (or Vice-Provost (Operations) in the case of Administrative Support Roles in Faculties and Corporate Support Services) for consideration, the Faculty Manager (if applicable) should acknowledge the support or non-support of the request and give their reasons. The Dean/Vice-Provost (Operations) will consider the request in line with the criteria for award, and will approve or reject the request. The Dean/Vice-Provost (Operations) will forward the request, endorsed with his/her decision, to the HR Employment Contact Administration Team in Human Resources for action. When approved, the cost will be charged to the current source of funding for the post and the increase applicable from the 1st of the following month.
Individuals may also make a case for an award of an additional increment or contribution point directly to the Dean/Vice-Provost (Operations) where their case is not supported by their Head of Department/Division. In such cases the Dean/Vice-Provost (Operations) will consider the request against the criteria for award having obtained written comments from the Head of Department/Division, (these comments will be copied to the individual) and also from the Faculty Manager (in Faculty cases). The Dean/Vice-Provost (Operations) will forward the request, endorsed with his/her decision, to the HR Employment Contact Administration Team in Human Resources for action. When approved, the cost will be charged to the current source of funding for the post and the increase will be applicable from the 1st of the month following submission to the Dean/Vice-Provost (Operations).
Please note that this process does not apply to Grade 10 staff
The clinical scales are linked to NHS salary points and the accelerated increment/contribution point process does not apply to clinical staff on the Consultant Clinical Academic Pay Scale, the Senior Academic GP (SAGP) pay scale, the Dental Consultant Clinical Academic pay scale and the non-consultant CLIN ACAD pay scale.
The procedure for requesting the award of a contribution point does apply to clinical staff on the grade CL7, CL8, CL9 and StR grades which have contribution points. The accelerated increment process does not apply to staff on these grades.
Human Resources will inform all individuals of the outcome in writing. An individual can appeal against a decision not to award an additional increment or contribution point, and this appeal will be considered by another Vice-Provost or Dean (not previously involved in the process of consideration).
Staff may be awarded an additional increment or contribution point only in circumstances where the following criteria have been met:
• Outstanding performance has been achieved and maintained*.
• The employee has been formally appraised in the previous six months.
• The objectives set have been stretching, have exceeded expectations and were fully achieved (unless circumstances beyond the member of staff’s control have prevented this).
* Outstanding performance will have been demonstrated in terms of their achievements in the context of work undertaken, efficiency, resourcefulness, dependability and judgment. This performance will have been sustained over a period of at least six to twelve months.
If it is felt that the employee in question has achieved the above criteria then consideration may also be given to awarding two increments or contribution points. This must be in recognition of performance that is greatly and exceptionally exceeding expectations
The Accelerated Increment/Contribution Point policy is not intended to compensate for external market pressures. If you wish to make a case for a market supplement then please refer to the Market Pay Policy for further guidance. If you would like to discuss this further please contact Mark Rice, Head of Reward Policy, HR Strategy and Planning for further advice.
The payment of additional increments will be monitored by ethnicity, sex, disability and age within staff groups, to ensure there are no unfair payments on these grounds.
HR Strategy and Planning
Updated December 2016