Contribution Pay Scheme

1. Contribution Pay Scheme Fiona Ford Deputy Personnel Director

2. Contribution Pay Scheme • Part of the local agreement on the new grade structure • Contribution points at top of Grades D – L • Certain principles outlined in the agreement • Have been working with managers and unions over the last 18 months to develop a scheme

3. Grade Structure

4. Contribution Pay Scheme & Additional Service Payments • Schemes have now been agreed • Contribution Scheme will be introduced from 1.8.09, with first payments being made 1.8.10 • Alongside the Contribution Scheme we will introduce a revised scheme for Additional Service Payments, to take effect from 1.8.09 • Schemes seek to balance need for transparency and consistency with the requirement for streamlined processes

5. Contribution Pay Scheme & Additional Service Payments • Contribution Pay Scheme – concerned with behaviour and delivery within a role – the way in which an individual undertakes their role (available only to those at, or above, top service increment) • Additional Service Payments Scheme – concerned with tasks or activities that are undertaken in addition to a role (available to all staff throughout the incremental range)

6. Additional Service Payments Scheme • ASPs will, from 1.8.09, be available to recognise additional, one off, tasks, projects or activities, for which there is no ongoing requirement (slightly more limited than current scheme) • Decisions on awards will be made by Dean or Registrar twice a year, to aid consistency • Application process similar to current

7. Contribution Pay Scheme • Contribution Scheme available only to those at top service increment, on the contribution range, or those protected above the range • Will recognise sustained, exceptional performance which is significantly over and above normal requirements of the role • Will operate annually, with process initiated by Personnel Services

8. Contribution Pay Scheme - Criteria • Expectation is that all staff will reach a high level of performance in the role • Incremental progression recognises individual development and growth in contribution over time • Individual must be bringing an exceptionally high degree of pro-activity and problem solving to the role to be eligible under scheme

9. Contribution Pay Scheme - Criteria • Examples of where sustained exceptional performance may be evidenced might include: • Outputs and results – consistently delivering exceptionally high quality work within or before deadlines; consistently overcoming significant obstacles to ensure deadlines are met; consistently achieving an exceptionally high level of customer/client/student satisfaction

10. Contribution Pay Scheme - Criteria • Methods and processes – identifying and implementing on an ongoing basis new approaches to the role that significantly enhance service delivery, efficiency and/or effectiveness of the department or function in a way that would not normally be expected within the role

11. Contribution Pay Scheme - Criteria • Contribution to the running of the team/department/division/school/faculty/ university – ongoing participation/contribution more broadly across the relevant area in a way that would not normally be expected of the role; or consistently demonstrating an exceptionally supportive or adaptable approach which contributes to the achievement of objectives of the relevant area

12. Contribution Pay Scheme • April (2010) - Personnel Managers will meet with Heads of Department • Review those on top service increment as at 1st August previous year • Review those on Contribution Range (“pink circles”) • Review those protected above Range (“red circles”)

13. Contribution Pay Scheme • Head and Personnel Manager will forward recommendations for awards to Dean/Registrar • Deans/Registrar will consider recommendations with a view to ensuring as great a degree of consistency and equity as possible • Will forward decisions to Personnel Services by end of June • Moderation meeting will be held in first year of scheme (all Deans and Registrar) to ensure appropriate benchmarks and thresholds are being established

14. Contribution Pay Scheme • Staff at top service increment: • On first and second occasions of award, payment will be made as a lump sum bonus, equivalent to value of increment (not pensionable). Payment in August • Where an individual receives an award each year, consecutively over three years, on third year individual will be consolidated on to the next increment point (and will also receive a lump sum payment)

15. Contribution Pay Scheme • Staff already on the contribution range (“pink circles”) who are confirmed as meeting the criteria will be immediately assimilated to their contribution point, and will become a “white circle” consolidated on the contribution range • Such staff who do not meet the criteria will be advised as to how they might do so – if they have not by July 2011 they will drop to top service increment from 1st August 2011

16. Contribution Pay Scheme • If it is agreed that a “red circled” individual meets the criteria, this will be noted so that when pay protection ends they may be consolidated as a white circle to the top contribution point of their substantive grade • Such staff who have not met the contribution criteria by 1st August 2011 will drop to top service increment of their grade

17. Contribution Pay Scheme • Those who have been consolidated on the contribution range will be reviewed annually to confirm whether still operating at the exceptional level • If in any year they are deemed not to be, they will be advised of how they might resume performance to meet criteria • If they have not resumed performance by following year they will drop to top service increment (or lower contribution point)

18. Contribution Pay Scheme • Those consolidated on to the contribution range will also be eligible to be considered for further awards under the scheme • Must be demonstrating a further expansion of their excellent performance (e.g. extension of outstanding performance to different areas of work) • Where an award is agreed, they will move to next Contribution point from 1st August

19. Contribution Pay Scheme • Right of Review – where Head/Personnel Manager have not put forward a recommendation • Right of Appeal – where individual feels a decision that performance is not sustained at the exceptional level is inaccurate

20. Contribution Pay Scheme – Next Steps • Procedures and guidance will be published on web over the summer • Personnel Managers will brief FPARCS in September/October • Open meetings for staff/managers will be held in October