Senior managers should be responsible for recognising and rewarding their staff appropriately, with the support of their HR Manager, using one of the University's
HR Managers will discuss with Heads of School/Service (and other appropriate senior managers) every individual's contribution to determine where recommendations should be made. The options available are:
The Recognition Scheme, which is open on an ongoing basis and which will have two options within it to recognise exceptional contribution (in
- Vouchers for individuals, or allowances for team meals/activities. We've made an agreement with Her Majesty's Revenue and Customs (HMRC) to make these awards via our online Recognition Awards Portal (RAP), which means that our employees won't make tax and national insurance contributions on the value of the award.
- One-off payments. These awards will continue to be made through the University payroll and will remain subject to employee tax and national insurance contributions. This option is available immediately.
You can download guidance on how to use the RAP below.
The Reward Scheme, which is an annual process allowing you to:
- recommend an additional scale increment (ASI). These are typically used where someone has contributed more than would normally be expected, and this level of contribution is expected to continue. Our normal annual increments are intended to recognise greater contribution as a result of greater experience, so any recommendation for an ASI should reflect how these normal expectations have been exceeded.
- recommend a discretionary increment (DI). These are usually used when someone has reached the top of the grade and they are making an ongoing exceptional contribution.
Note: grade 10 members of staff should be rewarded through the annual professorial and senior staff salary review process. Clinical academic consultant awards are via the Clinical Excellence Award scheme.