Human Resources

Pay, pension & rewards

Rewards at Loughborough


At Loughborough we recognise excellence and achievement in our staff through our performance and reward mechanisms. This document sets out how we reward our staff for the vital role they play in our success.

Each type of reward has its own clear criteria and operating procedures which will be applied consistently and fairly. All criteria have been developed in support of the University strategy and the ambitions contained therein. It is a requirement of all applications for reward to set out how the performance to be rewarded contributes to the University Strategy.

Our ultimate aim is to create a reward structure that both recognises excellence and achievement and also motivates staff to want to continue to achieve and to deliver excellence. We also wish to ensure that we:

  • Offer a variety of rewards to reflect the diversity of our workforce
  • Ensure that we offer a competitive reward package in relation to our competitor institutions
  • Explicitly link performance and reward in an open and fair way


Total rewards

While this document concentrates mainly on financial rewards, Loughborough University offers a wide variety of other rewards to staff which include:

Generous benefits package 

Staff benefits

Academic and non-academic awards – these are prestigious, competitive awards available to staff to enable them to further develop their excellent work. Awards include an internal fellowship scheme as well as Vice-Chancellor’s awards in research, teaching, enterprise and professional services.

University Fellowships

Comprehensive staff development programme

Staff Development - archived April 2019

Achievement rewards

Achievement rewards recognise an individual’s particular achievement in their role. They are generally therefore awarded for one off successes or pieces of work. Examples might include receiving a prestigious award, completing a project with particular success, identifying service improvements and/or efficiencies or ‘going the extra mile’ on a task/provision of a service. Eligibility for achievement rewards should be assessed in accordance with an individual’s grade, i.e. what might be appropriate for a member of staff on grade 4 would not be appropriate for a member of staff on grade 8, for example. The types of rewards available are:

Type of reward

Criteria for reward

Lump Sum of between £200 and £1000 (pro rata)


Successful completion of a significant task/project in addition to the objectives identified in PDR that goes beyond normal expectation for the role

Voucher up to a value of £100 or a gift (free meal at Burleigh Court, free treatment at Burleigh Springs or free

membership of University gym)

Evidence of delivering an excellent service or of ‘going the extra mile’ in completing a task/activity over and above normal expectations for the role


Team Award (payment of an activity or event to a value of £200 per person. This can include multi-disciplinary teams)

Significant team success that contributes to the University Strategy over and above normal expectations


Achievement rewards may be awarded at any time of the year by the Dean/Director of Service, although any lump sums in excess of £500 require approval from the Deputy Vice-Chancellor for RTE and SSA job families and the Chief Operating Officer for all other job families All lump sums are subject to normal tax and national insurance deductions. 

Deans and Directors of Service are required to have established internal procedures to ensure that all staff are considered for such rewards. Once a decision has been made to award an achievement reward, the amount and a short reason for the award should be sent to the HR Partner and the Senior Finance Business Partner (amount only). HR will then ensure that the reward is recorded on iTrent and where required, that the Payroll team is notified. Finance will ensure that any tax obligations are dealt with.

Deans and Directors of Service are required to prepare a report for the October Human Resources Committee meeting, each year, detailing the following:

  • The School/Professional Service’s reward budget for Achievement Rewards
  • The breakdown of staff within the School/Professional Service awarded an Achievement Reward
  • Analysis of the distribution of Achievement Rewards across the School/Professional Service
  • A summary of the types of Achievement Rewards awarded along with the rationale for each reward
  • Commentary of how these rewards have contributed to the success of the School/Professional Service and the University Strategy

The Human Resources Committee will review the reports each year and where any concerns or issues are identified, will instruct the Deputy Vice-Chancellor or the Chief Operating Officer to liaise with the relevant Dean/Director of Service.

Excellence rewards

A comprehensive review of PDR and reward will take place during 2019 for implementation in subsequent years. This document sets out the interim arrangements for Excellence Rewards following PDR for 2019. Please note that Achievement Rewards and Staff Awards will continue as normal during the review.

1. SRGs will determine which staff in the ‘Exceeded Expectations’ PDR category have had an exceptional year and should therefore be considered for a reward. The online PDR system will be amended to enable this information to be recorded on it.

2. The expectation is that around 20% of the total population of the School/Professional Service will be recognised with a financial reward. SRGs must ensure that this is distributed appropriately across colleagues, paying due attention to equality and diversity.

3. Typically, staff put forward for a reward will receive a one-off payment equivalent to 5% of their salary or £750 (pro rata) whichever is greater. There will be no opportunity to award more than 5% as a one-off payment.

4. However, Schools/Professional Services are able to submit around one quarter of the staff being considered for a reward for a consolidated reward. This is likely to be based on one of the following grounds:

a) For all staff – Sustained exceptional performance over a number of years
b) For grade 9 staff only – to reflect the greater level of responsibility being undertaken thereby warranting a review of salary
c) For grade 9 staff only – to ensure pay parity

5. Schools/Professional Services will identify those staff for whom they would like to recommend a consolidated reward on the PDR system. For grades 1 – 8 staff, it will be possible to indicate the level of reward requested. For grade 9 staff this will be a matter for discussion at the Senior Staff Reward Committee while the relevant Dean is present.

6. Rewards may include:
a. One or more accelerated increment(s) up to the top of the grade
b. One or more excellence reward(s) (formerly known as contribution point) up to the top of the excellence zone, after which consolidated rewards are no longer possible
c. For grade 9 – a permanent increase to salary

7. The following Reward Committees will consider Excellence Rewards:

Committee Staff Membership
Senior Staff Reward Committee All staff on grade 9

Vice-Chancellor (Chair)
Deputy Vice-Chancellor
Pro Vice-Chancellors
Chief Operating Officer
Director of Finance
Director of Human Resources and Organisational Development
Deans will also be present to discuss their staff

Academic Staff Reward Committee All staff in the RTE and SSA job families (excluding grade 9) Deputy Vice-Chancellor
Pro Vice-Chancellors
Three Deans (on a rotating basis)
Professional Service Staff Reward Committee All staff in the OP, AD, TE and MA job families (excluding grade 9) Chief Operating Office
Director of Finance
Director of Human Resources and Organisational Development
Two Directors of Professional Services (on a rotating basis) 
One Operations Manager (on a rotating basis)

8. The Reward Committees will receive the following information on each candidate:
a. Grade and job family
b. Performance assessment rating for current year
c. Performance assessment rating for previous three years (if available)
d. Rewards received in current academic year (if any)
e. Excellence rewards awarded in previous years (if any)
f. Sub-category

9.  The Reward Committees will make the decisions on the rewards to be applied having due regard for equality and consistency.


As well as offering a suite of rewards linked to remuneration, the University is proud to offer a range of other awards to recognise excellence and achievement and to help staff to further enhance their performance and the work they do.

 Vice-Chancellor’s Awards for Excellence. These will be awarded to individuals in recognition of excellence in supporting the delivery of the University strategy in one or more of the following areas:

a)    Learning and Teaching           

b)    Enterprise           

c)    Research              

d)    Professional Services

Up to 20 will be awarded each year, with the expectation being that the numbers are distributed reasonably across different staff groups.  The University will allocate up to £2,500 to each individual to assist the recipient with furthering their excellent activity.

Distinguished Travel Grant. This reward is available to all staff and gives individuals the opportunity to travel anywhere in the world (up to a value of £10k) to gain experience that will contribute to their excellent performance in their current role. Up to two grants will be awarded each year. The funding may also be used to support individual’s families during their visit and to enable the family to join them for a part of the visit (if desired). Candidates will be expected to identify how a placement in a different organisation can enhance their performance whilst contributing to the University Strategy and developing the University’s reputation and reach either nationally or internationally.

Academic Team Award. This reward will recognise particular success of an academic endeavour to a combined value of £5000. The team may use the reward to invest in new equipment, attend a conference or other academic activity. Up to five Academic Team Rewards across the University may be awarded in any academic year.

Submissions for these awards will be considered each June. Candidate will be invited to submit no more than one page of A4 setting out the award applied for and why they believe they are eligible for the award to their Dean or Director. The Dean or Director should then submit the application to HR by the stipulated date, providing a short commentary on the application.  The Awards Committee will comprise the Deputy Vice-Chancellor, the Pro Vice-Chancellors and the Chief Operating Officer. The next meeting is on 17th June 2019 and the deadline for submissions is 5th June 2019.  All submissions should be sent to Sophie Hall, Senior HR Officer,

Anne Lamb, Deputy Director of Human Resources and Organisational Development
February 2019

University Fellowships

Please go to University Fellowships