Increment and acting up policy
Procedure on increments
- All staff will receive an increment automatically each year until they reach the top of the normal range i.e. excluding points in the excellence range. Staff in grades 1-8 who were employed on or before 28th February 2018 will receive increments from 1st August each year unless they are appointed to a higher graded post from 1st March 2018 in which case the increment will be awarded on the anniversary of their appointment to that grade. Staff who commence employment on or after 1 March 2018 will be entitled to an increment on the anniversary of their appointment to their grade.
- Once a member of staff has reached the top of the normal range, they will not receive any further automatic increments, but may receive an excellence point subject to successful application at Reward Review. Excellence points may only be awarded in accordance with the Reward Review process and are not therefore within the discretion of the relevant line manager/HoD/HoS.
- Similarly, acceleration within the incremental scale is only available through the annual reward review process, it cannot be used as a means by which to increase an individual's salary for taking on additional responsibilities within their existing grade.
- Staff appointed to a post graded higher than their current post will be offered a new salary of the minimum of the new grade, or if this is less than or equal to their salary on the old grade, the next spinal point, excluding excellence points and subject to the same rules set out in paragraph 3 above.
- Staff employed on or before 28th February 2018 moving to another post at the same grade as their existing substantive post will move across on their existing salary and they will receive an increment in August as normal. Staff employed on or after 1 March 2018, moving to another post at the same grade as their existing substantive post will move across on their existing salary and will receive an increment on the anniversary of their appointment to that grade.
Procedure on acting up allowances
- An acting up allowance can be paid where an individual is taking on additional duties at a higher grade to their normal role for a temporary period, e.g. during a secondment or to cover for sickness absence of a colleague but excluding cover for annual leave.
- The acting up allowance should be based on the salary that would apply were the member of staff promoted to the higher graded post (i.e. the difference between the individual’s current pay and the minimum point (or next available point if the individual’s current salary exceeds the minimum point) on the higher grade).
- The amount of the acting up allowance will be revised to reflect any normal annual increments that the employee is entitled to in the substantive role so that the net salary received is the same as the salary that would apply were the member of staff appointed to the higher graded post. The employee will continue to receive cost of living rises.
- Acting up service in the higher grade may be taken into account in determining the salary in any subsequent promotion.
- It would be very unusual for acting up allowances to be paid for more than a few months. If it is paid for more than 12 months, then the acting up allowance should normally be increased by one increment on the anniversary of the acting up allowance being awarded.
- A smaller sum may be agreed with the relevant HR Partner if the staff member concerned is not undertaking all the duties required of the higher level, e.g. where two staff are sharing the work.