Interim reward arrangements 2023/24

Through Project Expectations, the University is reviewing our existing reward and recognition practices.

While Project Expectations is underway, the current reward framework will be in place. This framework demonstrates the importance attached to recognising and valuing the contribution that staff make to the success of the University. A range of ways in which managers can do this are detailed in the framework.

The budgets allocated to non-consolidated reward (one-off vouchers/gifts or lump sums) and consolidated rewards (permanent salary increase) may vary each year.

This year, due to the financial constraints faced by the University a smaller budget allocation is available and therefore arrangements are as detailed below. 

 

Grade 1 - 8 staff:

  • Each school and service has been allocated a budget for staff on grades 1-8.
  • This budget will mainly be used to award staff with consolidated rewards, but it is at the discretion of schools and services to convert their allocation to lump sum payments. 
  • It is important that lump sums are recorded on iTrent.
  • Lump sums are subject to tax and national insurance deductions.
  • The norm for a consolidated reward will be a one spinal point increment.
  • Deans/Directors will work with their HR Partnering team in relation to reward allocation. 
  • An analysis will be carried out to ensure a fair distribution across the school or service's staff population.
  • Letters regarding any pay adjustments will be sent out in July.
  • Reward payments are usually effective in August pay.

 

Grade 9 staff:

  • Each school and service has been allocated a budget for staff on grade 9.
  • This budget will primarily be used to address any equal pay issues or grade anomalies and, only where budget allows, performance.
  • Schools and services may choose to use their budget to allocate lump sums.
  • It is important that lump sums are recorded on iTrent.
  • Lump sums are subject to tax and national insurance deductions.
  • Deans/Directors will work with their HR Partnering team in relation to reward allocation. 
  • An analysis will be carried out to ensure a fair distribution across the school or service's staff population.
  • Letters regarding any pay adjustment will be sent out in July.
  • Reward payments are usually effective in August pay.

 

Performance Development Review (PDR)