Human Resources Division

Criteria

Contribution Increment Criteria

4.1.1 An employee put forward for this award, should have made a sustained and outstanding contribution over a period of not less than 1 year, with evidence of continuous working at that level. There must be tangible evidence that their personal contribution, commitment, and exercise of initiative, is over and above what is expected of a person performing competently in that grade and consistent with the Institution's agreed objectives. Judgement on outstanding and sustained performance should be relative to the performance of other members of staff in the same Institution.

The evidence may include, but is not limited to:

  • Attainment of agreed longer-term objectives to a consistently exceptional standard that have positively impacted on the School/Faculty/Department/Division or University.
  • The provision of an exceptionally high and sustained standard of customer service, with demonstrable impact on the service provided, and/or the reputation of the School/Faculty/Department/Division or University.
  • Exceptional achievements that have demonstrated attainment of additional knowledge/skills, resulting in an enhanced level of contribution within the existing grade.
  • Taking on significant additional responsibility on an ongoing basis, but where the level of that responsibility falls within their current grade.
  • Expectation that the enhanced level of contribution will continue in future years.

4.1.2 If, in addition to the above, the award of a contribution increment is needed to help retain the services of a particular member of staff, the case put forward must include relevant factual information to support the view that there is a significant risk that their services might otherwise be lost to the University.

4.1.3 There should be a clear demonstration that the individual has increased his/her contribution to the University's objectives on an ongoing basis. If successful, this level of contribution then becomes the normal expectation for that member of staff. The same evidence will not therefore attract additional contribution rewards.

4.1.4 Most successful proposals would result in the award of one contribution increment. Exceptional cases would need to be made for the advance of more than one increment.

Single Contribution Payment Criteria

4.2.1 Employee's exceptional contribution will normally be in respect of a one-off task or project that is finite in nature. The evidence may include, but is not limited to:

  • Completing a major task or project ahead of schedule, coupled with resultant savings in resources.
  • Contributing to the effective handling of a one off event, showing exceptional commitment or adaptability beyond that generally required of staff at that grade.
  • Tackling successfully an unplanned or unexpected task, crisis/emergency, or incident involving complexity.
  • Suggestion or design of an innovative approach, solution or idea for the improvement to a working practice or process within the team/unit/section/department/University. This may have lead to greater efficiency, improved quality, cost savings etc., which contributed to the achievement of School/Faculty/ Department/University objectives.
  • Achieving a particularly challenging goal or objective, e.g. overcoming a significant obstacle to ensure a deadline is met.

4.2.2 The award for a single contribution payment will be a one-off non-pensionable payment of 3% of salary (pro-rated for part time staff) payable in the March payroll.

4.2.3 In exceptional cases where the above criteria have been met as a result of the joint efforts and combined achievements of two or more individuals, a payment of 2% of salary to each of the individuals involved (i.e. team payment) could be considered. This payment would be a one-off non-pensionable payment and pro-rated for part time staff.

4.2.4 It should be noted that single contribution payments are not to be used to reward temporary acting-up to a higher grade or to reward additional duties which should be recompensed through overtime, out of hours, on-call or other pensionable or non-pensionable payments.

4.2.5 It is not normally appropriate for applications for single contribution payments to be received for the same or similar reasons for more than two consecutive years for the same employee. This would normally indicate that the case no longer meets the criteria for a reward designed to recognise single exceptional contributions, but matches the criteria for sustained contribution. In the exceptional event of a single contribution payment being requested in the third consecutive year, consideration will be given by the Awarding Authority to the award of a consolidated contribution increment in place of the third single contribution payment.