Contribution Points and Accelerated Increments

The award of contribution points and accelerated increments will be associated with and evidenced by the annual staff development and performance review process.

• Contribution points will apply to those staff at the top of their salary scale.
• Accelerated increments will apply to staff who have not yet reached the top of their salary scale.
• Acting up and Responsibility allowance processes are detailed in separate procedures.
• Applications for contribution points or accelerated increments will follow the process and timescales outlined below.
• The decision regarding the awarding of contribution points or accelerated increments will be based on the criteria outlined below and will not be subject to financial considerations. 

The Process

The process for the annual award of one or more contribution points to an employee will be as follows:

1. Following the annual staff development and performance review meeting, the employee or line manager, may make an application for the award of one or more contribution points or an accelerated increment to the employee for one year on the basis that the employee meets the criteria outlined below.
2. The application will be referred to the Head of Department who will provide a statement which will then be provided to the individual for comment. The application, along with the Head of Department’s statement, and if relevant, the individual’s counter statement, will then be submitted to the Director of Human Resources.
3. Applications will be submitted for consideration to the Awards panel.
4. In subsequent years, further applications may be submitted by the employee or the Head of Department either to maintain the contribution point for an additional year or to award an additional contribution points or accelerated increment.

• Contribution Point and Accelerated Increments Form

Timeline

1 September 2012	Applications open to staff/ line manager
10 October 2012	Application deadline
November 2012	Panel meets
December 2012*	Payment of contribution point or accelerated increment

The Awards Panel

The panel will meet annually and be chaired by the Pro Vice Chancellor - Students and Staff. Membership of the panel will consist of approximately 10 members, to include trade union representation.

The panel will also take responsibility for monitoring the numbers of individual/line-manager submissions from departments. The panel may need direct access to the Staff Development and Performance Review records or forms for all associated staff in some cases.

The panel will give detailed and written feedback on all submissions.

Note: The Remuneration Committee is responsible for the oversight of this process in respect of senior staff

Payment of the Award

The award of contribution points will be in the form of a single lump sum.

Note: the calculation of the lump sum to be awarded is based on the difference between the individual’s spinal column point (scp) at 1 December and the next spinal column point on the scale (or the next but one scp if two contribution points are awarded)

Criteria

Applications will be assessed against the criteria outlined below.

The employee has made a sustained excellent contribution and consistently exceeded all the principal requirements associated with the role. The quality and quantity of work is demonstrably outstanding and the performance is at the very top of what is expected within the role. All objectives, as identified in the employee’s annual staff development and performance review, have been delivered to a consistently high or exceptional standard and at least 2 objectives have been exceeded in terms of the expected delivery and timescale. The individual is proactive in enhancing his/her knowledge/skills through appropriate learning opportunities; and applies these newly acquired skills and knowledge within their role and shares these with peers. The individual is recognised as an outstanding performer and as a role model by management and peers. The employee must be able to demonstrate that their exceptional performance has made a substantial contribution to the current key institutional goals, as identified in the University’s Strategic Plan.

All awards will be followed by a meeting, between the head of department and the employee, to discuss the professional development needs in relation to the area of exceptional work.

_{* or as soon as possible thereafter if it not be possible to meet the December salary payments deadine.}