Accelerated Increments and Contribution Points (AICP)

Process

Introduction

This document refers to the payment of Accelerated Increment and Contribution Points (AICP) to individual members of staff at Aberystwyth University.  

The award of Accelerated Increments and Contribution Points (AICP) will be associated with and evidenced by the employees annual Effective Contribution Scheme (ECS) process.

  • Contribution points will apply to those staff at the top of their salary scale.
  • Accelerated increments will apply to employees 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 in a separate tab.
  • The decision regarding the awarding of accelerated increments or contribution points will be based on the criteria outlined in the next tab 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 ECS 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 in the next tab. It must be clear from the application who has submitted it, either the employee or their line manager.
  2. The application will be referred to the Institute Director/Head of Service Department who will provide a statement which will then be provided to the individual for comment. The application, along with the Institute Director’s/Head of Professional Service Department’s statement, and if relevant, the individual’s counter statement, will then be submitted to the Human Resources Project Team email address; hrpstaff@aber.ac.uk.
  3. Applications will be submitted for consideration to the Awards Panel on the form provided which must be completed accurately.  If any information is missing the form will be returned to the originator.
  4. In exceptional circumstances the panel may ask for additional information.
  5. Employees on probation will not usually be considered for AICP unless they can clearly evidence achievement beyond their probation compact. It would normally be expected that this would only be considered in their final probationary year.
  6. In subsequent years, further applications may be submitted by the employee or the Institute Director/Head of Service Department either to maintain the contribution point for an additional year or to award an additional contribution point or accelerated increment.

 

The Awards Panel

  • The panel will be chaired by the Pro Vice-Chancellor – Chief Operating Officer.
  • Membership of the panel will consist of approximately 10 members, to include trade union representation and will be composed in a way which balances the gender and job type of panel members to ensure fairness.
  • Approximately two thirds of the panel must vote and attend the relevant meeting for a decision to be made about an application.
  • In exceptional circumstances, the Chair may decide that an alternative composition be quorate but this should not be less than one half of panel members.
  • The panel will also take responsibility for monitoring the numbers of individual/line-manager submissions from institutes/professional service departments.
  • The panel may need direct access to the ECS records or forms for all associated staff in some cases.
  • The panel will submit its recommendations for the award of contribution point(s) or accelerated increment(s) to the Executive for their consideration.
  • The panel can provide written feedback on unsuccessful applications.

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

 

Payment of the Award/Contribution Point

The award of contribution points will be in the form of a single lump sum payment. Annual salary remains unchanged. If you are a employed on a pro-rata bais, the contribution point will be adjusted accordingly to your Full Time Equivalent (FTE) salary.

 

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 August 2017 and the next spinal column point on the scale.  It is very unusual for 2 contribution points to be awarded and this would be for consideration by the panel for genuinely exceptional performance evidenced against the criteria. (or the next but one scp if two contribution points are awarded).

                                         

Accelerated Increment Point

Accelerated increments will be reflected in an increase in monthly pay, this will normally be implemented in February or as soon as possible thereafter.

Example: If you are on grade 6 spinal point 24, and you are awarded 1 accelerated increment point, you will go up to spinal point 25, at the next increment date in October you will progress to spinal point 26.

Accelerated increments will be reflected in an increase to monthly pay with effect from August 2017.

Criteria

Criteria

All employees are eligible to apply for an individual accelerated increment or contribution point. The employee must be able to evidence meeting points 1 to 5 of the criteria that their exceptional performance has made a substantial contribution to the current key institutional goals, as identified in the University’s Strategic Plan.

Applications will be assessed against the criteria outlined below.

1. All objectives, as identified in the employee’s annual Effective Contribution Scheme (ECS), 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.

2. The employee has made a sustained excellent contribution and consistently exceeded all the principal requirements associated with the role.

3. The quality or quantity of work is evidenced as outstanding and the performance is at the very top of what is expected within the role.

4. 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.

5. The individual is recognised as an outstanding performer and as a role model by management and peers.

To be eligible for an Accelearted Increment or Contribution point, the employee must provide evidence for each of the 5 criteria outlined above.

Once the process has been concluded, all applications will be followed up by a meeting between the Institute Director/Head of Professional Service Department and the employee to discuss any professional development needs in relation to the application.

* or as soon as possible thereafter if it not be possible to meet the August salary payments deadline.

 

Guidance

Guidance for applying for Accelerated Increments and Contribution Points

When considering an individual application, for an accelerated increment or contribution point, the assessing panel will be looking for specific evidence of how the application meets the criteria for the award of an AICP. 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. These criteria are as follows:

  • The employee has made a sustained excellent contribution and consistently exceeded all the principal requirements associated with the role.
  • The quality or quantity of work is evidenced as 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 Effective Contribution Scheme (ECS), 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.

If you find that there is insufficient space to complete the application and supporting statement you can add NO MORE than one additional single side of A4 for each of the 2 statement sections.

Try and ensure that you give good evidential examples for each of the 5 criteria which will help the panel make their decision.

Either you, as the employee, or your line manager, can apply on your behalf, but whoever fills in the majority of the form should ensure that the other person submits a statement to supplement the application.

Managers to note: Applications can only be submitted for individual members of staff. If the individual has worked as part of a team, on a project for example, please indicate this on the relevant section on the application form.

At the bottom of the form there are spaces for the relevant signatures. Make sure that everything on the application form has been correctly completed before sending it to the HR Project Team at hrpstaff@aber.ac.uk.

Overleaf is an example of a well thought out and well written application which you may find useful when completing your form. Please note that whilst the evidence covering all criteria is not all in the order specified on the form, it is all there, and is well documented. The applicant has given their permission for this information to be used, with names redacted where appropriate.

 
Extracts from previous AICP submissions

Academic Job Family profile examples.

…. for a number of years, been the most ardent advocate of the student experience within the department, championing the need to improve learning environments. …. has also been a highly effective researcher, publishing widely and attracting considerable amounts of research funding. … is also someone who is committed to the efficient running of the department and, as such, has been a proactive and highly committed member of ….. admin team.

…..teaching strengths centre on a dedication to delivering high quality courses that always receive excellent ratings from students.

Administrative Managerial and Professional Profile examples.

… contribution to the university (including its strategic aims of increasing international student numbers and enhancing the student experience) has been sustained and excellent, and merits recognition and reward.

… The work went above and beyond the remit of the role and is leading towards significant institution-wide benefits including greater student satisfaction and efficiency.

Technical & Computer Operator Profiles examples

…has made a sustained contribution to the Department’s computing and technical infrastructure over a number of years. On the basis of his SDPR, it is evident that he has performed well above and beyond the requirements normally associated with his role over this past year in particular.

… willingness to take on a series of additional challenging roles (over and above his ongoing commitments).

…is always striving to update his knowledge of computing and electronics.

Clerical & Campus Services Staff Profiles examples

… has undertaken training at own expense demonstrating dedication to develop skills. ….carries out all tasks to a very high standard and demonstrates a proactive approach to all areas of work.

…takes tasks beyond what is required, going the ‘extra mile’ to ensure they are carried out efficiently and to the highest possible standard.

Timescale

Date

Action

w/c 10 April 2017

Communication to staff of the AICP timeline

3 May 2017

Window opens to receive applications

10 May 2017

Reminder email to staff

18 May 2017

Reminder email to staff

24 May 2017

Closing date for applications

7 June 2017

Applications uploaded to Share-point

9 June 2017

Panel commence voting on Share-point

28 June 2017

Closing date for voting

w/c 3 July 2017

Panel meets

w/c 10 July 2017

Panel meets

25 July 2017

Executive considers panel recommendations

4 August 2017

Applicants notified of decision

August 2017

Payment of contribution point(s) or accelerated increment(s)

 

 

 

 

 

 

 

 

 

 

 

 

 

 

* All dates are subject to change subject to panel availability