Contribution Pay SchemeFiona Ford

Deputy Personnel Director

Contribution Pay Scheme

• Part of the local agreement on the new grade structure

• Contribution points at top of Grades D – L

• Certain principles outlined in the agreement

• Have been working with managers and unions over the last 18 months to develop a scheme

Grade Structure Know How>

Spine from Feb

07

57 66 76 87 100 115 132 152 175 200 230/264 304/350

Grade A Grade B Grade C Grade D Grade E Grade F Grade G Grade H Grade I Grade J Grade K Grade L

53 £52,62852 £51,095 5109551 £49,607 4960750 £48,162 4816249 £46,758 4675848 £45,397 4539747 £44,074 4407446 £42,791 4279145 £41,544 41544 4154444 £40,335 4033543 £39,160 3916042 £38,019 3801941 £36,912 3691240 £35,836 35836 3583639 £34,793 34793 3479338 £33,799 3379937 £32,795 3279536 £31,840 3184035 £30,913 30913 3091334 £30,013 30013 3001333 £29,138 2913832 £28,290 2829031 £27,465 27465 2746530 £26,666 26666 2666629 £25,889 2588928 £25,135 2513527 £24,402 24402 2440226 £23,692 23692 2369225 £23,002 2300224 £22,332 2233223 £21,682 21682 2168222 £21,050 21050 2105021 £20,437 2043720 £19,862 1986219 £19,263 19263 1926318 £18,703 18703 1870317 £18,157 1815716 £17,636 1763615 £17,137 17137 1713714 £16,653 16653 1665313 £16,183 1618312 £15,727 1572711 £15,284 1528410 £14,854 14854 148549 £14,436 144368 £14,041 140417 £13,659 £13,659 136596 £13,339 £13,3395 £12,979 £12,9794 £12,629 £12,6293 £12,340 £12,3402 £12,0111 £11,691

Contribution Pay Scheme & Additional Service Payments

• Schemes have now been agreed• Contribution Scheme will be introduced from

1.8.09, with first payments being made 1.8.10• Alongside the Contribution Scheme we will

introduce a revised scheme for Additional Service Payments, to take effect from 1.8.09

• Schemes seek to balance need for transparency and consistency with the requirement for streamlined processes

Contribution Pay Scheme & Additional Service Payments

• Contribution Pay Scheme – concerned with behaviour and delivery within a role – the way in which an individual undertakes their role (available only to those at, or above, top service increment)

• Additional Service Payments Scheme – concerned with tasks or activities that are undertaken in addition to a role (available to all staff throughout the incremental range)

Additional Service Payments Scheme

• ASPs will, from 1.8.09, be available to recognise additional, one off, tasks, projects or activities, for which there is no ongoing requirement (slightly more limited than current scheme)

• Decisions on awards will be made by Dean or Registrar twice a year, to aid consistency

• Application process similar to current

Contribution Pay Scheme

• Contribution Scheme available only to those at top service increment, on the contribution range, or those protected above the range

• Will recognise sustained, exceptional performance which is significantly over and above normal requirements of the role

• Will operate annually, with process initiated by Personnel Services

Contribution Pay Scheme - Criteria

• Expectation is that all staff will reach a high level of performance in the role

• Incremental progression recognises individual development and growth in contribution over time

• Individual must be bringing an exceptionally high degree of pro-activity and problem solving to the role to be eligible under scheme

Contribution Pay Scheme - Criteria

• Examples of where sustained exceptional performance may be evidenced might include:• Outputs and results – consistently delivering

exceptionally high quality work within or before deadlines; consistently overcoming significant obstacles to ensure deadlines are met; consistently achieving an exceptionally high level of customer/client/student satisfaction

Contribution Pay Scheme - Criteria• Methods and processes – identifying and

implementing on an ongoing basis new approaches to the role that significantly enhance service delivery, efficiency and/or effectiveness of the department or function in a way that would not normally be expected within the role

Contribution Pay Scheme - Criteria• Contribution to the running of the

team/department/division/school/faculty/ university – ongoing participation/contribution more broadly across the relevant area in a way that would not normally be expected of the role; or consistently demonstrating an exceptionally supportive or adaptable approach which contributes to the achievement of objectives of the relevant area

Contribution Pay Scheme

• April (2010) - Personnel Managers will meet with Heads of Department

• Review those on top service increment as at 1st August previous year

• Review those on Contribution Range (“pink circles”)

• Review those protected above Range (“red circles”)

Contribution Pay Scheme

• Head and Personnel Manager will forward recommendations for awards to Dean/Registrar

• Deans/Registrar will consider recommendations with a view to ensuring as great a degree of consistency and equity as possible

• Will forward decisions to Personnel Services by end of June

• Moderation meeting will be held in first year of scheme (all Deans and Registrar) to ensure appropriate benchmarks and thresholds are being established

Contribution Pay Scheme

• Staff at top service increment:• On first and second occasions of award,

payment will be made as a lump sum bonus, equivalent to value of increment (not pensionable). Payment in August

• Where an individual receives an award each year, consecutively over three years, on third year individual will be consolidated on to the next increment point (and will also receive a lump sum payment)

Contribution Pay Scheme

• Staff already on the contribution range (“pink circles”) who are confirmed as meeting the criteria will be immediately assimilated to their contribution point, and will become a “white circle” consolidated on the contribution range

• Such staff who do not meet the criteria will be advised as to how they might do so – if they have not by July 2011 they will drop to top service increment from 1st August 2011

Contribution Pay Scheme

• If it is agreed that a “red circled” individual meets the criteria, this will be noted so that when pay protection ends they may be consolidated as a white circle to the top contribution point of their substantive grade

• Such staff who have not met the contribution criteria by 1st August 2011 will drop to top service increment of their grade

Contribution Pay Scheme

• Those who have been consolidated on the contribution range will be reviewed annually to confirm whether still operating at the exceptional level

• If in any year they are deemed not to be, they will be advised of how they might resume performance to meet criteria

• If they have not resumed performance by following year they will drop to top service increment (or lower contribution point)

Contribution Pay Scheme

• Those consolidated on to the contribution range will also be eligible to be considered for further awards under the scheme

• Must be demonstrating a further expansion of their excellent performance (e.g. extension of outstanding performance to different areas of work)

• Where an award is agreed, they will move to next Contribution point from 1st August

Contribution Pay Scheme

• Right of Review – where Head/Personnel Manager have not put forward a recommendation

• Right of Appeal – where individual feels a decision that performance is not sustained at the exceptional level is inaccurate

Contribution Pay Scheme – Next Steps

• Procedures and guidance will be published on web over the summer

• Personnel Managers will brief FPARCS in September/October

• Open meetings for staff/managers will be held in October