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Contribution points
Staff will be considered for a contribution point provided they have been at or above the top progression point of their grade for at least 6 months and they are not ‘protected’ at a rate of pay above the pay for the grade of their role.
In order to be considered for contribution points, staff should be sustaining the higher level of performance expected of a fully competent and experienced professional in the grade for their role. Therefore, for an employee who is at the top of the normal progression range or within the contribution range to be eligible for a contribution point, normally they must have received a merit award in the previous year.
Staff who are paid in the contribution range will normally be considered for a further contribution point (up to the top contribution point for the grade) every other year.
Contribution points should be used to reward individuals whose contribution, on a sustained basis, exceeds that normally expected in their role in terms of high levels of outcomes. Substantive changes in the job responsibilities of support staff should normally fall within the ambit of job evaluation but contribution points may also be used to reward staff who have taken on significant additional responsibilities without a change in grade.
Decisions on contribution points must be ‘evidence-based’ and relate to the business aims of the Service or College. The reason for each decision must be recorded within the College/Service (ie there should be a ‘business case’ for each decision.)
Staff should only be eligible for consideration for contribution points where their College/Service confirms that they have achieved their PDR objectives. To ensure that it is achievement beyond PDR objectives which is rewarded, there should also be evidence of a broader range of achievements.
Subject to considerations of consistency, decisions in respect of contribution points should be delegated to Colleges/Services. The reason for each decision must be recorded within the College/Service. To ensure consistency, Human Resources will monitor decisions made by Colleges/Services and report to the Staff Liaison Committee and the Vice-Chancellor’s Executive Group.
Contribution Points will be effective from 1 August (for decisions made in the autumn term, the award will be effective from the preceding 1 August)
Colleges and Services will normally consider the award of contribution points and Merit Awards at the same time.
Recognising the University’s strategic objective of developing a culture of ‘high performance – high reward’, it follows that staff should have a reasonable expectation of progression into the contribution range of their grade and, subject to affordability, the University should be prepared to see a significant proportion of its workforce moving into the contribution range over time.
Please follow the links for further information on the process and decision making for awards.
Further information
- Please see Appendix A for further information on the relationship between Contribution Points, Merit Awards and the University Bonus.
- Salary scales
- Please see Appendix B for criteria for, and examples of, exceptional performance.
