University bonus

The University bonus is conditional upon the University’s ability to pay. At the commencement of each financial year, the Council of the University will agree a ‘balanced scorecard’ of financial and non-financial targets. Following the close of the financial year, Council will review the University’s performance against this ‘balanced scorecard’ and may approve a University Bonus of up to £300 per employee.

The University Bonus is subject to statutory deductions but is not pensionable and is not recurrent.

All employees (other than Professors and professorial-related staff, individuals engaged solely on a fees or claims basis (including the Temporary Staff Bank) and Graduate Teaching Assistants) will receive a University Bonus in recognition of their contribution to the University meeting its financial targets, subject to:

  • satisfactory performance;
  • being in the employment of the University on the date the bonus is declared;
  • a minimum of three months’ continuous service with the University as at 31 July.

Each eligible employee will receive the same payment. Awards to part-time staff and staff who joined part way through the University’s financial year will be pro-rata.

Merit Awards and the University Bonus are not contractual benefits and the University reserves the right to withdraw or modify these schemes.

Unsatisfactory performance

Unsatisfactory performance must be evidenced by recorded meetings, advice, counselling and pre-formal or formal warnings in addition to the outcome of the PDR over the period in review. Any employee who does not receive the University Bonus (or receives bonus reduced in accordance with the paragraph below) will be advised of this fact and the reasons for it in writing and may appeal through the Grievance Procedure. Where an employee had the University Bonus withheld because of a disciplinary warning, which was withdrawn after a successful appeal, then the payment will be reinstated.

For employees who have been subject to disciplinary action, there will be a proportionate reduction in the University Bonus based on the life of a disciplinary warning. For example, a six month warning would lead to a 50% reduction. Where the warning spans over two years, there will be a proportionate reduction in each year. (For example, in the case of a twelve month warning issued on 1 February 2009, there would be a 50% reduction relating to any payment made for 2008/9 and a 50% reduction relating to any payment made for 2009/10).

Further information