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Pay progression

Annual pay progression for Grades B to H

Employees in Grade B to H are appointed to a grade - see Salary scales. Generally each grade comprises of a range of 'normal progression points' and 'contribution points'.

Under the agreed Conditions of Employment, 'Subject to satisfactory performance, and subject to a minimum of six months’ service in the grade, increments are payable on 1 August each year until the top progression point of the grade is reached.’

‘Normal’ progression points are awarded where the performance of an employee is assessed as ‘satisfactory’.

The annual performance increment review for 2022, which was delayed while the changes to the pay scales for grades B-F were finalised, has now commenced, as advised in the Vice-Chancellor’s message of 2 November 2022.

During December 2022, senior managers in your Faculty/Professional Services Division will be considering which staff should be recommended for a performance increment, taking account of the eligibility criteria set out on this page (see "Additional performance increments").

The changes to Grades B to F implemented in November 2022 benefited over 4500 staff in these grades. Recognising the exceptional in-year increases awarded to these staff in 2022, the scope of the 2022 review will include only the following staff:
• Grade D: colleagues in the current contribution range (points 20 to 22)
• Grade E: colleagues in the contribution range
• Grade F: colleagues in the contribution range
• Grade G
• Grade H.

Decisions will be taken in January 2023. Colleagues who are awarded a performance increment will be notified in January 2023. Where performance increments are awarded, they will be effective from 1 August 2022.

We will publish information about the number of awards made on this page in February 2023.

For appointments in grades B to H, an employee will progress through the 'normal progression points' if they meet the following eligibility criteria in the agreed Conditions of Employment, 'Subject to satisfactory performance, and subject to a minimum of six months’ service in the grade, increments are payable on 1 August each year until the top progression point of the grade is reached.’

Staff may be considered for a contribution point if they are at or above the top progression point of their grade or for an additional increment within the normal progression range. 

Ordinarily, exceptional performance by employees should be rewarded through the University’s Above and Beyond Recognition Scheme (Rewarding Excellence. Substantive changes in the job responsibilities of support staff should normally fall within the ambit of job evaluation. 

Pro Vice-Chancellors and Directors of Professional Services may submit a written business case for an additional increment or contribution point to be awarded to an employee:

  • to recognise exceptional sustained performance above the level expected of a fully competent and experienced professional in the role (as summarised below)
  • as a retention measure;
  • where required by issues of equity;
  • to reward staff who have taken on significant additional responsibilities within the grade on a permanent basis.

To be eligible for a performance increment, staff at the top normal progression point of their grade will be expected to be consistently performing at the level of a fully competent and experienced professional in their role and to be achieving their PDR objectives. Consequently, a performance increment/contribution point will only be awarded where there is evidence of a broader range of high level achievements and the employee is sustaining – over a period of at least two years – a significantly higher level of performance than would be expected of a fully competent and experienced professional in the role. This means that staff paid in the contribution range will normally only be considered for a further contribution point (up to the top contribution point for the grade) at least two years after they last received a contribution point. 

Pro Vice-Chancellors and Directors of Professional Services should consult with other managers in the College/Service to ensure that the performance and contribution of all staff is taken into account in considering who should be recommended for an additional increment. No personal applications will be considered. 

Decisions will be taken by the Director of HR, Provost and Registar. 

There is no requirement for an employee to have received an award under the University’s Above and Beyond Recognition Scheme in order to be considered for a performance increment/contribution point. The two schemes are not connected. 

Additional increments/contribution points will normally be effective from 1 August unless otherwise agreed. The costs of additional increments/contribution points must be incorporated into the staffing budget of the College/Service.

Monitoring

HR Services will monitor decisions as part of the University’s equality and diversity monitoring.

Each year, the University awards additional increments - both additional increments within the normal progression range and contribution points above the normal progression range - for sustained excellent performance. Decisions are made following consideration of recommendations from Pro-Vice-Chancellors and Directors of Professional Services. Decisions are taken after the end of the University year and increments are normally paid from 1 August.

2021

In the autumn term 2021, the following decisions were made:

178 increments were awarded (64% females and 36% males)
103 increments were awarded to Professional Services staff (70% females and 30% males)
75 were awarded to academic staff (56% females and 44% males).

2019/20

As part of the collective agreement with trade unions to achieve savings in staff costs in the 2020/21 financial year, no performance increments were awarded at the end of the 2019/20 University year.

2018/19

At the end of the 2018/19 University year, the following decisions were made:

90 increments were awarded (58 females and 32 males)
66 increments were awarded to Professional Services staff (48 females and 18 males)
24 were awarded to academic staff (11 females and 13 males).

2017/18

At the end of the 2017/18 University year, the following decisions were made:

70 increments were awarded (35 females and 25 males)
42 increments were awarded to Professional Services staff (32 females and 10 males)
28 were awarded to academic staff (13 females and 15 males).

The University reserves the right to withhold an increment from an employee on the grounds that their performance is unsatisfactory. Such decisions will be taken by the Director of HR on the recommendation of a Pro Vice-Chancellor or a Director of Professional Service, supported by appropriate evidence – for example formal warnings/cautions issued under the Performance/capability procedure, Disciplinary procedure or Ill health/incapacity procedure or the application of the preliminary stages of these procedures (prior to the issue of a formal warning/caution) as well as the outcome of the Performance and Development Review or probation review procedures.

Where an increment is withheld, the employee will be notified in writing and have a right of appeal through the Grievance Procedure.

In cases where an increment is withheld and the employee subsequently meets the required performance, attendance etc standards, the withheld increment will not be reinstated within the year. An employee must be performing at a satisfactory level for a minimum of 12 months at 1 August following the expiry of a formal warning/caution (or other procedure) to be eligible for an increment.