Additional increments

Employees in Grades B to H may be considered for additional increments including contribution points. (Staff may be considered for a contribution point if they are at or above the top progression point of their grade.)

Ordinarily, exceptional performance by employees should be rewarded through the University’s Recognition Scheme (Rewarding Excellence; Above and Beyond). Similarly, 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:

  • as a retention measure;
  • where required by issues of equity;
  • to reward staff who have taken on significant additional responsibilities without a change in grade;
  • to recognise exceptional sustained performance above the level expected of a fully competent and experienced professional in the role (as summarised below). 

Staff at the top progression point of their grade will be expected to perform at the level of a fully competent and experienced professional in their role and to be achieving their PDR objectives. Consequently, a 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.  Consequently, 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 who may agree to (a) award an additional increment/contribution point; (b) award a Rewarding Excellence (Gold) payment; (c) make no award. 

There is no requirement for an employee to have received an award under the University’s Recognition Scheme (Rewarding Excellence; Above and Beyond) or any earlier arrangements in order to be considered for an additional increment/contribution point.

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.