Pay Progression

Annual pay progression for Grades B to H

Employees in Grade B to H are appointed to a pay scale with increments (see ).

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’. Annual progression through the ‘normal progression range’ is conditional upon the employee fully meeting the requirements of their role.

Withholding ‘Normal’ progression points

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.

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 Chief Operating Officer who may agree to (a) award an additional increment/contribution point; (b) award a Rewarding Excellence 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.


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