Additional Performance Increments

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.