Annual pay progression for Grades B to H
Employees in Grade B to H are appointed to a grade - see Salary Scales (November 23).
The points coloured white are 'normal progression points' and the points coloured green are 'contribution points'.
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. ‘Normal’ progression points are awarded where the performance of an employee is assessed as ‘satisfactory’.
Grade B, Grade C and Grade D* comprise of a range of 'normal progression points'.
Grade E, Grade F, Grade G and Grade H comprise of a range of 'normal progression points' and 'contribution points'.
Contribution points are awarded based on performance - for more information see Performance Increments below.
Note: * The contribution points in Grade D will be converted to normal progression points from 1 August 2023.
Performance increments are additional points within the grade awarded for performance.
Staff may be considered :
- for a contribution point if they are at or above the top normal progression point of their grade (Grades E to H only) 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.
Substantive changes in the job responsibilities of support staff should normally fall within the ambit of job evaluation.
Performance increments (both additional increments and contribution points) are considered once each year following the process summarised below. Where performance increments are awarded, they will normally be effective from 1 August unless otherwise agreed. The costs of performance increments must be incorporated into the staffing budget of the Faculty/Division.
Pro Vice-Chancellors and Directors of Professional Services may submit a written business case for a performance increment (ie 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).
To be eligible for a performance increment, staff 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 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.
Exceptionally, additional increments will also be considered as a retention measure; where required by issues of equity; and to reward staff who have taken on significant additional responsibilities within the grade on a permanent basis.
Pro Vice-Chancellors and Directors of Professional Services should consult with other managers in the Faculty/Division to ensure that the performance and contribution of all staff is taken into account in considering who should be recommended for a performance 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. The two schemes are not connected.
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. See the accordions below for details of awards made.
In the autumn term 2022, the following decisions were made:
151 increments were awarded (56% females and 44% males)
64 increments were awarded to Professional Services staff (50% females and 50% males)
87 were awarded to academic staff (59% females and 41% males).
The annual performance increment review for 2022 was delayed while the changes to the pay scales for grades B-F were finalised, has now commenced (see the Vice-Chancellor’s message of 2 November 2022.)
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.
Colleagues who are awarded a performance increment were notified in January 2023. Where performance increments are awarded, they were effective from 1 August 2022.
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).
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.
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).
At the end of the 2017/18 University year, the following decisions were made:
70 increments were awarded (45 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.