Reward Framework

The Reward Framework is intended to provide flexibility to reward staff who go above and beyond the normal expectations of their roles and provides examples of what this may look like in practice.  A range of rewards are available to reflect different circumstances, from one-off examples of excellent contribution to longer term sustained excellence.  

The University allocates a budget for *non-consolidated reward annually.  This is usually shared with Schools and Services at the start of the financial year beginning in August. A non-consolidated reward typically consists of a one-off voucher, gift or lump sum payment. 

Annually the University will also review the budget for consolidated rewards in the Spring and this will be shared ahead of the Schools and Services Review Group meetings where this is considered. A consolidated reward relates to a permanent pay rise either by spinal point or spot salary increase. 

This Reward Framework is intended to enhance the ability to reward and recognise individuals and teams and therefore managers are encouraged to be creative in how they express gratitude, praise or appreciation on an ongoing basis.

This framework will operate in accordance with the University’s core values of being Collaborative, Authentic, Responsible, Creative and Adventurous available at Creating Better Futures. Together | 含羞草视频 (lboro.ac.uk). 

     *Non-consolidated payment is a one-off payment that does not affect your normal salary level. 

The Reward Framework is separate to Performance & Development Review (PDR) which is intended to focus on intrinsic factors such as personal and professional growth, goals, objectives and career development.

含羞草视频 values the diversity of its people and is committed to promoting equal opportunities and eliminating discrimination. 

This scheme will be applied in a fair and consistent manner to avoid discrimination on the grounds of any protected characteristic. 

As part of the nomination and approval/decision making process, consideration should be given to Equity, Diversity and Inclusion (EDI) in all cases. 

HR Partners will discuss rewards with Deans and Directors at regular intervals throughout the year and analysis will be carried out to ensure a fair distribution across the school or service’s employee population. 

A full equality impact assessment will be carried out by HR at the end of the academic year for each school and service as well as at university level. 

This framework applies to all university employees. 

Employees who have a live disciplinary or capability sanction on file at the time of the nomination or decision-making process are not eligible for an award under this framework.

The University’s pay structure provides staff in grades 1-8 with annual incremental progressions up to the standard maximum point. This is to recognise the acquisition of skills, knowledge and expertise that comes from experience within the role.  

It should be noted that employees on Grade 9 have an annual professorial and senior staff salary review process which combines consideration of market and equality factors. 

Nominations should only be made to recognise any specific examples of contribution/excellence once.

An individual can only be awarded either a lump sum payment or a consolidated increase annually, but it would be unusual to receive both.

The Senior Salaries Review Group, chaired by the Deputy Vice Chancellor will consider all nominations for consolidated rewards.

Reward nominations for Grades 1 - 8 will be submitted for information only. 

To ensure consistency and equity, summary equality data for reward nominations for all grades will be reviewed by the Senior Salaries Review Group. This will ensure that all submissions comply with the budget allocation and distribution of reward across the School/Service's population.

The Remuneration Committee, chaired by the Vice Chancellor will have an overview of Grade 9 rewards reviewed and authorised by the Senior Salaries Review Group.

For consistency, all schools and services will be provided with a spreadsheet at the beginning of the academic year to record all reward nominations.

Each School/Service should determine a local method for communicating the outcome of nominations for Vouchers (or gifts)/Team Awards, and lump sum one-off payments. Feedback should also be provided by a relevant manager where a nomination is unsuccessful for example where an individual nominates themselves for a reward.

No outcomes for consolidated payments or spot salary pay increases may be communicated until the summary equality data has been reviewed by the Senior Salaries Review Group and the Remuneration Committee.

After the review has been completed, the HR Services Team will prepare letters for recipients of additional scale increments, excellence reward range increments and spot salary performance increments.

The decision of the Line Manager, Head of School or Service and University Central Remuneration Committee is final (depending on the highest authorisation level). There is no right of appeal.