Birkbeck, University of London Human Resources

Professorial and senior professional services staff annual pay review

This pay review procedure applies to all Professorial and Senior Professional Services (Grade 10) staff, including those on part-time contracts. All staff wishing to be considered for a pay increase must apply; they will not be considered automatically.  Staff appointed or promoted to a professorial or senior professional services role on or after 1 January of the year in which the review takes place are ineligible to apply.

Please note that questions regarding the process and procedures of this panel should be addressed to Jackie Williams - PA to Director of Human Resources (j.williams@bbk.ac.uk).

Purpose

The Remuneration Committee meets once a year to consider pay arrangements for the above staff groups (Panel A reviews the Master, Panel B reviews all other staff).  Both groups of staff automatically receive any annual national pay award.  The Committee’s function is to decide whether any pay increases should be made in excess of that award, whilst ensuring:

In advance of the annual review process, the Committee will consider the parameters for the pay review, bearing in mind that merit awards are not a contractual benefit and it is therefore within the discretion of the Committee to cancel the annual review process, or vary the procedure (for example, by setting a limit on the total cost of awards to be made), should the circumstances of the College dictate such a move.  Such circumstances may include financial constraints. The cost of reviews conducted in any given year will be a charge against the budget for the following year and the implementation of all reviews will therefore be dependent upon the provision of the necessary finance in the following year’s budget.  All awards will take effect from 1 October following the Panel meeting.

Committee membership

The Committee’s membership is:

In attendance:

In co-opting the independent Governors, each Panel is required to ensure that its membership includes at least three independent Governors in addition to the Chair of Governors; and that there is at least one man and one woman on each Panel.

Each Panel may, if deemed necessary, decide to co-opt an additional member who has current or recent remuneration committee experience in higher education institutions, if the ex officio membership does not fulfil this requirement.

Types of pay award

Consolidated Increases

Salary advancement is appropriate where there has been a high level of achievement over the previous twelve months and there is a reasonable expectation that this will be sustained over the years. 

Bonus Payments

Single “one-off” lump sum payments may be appropriate for staff who have successfully carried out a particular piece of work/project/duty which could not, by its nature, be reasonably expected to be sustained.

Personal Circumstances

In order that consideration can be given to all relevant factors, applicants are encouraged to indicate any personal circumstances that they consider may have significantly affected their output.  These may include, but are not limited to:

Where any of these apply, applicants should include the dates and details of reduced working hours.  Applicants should note that any mitigating circumstances will be assessed in relation to quantity, and not quality, of output.

Any information provided will be shared in confidence with the Executive Dean/College Secretary, Human Resources and the Review Panel.

Professorial staff

Positive Review

Staff will be notified by Human Resources of the procedure to follow in order to make an application, including relevant deadlines, and will be asked to indicate their intention to apply.  The Master will then conduct a positive review with senior colleagues, including the Executive Deans.  The outcome of this review will be that any staff who are deemed suitable to apply, and who have not indicated their intention to do so, will be encouraged to submit an application.

Criteria

The College expects all of its professors to have a “national/international standing in the relevant subject or profession as established by outstanding contributions to its advancement through publications, creative work or other appropriate forms of scholarship or performance, and through teaching and administration” [as defined by University of London Council Ordinances for the conferment of title of professor].  Applicants will be expected to have successfully performed the duties outlined in the generic professorial job description.  Meeting these expectations will not of itself justify an award. 

Staff should demonstrate outstanding academic distinction and achievement through the following criteria:

Leadership and excellence in research, as evidenced by:

Leadership in the development of excellent teaching, as evidenced by:

High quality contribution to the academic leadership of the College, as evidenced by:

Sustained contribution to wider society at national or international level, as evidenced by:

Applications

Staff need to follow the procedure, carefully adhering to its guidelines.  A failure to follow them may result in an unsuccessful application.  Applications received after the stated deadline will not be considered.

Applicants must indicate whether they are applying for a consolidated increase or a bonus payment.

Applications must be submitted using the relevant form, which is available on the HR website.  All sections must be completed and all information must be contained within the form; attachments will not be accepted.  Applications must be completed in a minimum 11pt font and must not exceed two sides of A4 (prior to submission to the Executive Dean).  If this limit is exceeded, only the first two pages will be considered.  Applications may not be modified after the submission deadline.

Applicants must provide evidence of significant achievement over the previous twelve months, in relation to the key criteria.  This may include reference to Academic Review discussions where appropriate.

Where applicants are applying for a consolidated increase, they must indicate how their exceptional performance will be sustained in future.

The application proforma requires applicants to confirm that they have undergone an Academic Review in the previous twelve months and have offered an Academic Review to all staff who report to them.  It also requires confirmation regarding fellowship of the Higher Education Academy (or other recognised academic teaching qualification).

Executive Dean Statements

Applicants must forward their applications to their Executive Dean by the stated deadline.   Executive Deans will complete the relevant section of the application form, stating whether the application is supported or not and the rationale for that assessment.  In the case of staff on fractional contracts, the assessment should take into account the fact that these staff may not have had the same opportunity to contribute in all areas as full-time staff.

Executive Dean Summary

The Executive Dean will provide a table for the Professorial Review Panel showing applicants within their School and scores awarded.  The full range of scores A to E will be applied, following the scoring system used in the academic promotion (conferment of title) procedure.

Professorial Review Panel

A Professorial Review Panel comprising the Master (as Chair), Vice Master and Pro Vice Masters for Research and Education will meet to consider all applications.  (Other Pro Vice Masters may be co-opted as appropriate).

The following information will be available to the Panel:

The Panel will review all the documentation and make recommendations to the Remuneration Committee.  These recommendations will be in respect of the relative merits of each application and the monetary level of awards.  All recommendations will be considered but it is the remit of the Remuneration Committee to decide whether to approve an award and, if so, the type and amount.

Senior professional services staff

Positive Review

Staff will be notified by Human Resources of the procedure to follow in order to apply to the Panel, including relevant deadlines, and will be asked to indicate their intention to apply.  The Master will conduct a positive review with the College Secretary.  Any staff who are deemed suitable to apply, and who have not indicated their intention to do so, will be encouraged to submit an application.

Criteria

          Staff should demonstrate a high level of achievement through the following criteria in the context of personal objectives:

Applications

Staff need to follow the procedure, carefully adhering to its guidelines.  A failure to follow them may result in an unsuccessful application.  Applications received after the stated deadline will not be considered.

Applicants must indicate whether they are applying for a consolidated increase or a bonus payment.

Applications must be submitted using the relevant form, which is available on the HR website.  All sections must be completed and all information must be contained within the form, except for the job description, which must be attached.  No other attachments will be accepted.  Applications must be completed in a minimum 11pt font and must not exceed two sides of A4, excluding the attachment (prior to submission to the College Secretary). If this limit is exceeded, only the first two pages will be considered.  Applications may not be modified after the submission deadline.

Applicants must provide evidence of significant achievement over the previous twelve months, in relation to the key criteria. This may include reference to PDR discussions where appropriate.

Where applicants are applying for a consolidated increase, they must indicate how their exceptional performance will be sustained in future.

The application proforma requires applicants to confirm that they have undergone a Progress and Development Review (PDR) in the previous twelve months and have offered a PDR to all staff who report to them. 

College Secretary Statements

Applicants must forward their applications to the College Secretary by the stated deadline.  The College Secretary will complete the relevant section of the application form, stating whether the application is supported or not and the rationale for that assessment.  In the case of staff on fractional contracts, the assessment should take into account the fact that these staff may not have had the same opportunity to contribute in all areas as full-time staff.

College Secretary Summary

The College Secretary will provide a table for the Senior Professional Services Review Panel showing applicants within professional services and scores awarded.  The full range of scores A to E will be applied, following the scoring system used in the academic promotion (conferment of title) procedure.

Senior Professional Services Review Panel

A Senior Professional Services Review Panel comprising the Master (as Chair), Vice Master and College Secretary will meet to consider all applications. Pro Vice Masters or other senior staff may be co-opted as appropriate.

The following information will be available to the Panel:

The Panel will review all the documentation and make recommendations to the Remuneration Committee.  These recommendations will be in respect of the relative merits of each application and the monetary level of awards.  All recommendations will be considered but it is the remit of the Remuneration Committee to decide whether to approve an award and, if so, the type and amount.

Master, Vice Master, Pro Vice Masters, Executive Deans and College Secretary

Staff will be notified by Human Resources of the procedure to follow in order to apply to the Panel, including relevant deadlines, and will be asked to indicate their intention to apply. 

Basis of Application

Staff should apply on the basis of the relevant criteria. Where staff undertake both professorial and ‘postholder’ roles, both sets of criteria will apply.

Applications

Staff need to follow the procedure, carefully adhering to its guidelines.  A failure to follow them may result in an unsuccessful application.  Applications received after the stated deadline will not be considered.

Applicants must indicate whether they are applying for a consolidated increase or a bonus payment.

Applications must be submitted using the relevant form, which is available on the HR website.  All sections must be completed and all information must be contained within the form, except for the job description, which must be attached.  No other attachments will be accepted.  Applications must be completed in a minimum 11pt font and must not exceed two sides of A4 (excluding the attachment).  If this limit is exceeded, only the first two pages will be considered.  Applications may not be modified after the submission deadline.

Applicants must provide evidence of significant achievement over the previous twelve months, in relation to the key criteria.

Where applicants are applying for a consolidated increase, they must indicate how their exceptional performance will be sustained in future.

Postholders (Vice Master and Pro Vice Masters) must indicate whether they are applying in relation to their postholder or substantive role.  As postholders receive a separate allowance for that role, they should provide evidence of performance over and above that expected in the role. 

The application proforma requires applicants to confirm that they have undergone an Academic Review/Progress and Development Review (PDR) in the previous twelve months and have offered an Academic Review/PDR to all staff who report to them.  It also requires confirmation regarding fellowship of the Higher Education Academy (or other recognised academic teaching qualification).

Applicants must send their completed applications to the PA to the Director of HR by the stated deadline.

Remuneration Committee – Panel A

The Master’s application must indicate whether he/she is applying for a consolidated increase or a bonus payment.

The following information will be available to the Panel:

The Panel will decide whether to make an award; the type of award (one-off or consolidated); and the amount.  Any award will take effect from 1 April following the Panel meeting.

The Panel’s decision is final and will be reported direct to Governors.  The Finance and General Purposes Committee will be informed of the costs of any award made.

The College Secretary writes to the Master, advising him or her of the outcome of the application.  If the application is unsuccessful, the letter will invite the Master to meet the Chair of the Review Panel to obtain feedback.

Remuneration Committee – Panel B

The following information will be available to the Panel:

Professorial staff

Senior Professional Services staff

Vice Master, Pro Vice Masters, Executive Deans, College Secretary

For each application, the Panel will decide whether to make an award; the type of award (one-off or consolidated); and the amount.  All awards will take effect from 1 October following the Panel meeting.

The Panel’s decisions are final and will be reported direct to Governors.  The Finance and General Purposes Committee will be informed of the costs of awards made.

The Master writes to each applicant, advising them of the outcome of their application.  If an application is unsuccessful, the Master’s letter will invite the applicant to meet the Chair of the Review Panel’s nominee to obtain feedback. 

Responsibility allowances

Panel B will consider annually the appropriate level of responsibility allowance for the Vice Master, the Pro Vice Masters, the Assistant Deans and the Dean of College.  The Panel will have available to it the job descriptions for the posts and details as to the levels of allowances paid over the previous five years.

Appeals

Appeals against the Panel’s decisions will only be considered where it is argued that there has been a fault in procedure.  If a member of staff wishes to appeal against the decision of the Review Panel, he or she must send a letter to the Director of Human Resources not more than 15 working days from the date of the outcome letter, stating the grounds for the appeal.

Equality and Diversity

Those making assessments throughout this procedure must ensure that they are objective and do not discriminate on any basis (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation).

Human Resources will monitor applications and outcomes to ensure consistency, equity and fairness.  A report will be made to the Remuneration Committee each year.


Printed from: http://www.bbk.ac.uk/hr/promotion/academic/seniorpayreview/index_html
Date printed: 12/12/2017