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Reward and Recognition Scheme

The University has in place a reward and recognition scheme for academic-related and support staff.  The Scheme has two elements:

  1. an annual gathered field review, the ‘Awards for Excellence Scheme’, at departmental level, awarding incremental payments within a simplified framework (a non-pensionable lump sum to the value of one increment, or a pensionable advancement to the next point on the incremental scale);
  2. a ‘Recognition Scheme’, under which smaller, more timely awards (£200 before tax in all cases) can be made at departmental level to recognise ‘one-off’, outstanding contributions at any time of the year.

Awards for Excellence Scheme : Now live for 2022 nominations (deadline 26 May 2022).

The purpose of the Awards for Excellence Scheme is to recognise staff contributions to the work of the University and to reward exceptional individual contributions, (based on performance during the year January to December 2021).  All eligible staff should be reviewed as part of the department’s annual gathered field exercise.  Note that this is the only mechanism for awarding incremental progression for individuals who are at the top of the scale bar or in the discretionary pay range for the grade.

Line managers should conduct an initial review of all the staff they manage against the criteria for awards.   The scheme is designed to reward employees who:

  • have performed well in all the key areas of their jobs; and

  • have consistently demonstrated exceptional performance, significantly above that which might reasonably have been expected for their grade, or

  • have demonstrated an exceptional commitment to a value or behaviour framework, through examples provided against the expected behaviours

We are aware of the additional work colleagues have done related to calls for racial justice and greater attention to diversity which were amplified at the start of the pandemic, and to the ways that colleagues stepped in to support each other to manage workloads and our wellbeing during this difficult time.  We also know of many innovative responses to problems and challenges encountered during the pandemic. These contributions will undoubtedly feed into our departmental work on our values and expectations.  Although we don't want to pre-empt the outcome of that work, this year we are keen to reward those who have exhibited excellence related to the following:

  1. Diversity and inclusion;
  2. Innovative working (this can be research, teaching and/or professional service) ;
  3. Workloads and Wellbeing

Some examples of what could be rewarded are:

  1. Activities and/or behaviours that demonstrate practical, positive impacts on diversity and inclusion in the department; maintaining positive, respectful and inclusive relationships with colleagues, showing leadership in promoting inclusive and anti-racist behaviour, involvement in department-wide activities to address equality (e.g. the Anti-racism reading group, or specific Athena Swan actions);
  2. Demonstrating problem solving and flexibility of approaches to work especially during remote/hybrid working, finding more efficient, cost-effective ways of doing things; attending to sustainability and impact; finding ways to work better
  3. Working co-operatively and supportively with colleagues and ensuring fair distribution of workloads; supporting wellbeing; being encouraging and not judgemental; active leadership and participation in wellbeing initiatives and activities;

The scheme should not be used to specifically to reward the working of long hours; for those required to work above their grade; or for retention purposes.  Please discuss with Clare Wickings if any of these situations apply as there are other ways of addressing them.

Where someone has been re-graded to a higher grade within the performance year, the panel would expect any recommendation for Reward for Excellence to include clear evidence of a particularly exceptional performance over and above the assumption of additional duties that resulted in the re-grade (i.e. we must not reward the same evidence twice).

Individuals can also self-nominate, but must discuss with their line manager before they do so.

To submit a nomination, please complete the appropriate nomination form below and send it, with appropriate signatures, to HR@phc.ox.ac.uk by Thursday 26 May.  Please read the further information on the scheme before submitting a nomination.

If you have any queries on any aspect of the scheme, please contact Clare Wickings.

Nominations will be considered by a department panel, comprising Catherine Pope (Chair), Nicola Small, Kamal Mahtani and Sarah Tonkin-Crine. Line managers and individuals will be notified of the outcome by end June/early July. Payments will be made with effect from 1 August 2022.

To be eligible for the scheme, individuals must have been in post for at least 6 months.  There are some exclusions to eligibility which are outlined in the online guidance

Please note that we are restricted in the total costs of awards we can make (0.35% of the department’s total pay bill), so only a small proportion of staff (up to 10%) will receive awards. 

Recognition Scheme

The recognition scheme is to facilitate timely recognition of one-off contributions or examples of high performance by individuals or teams at any time in the year.  It came into effect on 1 October 2013, recognising performance from that date.  Nominations need to be made by managers using the form below.  Please pass completed forms to the Deputy HR Manager, Nicola Webb.  Decisions are made by the Head of Department, Richard Hobbs.  The recognition award will be £200 in all cases.

Documents:

  1. Awards for Excellence Scheme Criteria
  2. NDPCHS Manager Nomination Form - Award for Excellence
  3. NDPCHS Self Nomination form: Award for Excellence
  4. NDPCHS Recognition Nomination Form

awards MADE

2020

Grade 2: No nominations

Grade 3: No nominations

Grade 4: Male 0 Female 1

Grade 5: Male 0 Female 5

Grade 6: Male 0 Female 2

Grade 7: Male 0 Female 6

Grade 8: Male 0 Female 7

Grade 9: Male 0 Female 1

Grade 10: Male 0 Female 1

Other: Male 0 Female 1

 

2019

Grade 2: No nominations

Grade 3: No nominations

Grade 4: Male 0 Female 2

Grade 5: Male 1 Female 5

Grade 6: Male 0 Female 4

Grade 7: Male 1 Female 4

Grade 8: Male 1 Female 3

Grade 9: No nominations

Grade 10: No nominations

Other: Male 0 Female 1

 

2018

Grade 2: No eligible staff

Grade 3: No nominations

Grade 4: Male 0 Female 2

Grade 5: Male 0 Female 1

Grade 6: Male 1 Female 2

Grade 7: Male 1 Female 4

Grade 8: Male 0 Female 4

Grade 9: Male 0 Female 1

Grade 10: no nominations

 

2017

Grade 2: No eligible staff

Grade 3: No nominations 

Grade 4: No nominations

Grade 5: Male 0 Female 4

Grade 6: Male 0 Female 1

Grade 7: Male 0 Female 7

Grade 8: Male 1 Female: 3

Grade 9: Male 0 Female 1

Grade 10: no nominations

 

 

2016

Grade 2: No eligible staff

Grade 3: No nominations 

Grade 4: Male 1 Female: 3

Grade 5: Male 0 Female 3

Grade 6: Male 1 Female 0

Grade 7: Male 1 Female 0

Grade 8: Male 1 Female: 0

Grade 9: no nominations

Grade 10: no nominations

 

2015

Grade 2: No eligible staff

Grade 3: No nominations 

Grade 4: Male 0 Female 2

Grade 5: Male 0 Female 2

Grade 6: Male 0 Female 2

Grade 7: Male 2 Female 3

Grade 8: Male 0 Female 4

Grade 9: Male 0 Female 1 

Grade 10: no nominations